Reference no: EM132703297

1. There are three systems used to select Probation and Parole officers. The three systems are endorsed as the merit system, appointment system, and the combined system. According to Abadinsky (2015), the merit system applicants who meet the minimum qualifications for the position are required to pass a competitive written examination. Any persons who score at or above the passing grade are placed on a ranked list, candidates are selected based on the order of their rank. Under the appointment system, applicants who meet minimum requirements are hired on the basis of an evaluation by the agency (Abadinsky, 2015). They usually don't take a written examination, though agency representatives usually interview them. Lastly, the combined system involves elements of both the merit and appointment system. Applicants are screened first through a qualifying examination. After that, applications that receive a passing score are placed on a list from which candidates are selected, usually after an interview with agency representatives (Abadinsky,2015). I think the combined system will be the fairest as it will allow participants to take the written examination to observe if they have good knowledge of the legal system and an interview to see if they will be fit for the job.

2. I believe the combined system is the most fair. In my opinion choosing someone fully based on their abilities is rather fair than choosing someone because of their political outlooks. There are many people in many different fields who know absolutely nothing about their job but have still been given positions. With good scores and obvious potential to fully be great at a job it makes decisions on candidates clearer. The downside of this system could be that someone can not do great on their screening/exam but have great abilities and potential to fulfill the job. Yet without both they will be denied.

3. There are three systems used to select probation and parole officers. These three systems are known as the merit system, the appointment system, and the combined system. Under the merit system, applicants that meet the minimum qualifications are required to pass a written examination. Individuals who score at or above the minimum passing grade will be placed on a ranked list. Under the appointment system, applicants that meet the minimum qualifications are hired on the basis of an evaluation by the agency. Under the appointment system, applicants do not take a written exam. Under the combined system, applicants are screened through passing an examination. Applicants who pass the exam are then interviewed by agency representatives. In my opinion, the combined system seems to be the most fair and practicable. Since the combined system has elements from both the merit system and the appointment system, it gives applicants who scored a lower passing grade on the exam a chance to still be interviewed. Some people are just not good test takers, so having the interview will really allow these applicants to shine through. A downside for the combined system is that the hiring process will take a bit longer due to having both exams and interviews, which can potentially turn people away.

4. To select P/P officers there are three systems that can be used, merit, appointment, and combined. Under the merit system applicants who meet the minimum requirements are required to take a written exam and they get ranked on their scores. In the appointment system, the applicants who meet the minimum requirements are interviewed and hired by the agency's evaluation. Under the combined system both merit and appointment systems are used. Applicants are screened by their exams and called for an interview afterward.

I believe the combined system for hiring is fairest and practical because both components are used. I don't agree with just going by the highest exam grade because some people are not good test takers and that does not mean they are not qualified for the job. With the appointment system, applicants can embellish more and excel at talking their way into things. With the combined system both are used so one person does not have a greater advantage or disadvantage in just one aspect. There is a balance and the applicant that does well at both will go farther. One downside of the combined system is not everybody is good at taking tests and their nerves can get to them which can affect their score. However, this system is better than just going off the merit system which is solely based on exam scores.

5. In selecting officers, there are three systems used for Probation and Parole officers. These systems that are endorsed include: Merit system, Appointment System, and Combined System. In a merit system, there is open recruiting as well as fairness when it comes to employment - there are no political areas required to know being hired for the job and their connections. They must pass qualifications at a minimum and pass an exam. It states, "In a merit system, employees are hired, promoted, rewarded, and retained on the basis of individual ability and fitness for employment without regard to race, color, sex, religion, age, or national origin" (Merit System Principles,2020). In an appointment system, individuals do not need to pass an exam but there are qualifications at a minimum level that must be met. When there are interviews in an appointment system, these individuals can see first hand who and how they shape themselves into the system, but also evaluate them. The combined system is essential and I believe to be the most fair and practicable because there are qualifications that have to be met from individuals and once they are met, there are interviews provided. By being a combination of both the merit and appointment system, the combined system is significant because for an appointment system, there is no exam needed whereas for a merit, there is. With a combined system, there is all three - qualifications, an exam, and interviews. Individuals can get an idea of who these people are instead of seeing them just pass an exam or just have the qualifications. Anyone can pass a test but with interviews, it is essential because individuals can recognize if they are shaped for the job in a more precise way.