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The best possible changes to be made in the research fields, so as to directly involve the police in the training process, by the International Association of Chiefs of Police (IACP) are discussed. Discussions on the police research and the suggested action research are presented.

Discussion on the need to develop a process to certify developing technology such as e-learning for the trainee policemen, by the peace officer standards and training groups (POSTS), is presented.

Teach First is spurring imitators that should improve the public sector 'HOW does ambiguity affect others?' After a moment's hesitation, the new recruits propose answers--it leads to 'cynicism', 'isolation' and [...]

The Florida Criminal Justice Standards and Training Commission launched a statewide program for human diversity training for certified law enforcement probation officers. The program aims at improving officer safety and interactive potential with diverse counterparts by enhancing officers' understanding of minority groups, ethnicities and culture. Probation officers receive 24 hours of human diversity training, during which they are taught to understand and address cultural concerns.

Since the implementation of the Commission on Accreditation for Law-Enforcement Agencies (CALEA) in the early 1980s, numerous works have been dedicated to the discussion of police accreditation. Unfortunately, most of those works have been merely discussion of accreditation or empirical evaluations of officers' perceptions on the accreditation process. This study provides a comparison of specific agency characteristics between accredited and nonaccredited law-enforcement agencies. The research approach used in this study involved the use of secondary data in a cross-sectional design. Data were collected from the Law-Enforcement Management and Administrative Statistics, 1993: Data for Individual State and Local Agencies with 100 or More Officers (LEMAS) and CALEA's April 1998 list of accredited agencies. Results identified five variables which were significantly different in accredited vs. nonaccredited agencies. Those variables were field training hours, minimum educational requirements for starting officers, policy for drug-testing-sworn police applicants, the operation of a special drug unit, and the operation of a special child-abuse unit. [C] 2001 Elsevier Science Ltd. All rights reserved.

The physical fitness standards for police officer candidates involve aerobic endurance, flexibility and strength and are based on the age and gender of the applicant. Meanwhile, a deputy US marshall applicant filed a discrimination claim three years after he failed the endurance test and was reassigned as a detention officer. The Eight Circuit Court of Appeals ruled against the officer due to his failure to file the suit immediately after his reassignment.