: EVALUATION OF THE DEMOGRAPHIC
smpacts of the chicago police Department's h i ri ng-process
CITY OF CHICAGO
OFFICE OF INSPECTOR GENERAL
JOSEPH M. FERGUSON
INSPECTOR GENERAL FOR THE CITY OF CHICAGO
DEBORAH WITZBURG
DEPUTY INSPECTOR GENERAL FOR PUBLIC SAFETY
OIG FILE #18-0860
TABLE OF CONTENTS
EXECUTIVE SUMMARY 6
BACKGROUND 8
EQUITABLE HIRING AND POLICE DEPARTMENT DIVERSITY|910|POLICE OFFICER RECRUITMENT AND HIRING PROCESS 11
OBJECTIVES, SCOPE, AND METHODOLOGY 22
OBJECTIVES 22
SCOPE 22
METHODOLOGY 23
STANDARDS 24
AUTHORITY AND ROLE 24
FINDINGS AND RECOMMENDATIONS 25 FINDING 1: THE DEMOGRAPHIC MAKEUP OF HIRED POLICE OFFICERS SUBSTANTIALLY DIFFERS FROM
THE INITIAL APPLICANT POOL, PRIMARILY DUE TO THE DECREASE IN BLACK CANDIDATE
REPRESENTATION 25
FINDING 2: SEVERAL HIRING STAGES HAVE DISPROPORTIONATELY HIGH ATTRITION RATES FOR
BLACK AND FEMALE CANDIDATES 28
DIFFERING ATTRITION RATES CHANGE THE DEMOGRAPHIC MAKEUP OF THE
CANDIDATE POOL THROUGHOUT THE HIRING PROCESS 29
HIGH NO-SHOW RATES AND FAILURE RATES IN THE CPOE AND PRE-POWER TEST
STAGES DRIVE DISPROPORTIONATE ATTRITION RATES FOR BLACK AND FEMALE
CANDIDATES 32
THE CITY'S ELIMINATION OF THE CPOE PAYMENT REQUIREMENT AND CPD'S LAUNCH
OF CPOE PREPARATION SESSIONS CORRELATED WITH AN INCREASE IN EXAM
TURNOUT FOR BLACK APPLICANTS BUT DID NOT IMPROVE THE DISPROPORTIONATE
FAILURE RATE 34
FEWER APPLICATIONS AND HIGHER ATTRITION RATES CONTRIBUTE TO THE LOW
REPRESENTATION OF FEMALE RECRUITS 37
FINDING 3: CHICAGO PUBLIC SCHOOLS AND VETERANS' PREFERENCE STATUSES MAY IMPROVE
RACIAL DIVERSITY, WHILE VETERANS' PREFERENCE MAY INCREASE THE GENDER
IMBALANCE 42
FINDING 4: ACADEMY RECRUITS ARE CLUSTERED BY RACE/ETHNICITY AND NEIGHBORHOOD, WITH
SOME NEIGHBORHOODS STRONGLY REPRESENTED AND OTHERS LITTLE REPRESENTED 46
FINDING 5: THE FAILURE TO TRACK INDIVIDUAL CANDIDATES AT EACH STAGE IN THE PROCESS AND
OTHER DATA LIMITATIONS IMPAIR ANALYSIS OF THE EQUITY OF CPD'S HIRING PROCESS 50
UNLIKE CANDIDATE D...
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