We Must Fundamentally Transform Police Officer Selection

These days, in law enforcement, we see the complete decline in qualified candidates to become police officers. There are many factors as to why this is happening. Let’s begin with a look at the selection process. It takes about a year from start to finish to become a police officer. There are background investigations, interviews, polygraphs, PT tests and so on before someone gets to go to the academy. Looks rigorous right? Well, it isn’t as rigorous as you’d think.

Of course, I don’t want to paint a broad picture of the profession. There are outstanding officers and leaders who want to do the job right. But the ones who give us all a bad name are the ones that snuck through because of hiring process. There are numerous changes necessary in the hiring process to truly test the candidates and to ensure that they are qualified to wear the badge.

A question was posed to me once by a close friend, and I will ask it here. Is what’s going on in the profession a training problem or a selection problem? Think on this for a minute. If you are going to look at the profession, let it be a holistic look.

When I thought about it, I always returned to the selection process. In the last 10 years, the pool of qualified individuals has dropped. I don’t have numbers in front of me, but just looking at the agency where I work, we are scraping at the bottom of the barrel looking for people to hire. I remember a while back, the Chief said he put out a solicitation to get more candidates. Out of 239 names, only about a dozen signed the dotted line to try out.

When I took the civil service exam in 2006, I scored a 99. Which is a pretty high score, or so I thought. Soon realized when the list came out, there were over a thousand candidates ahead of me. I never thought that I would be even looked at.

Even back then, the process wasn’t as rigorous as I thought it was going to be. In the military, especially in combat arms, you have to be the tip of the spear, otherwise you miss out on promotions, specialty schools, and other opportunities. They truly knew how to test your tenacity and resilience. 

The U.S. Army Special Forces Qualification Course (Q Course) is a demanding program designed to prepare soldiers for the unique challenges of Special Forces operations. Instructors assess a range of critical qualities in candidates, starting with trainability, which reflects a soldier’s openness to learning and adapting to feedback throughout the rigorous training process. Intelligence is equally important, encompassing cognitive abilities such as critical thinking, problem-solving, and emotional intelligence, which are essential for navigating complex scenarios in the field.

In addition to mental acuity, land navigation skills are crucial, as candidates must demonstrate proficiency in reading maps and adapting to various terrains. Instructors also evaluate how candidates negotiate physical and mental obstacles, assessing their creativity and perseverance. Equally important is teamwork, as Special Forces operators work closely in small groups, requiring open communication and trust among teammates. Candidates must showcase their decision-making skills under stress, proving they can remain composed while making quick, effective choices, especially when working with limited resources. Ultimately, the Q Course aims to cultivate resilient leaders who can thrive in the challenging environments inherent to Special Forces missions.

The selection process for police officers should be just as rigorous and comprehensive to ensure that they possess the necessary skills to succeed in the high-stakes environment of law enforcement. Just as Q Course instructors seek essential qualities such as trainability, intelligence, and teamwork, law enforcement agencies need to adopt a comparable approach. Candidates must demonstrate adaptability and the ability to think critically, as they often face unforeseen challenges that require swift and effective responses. Additionally, police officers must be equipped with the skills to read their environment and navigate a variety of complex situations, including high-stress encounters with the public. By implementing a selection process that emphasizes the importance of decision-making under pressure, collaboration, and emotional resilience, law enforcement agencies can get new generation of officers who are better prepared to serve and protect their communities effectively.

Is this considered militarizing the police? Of course not. It is more about finding the very best candidates for a job the requires our best. Too many times, I’ve seen people who should’ve never been allowed to be in the profession. I’ve seen immoral, unethical, and untruthful people in the profession which would force me to shake my head. I call those types of cops, “a ‘law suit’ waiting to happen” or worse, a bad shooting waiting to happen. Unfortunately. the current civil service laws make it nearly impossible to fire them. Once again, we don’t make the laws, others make them.

I remember years ago, arresting an individual at a playground crushing pills and was about to snort them. One thing led to another; I get a letter in the mail where I had to testify before the civil service commission because the suspect was trying to become a firefighter. I went before the commission and testified. His claims were outright lies. He claimed that I was after him and had pulled him over numerous times. I pretty much laughed at every one of his claims. In the end, he was found “guilty” and removed from the civil service list at the fire department side. There are many more of these examples across the country. People who can’t shoot and fail end up keeping their jobs because they threatened to sue, file bogus claims, etc. Are these candidates the ones who we really want to protect our streets and loved ones? They’ve already proven that they are unethical, immoral and untruthful. How can society accept this?

The selection process for police officers must undergo a fundamental transformation to ensure that only the most qualified individuals are entrusted with the responsibilities of law enforcement. With the decline of suitable candidates, it is clear that the current hiring practices are insufficient in identifying individuals who embody the integrity, adaptability, and critical thinking necessary for effective policing. Drawing inspiration from the rigorous standards of training programs like the U.S. Army Special Forces Qualification Course, law enforcement agencies can create a more demanding selection process that evaluates a candidate’s trainability, decision-making under pressure, and emotional resilience.

It is important to recognize that enhancing the selection process is not about militarizing the police but about safeguarding our communities by ensuring that officers are genuinely prepared for the complexities of the job. We must prioritize attracting candidates of the highest caliber who are committed to ethical conduct and public service. By implementing a more thorough and comprehensive selection process, law enforcement agencies can mitigate the risks associated with hiring individuals who may lack the moral fortitude needed to serve the public effectively.

This change is necessary not only for the safety of our communities but also for restoring trust and integrity within the profession. In the end, it is about protecting and serving. Ultimately, we owe it to ourselves and to future generations to cultivate a law enforcement workforce that is truly representative of the values we hold dear—integrity, service, and dedication to the public good.

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Ayman Kafel and his family survived civil wars in Africa and Lebanon before immigrating to the United States in 1988. Following the tragic events of September 11, 2001, Ayman enlisted in the Army and deployed to Iraq in 2005, where he conducted over 20,000 miles of combat patrols and military missions. His proficiency in Arabic allowed him to effectively coordinate and collaborate with various Army units.

In October 2007, Ayman began his law enforcement career as a police officer in the Commonwealth of Massachusetts, initially serving with the MBTA Transit Police Department. In 2011, he transferred to the Attleboro Police Department, where he has held multiple roles, including uniform patrol officer, detective, and DEA task force officer. He has also served as a DEA SRT Operator and assistant team leader, as well as a Metro-SWAT Operator, and he remains an active member of the SWAT team.

Throughout his career, Ayman has led and participated in numerous complex investigations, successfully capturing and prosecuting high-level criminals. In November 2022, he was promoted to the rank of Sergeant and currently serves as a Patrol Division Sergeant on the day shift.

Ayman is a writer for The Havok Journal, where he has published over 100 articles covering topics such as law enforcement issues, his military experiences in Iraq, and the challenges of PTSD within the law enforcement community. His work has also appeared in The Epoch Times. Recently, he was featured on BBC Arabic to share his insights and experiences in Iraq.

Additionally, Ayman has published a book titled *The Resolute Path* and founded Project Sapient, a podcast, training, and consulting company.

Follow Project Sapient on Instagram, YouTube, and all podcast platforms for engaging content. Feel free to email Ayman at ayman@projectsapient.com.

As the Voice of the Veteran Community, The Havok Journal seeks to publish a variety of perspectives on a number of sensitive subjects. Unless specifically noted otherwise, nothing we publish is an official point of view of The Havok Journal or any part of the U.S. government.