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, ,.�^ ., �•� =� "h 'ii-°°: ;�''�i�� Whatevet the activiry — restoring order and calm at accident atid crime scenes, serving as custodians of those found guilty of crimes, carrying out court orders, quelling domestic and other dis- putes, enduring abuse or confronting those with deadly weapons — it is clear that the jaw enforce- ment �ob has exceptiona�ly unique demands. These demands in turn require an equally unique m� of the mental, physical, social and other personal characteristics nccded to meet the enforcement job challengc without becaming bumt out in the process. The problem, howcver, always has been how best to identify the best candidates for the job, even more so now when the world is more dangerous, more violent, and more unpredictable than ever before. r�E� �r�s��r�� .Ei�... �'�y..f��'� !�: „�°,r. T�$ .t�. �4; �T � Y S'Tf � �� z,.�T Nr+° ��' T 7 � Identifying tk�e best law enforcement candidates clearly requires a testing system which goes beyond the traditional approach of just mental abiliry testing. Modern agencies todaq are laoking to assess other critacal behaviors which are known to be associated with successful job performance. They are concerned with sucl� prediction issues as reliabiliry, achievezx�ent orientarion, work values, emotion and temper control, enthusiasm for the job, and social skills with the public and ali groups within it. Their goal is to have a job-related, multi-dimensional testing technique which can be used as a pre-screen to the more expensive phqsical and psychological testing and back- ground checks which follow. ,�.1�1�.�� .X�'�'�f -l�� ]�'�F: �'� � �]`°+1,�I. .ANe��. 'The RBH Law Enforcement Candidate Record (LECR), the product of a massive and ongoing job-relatedness research program, is a multi- dimensional testing system developed to �neet today's need to identify the very best. In its present form, the LECR combines tra- ditional verbal-vocabulary and perception- memory tests with a specially-developed back- ground questionnaire on academic history, work history and preferences, social skills, present self concept and values and reasons for applying. This new combination therefore pro- duces scores which are based on more than just mental ability. The LECR Program focuses not only on the need to identify the very best candidates, but also on the need to sho�w proofs that selection procedures address civil rights requirements. The I,ECR t4iereforc is supported by a massive weight of statistical proofs, the kind of proofs which are the most difficult to achieve, but the rriost conclusive in the event of a c.hallenge. The LECR research design also is one specifi- cally endorsed by tl�e federal government's Uniform Guidelines on Em�loyee Selection Procedures.