4 • Psychological Effects of Undercover Policing Channels 2022 deemed it a raging success in the name of justice (FBIb). Regardless of public and judicial opinions on the matter, undercover operations still prevailed. While most frequently recognized for aiding in drug and organized crime-related investigations, undercover officers are utilized for many various reasons including surveillance, prevention, and facilitation (Bonney, 2015). There are two primary types of undercover operations: short-term surveillance and “deep cover” operations. Short-term operations primarily require waiting and watching until a crime has been committed. The officers will then announce their presence and arrest the proper individuals. In contrast, “deep cover” operations require the creation of a false identity and appearance, and relationships are created in order to further the operation (Miller, 2006). “Deep cover” operations naturally require a greater commitment and sacrifice from the officer(s) involved. However, “deep cover” operations are most frequently used in situations involving large crime networks. Shortterm operations can be used to collect prosecutorial evidence in various investigation settings. Regardless of their length, undercover operations are an incredible asset to the police force. Selection Process and Standards Historically the selection process for undercover officers was largely influenced by the processes in which World War II secret agents were recruited (Girodo, 1997). World War II secret agents hired by the Office of Strategic Services [OSS], otherwise recognized as the predecessor to the Central Intelligence Agency [CIA], were selected and trained with a strong “... emphasis on prowess, self-confidence, and self-reliance on hazardous missions, [and] instruction in close-combat techniques” (Chambers, 2010, p.6). While the secret agents of WorldWar II played a tremendous role in the success of the Allies, the selection efforts were lacking in many ways. These standards and processes led many departments and agencies astray regarding how to properly select a qualified candidate. Nonetheless, the historical process began to lay the framework for a selection assessment process, and while the exact standards and assessment tools have varied over the following years, the development of an assessment was a crucial step (Girodo, 1997). Now while the selection process for undercover operations is similar to that of any other job position, there are some additional components involved. As is usual, there is an expectation that the officer will have knowledge of the key elements of the job. For an undercover officer, such things would include: “knowledge of tactics, weapons, legal principles, undercover strategies, evidence collection and preservation” (Miller, 2006, p.4). The officers must demonstrate their knowledge through a rigorous screening process. Burton indicates that although the screening process is incredibly similar to that a traditional officer endures, traits such as resourcefulness, assertiveness, maturity, relational stability, and the ability to follow instructions are simply
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