A STUDY OF SELECTED PERSONNEL MANAGEMENT FACTORS IN THE MICHIGAN STATE POLICE _ Thesis for H13 Degree of M. S. MICHIGAN STATE UNIVERSITY Philip Louis, Ash, Jr. 1958 TH ESIS LIB R A R Y Michigan State University A STUDY OF SELECTED PERSONNEL MANAGEMENT FACTORS IN THE MICHIGAN STATE POLICE by Philip Louis Ash, Jr. AN ABSTRACT Submitted to the College of Business and Public Service Michigan State University of Agriculture and Applied Science in partial fulfillment of the requirements for the degree of MASTER OF SCIENCE Department of Police Administration and Public Safety 1958 2 PHILIP LOUIS ASH, JR. ABSTRACT Police personnel management is a relatively new field. It deals with the establishing and maintaining of a compe- tent, well-trained police force under such work conditions that this force accomplishes its mission, of public service, in an efficient and commendable manner. The public judges its police force by the individual police officer it comes in contact with. Proper recruiting, selecting, and training techniques and practices will help to insure that the best possible individuals are serving as police officers. This study is concerned with selected personnel procedures and policies utilized by the Michigan State Police, including the minimum entrance requirements, selection process, and the Recruit School and probationary periods. It isshown how, in comparison with other state law enforcement organizations, the Michigan State Police are among the leaders in these areas of personnel administration. Since the early beginning of the State Police, as a World War I emergency force, in 1917, they have advocated strong, efficient personnel policies. The State of Michigan operated under a patronage system of state employment until 1938. Prior to this time, in 1935, the State Police had Sponsored a statutory enactment, passed by the State Legislature, which was the first such law in Michigan, embodying the principle of the merit system. Today, the State Police have a Person- nel Office, which works closely with the Michigan Civil 3 PHILIP LOUIS ASH, JR. ABSTRACT Service Commission to keep personnel policies and procedures up to date. Another important phase of this study consisted of gathering background data, from individual personnel files, on all recruits who entered the State Police Recruit School during the period, January 1952 to November 1957, a total of 87A individuals. The purpose in doing this was (1) to get a picture of the background of the average recruit, (2) to learn the background of the School and probationary washout, and (3) to see what background factors were impor- tant in the success or failure of the recruit during these periods. The following background factors were chosen for study: age, marital status, education, military service, size of area of residence, occupation, number of miles from home to East Lansing, and State Police District of residence. On the basis of the data presented, the average recruit at time of entry into the State Police Recruit School was: 25 years of age or less, married, had a high school education, military service, had worked in either a factory or a business, and lived 150 miles or less from East Lansing. The recruit, who washed out of the School, was either encouraged to resign or resigned voluntarily, after spending less than two weeks at the seven week School, because he proved to be inadequate physically. The proba- tionary washout left due to unsatisfactory performance of A PHILIP LOUIS ASH, JR. ABSTRACT duty, generally after spending up to four of the required six months probationary duty with the Department. The following background characteristics had the lowest washout rates and percentages: age 21, married with four children, completed three years of college, Marine Corps service, came from a rural area, and worked in a business. In conclusion, on the basis of the data examined and the reasons for washout, certain procedural changes were recommended for the Michigan State Police. These included: lowering the maximum age limit to age 25, eliminating acceptance of the General Educational Development Test in lieu of completion of four years of high school, devising a test to measure courage and physical stamina, utilizing a written psychological examination, and "toughening up" the first week of the State Police Recruit School. A STUDY OF SELECTED PERSONNEL MANAGEMENT FACTORS IN THE MICHIGAN STATE POLICE by Philip Louis Ash, Jr. A THESIS Submitted to the College of Business and Public Service Michigan State University of Agriculture and Applied Science in partial fulfillment of the requirements for the degree of MASTER OF SCIENCE Department of Police Administration and Public Safety 1958 ACKNOWLEDGMENTS I should like to express my profound thanks to The Provost Marshal General of the Military Police Corps, and the United States Army, for making this period of advanced . study possible, at a time when I am serving on active duty as a First Lieutenant in the Military Police Corps. My sincere appreciation to Mr. Ralph F. Turner, my thesis adviser, for his time, effort, and many worthwhile suggestions made during the writing of this paper. My thanks, also, to the other members of the School of Police Administration and Public Safety, Michigan State University, who read, commented, and assisted in the preparation of this work. My special thanks to Lieutenant Arthur H. Long and Corporal John N. Brown, and others of the Michigan State Police, who so graciously and cooperatively gave their assistance and counseling in the gathering of the data necessary for this study. P.L.A. 18 April 1958 TABLE OF CONTENTS CHAPTER PAGE I. INTRODUCTION. . . . . . . . . . . . 1 Police personnel administration. . . . . 1 Selected personnel management factors. 3 Questions to be answered . 5 Organization of the remainder of the thesis. 6 II. THE MICHIGAN STATE POLICE AND THE TROOPER 8 The origin of the State Police . . . 8 The department today] . . . . . . . . lO Departmental organization. . . . . . . 13 The Trooper . . . . . . . . . . . 14 Summary. . . . . . . . . . . . . 15 III. PATRONAGE, CIVIL SERVICE, AND THE MICHIGAN STATE POLICE PERSONNEL PROGRAM. . . . . . 17 Patronage in Michigan . . . . . . . . 17 State Police Civil Service . . . . . . 19 A state wide merit system. . . . . . . 21 The Michigan State Police personnel program. 22 Summary. . . . . . . . . . . . . 24 IV. GENERAL POLICE SELECTION REQUIREMENTS . . . 25 Requisite qualities of a police officer . . 25 General requirements . . . . . . . . 27 Summary. . . . . . . . . . . . . 37 CHAPTER V. VI. VII. VIII. MINIMUM ENTRANCE REQUIREMENTS AND SELECTION PROCEDURE MICHIGAN STATE POLICE. . . . Michigan State Police minimum entrance. Requirements Selection procedure Selection procedure statistics Summary . . . . . . . . . . . BACKGROUNDS OF CANDIDATES SELECTED FOR RECRUIT SCHOOL . . . . . . . . . . Method of gathering data . . . . . . Study coverage: time length Study coverage: background factors and categories. Presentation of data. Summary . RECRUIT SCHOOL . . . . . . . . . Recruit school. . . . . . . The school curriculum . . . . . . . The recruit school day . . Recruit school staff evaluation . . . . Individual recruit performance Summary . . . . . . . . . . THE RECRUIT SCHOOL WASHOUT School washout background data . Resignation reasons . . . .. . . . Summary . iv PAGE 37 39 39 no A7 49 50 SO 51 52 55 59 6O 6O 61 63 64 65 66 67 67 73 75 CHAPTER PAGE IX. PROBATION AND THE PROBATIONARY WASHOUT . .. . 77 Probation in general . . . . . . . . 77 Probation in the Michigan State Police . . 79 Probation and individual background . . . 81 Summary. . . . . . . . . . . . . 86_ X. ANALYSIS OF MICHIGAN STATE POLICE PERSONNEL PRACTICES. . . . . . . . . . . . . 88 General police selection requirements. . . 88 Analysis of the Michigan State Police entrance and selection requirements, recruit school, and probation . . . . . 90 Summary. . . . . . . . . . . . . 94 XI. ANALYSIS OF DATA . . . . . . . . . . 96 Review of the study. . . . . L . . . 96 Conclusions as to the effect of background factors . . . . . . . . . . . . 107 Washout reasons . . . . . . . . . . 110 Variance in washout rates. . . . . . . 112 Summary. . . . . . . . . . . . . 116 XII. CONCLUSION . . . . . . . . . . . . 118 Recommended procedural changes . . . . . 118 Questions still to be resolved . . . . . 121 Summary. . . . . . . . . . . . . 122 BIBLIOGRAPHY . . . . . . . . . . . . . . 124 CHAPTER APPENDIX A. APPENDIX B. APPENDIX C. Sample Personnel Forms. Recruit Background Data by School Recruit School Rules and Regulations vi PAGE 128 146 173 TABLE II. III. IV. VI. VII. VIII. IX. LIST OF TABLES PAGE State Police Entrance Requirements and Selection Procedure. . . . . . . . . . 29 Selection Procedure Statistics . . . . . . A8 Recruit Background Data January 1952--November 1957. . . . . . . . . . . . . . . 56 Recruit School Washout Data January 1952-- November 1957. . . . . . . . . . . . 68 Probationary Washout Data January 1952--June 1957. . . . . . . . . . . . . . . 82 Comparison of Recruit School Washout Background Data to Total Background Data January 1952-- November 1957. . . . . . . . . . . . 97 Comparison of Probationary Washout Background Data to Background Data of Total Beginning Probationers January l952--June 1957 . . . . 100 Comparison of Washout Percentage to Total Per Cent in Each Category . . . . . . . . . 103 Washout Rates by Recruit School Class January 1952--November 1957. . . . . . . . . . 113 LIST OF FIGURES FIGURE PAGE 1. Distribution of the Michigan State Police. . . ll 2. The Michigan State Police Selection Process . . 46 CHAPTER I INTRODUCTION The complex world we live in is composed of masses of people acting, reacting, and interacting among each other. To insure that complete chaos does not result governments have been established, and rules and regulations promulgated for the government of the various societies. Enforcement of these rules is commonly delegated to a group of individuals in the society known as the police. This study will cover one phase of the administration or management of a police organization. The phase to be covered will include the selection of police officers, their training and probationary periods, and delve into the backgrounds of the individual police officers in one organization, the Michigan State Police. The subjects to be covered fall within the general area of police personnel management or personnel adminis- tration. Police Personnel Administration Police personnel administration is a relatively new field and one of increasing importance. Up until recently, law enforcement officials considered police work vastly dif— ferent from all other types of public employment, and felt that special administrative procedures and techniques were necessary. In actual practice there are no really unique characteristics about police work. Any differences are dif- ferences of degree not kind. Bearing this in mind, let us consider first what personnel management or administration is in a general sense, and then specifically what police personnel management is. 'Answering by way of simple definition, personnel administratation is, "a method of developing the potential- ities of employees so that they will get maximum satisfaction out of their work and to give their best efforts to the organization."1 To relate this general definition to the police is relatively simple. The "organization" is the police department. The department is responsible to an administrative head, who is in turn responsible to the public. Therefore, personnel administration, as the police are concerned with it, deals with the establishing and main- taining of a competent, well-trained police force under such work conditions that this force is completely loyal to the interests of government at all times.2 Other police offi- cials must realize, as has Chief O. W. Wilson, a leading police administrator, that, "Personnel administration is lPaul Pigors and Charles A. Myers, Personnel Adminis- tration (New York: McGraw-Hill Book Company, 1956)7Ip. l2. 2International City Managers Association, Municipal Police Administration (Chicago: International City Managers Association, 1954), p. 135. I!“ in.» 1:3 the most fundamental and important task of the head of any organization,"3 and that, "The goal in the administration of police personnel is to assist in the accomplishment of the basic police purpose,"u namely, public service in accord with local regulations as promulgated directly or indirectly by the people. The public Judges its police organization by the individual police officer it comes in contact with. Criti- cism of one individual officer is often directed at the entire police department. One way for the police to prevent derogatory comments and criticism is to establish and utilize sound personnel management practices in all phases of their administration. Proper recruiting, selecting, and training techniques and practices will help to insure that the best possible individuals are serving as police officers. Selected Personnel Management Factors The subject for consideration in this study will be certain selected personnel management factors in a specific police organization. The specific police organization chosen is the Michigan State Police. Several reasons exist for this choice. First, the State Police is numerically 3O. W. Wilson, "Toward A Better Merit System," The Annals--New Goals in_Police Management (Philadel hia: Ameri- can Academy or PoliticaI and Social Science, 195 ), p. 87. uIbid., p. 88. * one of the largest police organizations in the State of Michigan. It is a state-wide police organization operating with full police power, and performing all types of police duties and functions throughout the State, an area of 58,216 square miles. A branch of state government, the State Police are dependent on the will of the people through the Legislature for personnel strength increases, approval of budget, and other monetary matters, et cetera. In a state 3 the size of Michigan, there are bound to be critics of any such organization, and the State Police must be prepared to defend personnel policies and procedures. These policies must be set up in such a manner as to make them relatively invulnerable to such criticism. The State Police have been aware of the need for sound personnel management, and have recently assigned a specialist, a full-time personnel officer, to assist in the accomplishment of this function.5 The Michigan State Police personnel program is com- plete in coverage beginning with the handling and processing necessary in the selection process to the final closing out of retirement papers. Rather than cover the entire range of State Police personnel duties in this study, it has been deemed necessary to consider certain selected factors or responsibilities which are important parts of the over—all personnel management program. 5Michigan State Police Personnel Officer, Lieutenant Arthur H. Long, appointed July 1953, presently serving in that capacity. '5 The factors to be studied include three administrative procedures or phases. These are: (1) the selection process used to supply candidates for the State Police, (2) the Recruit School or training phase, and (3) the probationary period, from which those successful emerge as Michigan State Police Troopers. Since any police organization is only as good as the members in it to study Just the mechanics is not enough. Consideration must be given to the individual officer and to that extent, this study will consider a fourth factor, the candidate's background. With the limits of the study in mind, questions arise to be answered. The Questions to be Answered The first area of questioning covers the mechanics involved in the selection, training, and probationary areas. Questions to be answered in this area include: 1. What is the selection procedure used by the Michigan State Police? 2. What training must the prospective trooper undergo? 3. What is the probationary period? A. How do Michigan State Police procedures in these areas compare to recommended police practices, and in par- ticular, how do they compare to other state law enforcement _organizations? The second area has to do with the individual, who is attempting to become a Michigan State Police Trooper. Questions regarding his background to be answered include: 1. What effect does his background have on how well he does in the training or probationary periods? 2. Are there any significant background character- istics peculiar to the individual who is unsuccessful in the program? Information and data will be presented to answer, at least partially, these and other allied questions. Organization of the Remainder_of the Thesis Before discussing any particular portion of policy or procedure, it is necessary that one understand something about the organization and history of the Michigan State Police. This, along with some of the duties of the Trooper will be covered in the next chapter. Personnel management in the State Police has been a command responsibility since the Department's origin. To fully understand the development of this area as a specialty in the Department, it is important to consider employment by the State of Michigan, as a whole. A system of patronage, or dispensing of Jobs as a reward for political service, was in use until 1938. The effect of this, and the subse- quent development of the Michigan State Police Personnel Office, is covered in Chapter III. Police selection requirements and procedure vary considerably from state to state, and from city to city. Examination of some of these basic requirements and the reasons therefore, as found in Chapter IV, will enable the 8...... reader to better understand the policies currently used by the State Police. Beginning with the minimum requirements, Chapter V covers the Michigan State Police selection procedure from the time a position vacancy occurs, through the application, testing, and investigation, to the appearance of the candi- date at the training school. In Chapter VI, the background of the individual, who arrives at the State Police Recruit School is examined. To effect this, data was compiled using individual personnel records for a total of 874 individuals who entered the Recruit School during the period, January 1952 to November 1957. In Chapter VII the purpose, curriculum, and evaluation procedures of the Recruit School are detailed, and in the following chapter the Recruit School washout is covered. Background tabulations are provided, as well as the various reasons for the recruit's leaving school. Similarly, in Chapter IX, the probationary requirements are outlined as well as the background data on the probationary failure. In the last three chapters, Chapters X--XII, the mechanical processes of selection, training, and probation used by the Michigan State Police are compared and weighed against what other state law enforcement organizations do. Conclusions on the effect of the individual's background on his success or failure are drawn, and constructive recome mendations as to possible changes are made. CHAPTER II THE MICHIGAN STATE POLICE AND THE TROOPER In this chapter the reader will learn of the early history of the Michigan State Police, and its organization, duties, and responsibilities. Additionally, the Job of State Police Trooper will be examined in some detail. The Origin of the State Police The Michigan State Police were organized during World War I. The Michigan National Guard was called into active Federal service leaving the State without a reserve force to provide internal security. On 3 April 1917, Governor A. E. Sleeper sent a special message to the Legislature asking for authority to borrow $5,000,000 to equip the National Guard, launch a state police organization, and otherwise place Michigan on a defensive basis. The emergency police force, known as the Permanent Force Michigan State Troops, was created 10 April 1917 as a result of legislation enacted creating the War Preparedness Board, and giving the Governor authority and funds to form this home defense force. The Troops, a horse—mounted military organization, were speedily formed and dispatched to key locations throughout the State. Troopers performed internal security duties at the Sault St. 9 Marie locks, the Detroit dock area and tunnels, and at other vital installations. Some political rivalry occurred between the Home Guard supporters and the advocates of the newly formed State Troops, however, the record of the Troops was outstanding, particularly in their handling of the I.W.W. disturbances in Michigan's Upper Penninsula. In 1919, in response to widespread public demand, the Legislature reorganized them at the Michigan State Police.1 Only minor statutory revisions occurred until the passage of Act 59, Public Acts of 1935, which in part: . . creates and establishes the Department of Michigan State Police, which consists of a commis- sioner as its executive head and such officers and employees as may be appointed or employed in such department. The commissioner and all officers have and exercise all the powers of a deputy sheriff in the execution of criminal laws of the state and all laws for the discovery and prevention of crime, and have the authority to make arrests without warrants for all violations of law committed in their presence in- cluding laws designed for the protection of the public in the use of the highways, and to serve and execute all criminal and civil process when directed to do so by the Governor or Attorney General in (actions and matters in which the state is a party. The commissioner and department are under the immed- iate control and direction of the Governor and any member may be employed by the Attorney General in any investigation or matter under the Jurisdiction of his department. The Michigan State Police con— sists of a Uniform Division, a Special Investigations 1Oscar G. Olander, Michigan State Police: A25 Year History (n. p.: Michigan Police Journal Press, l9E2T_w pp. -2 . 10 Division, Safety and Traffic Bureau, and other such divisions, bureaus, or branches as may have been established by law or by the commissioner in his discretion.2 The Department Today State-wide Jurisdiction, responsibility, and cooper- ation have caused the State Police to expand from the small emergency force to the large permanent organization it is today, one that has steadily grown in the esteem and confi- dence of the public.3 Today, the Department occupies Fifty- four Posts located throughout the State. Of these, eight are Joint District-~Post buildings, and nearly all of the Posts are State-owned buildings which were erected solely for this use. Present authorized personnel strength, both uniformed and civilian, numbers approximately 1,500 individ- uals, with the maJority of the civilian personnel employed at the Headquarters, which is located in East Lansing. Figure 1 shows the locations of the Headquarters, the Dis- trict Headquarters, and the Posts, as well as the manner in which the State is divided into Districts. Since State Police authority is not confined to high- way patrol and offenses committed on the highways, the 2Secretary of State, Official Director and Le isla- tive Manual (Lansing: State‘PrInting OffIce, I957), p. 224 3Thomas J. Masterson, "A Brief History of the Michigan State Police" (Lansing: Michigan State Police Public information Office, 1956), p. 1. (Mimeographed.) JOSEPH A. CIHIIIILIIDS. COMMISSIONER _. . .. . . .DISTRICT BOUNDARIES I . ~ I I . ' I I \L I? 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LIIIIII, a Dom" should no Mloshingm exchange on than Inn-caving: In blldnms "Twenty Lie-nu J ~ SS 12 general police powers conferred enable the State Police to render a much greater and more comprehensive service to the public. For example, in 1956 a total of 2#4,651 arrests were made, and a total of 16,776,171 miles of highway were traveled in the performance of police duties.“ In addition to patrol duties, a great amount of time is spent in investi- gating and disposing of criminal complaints ranging from violations of the Christmas Tree Laws to murder, bank rob- beries, and other felonies. Pioneers in the field of radio communications, the State Police established a state-wide system in 1929, at a time when the lawless elements were combining the automobile, speed, and crime. Today, through the use of relay stations, communications travel instantan- eously throughout the State. Cooperative arrangements are in effect to facilitate communications with local law en— forcement agencies, Civil Defense, and inter-state coverage. The Headquarters at East Lansing maintains a large fingerprint identification bureau, the state gun registration file, a well equipped crime laboratory, the central pawnshop ticket record file, and seven lie detectors located through- out the State, all to serve without charge any police department in the State. The State Police Commissioner also acts as State Fire Marshal, and as a member of the State Safety Commission, the uMichigan State Police, Annual Report Year 1956 (East Lansing: Printing and Mailing Section, Michigan State Police, 1957), pp. 64-65. 13 State Board of Aeronautics, and the State Civil Defense Council. This results in additional State Police duties including: inspection of dry cleaning plants, schools, hospitals, theaters, and other places of public gathering in regards to fire regulations, arson investigation, and the investigation of airplane accidents. Departmental Organization The administrative headquarters includes five Divi— sions, a Personnel Office, and a Public Information Office. The uniform Division is the largest, and includes the eight State Police Districts, Police Training, Operations and Communications, and Safety and Traffic. The Detective Division includes the Scientific Crime Laboratory, the Special Investigation Squad, the Security Squad, and the Rackets Squad. The Records and Statistics Division includes the Identification Bureau, Latent Identification Bureau, Statistical Bureau, Record Bureau, and the Photo Laboratory. Since the State Police Commissioner is State Fire Marshal, there is also a Fire Marhsal Division to accomplish these responsibilities. The Business Administration Division includes the Quartermaster, Garage, Printing and Mailing, Buildings and Grounds, Utilities, Headquarters Dining Hall, and the Business Administration Sections.5 5Michigan State Police, Your State Police (East Lansing: Printing and Mailing Section,MiEhigan State Police, 1957), pp. 3-18. 14 The Trooper The Michigan State Police Troopers will be found throughout the State, patrolling the highways, investigating crime, and handling trouble of all kinds on land, in the air, and on the water. The Department owns three airplanes which are used for search, observation, transporting witnesses and evidence, mercy missions, and the enforcement of aeronautical laws. High speed power boats are in operation on various State waterways to control careless and reckless operators of boats, and to perform rescue and other police services. Trained, expert teams of skin divers are available for under- water recovery of evidence and bodies of drowned persons. The Michigan Civil Service Commission Job Specifi- cations for State Police Troopers I and II give us a look at some of the Trooper‘s duties. General description. Employees in these classes enforce laws in the state and perform related work. Examples of work; State Police Trooper I Patrols highways by automobile during day or night. Issues traffic summonses and makes arrests for violations. Makes appearances and gives evidence in court. Makes criminal and other investigations in connection with complaints and other information received. Inspects places where liquor is sold for compliance with state liquor laws, rules, and regulations. Inspects theatres, dry cleaning plants, and other places for compliance with state fire laws. 15 Makes reports, keep records, and acts as post information officer. State Police Trooper I; As an experienced officer, with increased responsi- bilities and latitude for independent Judgment, performs work described for State Police Trooper 1.6 The Michigan State Police Trooper is a member of a large and efficient police organization which has full police power and handles all types of criminal cases. Your Staggg Police describes him as follows: Your State Police Trooper is a symbol of security. He is physically fit, and well trained in all phases of police work. He is alert, confident, recognizes responsibility, and is capable of independent decisions. He is polite and always ready to assist. His integrity is above reproach. To those in need of help, he is a benevolent friend; to those outside the law, a relentless foe.7 .§menary The Michigan State Police were born during a strife- tcxnn emergency period, and after this period ended, due to ptflolic demand, they were reorganized on a permanent basis. Tcxiay, there are fifty-four State Police Posts located trtboughout the State, and Troopers are patrolling the land, 'WErter, and air, handling criminal complaints, traffic mafitters, and performing general police duties. \ 6Michigan Civil Service Commission, "Job Specification '72434 and 74005, State Police Trooper I and II" (Lansing: 1956), p. l. (Mimeographed.) 7Your State Police, op. cit., p. 31. 16 We have seen how the Department is organized, and what some of the Trooper‘s duties are. Now let us examine the development of the State Police personnel program, beginning with the State of Michigan employment policies and procedure . CHAPTER III PATRONAGE, CIVIL SERVICE, AND THE MICHIGAN STATE POLICE PERSONNEL PROGRAM The Michigan State Police personnel program is, to a large extent, based on policies and procedures established by the State of Michigan. A look at the history of State employment practices will lead the reader directly into the gradually developed State Police program. Patronage in Michigan Prior to 1938, State employment was handled under the patronage system. Political connections were the first, and often the only, requisite. Most of them (State employees) came into service through the operation of a central patronage office, set up for the purpose of determining the political qualifications of those seeking Jobs. Applicants were first sifted by the county committees of the successful political party and, if found to be de- serving, were referred to the central office. There they were required to fill out simple application blanks to which were attached the endorsements of the county committees and other supporting data of a political nature. The heads of the state agencies informed the patronage office of the number and general nature of their vacant positions and the approved applicants were referred to them in order of their respective political strength, although efforts were made to observe a rough geographical apportionment. Theoretically, the patronage office attempted to make certain that the persons referred were quali- fied for the work and department and institution 18 heads had the option of refusing to accept those who were not. Actually, the patronage office had no facilities for determining the experience and ability of the applicants, other than by inspection of the information on the application blanks and in the references; and because of its own basic nature, was in no position to resist pressure for the recommen- dation of incompetent but politically powerful persons.1 The patronage Job holder was in a sorry position. Good morale was impossible. Often, they had Jobs they were neither fitted nor qualified for, and worse were working for superiors who knew less about the Job then thay did.2 Compensation presented a chaotic problem. Generally the tendency is to set low rates so that the legislative appropriations can be made to provide as many Jobs as possible, since the patronage system feeds on the number of Jobs to be distributed, and since it is usually necessary to accept the employees produced by the system with no opportunity to attract better personnel by offering higher wages.3 Wages were set on the basis of political promises, pull, and 4 Election favoritism not on the Job class or work performed. time meant contributions, party work, and the employee placing his head upon the block, as his Job was dependent on his political party remaining in power.5 Bad as the system was for the employee, the cost to the citizens in the State 1State of Michigan, Report 2; the Civil Service Study Commissiqn (Lansing:- State PrintingIOffice, 1936f, p. 20. 21bid., p. 30. 31bid., p. 31. Li Ibid., p. 45-46 5Ibid. #— 19 was tremendous, in terms of hiring and training new em- ployees, supplies and materials wastefully used, and in inefficiency.6 Governor Frank Fitzgerald, in 1936, felt a need for a change, saying: Patronage is today the most corroding influence in popular government. No administration, no matter how clean its motives may be, nor how wise its policies, can render full service to the people so long as the patronage evil exists.7 He appointed a Civil Service Study Commission, which thoroughly studied and reported the evils of patronage in Michigan and recommended adoption of a merit system. The Report of the Study Commission indicated that some depart- ments of State government were in fairly good shape, among them, the Michigan State Police.8 State Police Civil Service In 1935, the so-called police civil service act, Act 59 of the Public Acts of 1935, was passed by the State Legis~ lature. This gave the State Police Commissioner complete responsibility and authority over personnel matters, removed the State Police from politics, and protected the Commission- er's own tenure so that he would be free to exercise his 6Michigan State Civil Service,"Before the Merit System: Patronage in Michigan"(Lansing: Research and Survey Division, 1949), pp. 1-2. (Mimeographed.) 7Report 9: the Civil Service Study Commission, op. cit. p. 3. ' ' I‘ PI PI ' ‘ 8Ibid., pp. A9-55. I“ 2O authority. It was not strictly a civil service law in the true sense, but it was the first statutory enactment em- bodying recognition of the merit principle.9 Mention was made of the State Police in several places in the Civil Service Study Commission Report. In discussing entrance requirements, it says, "It is harder to get a position as a patrolman in the State Police than any other position in State service not requiring professional .ulO training. Entrance requirements consisted of height, weight, and background requirements, but no form of compe- ll Classification of positions had been titive examination. accomplished, and there was a definite fixed compensation schedule.12 Service ratings were in use, and procedures for the handling of disciplinary matters had been estab- lished.13 In reference to the State Police training program, the report said: The training program of the Public Safety Department can safely be said to be among the finest in existence; no better example can be had of the fruits of such a program than the recognized excellence of the depart- ment. aw fiw 9See Chapter II, page 9, for excerpts of this Act. lOReortgf the Civil Service Study Commission, 93. cit., p7"%§fi"‘ ' ’ ’**E “ "E * E ‘ ‘ m 11 12 Ibid; Ibid., p. 33. 1 14 3Ibid., pp. 35-37. Ibid., p. 37. 21 A State Wide Merit system The report and recommendation for the establishment of a State—wide merit system was presented to the Legisla- ture by Governor Frank Murphy, was adopted, and the system went into effect 1 January 1938. It provided for proper Job classification, equal pay for equal work, fair promotional opportunities, competitive examinations, and protected com- petent employees.15 Sixteen months later, on 15 May 1939, a second system took its place. In the first system, 86 per cent of State Jobs were under Civil Service coverage; in the second, only 48 per cent were in classified service, and even classified employees were less secure in their Jobs due to loose interpretation of the specifications.16 The oppon- ents of the second system, along with supporters of the -original system, acted through a Merit System Association and secured the adoption by the people of the State of the Civil Service Amendment to the State Constitution (Article VI, Section 22). This amendment became effective on 1 Jan- uary 1941, and established the present civil service merit system in Michigan, and for the first time, included the Michigan State Police in coverage.17 lSMichigan State Civil Service, “Development of Mich- igan State Merit System" (Lansing: Research and Survey Division, 19u9), pp. 1-4. (Mimeographed.) 1 6Ib-ici. l7Ibid. 22 Article VI, Section 22 provided, in part, that: The state civil service shall consist of all- positions in the state service except those filled by popular election, heads of departments, . . . The commission shall classify all positions in the state civil service according to their respective duties and responsibilities, fix rates of compen- sation, . . . , determine by competitive performance exclusively on the basis of merit, efficiency and fitness, the qualifications of all candidates for position in the state civil service, make rules and regulations covering all personnel transactions, and regulate all conditions of employment. .18 Significant features of the present merit system include: 1. The broad features and coverage were specified by time people of the State, and not by the Legislature. 2. Being a constitutional amendment, it can be Chaulged or repealed only by the people, and not by legis- lative process . 3. The new merit system covers 92 per cent of the tCNSal number of State positions, or almost twice as many as ‘the second merit system plan. EKEE_Michigan State Police Personnel Program Under the Civil Service Amendment of 1941, the Mich— iSan State Police were brought under the State Civil Service Conunission. Prior to this time, the State Police had had an aLTbive personnel program, and the transition did not create \ 18 Constitution 2f the State of Michigan, 1940, Apt1cle VI, Section 22. 'I 23 many problems. Earlier, the Commissioner, who had the over- all responsibility for personnel matters, had delegated his authority to an assistant, and subsequently to the Director of Business Administration. With the passage of the so- called police civil service act of 1935, personnel policies and procedures became standardized and fixed. On 1 January 1941, when State Civil Service entered the picture, blanket status was granted to all persons then in positions, without examination. In conjunction with the State Civil Service Commission, Job specifications were established, the open competitive examination program set up, and examination for promotion with the Department formalized. On 1 July 1953, the personnel function was removed f'I‘Om the Business Administration Division of the State POIice, and a separate State Police Personnel Office was CPeated. A uniformed officer of the State Police became Personnel Officer.19 The office was operated with the assistance of a civilian personnel advisor and two clerks. Today, the Personnel Office has two uniformed officers, and eight civilian employees to perform its many and diverse duties .20 M 19Lieutenant Arthur H. Long, presently serving as 1chigan State Police Personnel Officer. 20Three of these civilian employees are pool typists Who are rotated among various Headquarters offices. 24 Summary The Michigan State Police set an example for the State in the adoption of the so-called police civil service act in 1935, at a time when the State was embroiled in the Chaos of employment by patronage. Since the adoption of a state— wide civil service merit system, by constitutional amendment in 1941, the State Police have cooperated to the fullest with the Michigan State Civil Service Commission. The per- sonnel program in the State Police has grown from an addi— tional duty in the Business Administration Division to the point, in July 1953, where a separate Personnel Office was opened. Having covered the historical background of the Michigan State Police, its organization, and the development of its personnel program under a state civil service merit system, it is logical to delve into police service entry requirements presently in use. After a discussion of the general requirements, we shall then examine the Michigan State Police entry requirements in detail. CHAPTER IV GENERAL POLICE SELECTION REQUIREMENTS From the foregoing chapters, we know generally what the Michigan State Police are, what they do, and something about their personnel program. A very important subject, not yet covered, is the policeman, himself. In this chapter, we shall go into the requirements and processes by which he gets to be a police officer. Requisite Qualities of A Police Officer Several police administrators have specified the qualifications they feel the officer must have. Chief Greening of Berkley, California in a lecture before the P01- ice Training School of the Federal Bureau of Investigation specified the following qualifications: 1. He must be a two legged municipal reference library and information bureau. 2. He must be an emergency fireman and an emer- gency doctor, handling everything from attempted suicide, fractured skulls and severed arteries, to epileptic fits. 3. He must be a marksman. 4. He must be a boxer and wrestler. 5. He must be a sprinter but run in only one direction. 6. He must act as male governess to the children. 26 7. He must be a diplomat and a two-fisted go- getter at the same time. 8. He must be a memory expert and an authority on a multitude of subJectS. 9. Upon occasions he must act as Judge and Jury as well as attorney for both defense and prosecution, thereby playing four roles at the same time; and finally decide whether or not to make an arrest or suffer the consequences. 10. His middle name must be versatility if he is to survive the service. August Vollmer, a bit more succinctly, insisted that a thoroughly qualified police officer should have: The wisdom of Solomon, the courage of David, the strength of Sampson, the patience of Job, the leader- ship of Moses, the kindness of the Samaritan, the strategy of Alexander, the faith of David, the diplo— macy of Lincoln, and the tolerance of Confucius. In order to produce individuals of the caliber listed atxave, it is necessary that certain requirements be estab- ligshed, and a definite selection procedure utilized. Unlike otkuer types of public employment, admission to employ in therjpolice field is not generally based on special qualifi- catixans of vocational experience, professional training, or ever; general education in most instances. Recruits are SOHEfllt among young men, " of good character and sound phy- ica1_ condition who appear to be able to learn what the p01icxe force has to teach them, and who it is hoped will M 1Municipal Police Administration, 2p. cit., p. 115. 2Ibid. 27 .n3 An prove acceptable to the conditions of police service. item rarely considered is political affiliation or activity, and police employ is seldom a reward for political efforts. As a result of this, the civil service or merit system more satisfactorily fulfills the needs of police service than does the system of appointment on a wholly political basis.“ General Requirements In general, the typical police entrance requirements will include: ‘ 1. Age requirements Height and weight requirements Educational requirements 2 3 4. Other physical requirements 5 Personal background requirements 6 Residence and citizenship requirements Age requirements. On the subJect of minimum age I’equi rements, there is general agreement that 21 years of age .is acceptable, provided that the individual is suffic- ienizly mature to perform the duties requires. Ybunger men are: ‘ Generally more adaptable and learn more quickly VVith less effort. Police discipline and training (zen instill in them the habits and attitudes which N Th 3Edward J Hickey, "Trends in Rural Police Protection," e iAinnals (Philadelphia: American Academy of Political and a1 Sc Ience, 1954), p. 27. “Ibid., p. 28. 28 maturity alone will not bring. A force whose age is relatively low will probably have more drive and energy and better esprit de corps than one whose average age is higher. In a force which recruits young men before they have established themselves in another vocation the turnover rate will probably be smaller because younger men without training in other fields are less likely to be enticed into private industry.5 It is recommended that the relatively young recruit be, "Well trained and later assigned with a well qualified and (mature fellow officer for a considerable period of time under strict superivision."6 Maximum age limits are a matter of‘considerable debate. Table I shows wide variation in the Inaximum age range of state law enforcement agencies in the 'United States. Age 30 or below is generally considered best :for two reasons. First, if a man has not become definitely (established in life work at 30 years of age or over, it may Inassibly be an indication that he will not become too well established in any line of work. Second, and perhaps more iileNDrtant, age must be considered in relation to retirement. The? last few years of service might be of reduced efficiency due to age, and it might be necessary to find some type of ligiit duty, thus reducing over-all departmental efficiency and morale . 7 K 148 5Municipal Police Administration,op. cit., pp. 147- S RRobert A. Lothian, "Operation of A Police Merit PYStem," The Annals (Philadelphia: American Academy of 011tical and Social Science, 1954), p. 97. (I 7Richard L. Holcomb, Selection of Police Officers 0“”1 City, Iowa: Bureau of Pfiblic Affairs, I946), pp,8-1o, 9 2 .coaeeeaaeaa oe peace moaH an eceaeeeo eoz .mmfipowopso mach CH mpmaesoocfi mumm** hmmwmlhtl. an .Awmma ecompomm ammommeopm has madam “.Q.:v moausowm unmsmosoenm 3mm Hmfioca>opm use mpmum .mpwm o>apmpmgsoo mo zodumafimsoo .moaaom no m_mmfino mo soapmaoomm< stoapmchopsH* m: mmmmw we. anuoe ma ocoz mcoz m. leewaez es omeOHupoeopm w: fleece #Rl msoz H mcoz .w A ( 3H :# .0 ma ll 20H —m .3 .0 .HmUCD ma :m_m ma I :®.m $658811 lasagna ea magnifies sees SSE seem H mqmda. .wsfipfisuom mmuwpm .oz Essfixwz wcfinflseom mmuwum .oz ESEHGHS Bmchm wcapfisvmm mmpmpm .oz Essfixmz wsfipfisvmm mmpwpm .oz seaflcfiz mm< _\‘\ 3O .mceeem me an eeeHsecm 20H9zH QZbomwMoHsmm so pcmHm>Hddm Hoonom Qme Hoonom anm .mnw.m so Hoocom :me ,1 onB (division. A large number of servicemen who did not complete high school have taken the General Educational Development Test, given under the sponsorship of the United States Armed Forces Institute. With passing certificates on this , they then made application to their local or state boarriss of education, and were granted high school diplomas. Simijlzir tests have been given to others who did not finish higkl sschool, and diplomas granted as a result of passing scorwess.9 Nineteen state police agencies will accept any equierilent of a high school diploma. Of the police forces whickl Specify high school, some will accept the GED or other ecluivalent tests depending on the number of years of high schocfil actually completed. The reasoning behind the high schocfil requirement is that such an education is available to a1:1, and that, therefore, this would not limit the “When? of applicants available to any great extent, and that ‘the experience is of importance in developing the in- d1V1£1ua1. Many schools and universities offer two or four year. courses in police administration and related subJects. WilsCMn, referring to educational background says: While university training will not make a competent Ikerson-of one with an inferior intellect or who is CDtherwise deficient, when all other factors are equal, the university trained man is better qualified than the one who lacks this experience. \ S 9William E. Mosher and J. Donald Kingsley Public Per— onne l p 18 Administration (New York: Harper and Brothers, I941), a 9. 10 Wilson, op. cit., p. 338. 33 Physical characteristics. The next general require- ment includes physical condition and physical ability. Physical condition refers to the state of physical health. This includes freedom from chronic disease, organic or functional impairments, or physical deficiencies, with em- phasis on vision and hearing ability. All state police organizations require a thorough physical examination, generally given by a state physician. "One man, who, because of a physical condition not discovered until after he had become a full member of the department, 'will cost more: than a large number of competent physical examination," in txerms of sick leave and pay, resulting loss of manpower, and 'the possible necessity of light duty assignments.ll ‘"Police work demands men who possess not only intel- ligence and good health, but also physical agility and coordination."12 Some form of physical ability, agility, or cOOI‘dination test is used in thirty-four police organiz- aticnls, as shown in Table 1. One text in the field of FUbIJIC personnel administration indicated that there had been too much emphasis on arbitrary physical standards, p01n121ng out that many other variables enter into the phy- sical. fitness of a candidate.13 In the field of police \ llHolcomb, op. cit., p. 13. 12 ' Lothian, op. cit., p. 101. 13Mosher, op. cit., p. 210. 34 management, there seems to be little doubt that the physical ability of a candidate should have some bearing on his acceptance. Personal background requiremente. Personal background are definitely the most variable requirements. Determin- ation of these attributes is usually on the basis of a testing program, a thorough background_investigation, and generally by an appearance before some type of review or hiterview board. Chief Wilson has said, ". . . In police sexrvice, intellectual, emotional, and ethical qualities are more} important than physical ones."14 Gathering of this datei begins with the applicant's filling out an application for: employment. This form covers personal statistics, plaxzes of residence, education, employment, military service, criJninal or traffic record, references, et cetera. Testing, the: next phase, covers a wide range of tests, as shown in TabJJB I. The maJority of state law enforcement agencies utilaize some type of intelligence quotient test, designed to measure the ability to learn. The obJectives of a well designed testing program are (l) 130, “select persons who will be efficient in the partic- Ular‘ position to which they are assigned," and (2) to H seliact employees who possess a capacity for growth and \ p 59 1“Wilson,“Toward A Better Merit System," op. cit., o O . '—'_‘_"""'—"" 35 development."15 These broad obJectives, of necessity, include determination of the applicant‘s personality, a factor extremely difficult to evaluate adequately. Personality requires more than an appraisal of personal qualities by an oral board. A procedure should be designed to discover emotional instability or immaturity and personal conflicts that make it difficult for the person to work with others. 6 How to do this presentszimaJor stumbling block. Holcomb, writing in 1946, said, "No good way of measuring emotional stability, personal adJustment, ethical standards, etc. exists. A number of tests have been devised, but, by and large, these have not been too successful."l7 Wilson, in corrtrast to Holcomb, feels that the: Social intelligence and some other factors that comprise the personality of the individual, however, are susceptible to measurement by means of psycho- logical tests. Tests may be subJect to error because the candidate sometimes gives the answer he believes will enhance his chances of employment instead of the true one. To meet the requirements for personnel selection, the test should require some competitive effort in order to avoid false answers. Further, the test should have demonstrated that ét actually Ineasures what it purports to test.1 Thilcteen state police organizations use some method of psy- ChOlogical screening. Thomas W. Oglesby, writing in Police (”mflgéizine), reported on his survey to determine the number \ 15Mosher, op. cit., p. 349. 16Wilson, Police Administration, op. cit., p. 349. l7Holcomb, op. cit., p. 34. 18Wilson, Police AQministretion, op. cit., p. 349. 36 of cities utilizing a program of psychiatric or psycholog- ical testing of police applicants. He found that fourteen cities could be considered as having a formalized program using either psychologists or psychiatrists in personal interviews, or written tests in conJunction with personal interviews. All used the negative point of view in attempt— ing to eliminate the unfit.19 Mr. A. C. Germann conducted a survey of Michigan police departments, in cities in excess of 2,503 residents, and found only three agencies utilizing psychiatric examination as part of the screening process.23 All state law enforcement organizations are in accord on the subJect of background investigations as a step in the determining of personal traits, and all conduct their own investigations of prospective candidates. The investigation ShOuld assist in the appraisal of the candidate‘s personality and social adaptability by pointing out conduct tending to Show immaturity, certain kinds of negative attitudes, pre- Judices, and other problems inconsistent with satisfactory p01 ice service. Knowledge of ethical qualities is also ga-Zined through the background check. Appearance before an oral interview board or board of review, of various membership composition, is a must in \ 19Thomas W. Oglesby, "Use of Emotional Screening in Selection of Police Applicants," Police, Vol. 2, No. 3 (January-«February, 1958), pp. 49—53. 20A. C. Germann, "Michigan Police Personnel Management Survey," Police, Vol. 1, No. 4 (March-April, 1957), pp.34-38. 37 forty—six state police units. The oral board evaluates those qualities not measured elsewhere, and supplements the written tests and the background investigation. Minor defi- ciencies noted which have not yet disqualified the candidate should be thoroughly checked at this time. Citizenship and residence requirements. United States citizenship is a universal requirement. Residence require- nmnits, by way of definition, mean that the individual appli- caJlt must have resided in the city or state of desired emqaloyment for a set period of time, ranging from one month to 21 year or more. Most residence requirements were estab- lislred during the depression years to hold local Jobs for 100211 residents. The requirement of residence greatly rest:ricts the number of individuals who are available, and has jpresented a difficult problem to many departments. It is ILOt a maJor problem in state police agencies. Where the I’eql-‘lirements do exist, they facilitate the background inves- tigationprocedure, in that the investigator will be able to Earther much data within the state or local area. imam An applicant for the position of state trooper or POlicuaman must pass rigid minimum standards, and undergo a fair‘lyrigid selection procedure. In all cases, the PTO- cedure is designed to permit the induction of the type of canctidate that the organization desires. Certain Of the 38 standards and tests are uniformly used; others, particularly those concerned with determination of personal characteris- tics, are widely diversified. In the next chapter, the specific entrance requirements of the Michigan State Police, and the selection procedure currently in use, will be covered . CHAPTER V MINIMUM ENTRANCE REQUIREMENTS AND SELECTION PROCEDURE MIGHICAN STATE POLICE Having examined police selection requirements in Senerual, let us now cover the minimum entrance requirements of thme Michigan State Police. These are the basic require- ments ‘which each individual must satisfy to begin the selecztxion process. After outlining these, the seleCtion process will be covered in detail. MlChiigan'State Police Minimum Entrance Requirements The minimum requirements for entry into the Michigan State Police are as follows: 1. Age-~21 to 29 inclusive. 2. Height--5'9" and not over 6'4", stocking feet. 3. Weight--Not under 150 and not more than 220 IDounds stripped. Height and weight must be in rela- 1Sion to each other and to age. 4. Residence-~U. S. citizenship and continous ‘residence in Michigan for at least six months immedi- ately prior to making application. 5. Education--Completion of the twelfth school grade, or equivalent. 6. Reputation--Reputation must be above reproach. Applicants must have no outstanding debts, except such as are being regularly paid off. Good moral character, negative criminal record, emotional stability, coolness in emergencies, resourcefulness, 4O tact, alertness, willingness to be on 24-hour call and work anywhere in the state at an assigned police post. 7. Marital status--Maried as well as single men will be accepted. E3. Physical condition--Applicants must have well developed and proportioned physique; have at least 20/30 vision in each eye without glasses to be cor- rected to 20/20 prior to appointment; normal hearing; be free from any chronic disease, organic or functional condition or physical deficiencies which will tend to impair efficient performance of a Trooper‘s duties. 9. Agility test--Applicants should be prepared to meet the following physical agility standards within two weeks following the written examination: (a; Climb a rope to a height of six feet. b Standing broad Jump for a distance of six feet, six inches. ’ EC; Six bar chins (pull ups). d Twelve push ups. 10. Written examination—-Standard intelligence and personality tests administered by the Civil Service Commission.1 Mon Procedure The State of Michigan Civil Service Examination Announcement (see Appendix A, Form 1) varies the wording 0f the minimum requirements slightly, but no basic differences eXist other than that. The Announcement is the first step in the selection procedure. This announcement serves to notify those interested in the position of Trooper I that a new Open competitive employment list will be established. The announcement indicates the closing date for filing \ E 1Michigan State Police, "‘Salary Schedule and Minimum lntrance Requirements" (East Lansing: Personnel Office, 957), pp. 1-2. (Mimeographed.) i élu‘i . 1 I ) will. I .III.II~I|I.III.|.11 I .. ..| I11 1. v . D F . IE. I . . . . j‘ais.p‘gir1 U.‘.: ‘4‘ ~ DUN”; e ...F\ 41 application to take the written examination, and also the date of that examination. Applications for examination are accepted only after the public announcement. Application. After the public announcement has been made, interested persons must make out and file the Michigan State Civil Service Application (see Appendix A, Form 2). The instructional cover sheet on the form explains in detail what information must be included. Applications are filed with the Civil Service Commission, and may be reJected if the applicant does not meet the basic requirements, or if the application was not filed on or before the closing date. Applications may also be reJected for false statement of material, disqualifying physical condition, addiction to narcotics or intoxicants, or for previous removal from state SeI‘V1Ce rendering him unfit for the position applied for. Examination. At the time the application is submitted, the applicant also fills out a Notice of Written Examination Card. If the application is accepted, the Commission fills in the place, date, and time of the written examination, and mails it back to the applicant. This card serves as the admi'E’asion ticket to the examination. Weighted and unweighted factors. The examination for State Police Trooper I includes two weighted factors, each 01‘ which count fifty per cent. The first of these is the WI"1tten examination, which is designed to determine the 42 applicant‘s intelligence and ability to learn. The second weighted factor, the oral interview, will be discussed later. The selection procedure also includes the following unweighted factors: field investigation and appraisal, physical examination, fingerprint registration, and the physical agility test. Should the applicant fail to pass any of these, he will not be permitted to go further and will be eliminated from the selection process. Agility test. Following the written examination, the aDplicant must be prepared to take the agility test con- ducted by the State Police. The agility test, which is scored on the State Police Trooper Agility Test form (see ADIDt-l‘l’ldix A, Form 3), is administered by members of the Pol- ice Training Bureau. In addition to the agility standards which must be met, the applicant is officially weighed and measured at this time. District action. The files of all applicants suc- cess’f‘ul so far are then forwarded to the State Police Dis"Jr‘ict in which the applicant resides. The files contain forms for the District to complete and return, including the Field Investigation Report on Applicant (see Appendix A, Form 4), fingerprint cards, and a voluntary withdrawal form. The District Commander forwards the applications to the ofjE‘icers of his District best suited to complete the 43 investigation. He also arranges for the Sight Screener test. The Sight Screener, an American Optical Company visixin determinant device, is used in conJunction with a series of Pseudo Isochromatic plates for testing color per- ception; both tests to be administered early in the inves-' tigative process . Initial interview. An initial interview is arranged, generally at the post or district headquarters office. At this time, the investigator picks up the applicant's com- ‘pleted State Police Trooper Questionnaire, a form for State Police use which contains basically the same information as the original Civil Service application blank. The investi— gator notes and records on the Field Investigation Report ‘thc applicant's demeanor, appearance, and other character- iiStics, and completes two fingerprint cards. At this time, ‘the applicant is informed of the physical and academic iPequirements of the Recruit School and the discipline, and it is insured that he understands the duties and responsi- bilities of a State Police officer, including the possibility 0f assignment anywhere in the state. Background investigation. After the initial interview, the investigator must interview everyone listed on the State Police Trooper Questionnaire, and all others who may give pertinent information regarding the applicant. In each Case, the person interviewed is made aware of his responsi- bility in the selection of competent State Police officers, 44 and encouraged to talk freely. The substance of this infor- maticmlis placed either on the Field Investigation Report or cnl attached special reports (see Appendix A, Form 5 for sanqile investigation findings). Upon completion of the investigation, the District Ccmunander reviews, comments, and forwards the files to the (kxmmissioner, who, in turn, reviews the files and forwards them to the Civil Service Commission. Joint screening board. A screening board, composed 0f members of the Civil Service Commission and the State Felice, reviews the files to determine whether the applicant passed or failed the field investigation. This determination is made on the basis of the information supplied by the field jlivestigators, and any other factual information known to tfllem. Those approved by the screening board are referred tn: the Board of Review for consideration. Boerd of Review. It is arranged for the applicants 'to appear for an oral interview by the Board of Review. 'The Board is composed of one member from the State Police, One from the Civil Service Commission, and a psychologist, generally obtained through cooperation with Michigan State University or Northern Michigan College, at Marquette, when boards function in the Upper Penninsula. The Board asks routine questions concerning the applicant's prior employ- ment, his reasons for desiring employ with the State Police 45 wui occasionally, a Judgment question to determine how the huiividual can express himself on a question involving thOLught. The psychologist,at his discretion, may administer an zibbreviated Rohrschach Test, and ask other questions in an zittempt to determine how the applicant may adJust to the rigors of police service, et cetera. The Civil Service member of the Board is responsible for submitting a written rexxirt of the Board‘s findings to the Civil Service Commis— sion. The Civil Service register. At the completion of all phases of tests and investigations, the Civil Service Com- Inission compiles the individual‘s score based on the two wsighted factors, the written examination and the Board Of'Review. Each individual is then ranked on a Civil Ser- Vice Eligibility Register for State Police Trooper I. As rueeded, the State Police Commissioner requests that the Ciwil Service Commission certify a sufficient number of candidates to make up a Recruit School. Physical examination. Candidates So certified are directed to report to the Police Training Bureau Recruit School, in East Lansing, at a specified time. At this time, all applicants undergo a thorough physical examination. Upon passing the physical examination, the candidate is admitted to the Recruit School. The entire selection procedure of the Michigan State Police, from the time of announcement to the final confir- mation as Trooper I is shown in Figure 2. 46 CIVII.SERVICE Aunnouncement Application Examination . MICHIGAN STATE POLICE Physical Agility Test Height and weight Preliminary Interview Evaluation Sight Screener Test Fingerprints taken Pros and cons of Job talk Background Investigation MICHIGAN STATE POLICE--CIVIL SERVICE Joint screening of records Oral Board of Review \ CIVIL SERVICE Ranks candidates Compiles register Furnishes names of eligibles to State Police on request MICHIGAN STATE POLICE Physical examination Recruit School Probationary assignment State Police ratings Civil Service ratings Confirmed as Trooper I at end of 6 months CIVIL-SERVICE Grants full status as Trooper I at end of 6 months Figure 1. THE MICHIGAN STATE POLICE SELECTION PROCESS F- 5' ...:_.-$ 47 Selection Procedure Statistics The Police Training Bureau of the State Police is responsible for the administering of various phases of the selection process, including the maintaining of progress charts on each individual who starts the process. Data was gathered from their files, for the period January 1952 to November 1957, and is presented in Table II. This table gives data pertaining to the number of applicants going through the various selection procedure phases for each Recruit School class or competitive examination, held for the purpose of compiling a Civil Service eligibility register. Several changes were made in the selection procedure, leading up to the one Just covered. The changes all occurred in November 1955, and were designed to facilitate the selec- tion process, and to produce more able candidates. The Composition of the Board of Review was changed from two Civil Service members and three State Police members to the present three man board. The height requirement was lowered fr'Om 5‘10" to 5'9". The agility test was introduced, and the Sight Screener device was used for the first time. Also at this time, the length of the basic Recruit School was ChanSed from ten weeks to seven weeks, with four weeks of- advanced training, which is given after six months of field training and service. ucv.-O§c. h.- < ‘1 or.¢ ._... . . . . e . .. .. 1t...“ 05 i. ll Ari y . nlil . » a.» A 1...: . .l; 1+8 .haqo Lopmfiwmm moa>pom HH>HQ maHQEOO on cm>fiw cofipmcfiamxm** .QOHmeHmem cmppapz oofi>hom Hfi>fio Hmfipficfi vmmmmm on: mandofiammm mo gonads Hmpoe* mm mm In In In .m>onw umHHQEOO hmpmfiwom comb pm >oZnupoo mm mm 1: in In .m>onm vaHQEOO popmfiwmm com: um pgmmnumHSh .. :1 mm mm m 30H em e mma **em he: Hm Hm us in In .m>onm emHHQEOU pmpmfiwmm womb em oGSWInzmz n: In em om o wwa we HH mmm **em mom :0 am In It an.m>onm emHHQEOO Umpmumfiwmm comb em pwztucmm u: u: we mm o ema mHH 0H 0mm **em new so :0 ema 32H H mma mem m mm: mm ommunpoo u- nu 3H mm 0 we w: m HNH **©m poem nu an un.m>oom emHHdEOO pmumfiwmm mofi>pom HH>HQ womb om zmzaspm< mma mum m oea mmm 0H moa mmm mea mmm mm teeuuncm em om 0 ea mm m mm me we mHH mm >oznnws¢ mm mm m mm mm m a: me we wee mm acma::m com mm mm 3 0m co m mm mm ea mma :m >ozaamd< me m: m ea am 0 mm 2» o mmfi em te¢u-pmm om om H mm Hm a me Hm o mma mm te¢u-cce Hoocom mmmm zone vmuomn mmmm zmpv uopomw mmmm zone mpcmofiaoq< mmmao pfidpomm tom ucuaz tom aspfiz $.02 Hmuoe Hoonom adopomm emaaoncm .oz Hmoamznm 3ofi>pmpsH pro coaumwfipmm>cH vamfim .moHHmHeeem mmbamoomm ZOHEqumm HH mqm<8 II I, I I h 49 Summary The minimum entrance requirements of the Michigan State Police are the first limiting step in the selection process. The field of eligibles is reduced as requirements are placed in effect which must be met. The selection procedure involves a mutual relation- ship between the Civil Service Commission and the State Police. The State Police encourage any person possessing the requisites of a good Trooper to seek employ with the Department, and the Civil Service Commission, through their Iniblications and announcements, does likewise. The appli- on HmQOHpmosem Hmeocmc* 6 a, one on en as am mm ozone zoom on Hence so e new Pea mm oma mwa mom @5096 comm mpafihomm .oz Hsooe osoz 02m: mam: N>sz Nata MOHsmwm,smH3mm omoaaoo oonHoo owoaaoo owoaaoo aaoouowoaaoo Hoonom swam some 20Heoznummmfi.wm<:zoQ HmcoHumodem Hmsocoo** .qmm oests uSonmmz HmSuQMnIoHQmHHm>m no: moHHs HmsoH>HecH mms£B* 00H m H a w m we mH mpdonmmz uHssomm so .oz Hosoe e Hmm : m m mH :H mmH Hm ozoso comm - m950nmm3 .02 Hence msmmw : memow m mummy m smmw H new» H menu mumsomee .>H5om omoHHoo omoHHoo oonHoo omoHHoo amouuomoHHoo Hoocow stm ssomo 20He0211mmmH Nm¢b2¢p H MAM¢B 69 OOH Hmm HMDOB C) C) H Hmm HmHOB OH ocoz KO [x H H H L0 H (I) [\ CD :1’ \O (D r—{ O O H O m com 00: oom com 0H m mm as am mH ow mHH porno oOHHom mmmchsm Npouomm [\ m H “W m r) H L(\ seem mde£mm3 pHssomm so .02 Hence R ozoso comm mpdonmmz .oz UZHMZ¢H .m OB MSG: 20mm mmHHz mufionmmz pHssomm so .oz Hopoe e macho comm madcnmm3 .oz ZOHB¢mbooo OOH Hmm HmuOB Hm mm mm mm noo.ooH so>o soot: sens: mm om Hmssm hedonmmz uHSeomm mo .02 Hmuoe R @3090 comm masonmmz .oz mozmQHmmm mo ¢mm¢ mo MNHm (.3 C) H Hmm Hapoe ON we mcoz o mH em N>mz oSmD mmmm wmH mumae 7O Jl|| hal.. a OOH Hmm 0H mm HopOB OOH Hmm Hopoe scape s OH mm so oosonwa soos so umosoch so mmOH mm mmH HmmmHEmHo LOSDO QHEmomo< 3H oHEoomo¢ em em @5090 nomm hedonmmz R NH ozone comm masonmmz .02 mm sHHsoHaass mpmddmomcH 3m mm Hmonmnm acmmom HmSpo¢ OH @5090 26mm mesonmmz R ozone comm hedonmm3.oz Om deEOO.mhmm d Em sst soHsoHssHo pHSeoom hm co>Ho condom ZOHedszmmm mom zomH mumae hedonmm3 uHspomm so .oz Hoooe e macho comm whoocmm3 .02 m H BQHmemHo moHHos meaem zH meme 71 om sHm HMpOB o>HumHSESQ mm mmH Hmuoe o>HpmHSESQ we omH Hence o>HumHssdo am ms Hmpoe m>HpmHSESQ OH mm HopOE stooz wH ms HMpoB stooz em me HmpOB stooz am me HGUOH aonoz F4 0 m H m o o m s Hm mm mm mm o m m s o s m m mm NH MH. HH m. m s w H m 0H eH mH mm. HH. mH m 0H m m :H mm :H mH m w H m ofl Nlbm HH GM hon comm phonon R moo comm upmeom .oz .oz soo soo: ewe awn comm phenom R mom nomm phenom .oz .oz ssh sec: ohm Hem comm phenom R zoo nomm season .02 .oz moo some odd hog nomm phenom R ado comm phenom .oz .mm moo seem pmsHe Hoomom BHDmomm 20mm mmDEmH mqmae :72 OOH **mmm .wmpoE o>HpmHSESQ m.mm 0mm Hspoe osHumHSESQ "fr )|)') m.H HmpOB aonoz m.m Hsooe sHsooz . .mpHSLOmL w sos oHnmsHmpnocd mm: came mazesmooe so memo ** moo cam: one so use on» house Hoonom uHseomm psmH mpHssooe oz * O O m. o o H Hammmm O O m. o o H mmmmw HoossHpsoov >H women m. tel H NW OI NW Hi «1 0'0 0 men comm psmemo R Hem roam phonon .oz *.oz moo some new zoo comm Daemon R moo comm phenom .oz .oz see some sum 73 washouts, 32 per cent were single; 66 per cent, married. Of the total group, 66 per cent had a high school education, 13 per cent the GED equivalent, and 21 per cent had college experience. Again, only 20 per cent of the washouts had no military service. Almost half the washouts came from factory type employ; the second nearest occupation, being business, with 29 per cent of the washouts in that group. Sixty-six per cent of the washouts lived either 50 or 100 miles from East Lansing, and State Police District 2 had the highest washout percentage of 23 per cent. Resignation Reasons Resignation reasons fall into two categories. Each recruit, when he leaves school, must write out a letter of resignation, in which he states the reason he is leaving school. Since this reason may, or may not, be the real reason, the reason given by the recruit is the first cate- gory. The second category is the actual reason for depar— ture. Reason given by recruit. Table IV shows the reasons for departure from the School. Thirty recruits listed a physical disorder or ailment as the reason. Included in this category, which accounted for 13 per cent of the resign- ations, were such things as trouble with the eye, ankle, hernia, bad vision, knee, back, throat, stomach, skin condi- tion, bursitis, ingrown toenail, migraine, ulcer, neck, side, leg, sinus, and tuberculosis. 74 A total of 24 per cent admitted that they were having trouble completing the physical training or personal combat portions of the Recruit School. Only one individual listed academic difficulty as his reason. Since the fourth group, of other, includes 58 per cent of the resignations, it will be broken down into a bit more detail. One-third of the 135 resignations in this area were submitted for the reason that the individual felt that he was "not suited." The rest of the reasons included a variety of complaints, such as homesickness, personal reasons, didn‘t like the work, lost interest, wife and home problems, not enough salary, hours too long, too much like the military, and return to college or former position. A total of ten recruits were dismissed, accounting for 4 per cent of the departures. Nine of the dismissals were for either failure to return from pass, or for simply leaving school without proper authority. The tenth dis- missal was for falsification of information submitted in the application blank. Actual reason for resignation. It was difficult to determine, with any degree of exactness, the actual reason for departure. This was due to the fact that only insuffici- ent pencil notations appear on the recruit's service records, and much of the information gathered was obtained from Police Training Bureau personnel, who depended on their :memories. As far as can be determined, 12 per cent of the 75 washouts were for physical reasons. Thirty-six per cent were due to inadequate physical coordination, condition, or inability to graSp the personal combat program, and 6 per cent were due to academic difficulties. Poor attitude and/or loss of interest caused 29 per cent, and miscellan- eous reasons, under the group of other, accounted for 16 per cent. It was also extremely difficult to determine how many of the resignations were voluntary, and how many were forced or pressured. Ten recruits were dismissed; of the remainder, it seemed to split almost equally in half. Since each recruit's resignation is dated, it was possible to determine the exact number of days that he spent in the Recruit School. Recruits resigned and departed from the School almost every day of the first two weeks. At the end of the first week of instruction 34 per cent had left, and at the end of the second, a total of 68 per cent of the recruit washouts had departed. By the end of the fourth week, 96 per cent were gone, and none left after the end of the sixth week of training. Summary With the data provided in this chapter, it is possible to make some general statements about the Recruit School washout. He is 25 years of age or under, married, high school education, military service, worked in a factory or business, comes from 150 miles away or less, spends less 76 than two weeks in the Recruit School, and washes out because he proved to be inadequate physically. These are based on percentages involving only the Recruit School washout group. Later, they will be related to the total group. In the next chapter, the State Police and Civil Service requirements for probation will be covered, and we shall see what the background is, of the Trooper who does not pass the requirements of this period. CHAPTER IX PROBATION AND THE PROBATIONARY WASHOUT The recruit, who has graduated from the Michigan State Police Recruit School, is given his badge, and assigned to a Post for duty as Trooper 1. He is not, however, com- ‘ pletely "in" as a full-fledged member of the Department. He must first complete a six months period of probationary, or "on-trial" service. In this chapter, probationary service periods will be covered in general, and then the Michigan State Police and Civil Service requirements will be dis- cussed. Following this will be data on the backgrounds of the probationary Troopers who wash out, before they are confirmed. Probation in General '"The final test," of the new police officer, "must be trial on the Job. Full advantage should be taken of the opportunity afforded by the probationary period to eliminate those who demonstrate unfitness in training and on the Job."1 Completion of training means that the new officer has satis— factorily completed the academic and physical phases of the lWilson, Police Administration, op. cit., p.353. W‘“ C I. ‘.‘QI»' 78 program, and that, in so doing, he apparently has the requisite characteristics, as evaluated by the instructional staff. Since the man on the Job is what makes or breaks a police organization, he must be evaluated on the Job, and necessary provisions made so that, should.he prove unsatis- factory, he may be removed from the Job. Also, the axiom, "Practice makes perfect," is of particular importance in the police field. Classroom instruction and practice can teach fundamental principles, rules, and methods. But since police work is so greatly concerned with dealing with people, the actual doing and working with people is one of the best ways of determining the new police officer‘s worth.) Only two state law enforcement agencies have no pro- bationary period, one of these being Texas, which requires five years previous police service. Forty-six other state organizations do, the periods extending from three months to two years.2 0. W. Silson, commenting on the length of the probationary period,‘says,'"The probationary period should be for one year. Some weaknesses and incompetence may not be discovered in a shorter time; a longer period may damage morale of probationers." . ":During some portion of this probationary period, the new officer works with an older, experienced fellow officer. 2Compilation 2E Comparative Data, op. cit., p. 37. 3Wilson, Police Administration, op. cit., p. 353. 79 Ihuing this period, he learns areas, procedures, and tech- niques not readily adaptable to the recruit school classroom situation, and has a "guiding hand" available to assist and correct as needed. Forty-seven state police organizations have such a policy in effect, the length of time the pro- bationer spends with the experienced officer varying from two weeks to two years. ‘ The probation requirement serves two useful purposes. First, it permits the evaluation of the officer on the Job, and his removal, if necessary. Second, it allows him to learn on the Job, under the guidance of an experienced . officer. Probation in the Michigan State Poliqe Probation in the Michigan State Police is, first, a requirement of the Michigan Civil Service Commission. Their Rules say, in part: Each original appointment . . . shall be on a pro- bationary basis for six months, which shall be regarded as a working test period. Should the employee on pro- bation fail to render satisfactory service he may be removed by the appointing authority upon notice to both employee and the director.5 Probationary training requirements are further ampli- fied by the State Police. The Superintendent is responsible w “Compilation of Comparative Data, op. cit., p. 37. 5Michigan Civil Service Commission, Rules (Lansing: iMichigan.Civil Service Commission, 1957), p. 32. 80 for their training and, at the end of the six month period, nmst make recommendations to the Commissioner regarding their confirmation. After briefing and orientation at his new Post, the probationary Trooper is assigned to a capable and experienced officer, who has the necessary ability to train and evaluate him. The supervising Trooper must insure that the new man is properly trained in Departmental proce- dures, and counseled in any problems. The supervising 'Trooper must also keep the Post Commander informed of the probationer‘s progress, ability, and attitude, maintain accurate records of this, and submit a Service Rating for‘ Probationary Troopers, at the end of every fifteen day period (see Appendix A, Form 6). Since diversified assign- ments are desired and encouraged, the new Trooper will be assigned to work with more than one of his fellow officers. ‘tProbationary Troopers, whose performance or attitude is unsatisfactory, are encouraged to do better by the Post and District Commanders. Should the progress reports indi- cate that this is not so, the Trooper is called in to the Superintendent's Office, at the Headquarters in East Lansing. Here, he is given the opportunity to "shape up or ship out." Generally, he is permitted to resign, although this is not so in the case of disciplinary matters where dismissal is‘ prescribed. A Civil Service Probationary Service Rating (see Appendix A, Form 7) must be completed at the end of the 81 unis and sixth month of training. The Department must also recommend the continuation of the Trooper as a regular employee of the State, at this time. A Trooper, who has satisfactorily served his probationary period, is considered as having obtained full Civil Service Status, and is con— firmed as Trooper I. Probation and Individual Background In the study, covering the Recruit School classes from January 1952 to November 1957, a total of 640 recruits graduated from the School and became probationary Troopers. The two schools, in July and October 1957, can not be covered as far as probationary washout, due to the fact vthat the probationary periods had not been completed. Table V, Probationary Washout Data, therefore, covers those proba— tionary Troopers who graduated from the first eleven schools, from January 1952 to June 1957. Of the total number of Troopers\covered, only twenty-five were dismissed or resigned, a probationary washout percentage of 3 per cent. The table also shows the number of months served by the probationary Troopers, and the reasons for their depar- ture. Due primarily to the small number of washouts, data as to tfiue exact reason for their departure is much more exact than that given in the proceeding chapter. There was curs dismissal, twenty-one forced resignations, and three of'ai voluntary nature. The reasons given in the written resignations were not suited, got into business, seek other 82 .COHpmsomew Hoonom :an Ho SoHH QH oouoooom once psmEQOHo>om QOHumosom,Hmsosmo** ooH : o a e o oo mm udonmmz GOHpmnopm . so .oz Hspoe R mm H o H H o mH a ososo Boom manonmmz .oz Hmuoe memo» : mummy m memow m Hmow H snow H can» .oumsomso .>H:Um monHoo oonHoo oonHoo oonHoo mmmHnmonHoo Hooeom anm **nmo oneaoDQm OOH : .0 0H m mm om :m mudonmmz QOHuMQOHm so .02 Hmpoe R mm H o a m R m m ozone comm noncommz .02 Hence oooso>Ho :osoHHno sopoHHno smHoHHco oHHno . oHHno onch ooHesmz suooHesmz muooHsHmz mnooHpsmz HnooHssmz onooHssmz mbe mqmde 83 OOH O . 0 mm m o Hence 0:02 HOSOO ooH mm Hmmmm .ooH . mm mm R Hmuoe osoz O a o: N H OH OOH ooHHom mm whosHmsm O ooo.omH soso sense oEmb mdmb r) P HoossHosoov > mHmae we mH Hummme oe OH comps 3N spam mm Hmpdm mm adorns: CoHmeOHm so .oz Hence R macaw comm madcnmmz .oz ,oszzau..m 0H ,msom some mmHHz musoemmz QOHumnopm so .oz Hsooe R msoeo comm mpsonmmz .oz oneassuwo usonmmz COHquOHm so .oz Hosoe R ozone comm mesonmmz .oz mOZMQHmmm mo mmm smasHmHz 84 r i t n 7 ) P V ’ OOH NH :O H psonmmz :oHmeOHm so .oz Hspoe R mm m Hm H moose zoom hedonmmz .oz Hsooe HsousaHeH ooosos Hsmuwemwm zOHBaonmmm so mesa OOH : 2 ON 2 em 0 mm o w z o : pdonmmz GOHpmnopm so .oz Hoooe R mm H H m H o o R o m H o H . noose roam masonmmz .02 I I Hsooe m m.m w m.s m. m.m m m.m M m.H H m. mowwmmm.wOHHos meaem zH mmezOz .ooH NH s.. .. oH m . mH oH mm a .esososz soHosoots so .oz Hence R mm m H z m m a R H macho comm mpdonmmz .oz Hsooe m H. o. m m. H. m. H. HOHmymHo moHHos spasm zH meow E E r r (Hui. r") f r HeossHosoov > mumae 85 .omumHgEOQ nos mUOHHme RHoQOHpmnosm mm mHoonoa RmmH Honsmpommlthdo Boss masonmmz mosHoxo mosstm* D 7 I D .V b ( ) r (r (P r )( tr) ooH O NH NH Om adoso nomm spoonmmz R mm m m m RH ozone comm mesonmmz .02 Hence RamGHHQHomHO musesmmom oUSpHuu< mosmshounom. condom Hoopo< RampsdHo> RHOpomsmHummsb OOH ON H: OH Om QSOLO nomm mpdonmm3 R mm m HH : m esoso nomm mpdocmmz .02 Hsooe torso Honsm torso room mmosHasm.eosH oo oooHsm ooz y,ososas3 an HoossHosooO > mamas co>Ho condom oneHzaHmmmcmos zomamm E 86 employ, not life’s work, enter the plant protection field, and friction from outside sources. Actually, twenty of the departures were due to unsatisfactory performance of duty or attitude, and two were disciplinary border—line cases, who were allowed to resign. Of those who left voluntarily, one felt that he was not suited, one lost interest, and one wanted to go into business with his father, but all had been reasonably good prospective Troopers. Summary Probation serves the dual purpose of training and evaluating the new police officer. Through working with an experienced officer, the probationary Trooper or police officer learns techniques and procedures, particularly in dealing with people, which can not adequately be covered in a lecture or class. In Michigan, the Civil Service Commis- sion requires six months probationary service, and the pro— bationary Trooper is rotated among a variety of assignments under the supervision of an experienced Trooper. During this time, he is evaluated continually, and reports on his progress submitted. Should his performance be unsatisfac- ‘tory, he is counseled to improve at all levels. If this is ‘to no avail, he is, generally, permitted to resign. The average probationary washout, by way of generali— znation, is married, has a high school education, military service, worked in a factory Job, comes from 50 to 100 miles amnay from East Lansing, spent up to four months in the 87 Department, and was forced into resigning due to unsatis- factory performance of duty. In the next chapter, an analysis of State Police Personnel practices will be made, and conclusions drawn relative to the questions posed in the first chapter. CHAPTER X ANALYSIS OF MICHIGAN STATE POLICE PERSONNEL PRACTICES In the introduction to this study, it was determined that two maJor areas of consideration would be covered. The first area was concerned with the mechanics involved in selection, training, and probation; the second area with the background of the individual, and the effect of the background on success or failure in the training and proba- tionary periods. This chapter will present a summation of the first area. General police selection requirements will be reviewed. Then, the Michigan State Police requirements, selection process, training, and probationary programs will be evaluated, and compared and contrasted with what other state law enforcement agencies do, and with what leading police administrators have recommended. General Police Selection Requirements Minimum entrance requirements are prescribed by most police organizations to enable them to get applicants and candidates who meet certain basic standards of age, height and weight, educational background, et cetera. Age, the first minimum.requirement, is generally set at 21 years as the minimum, and 30 years as the maximum. This is done, 89 keeping in mind that it is desirable to have the individual physically and mentally fit and performing duty for the longest period of time. Height requirements are in use primarily because it is felt that the larger individual has a psychological advan- tage over the smaller. Since the build and bone structure of individuals varies, it is quite common to find weight requirements stated as proportionate to height, and many medical charts are available which determine this fact. Requiring a high school education, or the equivalent, is a fairly standard practice. It is felt that college training provides valuable experience, but would be an unrealistic requirement due to the extreme limiting effect that it would have on the number of applicants available. Physical requirements include good health, good vision and hearing, and freedom from communicable diseases, physical abnormalities, and malfunctions. Many police de- jpartments use a test to measure physical skill or agility, feeling that police work requires a physically competent person. Personal and other attributes required vary consid- eerably, as do the methods used to determine these. Generally, 'testing is used to determine the intelligence level, and it nuay be used to determine, or attempt to determine, the ennotional qualities of the individual. Investigation of tune individual's background to determine his ethical and 90 moral suitability is a common practice, as is the procedure of requiring the individual to appear before a board of review for an oral interview. Citizenship and residence conclude the general require— ments. Citizenship is standard, but residence provides a matter of some debate due to the possible limiting effect on the number of candidates available. _Analysis of the Michigan StateyPolice Entrance and Selection Requirements, Recruit School, and Probation Earlier, the following questions were posed: (1) what are the Michigan State Police entrance requirements, (2) what procedures are involved in selection, training, and probation, and (3) how does the State Police compare in these to other state law enforcement organizations? Mimimum entrance requirements. A total of twenty-nine other states have a minimum entrance age of 21.1 For maximum age, four states have age 29, two have less, and forty have tage 30 or above.2 The recommended age brackets are 21 to 30. The State Police require 21 to 29 inclusive which is in.close harmony with the recommended limits. R v fi 1Cogpilation 2: Comparative Data, op. cit., p. 17. Note: All comparative reference data is drawn from tfliis publication. Data is partially reproduced in Table I, cnlapter IV, page 29—30. Michigan State Police entrance Inequirements are outlined in Chapter V, page 39—40. 2Ibid. W 91 The lower limit for height in the State Police is 5'9", which thirteen other states require; thirteen have higher, and twenty have lower limits.3 Maximum State Police height is 6‘H". Twenty-two states have no limit or require height proportionate to weight. The maJority of those with limits place the limit at 6‘4".“ The lower State Police weight is 150 pounds which ten other states require; three have lower requirements, sixteen have higher, and eleven specify proportionate weight to height.5 On the maximum weight, the majority of the states specify none or propor- tionate, which takes into account variances in build and bone structure.6 The State Police have a 220 pound maximum limit. Forty—four other state law enforcement organizations require high school graduation, or the equivalent, as the State Police do.7 As this is a standard police requirement, no controversy exists here. Physical condition is deter- mined in all states by a physical examination.8 Matters in determination of personal attributes arise during the selec- tion procedure and will be discussed there. Selection procedure. The selection procedure in Mich- igan begins with the announcement by the Civil Service 3Ibid. “Ibid. 5Ibid. " 8Ibid. #— 61bid. 71b1d. # w 92 Commission that an examination will be conducted for the position, State Police Trooper I, and that applications will be accepted. If the application is accepted, the individual takes a Civil Service I.Q. test. Forty other states utilize such a test in their selection procedure, and, since a police officer must possess the ability to learn, measure- ment of this is a valid requirement.9 The State Police enter the selection process and con- duct a physical agility test, a preliminary interview, give the Sight Screener test, take fingerprints, and conduct a thorough background investigation of all applicants. A total of thirty-four states require some form of physical agility or ability test, and all conduct a background investigation of applicants. Thirteen states use some form of psychological test or interview by a psychologist, psychiatrist, or both to attempt to determine emotional, ethical, and moral qualities which are impossible for the background investigator to learn in many cases.10 Following the investigation and screening of records, the State Police conduct an oral interview board. Forty-six states conduct some form of oral'interview.ll Providing that the individual passes his physical exam, and ranks high enough on the Civil Service eligibility register to be selected, he is admitted to the State Police Recruit School. 91bid., p. 18. 10Ibid. llIbid. 93 Recruit school. Each recruit must successfully com- plete a training course of seven weeks duration, conducted by the Michigan State Police Training Bureau. Thirty-seven other state law enforcement organizations require satisfac- tory completion of a training program, ranging in length from two to twenty-six weeks.12 The State Police training program serves three primary purposes: (1) to give in- struction in general police subJects with emphasis on traffic enforcement, (2) to permit the recruit to see what the State Police is, and (3) to permit the State Police to evaluate the recruit. Evaluation by all members of the School staff is a continual process, and recruits, who are performing unsatisfactorily in any phase of the program, are counseled to improve. Those who do not improve are permitted to resign. Probationary period. Probation involves a trial period on the Job, generally before the individual is granted full status in his position. This is particularly necessary in police work, where it is difficult in a class- room situation to see how an individual will get along with people. Forty-six states have probationary requirements, ‘varying in length from three months to two years.13 The Iflichigan State Police require completion of six months 12Ibid., p. 37. l31bid. 94 probation. During this period, the young Trooper is assigned to work with a number of experienced officers, who instruct, counsel, and guide. Departmental procedures and policies not readily adaptable to the classroom are stressed during this period. At the end of the probationary period, the officer is granted full Civil Service status, and returns to the School for advanced training. Summary The Michigan State Police have a fine reputation, and Justly so when comparing their personnel program to other state law enforcement agencies, for the following reasons: 1. The State Police has a minimum and maximum age limit, set according to the standards recommended by leading police administrators. Thirty-four states do not have a maximum age of 30, as recommended. 2. The\State Police has a minimum and maximum height standard as recommended. Twenty-two states have no maximum height. 3. The State Police has a minimum and maximum weight requirement. This is not necessarily a recommended practice, as long as the weight is proportionate to the height, but the defined limites of the State Police insure this. 4. The State Police require an I.Q. exam, which eight other states do not. 5. The State Police require a form of psychological examination not required by thirty-five states. 95 6. The State Police require an oral examination which two other states do not. 7. The State Police require a physical agility test which fourteen states do not. The Michigan State Police standards and selection pro- cedure are as recommended by leading police administrators. No other state law enforbement agency does anything along this line, that the Michigan State Police have not already incorporated into their procedure. The Michigan State Police has a very fine reputation in the eyes of the people of Michigan, also. The success or failure of any police organization is, to a large extent, determined by the caliber of the individuals who make up that organization. The Michigan State Police, therefore, have a selection, training, and probationary program which produces Troopers of a caliber to continue the Department‘s good reputation from year to year. In the next chapter, we shall draw conclusions based on the background data, colkacted for this study, and analyze the effect of the recruit‘s background on his success or failure in the Michigan State Police. l . , CHAPTER XI ANALYSIS OF DATA In this part of the study, we shall consider the second major area of questioning, the individual‘s back- ground. We will attempt to determine what characteristics in the background seem to have a bearing on the individual's success or failure in the Recruit School and probationary periods, and then analyze the washout rates and reasons. Review of the Study ‘The procedure used in gathering data involved a screening of individual personnel records, maintained by the Michigan State Police Personnel Office. The study covered all individuals who entered the Recruit School during the period January\1952 to Nrwember 1957,.a total of 874 individ- ual recruits. Certain background factors were selected as having possible bearing on success or failure. These included age, marital status, education, military service, size of area of residence, occupation, miles from home to East Lansing, and home in which State Police District. Groups were set up within each of the factors, and the individual files were examined and tabulated. To facilitate recapitulation of data, three tables, Tables'VI-4VIII, were prepared. .‘A‘ 1. ‘r a! ed mm me me . mm sm mm nacho seam mw mp50£mm3 R Hmm : m m ma :H mmfl Hm macaw seam masonmm3 .02 new be me on mm mm mwm mm matte seam .02 Hence Hmpoe name» : mummy m mhmmw m meow a emmz.a can» opwscmpc .>fi5mm r r- twoaaoo emmfifioo mwofiaoo monHoo anaaumwmmaoo Hooeem swam tame 20Heea .cmeseaeo smeeeeno cmesaano eflaeo cmeeefino mewsam peeked: duvmfippwz mnpofippmz maemfihpmz anpmfippmz oavmfinpwz mbe¢em qaeHm<2 .0 ed mm mm Hm em om em om me he eases seem menonmmz R Hmm o e :H Hm mm mm mm mm mm am me axons seam mesonnmz .oz gem m mm ma mo ow mm wee mma mme mma mm asses seam , .02 Hence Hausa mm. mm mm. mm. mm. mm: mm. mm. mm. mm. mm wee ’ r } Emma mmmzm>OZIlmmmH Nm mumde 5" .H 98 Hmm new Hmuoe me mcoz Hmm :Rm fiance Hmm :em Hmpoe NH OH mm nacho, em eeeaoa mm mm mam 0H mm Ram mmmcfimsm ooo.ooH seed enemy Rm R: Rea mcoz we me am mmmm mm mm ONH mdmb Hm maa mom zLOpowm mm mm me Cmnhb 0m mm mma N>mz mm NH Spam em om mam Amman—”Um mm om mom adopc comm masonmmz R QSOLw nmmm npSocmmz .02 @5096 comm .oz Hmuoe 20Hsampooo. meopw 30mm mpSonmmz R esopo comm muSOEmmz .02 @3093 comm .oz Hmuoe mozmaHmmm mo ¢MM¢ mo MNHm adopw comm madcnmmz R QSonw comm mesonmmz .oz adopm nomm .oz proe NEQ< MOH>mMm deBHQHS Assasaecoov H> mum<9 99 .Gofipmzuwpw Hoocom swan no Sofia CH cmpmmoow name ucmsdoao>oo chofipwosem awhmcow* + em. m50nw.nomm nm wm mm me em em om mpsocmwz R nmm mm on mm nH we em nm an enema seem masocmmz .02 new nnH mw one we ww own emn no aaoew seam .02 Hanna Hence m H. m. m. m m M m. HunewHo mqumm menew 2H mzom we mm mn mm nH wm Hm en mm asses seam menonmwz R Hmm w en an we w ew nw e me Quote seam mpSOQmmz .02 new em we wm mm wm mam onm mn mm Quote seam .02 Hence Hence oom mmm oom mam mmw. mmm. mm. mm. ma. -aszznn .m on Assasnesoov H> mamas mzom 20mm mqu2 1 ? Tr HH QSOLU Comm do w o m m o n m” psonmmz R mm H o H H o mH e aaoeo zoom anao uens3.eosm.oz mnw mH mH Hm mn wm eHn mw Quota noom.eoem , - , , , - , ,- usom.oz Honoe kuoe mhwow n mhwmw m mpwmw m Lwow H ..pwmw,H Gwen opmSUwpo 4>H3mw oonHoo oonHoo oonHoo oonHoo masquoonHoo Hoonow swam *Qmo onenosom w . . o m m m .m QSouu comm udonmwz R mm H o n m e m anono comm neao uses; .noem .oz mnw mH eH wn HHH mmH moH eHm aaoec noom.nonm , , - , l , cnwom.oz Hneoe Hseoe nooeoeHo .noeoHHzo coseHHno goeeHfino . oHHno zonoHHno onqu eoHeeoz n-eoHeeoz mueoHeeoz mueoHeesz HueoHesoz oneoHneaz whenew aneHwnz o 0 HH m o e H m m w m ozone comm .pdonmwz R mm o o m n o n H m m w m adopw comm mpSO acne: .noem .oz mnw m mH wm nn wn ow Hw om Hm mo ne ozone zoom .nosm nHwom .oz Hseoe Honoe mm. mm. mm. mm Hm mm mm wlm. mm. mm mm man D ? V V I D P 7 r [I r . 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Hoonow eHasoow R 00H m m e w w mp HH adopw comm CH mpHdpoom R Hmpoe proe mhwmw . memow wpwow m know H know H mm: . o asewpw , .>HSUm n m p u *ch onB manna 105 nH om mH HH . wm mm ozone nonm R pzosmwz m>prHSESO m w m H m o ozone zoom eaonnsz meQOprnomm R m NH m 0H Hm am Quote zoom neonate Hooeom pHSLoom R 00H m m w nm mn m Quote seam cH mpHSLOom R proa Hoeoe ocoz emcee ooHHom nnoanam weoeosm seam onenmbooo mm nm em ozone zoom R 9502mm: m>prHdESo m m m @5096 scam exonmwz mpwcoprnopm R wm mm. nm noose zoom eaoenoz . Hoonom pHdhoom R ooH wm mm on ozone comm cH . muHSQOom R proe Hoeoe ooonOOH peso none: none: Hsnaw mozmonmm mo nmmn mo mNHw E AeoasHesoov HHH> mamas 106 OOH Hseoe OH OH OOH 3 Hapoe 00m 3N mH KN mm mm 00: Om mm F4 an mn mm MH “H mm mm OOm mH UM OH 3H m OmH em #1 mm mm x mm OOH EH Aooaancoov HHH> mamas mm Hm 3H “H mm Hm mm Ln em mm NI mm eH Hm H ON HH H! mm mm Q5093 comm R adoenmz o>prHSESQ Q5096 nomm psonmwz meCOHumpopm R adoec comm peonmwz Hoocom szhomm R adohc zoom CH andnomm R proe EOHmEmHQ mOHHom MEdEm zH mzom QSOAU comm R pzonmwz o>prHdfiso QSOHw comm pdonwwz aprOHpmnopm R adopc comm 9503mm: Hoocom quhoom R anono comm :H mpHSQOom R kuoe 62H mzfi . mice meow gown wmnHz r Full! HHH 3.. If. 107 Conclusions asto the Effect of Background Fagtors It is possible to draw conclusions relative to the effect of an individual's background on his subsequent success or failure in the training and probationary periods. A53. Recruits age 21-22 were the most successful in the sense that the lowest percentage washed out. The ex- ceptions to this were the three individuals who were age 31, however, this is not a significantly large enough group to draw valid conclusions. Ages 23--3O had fairly uniform washout rates, ranging from 27 to 33 per cent. In probation, ages 28 and 29 apparently had more trouble than the other age groups. The most successful age group in both School and probation was the 21 year old group. .Marital status. The fact that an individual is married or single has little effect on his success or failure. This is evidenced by the lack of difference in the washout percentages. Single washouts totaled 28 per cent, the entire married group averaged 31 per cent. The reader, with a sociological frame of reference, might be interested in explaining why, in the married group, those with four children had the lowest washout rate of 11 per cent, while those with three children had the highest per cent of 35. The washout rate of those who were married and divorced, a total of 41 per cent, definitely seems to indicate possible individual stability problems in this group. t‘w 108 Education. Of particular importance in the education factor is the high percentage of washouts in the GED group. It is apparent that, while this test may Show that the individual has the knowledge of a high school graduate, it does not indicate the background he might have received had he actually gone through four years of high school. Those with college experience do somewhat better than those With Just a high school education. The washout rate for those with college experience is 25 per cent, as con- trasted with 31 per cent for those with high school. It is interesting to note that the highest washout rate in those with college experience is in the group of those who have completed four years of college. Military service. No significant difference exists in this factor. Those with military service had a total .washout rate of 30 per cent. Those with no military service had a 32 per cent rate. Those with Marine Corps service did significantly better than their brethren-in-arms, who served in the Army, Navy, or Air Force. The greater discipline and emphasis on physical condition in the Marines suggests a possible reason for this. Size of area of residence. The residence factor showed only slight importance. Those from rural areas, population of 5,000 or less, have a 6 per cent better chance of NOT washing out than those.from the urban areas. 109 Occupation. Quite significantly, in the occupation factor more than one-third of the largest group, in the study, washed out. Forty—two per cent of all recruits were in the factory category, which included factory work, unskilled, and mannual laborers. Of this group, 36 per cent washed out. Only slight differences occurred in the other groups, although it is interesting to note that 12 per cent of the former police officers washed out. Farmers were very suc- cessful in the probationary phase. Miles from homeand State Police District. Only one primary conclusion may be drawn from the data on these factors, and that does not truly concern the effect of back- ground. A total of 77 per cent of all recruits lived 150 miles or less from the Recruit School at East Lansing; Here also it is significant that where the recruit comes from in the State has little effect on his success or failure. This is true with one unexplainable exception, namely, in the 300 miles from home group, where 49 per cent washed out. The recruit with the least chance of failure. From the data, we can arbitrarily pick out certain background charac- teristics with the lowest washout rates. On the basis of these rates, these characteristics Should be found to a varying extent in the successful candidates. These are as follows: 110 1. Age 21 2 Married with four children. 3 Completed three years of college. 4. Served in Marine Corps. 5 Lived in a rural area. 6. Worked in a business. It would naturally be impossible to find all of these in one individual, but statistically, these characteristics had the lowest washout rates in both the training and probationary periods combined. Washout Reasons By way of review, we are concerned with the reasons, actual and those given, for resignation from Recruit School and probation, in earlier chapters. Actual resignation reason. In the School, 12 per cent of the resignations were actually for some physical disorder, which had been caused in the School, not discovered in the physical examination, or not listed in the medical history form at the time the physical exam was conducted. Whether or not any of these individuals could have been eliminated prior to the commencement of training is questionable. Thirty-six per cent proved to be inadequate physically, and unable to complete the physical training or lacking in the coordination or the heart to complete the personal combat phases. The only test measuring this ability prior to entry in the School is the physical agility test. lll Six per cent of the recruits proved unable to make the academic grade. This does notseem unusually high. Loss of interest or poor attitude accounted for 29 per cent, and the miscellaneous category had 16 per cent. These are more or less the catch—all groups, and include anyone who seems unfir for police work. Forced or voluntary resignations. Those resignations which were forced, and those which were voluntary, were split almost equally in half. Half of the recruits were found lacking by the State Police, and the other half felt tflult the State Police life was not for them. Since this is partially the purpose of the Recruit School, this would seem to be a logical breakdown. Amount of time in school. Of the Recruit School wash— outsy, 68 per cent had left at the end of the first two weeks of training, and 98 per cent were gone at the end of four weekms. In terms of saving money and providing more individ- ualjgzed instruction, it would seem to be desirable to some- how ichrease the number of washouts in the first week. Extrenne emphasis on the physical training and personal combeyt phases would probably have this effect. This might unwiseily knock out some, who by virture of their employment prior‘ to entering the School, were not in good physical Conditzion, and who might prove to be outstanding Troopers. 112 Probationary washouts. The reasons for probationary washout were primarily, in 88 per cent of the cases, due to unsatisfactory performance of duty, poor attitude, or for disciplinary reasons. Washouts for these reasons could occur at any point in the six months probationary period, and it would seem to be better not to attempt to speed up this weeding out process. Variance in Washout Rates Recruit School washout percentages range from 18 per cent to 42 per cent, but average 27 per cent over the thirteen school period. In the International Association of Chief‘s of Police, Compilation 9: Comparative Data, thirteen state police organizations reported a washout rate of 5 per cent or less, Seventeen had between 6 and 20 per cent, three were between 21 and 30 per cent, and five were in the 31 to 45 per cent bracket. This means that at least thirty states had a lower washout rate than the Michigan State Police. This might be indicative of the fact that the State Police make more use of thetraining program as a Screening-out device than do other states. Table IX presents data showing the variance in wash- out rate from school to school. On the basis of this table it is possible to draw some conclusions. The first of these concerns the Civil Service eligibility register. When it is compiled for the position Trooper I, it generally contains more names than will actually be selected for a particular 113 .mpdocmmz nechHuwnopQ mm Gwendoo no: out new enemaoone meouomeHpMn mo mQOprcanoh mnwucsHo> ohm monocpswhwm CH mohdem* Rm . . wnm *Amvmm Rem .onw nmm new .R_oweeo>n one Hopoe .ooeoHasoo no: soHeonoea mm wm w wm em >oz--eoo .eopoHasoo nos soHesnona nm on mH mm em neown-eHaa m mm *Ava nm mw -- mH Hw em odaeu-esz m wm o nn wm wm nw em tozu-ssm m wn H em en eH . nw wm oonuupoo m wm m Hm moH wm mmH wm ensuredn n on *Ava mm nHH wm mmH wm ednuunom m em H om wm wH nm wm new--mw ooo o wm 0 nm wm mH om mm eozu-wan o Hm o mH Hm m wm mm nomu-nm eon m mm *AHVH nm em mH wm nm eoz--ean m wm m wH on m an nm tanu-nom m Hm H wm mm wH om mm tena-noe muSOEmm3 meHmQOOcHE muSOSmw3 mDSOSmmz mmumfifimfiw mu50£m63 HOOEOm mmmHU COHDMQOLM madam ma. 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HO‘I‘E: The agility test will be administered only once. Those applicants who are un- , successfiil in passing this part of the examination, may reapply when the examina- tion is again announced, providing they meet the other entrance requirements. IN SERVICE TRAINING PROGRAM After two years of satisfactory service in the class State Police Trooper I, the employee will be promoted to the class State Police Trooper II in accordance with Civil Service A.” 1.1 - "J" -5 J rules and regulations. '. $222.1IO every two weeks. The salary range for the State Police Tr00per II is $177. 60 to SCOPE OF THE WRITTEN TEST The written portion of the examination will include tests designed to determine applicants' mintelligence and ability to learn. ' .."f‘. ,7 ME; The required minimum rating on the written test is 70%. EXAMINATION PROCESS Applicants must file Forms 08- 102 and CS-103, Application for Examination and Cards, indicating their desire to be considered for this examination. The written test of mental ability will be administered at the various examination ' centers throughout the state. Only those applicants whose applications have been accepted will be admitted to the written test. Field investigation, agility test, registration of fingerprints, and personal interviews will be conducted in various areas of the state (as number of.applicants warrants ,) for those persons successful in the written test. Applicants successful in the written test, personal interviews, agility test and whose character is above reproach will be required to appear before the Board of Review for the oral interview, and pass a physical examination. A blood test, urinalysis and X-ray of the chest will be included in the physical examination. Draft status will be considered at the time of the oral interview in selecting applicants for the Trooper Training School. Failure to pass the physical examination or the final interview before the Board of Review will result in the applicant's name being rejected. Eligibles will be certified from the employment list to the Training School as need requires. If it is found,.either prior to or subsequent to certification to the Trooper Training School, that any applicant is unsatisfactory in any of the UMIGHTED parts of. the examination, his application will be reJected. In case the applicant has already received civil service status, action for his immediate dismissal shall be taken in accordance with the established civil service procedure regarding dismissals. 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JO ska-p an; mun morss'pmoa am Aq purses; are 949311st qons Sumuozd Arno 411111100 aowas HMO 9‘14 M 93199159000 Oct UTA WET” Ptm infirm m1 Jame 9991193 10.1 qsflqd Stuntman sq: .(q nonzero; :0 was sq: up nonsum-sxs taste/tad matrices so; 9188“ Form 2 . 131 MSTRUCTIONS TO APPLICANTS. . . . .READ CAREFULLY {our EXAMINATION BEGINS NOW with these questions. Your written answers speak for you. The information on provide will be used in arriving at your final rating. Please type or write your answers in ink. lad each question carefully. Answer all questions. Write clearly. Ill statements are subject to investigation. Exaggerated, false, or misleading statements are cause for re- jection. Incouplete, vague, and slipshod statements will affect your rating on experience and/or training. BE SURE you tell us the full truth about yourself and your background. Make use of space in item 19 to ex- plain any of your answers. If a materially false answer is found after you are on the job, you will be dis- pissed. BE SURE to read and sign the certificate of applicant, item 23. l. AEREST AND CONVICTION RECORD. If you were ever fined, or jailed, or placed on probation, or re- ceived a suspended sentence, or paid courteosts, or forfeited bond or collateral for violation of any law, give the full facts of the trouble. You may omit only minor traffic violations. Other minor vio- lations must be listed. [hunk driving, reckless driving, hit and run driving, and revocation of drivers license are not minor traffic violations and must be included. If you are in doubt as to whether a traffic violation not mentioned above is a major violation, list it on the application. You will be fingerprinted and investigated before being hired. In evaluating arrest records, we consider the kind of offense, the number and recency of offenses, the penalty inposed, your age at the time, and your prior and subsequent conduct and work record. If you have been in trouble, be sure you have given us a full explanation. The fact that you admit an arrest record does not necessarily mean that your examination will be rejected nor that you will be barred from state enployment. CHANGE OF NAM_E_._ If you ever used a name different from that shown in item 23 in this application, answer item 14(a) and list any such different name in the explanation space on page 1. A married woman’s maiden nane need only be listed in item 9 and in the employment record section. ;. FILING. No information may be added after the closing date listed on the public announcement. File 74 your application early. Return conpleted (IS-103 card with completed application to Michigan State Civil Service Comission, Lewis Cass Building, 320 South Walnut, Lansing, Michigan. NDBE THAN ONE EXAMINATION. (See item 1 on application.) A separate and conplete application must be filed for each exanination, EXCEPT: (a) where the exanination announcement says that certain other exaninations listed on that announcement may be applied for on the sane application. (b) A multiple page " application may be used for applying for the sane examination on both an open conpetitive and promotional basis. If in doubt, refer to the public announcement. 1‘ TYPES OF EXAMINATIONS. (a) “(hen Carpetitive” exmninations are open to the general public; (b) " Pro- ‘ notional” exaninations are open only to state enployees who have permanent civil service status in classes annonmced as eligible, who are working in the departments stated on the promotional announcement, and who meet all other minimun qualifications. CITIZENSHIP: All foreign-born applicants, and all native-born women applicants who married non-citizens of the United States between March 2, 1907, and September 22, 1922, must submit evidence of citizenship. '4 Foreign-Born Men - (1) Submit your final naturalization papers; or (2) Submit naturalization papers of one of your parents if your parents were naturalized while you were a minor, with notarized statements of two disinterested citizens verifying the relationship. sf? (3) If you were born of American parents in a foreign country, submit ;’ the birth certificates of both your parents with notarized state- ’1 ments of two disinterested citizens verifying the relationship. oa Arno SJGJSJ sth '31er use s‘queendde sqq as Item rernfisa‘ Aq psuanasa sq up camp ‘ss_ 3,, 'GSBQSOd ($09) siuse MJIJ ssoIeus asmn [rem psasaersJ Aq petunia: sausameop satssp oqn sameytddy :31»— uxoraeurunxs snrsseeens qees .10} psqaneass sq qsnm seustJst Auntqestp ‘Jsaaaofl 'saoqe [39%;qu sausuneop sqa arulqnssa oq Arssssesu sou st :1": ‘uorqeurmexs snorasad e no psqaneass ussq seq 90119.19}st L- '(G) U! '59 “9899193.. m0 Im new" qusmi .moA .Isqe'] .°(ue.1sqsx se sums) sSJeqesrp queJouoq pue sqeegrqase sSBrJJem armqns _- MFUCFSFP 9609 ueqa isqeeifi Surxeq usesasA pquesrq $0 an,“ mo: “moves MEIWQS‘H avenue/x 3° 9899133 .. qno III} on psqse sq urn no.4 1919'] °(ue.1sasx se sures) sSJeqestp querouoq armqus "QUITE”? P3339W°° asp/ass e seq oqa pue ‘Aeusfiv sAtaeJasturmpv sueasasA e qfinorqq ssaeis peeing sqa no.1} notqes -usduoe Aqrnqestp .10} qutBrIs sq on psuruusqsp ussq seq oqa ueasasa v -- uerseeA pquesq] °(ue.IsasA se suns) sSJeqesrp queJouoq pus ‘saeegr'uee sSetJJem ‘ sqeegituse qaesp s‘pueqan ‘usapnqe S‘UBJB‘JGA Jo sqeegtaase quatq atmqns -- at 999 19mm “91PIE‘D am “91°qu 30 “PPM °(ue.1sqsa se suns) sSJeqesrp querouoq pue ‘sqeegraise qqeep spueqan ‘sqeegrqase sacrament apnqng -- psyaremsa aou seq oqn ueaeqsa psseseep }o nopm - segues 30 saeeyrcusg Jo Adoo erqeqsoqoqd (9) .10 fsermss 3o sqeegrcueg (g) tsetuss may!“ shrew queJouoH Jo sqeegr'nsg (v) fefireqestg anBJOlIOH go Adoe erqeasoqoqd (g) :eSJeqeer queJouoH yo Adoe psyt'usg (z) :sBJeqesq] queJouoH J0 eaeegicusg (I) :ssaep efireqestp pus ausmasnus neoq Burmoqs ‘squsumeop Surname} sq: Jo suo apnqns 'eeruss snraee queJouoq Jo sqeegruse JO sBJeqesrp queJouoq ue pearsesa seq oqn pus ‘opa ‘91 .qumsadeg 50 new segues situates sq: 30 suorsrxmd sqq Jspun pause oqa .IO ‘nos ufirsm} no senses psqrun sq: }0 seem} psuue sqq JO noraipsdxs Aue up .10 ‘Jea 30 suit: up ‘sdaag ssmN Men .10 «(may sqq up 10 ‘ssoag peg ueerasuv sqq Jo segues sq: up esmu sxrqee us as ‘sepuss auras“ snusnsu .10 ‘sdaeg sures“ ‘AAeN ‘Auuv senses peqrun sqa u; pause seq oqa suo -- ueaeasA '_..—— “‘1 ‘V ‘ :Surmono; sqa go suo sq asnm uosasd e ‘seustde .10} qurfina sq 0]. °peaarmqns 9‘} noraeenmh sq: emit: sqq as “no seusasgsad .10} AIdch use saueenddv snag-Jeanine sxrarasdnoe usdo uo Arno psaueafi st seueisgsad (~uoraeer1dde no 71 unset ass) '3351333333‘1 SNVHQHA «mafia psnrmqns sq eon pesu eeuspi mauemneop eqq “notaeurulexs Jopd e no drqsuszrare seems penun .moA peqaneass AIsnoraead eaeq noel ‘ °sqeegruse sfietnem .moA arm oqns oste asmn noA ‘sasded uorqeznemaeu s‘pueqan .moA qrmqns MA 11 'sasded nopaeztfemqeu M0 .moA JO ‘ssqep sssqa ussmasq psznemqeu sea sq I? ‘pueqan .moA Jo sasded uoraezrreanqeu annqns ‘3361 ‘33 qu quss pue 'L06[ ‘3 qerew usamqsq [euorqeu-ustsio; e persists noA II (I) - usmoM uaog-snrqey' °pueqan .moA go sasded uotqezuemqeu sq: pus sassyrnse sfiepueul and armqns ‘ssaep snoqe sqq usansq usthte pszneanaeu e on sfiernem qfinorqq dtqsuszrqre .moA psarnbee no.4 }1 (g) .10 :saeeginse sfietnem moA aims ‘8361 ‘33 Jaqwaudas pun ‘L061 ‘3 11mm “mm “amp tuoq-sxraeu e on afiernem anoaqq drqsuszrare .moA psagnbee no.4 J1 (7) no men: .10} se suns (9) pm (3) ‘(‘[) - uaulom Inca-nits“): Form 2 132 if .656) MICHIGAN STATE CIVIL SERVICE APPLICATION RETURN TO: LEWIS cuss BUILDING, 320 s. WALNUT, LANSING i BEFORE manna: mime. READ THE INSTRUCTION Wmmmflxrfifi gag ‘PPL'CAM LE‘VE 3““ SHEET Am mum. warm YOU ARE APPLYING DUE [ drusuazmah A. __ j .. Open , REQ.N0. , ,q m. m: m mum rms(s) or m mmrrmm) m wares Comb mm Both ’ “I”? CNWWLJIIE APPLYING IN 'IHE S’ACE EDI. itive Elonal C.S.NO ‘3? .19,“ m EFF.DATE {1123139 mo: ad? PAY 15mm puqunq : DEPT. mm WE r: you a United states citizen? 3.lhere were you born? (Give name of city, state and country) \PQWSKHHEH E]! II] No . }0 9599M" 0% ty State Country 310qu “MS .lhat is the date of your birth? 5.!hat was your 6.?or how long immediately prior to this 7.!hat is your sex? ' * age on your date have you continuously been a res- , m, mm last birthday? ident of Michigan? 1:] 3.1., M ‘P- . Month Day Year ____Iears Months Days B Pemle 1] 9T1 on; in: mat is your marital status? 9.!hat is the date of your marriage? 10.11’ you are or hgvebxcelnb: "PIE: - “91919 woman.was our as m n e 1 D Single D Separated United staytes? “magma D Intried D lidOIed Month Day Yeaf , 141 m "n D Divorced hiden Name I] “8 D N0 7 glam you any physical de- 12.11am you ever had epilepsy 13. Have you ever been dismissed 14.1f you are applying 1 mummy . facts or have you ever or any mental or nervous from any employment, either for any of the fol- been afflicted with any condition or been a patient public or private? If an- lowing types of vet- fl ail-ent which may impair in an institution for treat- swer is was, '- give in item erans’ preference. [9191’ - your physical efficiency? ment of such condition? If 19 the name and address of check which one. hum 21’}; If your answer is 'yes, ' your answer is 'Yes, ' give firm or governmental agency. - {as igmlete details in mete detail: litiiim 19. datitif dizmfisal.ftitle o DVeteran ._ y. , I . name 0 s u on. pee on a me 0 dis- » WWWM‘ missal, and reason for dis- DDisabled Veteran “13331. DWife of Disabled Vet. oJWW [Ins El No CI "3 I: N° DY” No Ejlidow of Veteran 113C mm 3' D [Widow of Veteran with Emmott! . L Ilinor Children I f’ r- ‘0 V 1'. mm”) a.‘ Else you ever used a name different from the shown in item 23? DYes I: N0 2 E Z r “M . rn -l >0 ”"0 ' .Bave you ever been arrested 16.now tall are you without shoes? 18.00 you advocate or hold mem- ,°_'; 3 ,_- and convicted for other than - bership in any organization > : seq out P“ I’ a liner traffic offense? If Feet Inches which advocates the over- i 3’ .st me your answer is 'Yes. ' give con- throw of the American form a, f "0 3 Plate details in item 19. 17.lhat is your weight without of government by force? 2 x :1 m ‘st '. clothes? 2 m )8 a, s, we DYeS- E] No Pounds [:1 Yes D N0 ' Z: Z Wuhan-Space for full information if answer to items 11. 12. 13. 14a. 15. or 18 is 'Yes. " (Indicate item 11 2 4} number to which answers apply.) 3 U, oa’filiiudm? S I E upti'ld’, Tum; Z ,2 : SI ' ‘4'“ d“: 1.. M '3?)ng I cs :1: —' C Sfllfl? 5 Z 313“?" .. '— "‘ P . 3 mm?” m '< k '- 0 no nor EITEkIN THE mic-a snow 53 c n z . . A r an? M11 Itary ENCL. ; § : _ um Natural. <3 m , I) 3 5 ON CLASS DEPT. BY 3 I O .1 E 3 DATE -03fl30383d SBILHO 80 XHOM 800A 30 NOlldlflin — xaam 83d oaxaom sanon so aaswnn 3M9 ‘3mi law :1! [:1 awn 1th :1 31m lIfl 'Dadg ; 9N1AV31 803 Mosvaa non A8 OESIAaBdnS 833A01dH3 so 'ou f’ 'uag ;: tdoldadns amoawwl :10 31111 onv 3mm . . . . . . . . soul ,2,“ J N A N J H J N - ssamsng :10 mm: 93m x Bins v HID (nous smn NI 3113! ion on) f ssaaoov iaahis :oaxaou sniuou ma; 3NVN ;; ($091) (112110)” (uosnad JO uogqeziuefiJo ‘wJ!j) 83A01dw3 :3L_ qiuow Jed s ‘1VNI3 (1031) (qguOH) In 1~ Uluom JOd s ‘9NlibVlS 39N'N3V3 30 AWWS NOIllSOd 30 3'llll iovxa inanimate so 5.: S L... I it- I mauaouaao SHIinO 30 neon anon :10 nonidtdoéI )IBBM 83:! 03mm sanou :10 338mm 3M9 ‘awli ide in [3 sun 13ch [:1 awn TM :;~ I'oadg ;: sun/«v31 80:1 nosvaaf non A8 oasmdadns 9331mm no °ou E -nag x :aonaadns aivnoawm :iO 3‘Ii|i am am: adll do}. 'J'N 'J'H '3'" '3'" #_‘ ssaulsno so GNIN SQ¥Ti Bins ’3 MI? (Slams SIHI. NI 3mm LON on n ‘__‘< ssauoov iaauis . , :oaxuou sui~:n:=ni_ BNVN ‘§ (max) (111 now f“? (UOSJed JO uogiezguefiio ‘ngg) 83A01dw3 -&~ qiuow 13d 3 ‘TVNIJ ($931) {U1u0N) n #\ HlUOm 19d 3 ‘9NIiuVis i\ SONINHVB 80 AHVTVS NOlilSOd JO 311Ii lDVXB 31N3NAOWcfi€3 iii? as any SHL ‘noxiisoa nova non .aannonnna sniino no xnon anon d0 NOIL «11219930.. aaann m nouvomaavsm no on non n1 ungug n“ my ”333.1310 '\ nuvn v noun nomsoa nnv NI onnonaun anon anon on nvnon aaixnvw v av non d1 23m mean 836 snnon .LSI’I ‘xnon SHIl-lHVd .11 antennae humans non naag\ on “In on non 5V nnvs our mn nuns you WV is 1 8311.00 .LNQHHJJIG nun 55L TUTFJTTTR'EFT’SW no 913A '1 we 2 10 .LV ionnmrno XNVHOT) nnv d k 25 on (non nnvn non a1 'ESIAHSS invunn n1 311nm nonnianaxn summon nonnmnaxa new HHOK d0 SNINNIDHH 3H1 BORIS 031113 HAVH 00K HOIHM NOILISOJ LHQAB LHVSSHOBN dI SlBHH‘ “nonmav no any ‘onamoua snows 3H1. n1 11mm on 3211213930 any L311 ‘3 on 5mm 353:. -nn n1 ouinnunoo onv lNHHlO'IdNC-I .LSV'I no woman anon nun summons; - We! to... \ \ Form 2 OF EMPLOYMENT : (Month) (Month) ' ”' LIIONTIIs wORKEO: (her) (fear) EXACT TITLE OF POSITION STARTING. S FINAL, S SALARY OR EARNINGS: per month per month EMPLOYER (Firm, organization or Person) NA NE STREET ADDRESS J I T 4; me nor 1mm Ill ms anon cm ‘ 5m: rims KIND OF BUSINESS: ‘“I'KI IoF. IoF. IoF. IoFo I3 TIP. NAME AND TITLE OF IMMEDIATE SUPERIOR: . .. I Goa. * . " 1' NO. OF EWLOYEES SUPERVISED BY YOU [REASON FOR LEAVING Spec. 9"TJ ’ LL20“. TIME [:1 PART TIIIE [3 IF PART TIIIE. GIVE NUMBER OF HOURS MORIIEO PER NEEII __ ‘— ncRIPTION OF YOUR VORII OR OUTIEs PERFORMED: 38 OF EMPLOYMENT: EXACT TITLE OF POSITION SALARY OR EARNINGS: ———/m STARTING. 8 per month / (loath) (Year) iFlNAL, 8 per month . EMPLOYER (Firm, Organization or Person) /;’ (Month) (Year) NA NE g/jii NONTII: NORITEO: =35» L STREET ADDRESS (DO NOT WRITE IN THIS SPACBI guy A 5111': KIND OF BUSINESS: T “o'- “e'e “A's IOFU ’1" RARE AND TITLE OF IIIIIEOIATE sUPERIOR: I No. or EMPLOYEEs sUPERVIsEO av you REASON FOR LEAVING :"L J Spec. We. TIIIE [:1 PART TIME (:1 IF PART TIME. GIVE NUNOER or HOURS NORNEO PER NEEII _. E :flmou or YOUR won on com: PEREORIEO: (continued on last Page) 303803836 SEIan 80 NHOM 800A .40 NOIMIli ‘— Ram 83:! 03mm sanon 30 339mm 3M9 ‘3NIi mm :H 1:] 3M1 ian Dawn 71 ems ONIAVEIT so; Nosvau nOA Aa oasIAaz-Idns SBEAO'IJHB so 'ON - wag wowadns aiVIoaIINI so aTiIi ONV mm a“; .1, am 'J’l 'J'l '3'N # =SSBII9n9 :10 OM! SSI‘IDfi ELVIS ! All 0 (HOVJS SIHJ. NI 3H2“ ION 0Q) SSEIUOOV 133815 :0 3N NON SHINOI W101 BHVN (4°91) (WWII) ,0 (UOSJed JO uogiezguefiio 'WJIJ) HBAOWJHB " HIUOUJ Jed S "IVNId (max) (In-“01) NIL qiuow Jed s ‘ONIiaVis ‘ =SBNINav3 80 AUV'IVS NOIiISOcI :10 311”. iOVXB =iN3HAO'ldH3 AMI? #}n L j g! I Ln. =03H80383d SBIinG no )IdOM HHOA do NOIidIEJQI‘ #4 “—"’ 333M 33d OBXHOM sanou :10 33mm 3M9 Gun 1an J! C] arm 1th [jam .II .MS \ ONIAVB'I 80;! Nosvaa ROA A9 oasIAaadns 933A01dN3 :10 ‘ON J” ‘us I» \ ‘ =aOIaaans aiVIoaIvINI :Io aTiIi ONV 3NVN om . ’J‘N '3'w ‘d'l 'J'l 7T.” .ssamsno :IO ONI)! 98770 \ 3iVis AiIo 4"‘I ' Iaovas om N1 aim LON ooI sssuoov 13381.9 J! :oaxuoIA SHINOI ”5* BRVN 2% (my (venom \ (UOSJed .Io uogiezguefiio ‘UIJI;I) HBAO'IJHB .\ qiuouu Jed 5 “up“; (”’I) (”4%”) IIES qiuom Jad S ‘ONIIUVIS \ =seNINaV3 ao AUV'IVS NOIiISOd .40 3‘11”. iavxa =iII3HAO'IdII3 ,2: \ Form 2 134 DO NOT WRITE ON THIS PAGE ' TURN TO BACK PAGE A U ER CHECK: N f.'?~'flired fl a1 General nu rience SPECIALIIEI EXPERIENCE YRS.‘ MOS. MF YRS. MOS MF YRS. MOS. MF YRS. MOS. MF YRS. MOS. MF YRS. MOS. a Special It tbs 181 '1' ‘."1 ;Lu ,I. 3'"! ”My Ition Rating TOTAL FINAL RATING 0C PX OC PX 0C PX OC PX OC PX Gradeschool 12345878 High School 9 10 11 12 College-General 1 2 3 4 5 6 7 College - Special 1 2 3 4 5 6 7 other RATER: DATE: 21. EDUCATION AND TRAINING: J *- V a Grammar School (Circle the highest grade you completed in Grammar School) . l 2 3 4 5 6 CIRCLE HIGHEST fl HIGHER mUCATIDN COURSE or STUDY GRADE 0R YEAR cougflmn GRAB”: COMPLETED - 4_ High School - Name and Location [jir 9101112 [1N What colleges or universities did you attend? Name Name i; Location Location fi___ Major Work Major Work Afi Dates Attended Dates Attended fl Degrees Received Degrees Received How many hours credit have you obtained from an accredited college in: (A) Undergraduate Semester Credits? (C) Undergraduate Term Credits? (B) Graduate Semester Credits? (0) Graduate Term Credits? NOTE: Term credits are obtained in a school offering 3 twelve-week periods from September to June. Semester credits are obtained in a school offering 2 or 3 sixteen-week periods annually. If you attended more than two colleges. use additional sheets of paper and attach. What business, trade. correspondence, or other schools did you attend (including courses while in military service‘I? Give name and location of school. beginning and ending dates of attendance. hours in class per week. and name of subject matter studied; List any formal inservice training courses taken while employed by the State of nichigan, giving course title. year taken and subjects studied: __A T IMPORTANT: APPLICANTS PLEASE ANSWER IF APPLICABLE (SEE PUBLIC ANNOUNCEMENT). If you are applying for a position which requires an occupational or professional license. certificate or registratid list the title. number, date of issuance. date of expiration. etc.: , List office machines or mechanical equipment which you can operate skillfully; 22. CHARACTER REFERENCES: Please list three (3) persons in michigan who are not related to you whom we may personally contact or write. who are competent to Judge your character. temperate and industrious habits and who have deflmt knowledge of your qualifications and fitness for the position for which you are applying. I ‘4 NAME GIVE COMPLETE ADDRESS OCCUPATION YEW-W A ___'_A B C ________.." 22a. GIVE YOUR LAST PORTER ADDRESS: #——-*-‘. (Number) (Street) (City) (State) I I. 23.CERTIPTCATE or APPLICANT - Read carefully before signing. I I certify that all answers to the above questions are true and complete. and! #3 and understand that any misstatement of material facts contained in this applicatiM" cause forfeiture upon my part of all rights to any employment in the service of the““ of Michigan. SIGNATURE OF APPLICANT . . DATE ;__.z (Sign your name nere) MAILING ADDRESS _ PHONE N0._.———-" (Number) Street) (City) (State) SOCIAL SECURITY NUMBER \ L— #4 Form 3 State of Michigan CIVIL SERVICE COMMISSION STATE POLICE TROOPER AGILITY TEST 135 \ \ Last Name First Middle Date Height Weight N Rope Climb (six feet) I l l l l ' l l fi f 1 l 2 l 3 l 4 I 5 l 6 l . Standing Broad Jump (six feet six inches) :Ii‘i-I: I 1 1 l ‘ liiiiii++liiLtiiiiliiiin :9”: [ ll ; 31 4]. 5r1234567891011g12345g7891011] genial ————" Bar Chin (six) .7125??? L l l l L l A ___/ / l 1 f 2 l 3 l 4 l 5 I 6 ' Push-ups (twelve) I I I I I I I I I I I (I I I1'27314'5'6'7'8'9'10‘11'121 Candidate Examiner Form 4 _ 136 .120 State of Michigan THIS REPORT TO BE UJ56 STATE POLICE TROOPER CIVIL SERVICE COIIISSION “ADE 1" DUPLICATE P: L; FIELD INVESTIGATION REPORT ON APPLICANT ddress NOTE: UNDERLINE ANY IORD OR NORDS IHICH BEST DESCRIBE THE APPLICANT. IP NONE IS APPLICABLE. INSERT APPROPRIATE DESCRIPTIVE TERIS. IN ADDITION. BELOI EACH CATEGORY " PERSONAL APPEARANCE. ORAL INTERVIEI AND GENERAL IIPRESSION --.A SPACE IS PROVIDED FOR A GENERAL RATING. THIS RATING SHOULD BE GIVEN AS EXCELLDNT. GOOD. PAIR 0R POOR. PIEENAL APPEARANCE: a) Dense: Conservative. ordinary. collegiate. flashy. rural b) FEATURES: Refined. ordinary. coarse. dissipated c) NRATNBSB: loll-groomed. neat. untidy. dirty D BUILD: Athletic. medium. stocky. slender. frail. fat n SKIN CONDITION: Healthy. normal. blemished (specify) O STATUES: Erect. stooped. round shouldered. other (specify) n CLIANLINEss: Hands. fingernails. skin. teeth (underline if satisfactory) RATING: ORMLINTERVIEI: I) APPROACH: Friendly. quiet. hesitant. unimpressive 3) BANDSHAKB: Extreme. firm. average. weak 3 P0183: lell-poised. lacking 1) VOICE: lell-modulated, clear. low. too low. loud. harsh. nasal. high-pitched 0) ASSURANCE: Self-confident. average. cocky. timid 3) NERVOUSNEBS: None. slight. very nervous ACCENT: None. foreign. regional. slight. very noticeable TACT: Tactful. average. blunt. lacking. crude ENTHUSIABI: Enthusiastic. average. undemonstrative. indifferent FORCE: Porceful. sufficient. self-conceited. lacks initiative AIENABILITY: Cooperative. self-centered. stubborn. resentful ALBBTNESS: Alert. responsive. lackadaisical. dull -vvvvv‘; IATURITY: lature. responsible. immature. irresponsible ANBIEBS QUESTIONS: Definitely. inaccurately. vaguely. evasively. slowly. quickly RATING: I I ' STATE POLICE TROI I ‘/ Lining questions a KI. and in answeri i321 RECORD - ZZZ? RECORD . mm RECORD . I Tim RECORD - '13 moan . I I i ”u 7 "7 film ‘ Eamon SI CONDITIONS "E “Ilium“ ll Form 1. 137 .120 State of Iichigan I.w6 PAGE 2 STATE POLICE TROOPER CIVIL SERVICE COIIISSION n Address efollowing questions are to be answered completely on succeeding pages to be inserted. using as many as cessary. and in answering refer to each question by its number and title. (In Duplicate) Any arrest record. including traffic offenses. Also any arrest record of any immediate member of the family exclusive of traffic offenses. ARREST RECORD RSIIT RECORD - To include present financial status and current financial obligations. Also C ' past reputation for incurring and settling indebtedness. . IUCATION RECORD - To include high school. college or similar educational records. exclusive of elementary school. in regard to attendance. conduct. average grades and general characteristics as a student. Also any special school activities. such as athletics. debating, class leadership etc. EIPLOYIENT RECORD To include findings from past and present employers regarding work habits and reasons for leaving any former positions. . HEALTH RECORD To include any findings of illnesses or injuries which might interfere with effec- tive performance of police duties. Also any medical history of immediate family which might indicate hereditary tendencies. Likewise any contagious. infectious chronic or other disease or major illness with which any member of family may now be afflicted and the extent to which the applicant has been exposed ot it. IARITAL STATUS To include number of children. their ages. if a child is expected. and other .persons dependent on applicant for support. IILITARY RECORD If a veteran. to include type of discharge. any service disability. and if subjected to any disciplinary action. Also any present draft or reserve status. RECREATION - To include any particular hobbies or pastimes. HOIE CONDITIONS To include neighborhood. dwellings. applicant’s position in dwelling. condition of home. number of occupants. etc. I. AN! ADDITIONAL INPORIATION - To include interviews with neighbors and business or personal associates. .. INVESTIGATING OFFICERS COIIENTS NESTIGATING OFFICER DATE (Signature) ' POST DISTRICT COHIANDER’S COHHENTS VK ICT COIMANDER DATE (Signature) DISTRICT .qu-A-q Form 5 138 FIELD INVESTIGATION REPORT ON APPLICANT - John James Doe, L132 Sixth Street, 1. ARREST RECORD Lansing, Michigan / Traffic ticket No. l - Reckless Driving, June 22, 19A9, Lansing Police. Record shows Mr. JOHN JAMES DOE, 17 years old, was issued a ticket for Reckless Driving. He appeared in the Lansing Police Court on June 25, where he plead guilty, paid a fine of $25.00 and court costs of $3.35. Patrolman VERNELL DAVIS, who made the arrest, was contacted and remanbered this case. He states that JOHN DOE made a right turn at a stop sign, not fully coming to a stop. Patrolman DAVIS intended to stop DOE and warn him of this procedure. However, in trying to get behind him, Mr. DOE speeded up and at one time was going 45 miles an hour in a 25 mile an hour zone in Lansing. He felt that DOE was trying to get away from him in traffic and chased him for about four blocks be— fore pulling him over. At the time DOE states he was not trying to get away from the police and didn't real- ize he was driving so fast. Patrolman DAVIS doubted this statement and issued a ticket for Reckless Driving. He states this was not actually a serious offense of Reckless Driving and he would not have given him the ticket had he felt certain DOE was not trying to get away from him. Traffic ticket No. 2 - Speeding, September 13, 1951, East Lansing Police Department. Record shows Mr. DOE was charged with speeding 35 miles an hour in a 25 mile an hour zone on Grand River Avenue, East Lansing. Arrest record shows Patrolman GEORGE DAVIS issued the ticket. Municipal Court record of JUDGE EMERY ROBINS, of East Lansing, shows JOHN JAMES DOE, aged 19, appeared before him September 1A, 1951, plead guilty to the charge of speeding, paid a fine of $2.00 and court costs of $2.00. Other law enforcement agencies in this area were checked and no further record was found. In addition, no record could be located for any finnediate member of Mr. DOE'S family, other than traffic offenses. Form 5 139 Field Investigation Report on Applicant John James Doe, 4132 Sixth St., Lansing, Mich Page 2 2. CREDIT RECORD 3. EDUCATION RECORD The applicant and his wife own the five rooms of furni- ture where they now live, but rent the home. The furni— ture is valued at $3200.00. He states that he owes $250.00 on his 1955 Ford Sedan. It is financed by the Retail Credit Corporation of Lansing. Their records indicate he financed the car with them in April of 1955, borrowing $1200.00 to be paid in 2A equal payments of $57.00 per month. He paid as agreed each month, the balance due them is $287.00. They classify his account as excellent. The Consumer Power Company and Michigan Bell Telephone Company, of Lansing, also report him to be an excellent credit risk, none of his payments being late. The Ingham County Credit Bureau was also checked and lists him as having a good credit rating. The American State Bank records show he has borrowed from.them previously and always paid back according to contract. His rating there is excellent. He also has a small bank account of $80.00 in savings. Mr. DOE has an account with the Standard Fuel Oil Company of Millett and their records show he pays for his oil within 30 days after delivery. They list him as an excellent credit risk. Mr. GLEN BAKER, Al39 Sixth Street, Lansing, rents of Mr. DOE. Mr. BAKER states the DOES are very desirable tenants and he would rent to them.anytime. They always pay their rent of $75.00 a month in advance. The applicant graduated from J.W. Sexton High School of Lansing in June of 1950. Their records show that he was in the upper one third of his class (187 students), his grade average being B minus. His attendance record was excellent and conduct eXcellent. Mr. CLARENCE HOGAN, the principal, remembers Mr. DOE. He states that he was a good student, well respected, never of trouble to any teachers, was secretary of his class in his senior year and played freshman basketball. However, did not compete in his junior and senior year. It was also his opinion that this department would be getting a very good candi— date in JOHN DOE. Mr. DOE also attended Michigan State University for two years and received 92 credits. His overall grade average was 1.7 (which would be a B minus or a high G plus). Mr. ROGER LINDSEY, the registrar, is forwarding a copy of his credits and grades to this office in the near future. Their records also show that he left school because of lack of funds to continue. He was not known to them per- sonally and they could give no further information other than his records were very good. T1511 h‘ZV‘BStlEE 7 ' C a l a 1 "‘”"Vr" at." V" - ‘ _ Lae- -iiAlIJ» Form 5 140 Field Investigation Report on Applicant John Janes Doe, h132 Sixth St., lensing, Mich. Page 3 A. EMPLOYMENT RECORD Mr. DOE is employed by the Department of Parks and Forests of the City of Lansing. His immediate supervisor, Mr. ELVIN KIUMP, states that JOHN DOE is a good employee, always on time, never complains, is always willing to do his share of work and gets along well with other employees. Mr. KLUMP states that he does not like to lose the services of Mr. DOE, but feels there is a much brighter future for him.in the State Police. He spoke very highly of the applicant and believes the State Police would be getting a very good candidate for the Trooper position. Records show JOHN DOE went to work for the City of Lansing on July 9, l95h. The applicant worked for the Lansing Dairy Company as a milkman from July 30, 1952, until July 7, 1954. Mr. HENRY HANLEY, manager of the company, states his work record there is very good. He does not know him per- sonally, did not work too closely with him, however had heard other employees speak highly of'Mr. DOE. His immediate supervisor was Mr. MICHEAL ANDERSON, of 2727 East Kalamazoo street. Mr. ANDERSON states Mr. DOE was a very good employee, always got along well with other men at the plant, was never tardy, was never absent with- out first notifying the plant and then only for being ill. He never objected to working extra hours and got along well with people on his route. The record at the Lansing Dairy Company shows he left to obtain better employment. Both Mr. HANLEY and Mr. ANDERSON state they would will— ingly give him.a job at any time. While attending Michigan State University from.September 2, 1950, until July 5, 1952, Mr. DOE worked for the University in the capacity of a carpenter's helper. His immediate supervisor, Mr. T. J. FOSTER, states that Mr. DOE was a good worker, that he was anxious to put in as many hours as possible, but due to the nature of the University's carpentry work and the hours in which Mr. DOE attended school it was difficult to give him.as much work as Mr. DOE wished. He averaged about 20 hours per week. His duties consisted mostly of working with the regular carpenter, Mr. HAROLD SMITH. Mr. FOSTER states that as far as he knows Mr. DOE's work was satisfactory. Mr. HAROLD SMITH became well acquainted with JOHN DOE. He states JOHN DOE was a good hard worker, never complained, looked for odd jobs to do to help out and was eager to learn the carpentry' business. His duties in helping Mr. SMITH were more of a laborer than they were of a carpen- ter's helper. Mr. SMITH states that he would be very pleased to have JOHN DOE working with him again. . v A’s-+- I 1’ , . .1 rue 1' LI: “cu; m— -3 ~ ‘»—:C To "r c v9 V .M"', .4 II \‘> '1 -,"~.‘ ”I: 3 - —‘ A III-TH‘ n ,.— t! \ ~.-L--b£mb U ‘.r- .- . ‘ D ‘I u... -‘r“.‘ 9‘ J-V‘n‘!“ ' My ‘“VQ ‘ l -L". - '- ROBE C Form 5 141 Field Investigation Report on Applicant . John James Doe, 4132 Sixth St., Lansing, Mich. Page 4 5. 6. 7. HEALTH RECORD MARITAL STATUS MILITARY RECORD RECREATION HOME CONDITIONS The applicant and his family appear to be in excellent physical condition. His family physician, Dr. L. H. DRALL, of 511 West Tisdale, Lansing, states he has known the family and their health background for many years, that he has treated JOHN DOE for various childhood diseases and knows him.to be of excellent health. He states there are no hereditary infections or contagious diseases known in the family. Dr. DRALL states he per- formed an appendectomy on JOHN DOE November 22, 1948. It was a successful operation with complete recovery. The applicant married JANE DORTHY ALLEN, July 8, 1954, they have one child, a boy, CHARLES JOHN, one year old. They expect another child in April. JANE comes from a well-to-do family in Lansing. Her previous address was 221 First Street, Lansing. Her father is a respected real estate agent, her mother is a housewife. JANE worked as a secretary at the Fisher Body Company in Lansing before marriage. She seems pleased that JOHN DOE is applying for a position in the State Police. She realizes it will necessitate moving from Lansing, but she is willing to live anywhere in the state. JOHN DOE did not serve in any military organizations. His present draft status is 3a. Mr. DOE has a hobby of cabinet making. He has quite a complete workshop in his basement. Several items of furniture were pointed out as being made by Mr. DOE and they appeared to be of very good work. He likes to hunt and fish but states he seldom gets the time. He and his wife occasionally bowl and hold family picnics and outings. He likes being outdoors and in the woods, but again he states he has little time for this. He likes all sports and although at this time he does not participate in any except bowling, he likes to watch various ball games and athletic events. Their home is located at 4132 Sixth Street, Lansing, Michigan. The houses in the neighborhood are built quite close together and are of one story frame con- struction. The applicant's home (5 rooms), probably 40 years old, is average in the area. It is not in need of repair and is clean appearing. At the time of the interview in his home, the rooms appeared neat, except for the baby's toys, which were strewn about in each room of the house. The furniture looked new and the home indicates that Mrs. DOE is a good housekeeper. my '7 3P.” fie; LVESUIE go 1 ' a hunks Doe, . Du: :1 .5? / . AI- '"- :~.‘-.C i" «.TzT 2 .i‘v-td VV"“‘*" ‘-i D l; v" . ~\ (tom's; um . «Aver/v, V' V I 1 ... m- .L‘.LLJ.LJ-‘LV-i wramr' ”Tm“ 4m. 'J-‘mnl a .‘vit Form 5 142 Field Investigation Report on Applicant John James Doe, 4132 Sixth St., Lansing, Mich. Page 5 9. 10. HOME CONDITIONS (Cont'd) ANY ADDITIONAL INFORMATION The basement was quite well straightened up, however, in Mr. DOE'S workshop there were a number of boards lying about and there were some wood shavings and sawdust on the floor. The only occupants are the applicant, his wife and child. Mrs. ETTA BUEHLER, living just east of Mr. and Mrs. DOE states she has known them for the last two years, the period they have lived at the home. She knows them as being a quiet, well respected couple and she gets along well with Mrs. DOE. Mrs. BUEHLER, being a widow, has called on Mr. DOE quite often to assist her in some of the heavy work in maintaining her home. Mr. DOE has always obliged and seems willing to help put up the screens, move furniture and do other odd jobs. She states she would hate to see them move because they are such nice neighbors, but she would like to see JOHN DOE become a State Policeman. The neighbors on the west side of the DOES, Mr. &.Mrs. JACK GUNELL, state they have known them the last two years. They, too, find them to be a very nice couple. They consider them as very good neighbors and close friends.« They often visit back and forth. Mr. GUNELL states that JOHN DOE and his wife will occasionally have a drink in a social way, but he has never seen either Mr. or Mrs. DOE drink to any extent or to the point where it appeared they had too much. Mr. GUNELL is about 30 years old, a little older than the DOES. To him.JOHN DOE appears to be matured. He has seen JOHN and JANE DOE when they have had differences, but nothing out of the ordinary, in no way violent, and ‘ they always patched up quickly. They appeared to get along well practically one hundred per cent of the time. He states DOE seems to always do his share of work in keeping up the backyard, washing the porch, shoveling snow and generally keeping the yard neat. Mrs. HELEN CAMPBELL, living directly across the street at 4133 6th Street, states she does not know them too well, but they appear to be a quiet family. She said that Mrs. DOE has come over to the house occasionally, but seems to keep to herself or to associate principally with Mrs. GUNELL and Mrs. BUEHLER. She does not know Mr. DOE well enough to recommend him for the State Police job. Mr. GEORGE HOLTON, 27 years old, of 1992 South Dakin Street, Lansing has worked with JOHN DOE at the Depart- ment of Forestry for the last two years. He states DOE always seems to get along well with his supervisors and the men with whom he worked. He felt that Mr. DOE would be a good candidate for the State Police Trooper position. I “4.11.... at? I" 1.613 .....'~‘e~°“'t:: v T“ ' '“fl 1": J:w. Lit-3:5 LUV} D I an!“ .1150 b "ram-'5 I r“ .._‘-~ v EiQdU--¢r“ ‘ lan‘.""'_"r' , . .‘. V9,-..J.‘ .' ‘1 .a' .1._-_' ‘ -u"---I.' '"TI-h -c.-..‘ n '.L 1 ’ ‘ w— ‘ '- —m 3: ~21: ‘- " ‘-‘--_/:.JI . Form 5 143 Field Investigation Report on Applicant_ John James Doe, 4132 Sixth St., Lansing, Michigan Page 6 ll. INVESTIGATING OFFICERS This investigation has revealed a very good background COMMENTS for Mr. DOE. He is apparently well respected and those contacted all agree he would be a good candidate for a State Police Trooper. His father, a laborer at the Fisher Body Plant, is very anxious to get his son, JOHN, into a job where there is decent pay and a retirement system. He states he has talked at length with his son and advised him of the agreeable and disagreeable aspects of being a State Policeman. He states that JOHN is very interested, in fact would be disappointed if he was not accepted as an applicant. Mr. GEORGE HOAG, 3907 South Cedar Street, Lansing, says he has known the appli— cant for the last nine years, that he comes from a good family and as far as he knows, is well qualified as to disposition, build and judgment required in State Police officers. INTERVIEW WITH REFERENCES l. 3. MR. HERBERT WOOD, 712 College, Grand Rapids, This reference has not been con- tacted. A letter has been written to the Commanding Officer of the Sixth District requesting this interview. WOODROW WILSON, 327 North Holmes St., Lansing, owner and operator of the Lansing Dairy Company, states he has known htn for the last twenty years. While he was not an immediate supervisor when JOHN worked for his company, he has heard from the employees and DOE'S supervisor that the latter was a very desirable employee. Mr. WILSON is better acquainted with the family and the family background than he is with JOHN. He states that he and his wife are close friends of JOHN DOE'S father and mother and they meet approxi— mately once a week socially. He thinks very highly of the family. He states he would hire JOHN at any time for a position in his company. \ ALLEN HORN, minister, First Lansing Church, residence 102 West Alvin Court, Lansing, Michigan. Reverend Horn has known JOHN DOE and his family for approximately twelve years. They are all members of the church. The father and.mother attend regularly, but JOHN attends probably once a month. In the past JOHN has attended Sunday School classes and Junior Fellowship meetings. However, since leaving high school and going to college JOHN DOE has not attended church as regularly as before. REVEREND HORN believes JOHN DOE to be of very high character and he and the family are well respected in the church. He states further that he married JOHN AND JANE DOE two years ago, Jane and her family also attended the First Lansing Church. He also baptized the DOE'S baby. He believes JOHN DOE to be a very good candidate for the State Police position. f ‘. L ‘d '_V Form 6 144 Michigan State Police Uni orm Division SERVICE RATING FOR PROBATIONARY TROOPERS obationary Trooper period from to Post to which assigned obe completed by officer to whom Probationary Trooper is assigned.) ICE a genuine pride in his appearance. Always looks well groomed. fly presents satisfactory appearance. mes presents unsatisfactory appearance. careless and neglectful of appearance. C OUIII‘ICDI: IS courteous, tactful and well mannered. Isome requirements of common courtesy and manners. ly maintains eflective relations and contacts with public. touchy, quarrelsome, antagonizes others. comment: )ABILITY out exception is dependable and responsible. iarily fulfills assignments satisfactorily. times neglects assignments, needs supervision. pendable, cannot be relied upon to complete an assignment. comment: NT consistently reflects sound evaluations of factors involved. ment generally good. most often faulty, failing to consider all factors. shows inability to weigh factors, judgment hasty and erratic. comment: \L HABITS ATTITUDE l—J Enthusiastic, whole hearted interest in the Department. El Genuine and steady interest in all phases of the work. [fl Average interest, sometimes indifferent, considers the work “Just a job”. Fl Often complains, unconcerned about personal or departmental success. Other comment: COOPERATION [3 Completely cooperative. [j Cooperates upon request. [-3 Sometimes difficult to work with. El Often refuses to cooperate. Other comment: INITIATIVE l—_l Shows considerable initiative, is very resourceful. lj Fairly resourceful, moderate ability to go ahead without direction. m Routine worker, lacks originality and planning ability. l-l Must be told every detail and supervised closely. Other comme nt: KNOWLEDGE El Is well informed, knows most details of the work. [fl Knows work fairly well, is trying to improve. l:l Has limited knowledge of the work, does not adequately comprehend. m Makes little or no efl’ort to increase knowledge of job requirements. Other comment: PROGRESSIVENESS tness, personalcleanliness, conduct, leave nothing to be desired.l._.] Is open minded and eagerly welcomes ideas and suggestions. sionally uses profane or poor language, or is loud or boisterous. constant reminders to improve personal habits. deportment, personal cleanliness, in need of improvement. :omment: OF WORK u'y satisfactory and carefully completed. I satisfactory, occasionally a few errors. Ies careless and unsatisfactory. ark, frequent errors, needs constant correction. mane nt : [j Often proposes ideas and suggestions. C] Frequently objects to changes. [3 Never proposes ideas or suggestions, opposes everything new. Other comment: QUANTITY OF WORK [:l 18 a willing worker, does more than his share. [3 Does all that is required. [j Make's little or no effort to do any extra work to help out. D Makes every erort to get out ofwork, does his share only with direction. Other comme nt: Signature of Supervising Officer Date (over) stag JGPUBUJUJOD iotnstq go smieufirg eieq ‘HHGNVWWOD .LDIHLSIG A8 SINEIWWOD Jspuamumf) 180d yo smiaufits ‘HEGNVWWOD .LSOd A8 SLNEIWNOD // f Form 7 145 H” ”.652 STATE OF MICHIGAN THIS RATING ‘ CIVIL SERVICE COMMISSION EFFECTIVE m IONTH PROBATIONARY lilll'm" SERVICE RATING 50F EMPLOYEE EMPLOYEE NO. CLASS TITLE DEPARTMENT UNSATISFACTORY CONDITIONAL SATISFACTORY Directions to Rater: 1. Place a check (V/l in the square which most closely represents the job performance of this employee. 2. In the spaces below explain how the employee may improve his job performance in terms of the specific skills on which he has been rated. Work Quality may be improved by Work Quantity may be improved by Work Attitudes may be improved by Work Habits may be improved by t W5: Either a conditional rating which is not removed within the subsequent rating period or an unsatis- authority. on the reverse side of this form. ‘ factory rating will constitute sufficient reason for an employee's dismissal by the appointing Unsatisfactory or conditional ratings should be specifically explained under Remarks REMARKS FOR CIVIL SERVICE USE CERTIFICATIOI BI EATER: I hereby certify that this report constitutes my best judgment of the service value of this esployee and is based on personal observation DISMISSED and hnoudedge of his work. RESIGNED SIGNATURE OF RATER TITLE DATE TRANSFERRED SIGNATURE OF RATER'S SUPERVISOR TITLE DATE LEAVE OF ABSENCE SIGNATURE OF DIVISION HEAD (Optional) TITLE DATE PROMOTED I .J SIGNATURE OF APPOINTING AUTHORITY TITLE DATE ] DEMOTED MMER CERTIFICATIOI 3! EMPLOYEE: l The employee's signature shall not be construed as aeaning that he‘ necessarily agrees with the rating, but merely that he has had the: opportunity to revieuIit unth the rater. I SIGNATURE OF ENPLOYEE DATE ' CERTIFICATE BELOW TO BE FILLED IN AT END OF PROBATIONARY PERIOD ACCEPTANCE . This is to certify that the progress of this employee has been carefully observed during I: probationary period and his work amd development have proved satisfactory. This certiflm tion is approval of the employee gaining civil service status. SIGNATURE OF APPOINTING AUTHORITY TITLE DATE NON-ACCEPTANCE This is to certify that the services of this probationary employee have proved unsatisfadd and he is being dismissed for reasons stated above under "Remarks". SIGNATURE OF APPOINTING AUTHORITY TITLE DATE APPENDIX B .QOHumzowam Hoocom cst go SOHH 9H umpmmoom pmoe pfloEQoHo>mQ HmQOHumodUm Hopscow* ms .om m m m mH NH H gnome comm 1 L . mpHseoom .02 Hence msoz emcee OUHHom mmmcfimsm eschews spam oneeapooo om mH mH 0H macaw comm muHSQOOm .oz Hmpoe oOm.mo am>o cane: cane: Hmesm mozmmHmmm mo «mme mo mNHm om s 0H s mH oH macaw comm muHSLomm .02 Hence mcoz 02m: new: a>mz wees moH>mmm wmeeHst om m m m H 0 mm m macaw comm muHSLoom .02 Hence mammw s widow m mammw m Loom H meow H coco mpmdompo .>H5mm mmeHoo mmmHHoo mmeHoo mmeHoo mmDQImmeHoo Hoonom cme *ame oneeopmm om m o m a :H m .mH ozone zoom IIIII. 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MM mm. mm. mm mm. mm. mm. was mmHHo mmmH HmHDmmmm NHIIHmmH mmmzmomo 0 seem mzbomoxoem \. 15H .UOpddowpw Hm .HoosOm cavemen mm Asmschcoov eyes wmepmmmmIImmmzmomm wm : m H m s m s m @5090 comm muHSHoom .oz Hmpoe m M m. w m. m m 4H eonach HQHwom meeem zH mzom om .H m o .H m m HH 0 m msopw comm mpHSHoom .oz Hepoe com 00: com com omH ooH mm mm. mm .TmeszzeH .m 09 mzom some mmHHz mm H m m NH 0 o QSOHU zoom mpH3900m .02 Hence mcoz emcee moHHoa mmmchsm Heepomm seem oneempooo '0 I 155 .COHpmzuwHw Hoozom :ch mo SOHH :H Umpamoow umme ucoEQOHo>mQ HmGOHpmozom Hmpmcow* \II om mH Hm NH geese comm mpfifihomm . 02 Hence ooo.ooH Hm>o cane: cane: Hmazm mozmmHmmm mo ez Hess MOH>mmm wmeeHHHz mm m H m m : mm m macaw comm r I. mpHSpomm .02 Hence mpmow : mpmmw m mpwmw m Hwow H ammw H can» mumdUMHG .>H:dm I mmeHoo mmeHoo mmeHoo mmeHoo mmmHImmeHoo Hoocom :me *Qme ZOHHHQDQm om m o o m 0H m mm mecca comm I mpHdpomm .02 Hence vmuHo>Hm cmaeHHno cmHeHHso cmRsHHso UHHno cmasHHno onch UOHHHMS anvoprmz mnooHpmwz NIUOHLHmz HIUOHHLMS OIUOHHLwE mDBHBm HHBHmdz mm H o H m m m o mH HH 3 m asoeo seem mqupoom .02 Hence Hm. mm. mwv mm, HM mm. mm. mm. mm. mm. HM mos mmoOH hampHHHE H .QOHmeHHmsoo hound UmcmemH H .Uoumsvmpw mm HOOSOm Umppwpm om om sH H m m m e mH H axons comm mpHSHomm .oz Hmpoe m M w. w m. m m. H. BQHmEmHo moHHoa meeem zH mzom am 3 o s o m mm m o H axons seem mqupomm .02 Hence mom nos 00 om omH oeH mm mm. mH oszzeH .m 09 mzom 20mm mmHHz om s o m HH mH H geese comm mpHSHoom .02 Hence mcoz cacao OUHHom mmmchsm eschews seem ZQHHHHDOQQ Humschcoov seem mmmzm>oz--empub< 157 .COHpmsompw Hoocom an3 mo DOHH.CH woummoom pmme pQOEQon>mQ HmCOHumOSUm prmsmw * sm HH mm Hm . axons comm mpHSHoom .oz Hmpoe QOOROOH Hm>o cane: cane: Hmasm mozmaHmmm mo Hmme mo mNHm :m m m m mH wH cacao comm mqupomm .02 Hence mcoz 02m: mHmb H>ez Hess moH>mmm HmHBHHHz am 0 o o m m mm m among comm mpHSHomm .oz Hmuoe endow : memow m memow m Leo» H pmow H can» ouwsompo .>Hsmm monHoo mmeHoo mmmHHoo mmmHHoo mmmHImmeHoo Hoogom cme *mmc oneHm emceHHco cmcsHHso :meeHHco UHHco smasHHso mesHm .LT smesmz sIUDHaamz mIsmHaUmz mnemHaamz HIUUHaamz onsmHaamz mbeeem HHeHmHS :m o o H m s m 0H m m 3H s axons comm mpHdpomm .oz Hmpoe Hm mm mm mm. Mm. mm. mm. mm. mm mm. Hm. mos E E mmoQ HwCOHpmosvm Hohoqmw* mmH H: Hm 00 @5096 comm muH590om .02 Hence moorooH pm>o page: swap: Hmesm mozmonmm mo same mo mNHm mmH MH mH mm Nm mm geese seem muHSHomm .oz Hmuoe mcoz 02m: mez Hess moH>mmm meeHHHz mmH H m m m 3 mm mm macho comm mpHSHomm .02 Hence mammw : mhwmw m mammw m Hmmon pmmw H can» Opedvmao .>H5mm omeHoo mmeHoo mmeHoo mmeHoo mmmHImmeHoo Hoocom stm *omu 20HeHm cmeeHHgo cmseHHgo cmHsHHso UHHnoe cmeeHHco mech emHaaez HIemHeae: m-smHaHmz mnsmHsemz HIUOHDHmz onumHHHmz maesem HHBHmHz mmH o N HH mH 0H sH mH mH Nm :H mH geese comm mszpoom .oz Hm 89 H mm mm Mm Hm. mm mm: mm mm mm HM m3 mmmmH hempHHHE H .OOGOmnm mo o>moH OwOHHOO m .QOHumeuHmsoo Hopmw vocmemg H .mnOHumstmmH kaGOHpmpopQ w .Umpmsvmhw :HH .Hoonom vmppmpm mmH mmH Nm Hm 0H 0H mH Hm am HH . geese seem mpHfipoom .02 Hence m H. w w m w m H BDHmemHm.moHHom mBHBm 2H Maom mmH N mH m mm m Nm mm m s nacho seem mszeoom .02 Hence com 00: com com omH ooH mm mm mH eszst .m 09 mzom 20mm mmHHz mmH m 0H mH mo Nm m geese seem mpHSLoom .02 Hence 0202 issue DQHHom mmmchsm whosoem seem oneHmpooo IHI Hemschcoov seem HHmm<--HmH:mmmm E 161 .nOHpMSUwHw Hoozom smHs Mo SOHH :H venomoow umOB pumeQOHo>om HmQOHmeSUm HmHOQOU* mMH mm m: :m adopc comm mqumoom .02 Hence ooo.ooH am>o_ceneb sens: Hmesm ‘mozmmHmmm mo emmH mo mNHm mmH ms mH HH Hm ms macaw seem muHSHoom .02 Hence .mcoz 02m: meme H>mz uses mow>mmm wmeeHHHz mmH m m m w m mm mH amass comm muHSHomm .02 Hence mpmmw : mammw m mhmow m Lwow H Lmow.H can» mprUme .>H5mm r - mmeHoo mmeHoo mmeHoo ommHHoo mmmHImmeHoo Hoosow ngm some oneHobmm mmH o : mH mm mm mH m: usage comm I. II II I - muHSLomm .02 Hence emoso>Hm _cmReHHco cmHsHHso cmHeHHco UHHno cmesHHzo mech emHaamz HIsmHsHmz m-smHHHmz mnsmHssmz HIsmHeaez OIsmHHHmz maesem HeeHmez mmH o s m HH mH mH NH 0H Hm mH mH axons comm. mpHSHomm .02 Hence Hm. mm mm mm. mm. Mme mm. mm mm. mm. Hm. me< mmdqo @mmH N42 wHIIHHmm< m ¢B¢Q QZDOmUMo¢m IIiITI'. 162 MMH HmpOB mmH HauoB ©H QDI OH 00: OH NI NH W” OON HH EH 31 mm OOH Hm “H .mpsv mo OSHH SH commoomv H .OOGOQO mo m>mOH thpHHHE N .GOHumELHm:00 poems cosmHmOH H .QOHpmszmOH NHmGOHmeOHQ m mm NI 0H HI .emuessmsw mOH .Hoonom UOpHdpm mMH @5090 newm mpHSHomm .oz EOHmEmHQ.mOHHOm meoQ HmQOHumozvm HwHOQow * sw om. :H om geese comm mpHsaoom .oz Hence oooAOOH sm>o cane: .cmnep Hmcsm .mozmmHmmm mo Hmme mo mNHm :O m m NH HH om Qsopc comm muHSHoom .oz HapOB wGOZ oEmb mmz hfih< MUH>mmm MEdBHHHS do . H H m s 0H mm : QSOHG comm _ meSLoom .02 Hence mpwow : mpwmw m memow_m easy H pmow H can» mumscmhc t>HSUm mmeHoo mmeHOo mmeHoo mmeHOO mmmHImmeHoo HOOSOm cme *Qmw ZOHBHQ QOSUHHSD QmHUHHEO thUHHSQ UHHCU QmLUHHSU meQHm Umfihhwz :IUmHLLmE MIUmHLLmE muvahpr HIUmHhLmZ OIUOHLHME mbedBm HdBHm¢S :Q O O o w m OH OH 0 w m m QSOLG Comm mpHSHomm .02 Hence Hm mm. mm. mm. mm. mm. mm. mm. mm. mm. Hm. mus ’ mm¢do wmmH mmmZMOMQ NllmmmOBOO mm mQ HMGOprosvm Hwhosow* so mm sH mm . geese seem . mpHdhoom .oz Hmpoe OOOHOOH ho>o GdQHD Ednhb Hmhdm . MOZmQHmmm mo ¢mfi¢ mo MNHm :0 mm m m m Hm Q5096 comm mpHSHoom .oz HmuOB mcoz OEmD mmz hEh< MOH>mMm MmdfiHHHS so a O m m z a: N 95090 zoom muHSHOOm .oz Hence mummw : memow m mpmmw m meow H snow H can» mumscmhw .>H5mm omeHoo OwOHHoo mmOHHoo omeHoo mmOHuoonHoo Hoocomnanm *Qmw 20HeHQ COHUHHQQ QOHUHHco GOHUHHSQ UHHso cmchHso onch vOthmz :IvOHHpmz mIOOHLsz mnvappmz HuooHHHmz oIUOHLHmz mbeOQ HmQOHpmodcm Hopscoc* Hm mm _ mm mm adage comm mquhomm .oz Hapoe OOOHOOH 90>0 Cash: cmnhb Hmhfim mOZMQHmmmWWO Hmm< mo MNHm Hm NH 6 0H mH mm axons seem mpHSHomm .oz Hepoe scoz 62m: mam: H>mz sees deNmmm_wmH5wm mmmHHoo mmmHHoo mmmHHoo mmmHHoo mmmHImmeHoo Hoocom stm *ame onBHQDQm HO O m @ mH mm OH OH QSOLU scam I wuHHHcHomm .02 Hence cmopo>Ho coHeHHso cmeuHHso smasHHno UHHso smasHHso mesHm emHasmz susmHasmz muemHHHmz muemHaeez Huechsmz OIUmHsamz mbesem HHeHmez Hm o m m m m s m HH HH mH mH axons comm mpHSHQOM .02 Hence Hm. mm. mm. mm. HM mm. mm mm MM MM .HM mes mmHHo NmmH mZDh ONIINHE w om HmsoHumoscm Hmhmcoo * I mm OH :H mm QSOHU zoom _ mpHSLoom .02 Hence ooowmoH am>o cane: amps: Hmesm wozmmHmmm mo mz Hess moHNmmm wmeeHHHz mm H o s m N mm 3 Q5090 comm mpHSHoom .oz Hmpoe messy : mgmow m mummy m Anew H Hmmw H can» mumsvmhw .>Hddm mmeHoo mmeHoo mmeHoo mmmHHoo mmmHummeHoo Hoosom stm *Qmu oneHo smasHHno cmasHHso cmaeHHco UHHso copeHHzo mesHm smHseez snemHaHez mucmHaeez «IsmHapez HaemHeeez QIomHaemz mpeeem HdeHmmQ HMGOHpmosvm meOcOO* Om OH O NH QSOHO comm muHSHomm .oz Hmpoe oooSooH sm>o cane: cane: Hesse mozmmHmmm mo Hmme mo mNHm mm m m 0H s mH mecca comm mpHSHomm .02 Hence mcoz .ozm: mew: . N>ez aEHH .moaNmmm HmHEHHHz mm m H m s m mH m scope seem . I III muHSHomm.oz Hence mass» : mhmow m mpmow.m hmmw.H psow H can» ,mpmsvmkw. .>Hdvm mmeHoo mmaHHoo mmeHoo mmmHHoo mmmHIOonHoo Hoogom smHm *mmc oneHosmm Om H O H N 2H m OH QSOLO comm mpH5poom .02 Hence smoeo>Hm , :DHUHHco cmasHHso :mHsHHgo sHHso. cmeeHHso OHmnHm emHasms HIUOHaamz muschpmz NIUUHULHS HnsmHacwz ouemHasmz mbeeem HHHHmHm Om O. . H H m . O s m O O z m @5090 30mm muH5poom .02 Hence Hm mm. MM. WM. HM MM WM. «M. NM MM. HM. mos mmoz NNIImmmOBOO :H «PHD QZDomOMOozIImMMOBOO Om N m m m m O OH O QSOHO 30mm mpHSHoom .02 Hence m .M m. m. m. w. M H HonHmHa moHHoa meeem zH mzom mm m o o H H mH N H s geese seem mpHSLOOm .oz Hmpoe mom on: com com an 00H mm WM MH. AeszzeH 1m 09 mzom some mmuH: Om H m O O OH O @3090 nomm mpHSpomm .02 Hence .Ocoz Hmzpo OOHHom mmoCHmsm NHOpomm Spam ZOHEHmDOOO APPENDIX C 174 UD- 40A MICHIGAN STATE POLICE Inter-Office Correspondence Date: October 22 g 1956 SUBJECT: Recruit School Rules and Regulations ‘TO: Members of the Recruit School Following are the Rules and Regulations governing Recruits while attend- ing School: . 10. ll. 12. 13. 14. Szhfi a.m., all recruits will arise for the day's activities. Full Recruit uniforms must be worn at all times, unless otherwise specified. Inspection will take place each day at 7:45 a.m. Quarters must be in order at all times. Leather must be well shined. There will be sick call every morning after inSpection. All injuries and illnesses must be reported as soon as detected and again at each subsequent sick call until complete recovery is achieved. The south stairway to Mapes Hall will not be used except in cases of emergency. Recruits will be quiet and orderly at all times. Beds must be made up in regulation style when not in use. No smoking will be permitted in the classroom or during outside activities unless the instructor gives permission. Smoking will be permitted in the locker room, toilet and back stairway of the gym. Card playing of any kind is prohibited. Radios, phonographs and musical instruments are prohibited except as authorized by the School Commander. Personal photographs must be out of sight. The swimming pool may not be used except under the supervision of a member of the school staff. All personal cars will be parked only in designated areas. Recruits will assemble in appropriate formation upon hearing one blast of a whistle or the classroom bell. ReCI' Page 175 Recruit School Rules and Regulations Page 2 15. 16. 17. 18. 19. 20. 21. 22. 23. 2H. 25. 26. 27. The order for dismissal from all classes and assemblies will be given by the officer in charge. Notebooks must be immediately available for use in any class. A School MOnitor will be appointed each day. It shall be his responsibility to awaken the recruits, answer the telephone and turn out the lights. Telephones will not be used without permission of a member of the School Staff, except that the monitor may use the phones as required in connection with his assignment. Recruits will avoid extended conversation with people not asso- ciated with the School unless otherwise directed by a member of the School Staff. Recruits will have no visitors during the training period unless permission is given by the School Commander. When entering the classroom while a class is in session, the back door shall be used. All personal business with the Quartermaster must be done in the evening from 5:15 to 6:00 p.m. There will be no loitering at the Quartermaster. There will be no exchange or trading of issued equipment without approval of the School Commander. There will be no passes or time off to any Recruit except by approval of the Commanding Officer of the Police Training Bureau. If for any reason a Recruit wishes to resign or leave the School. he shall immediately notify the immediate supervisor and the School Commander or the Commanding Officer of the Police Training Bureau. Leaving the school unauthorized, or failure to return from pass at the Specified time, will result in dismissal. hMthfi ROOM USE 0va AW a . [ialvk-n ‘ a M :4" ’ 11...... ‘ ‘ ._ fi‘nm has; 9 1:32 «9 ' ..|«fi_",,.....w~rrr ~ 001 2 I863 TE _ .nHJMH W __ - —Hfi. ROOM use ONLY