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Provides a profile of state laws pertaining to campus police. Reveals wide variations across the USA. Notes that statutes are often the state legislature’s ad hoc response to a problem. Many campuses require their police to be deputized by the local police authorities. Finds that the majority of states grant police authority to officers at public institutions and that it is usual for the governing body or chief executive officer to have appointing authority over campus police. Suggests elements for a model campus police statute.

Campus crime and related issues have received considerable attention from the various legislative bodies, the media and social science researchers over the last two decades. Much of the attention has been focused on campus police with regard to their ability to protect the campus community. Civil liability lawsuits against campus police departments and their host institutions are not uncommon today. As campus policing has evolved from a watchman/security orientation to more of a full‐service model, it is incumbent that policies used to guide officers in high liability areas be comprehensive. Having comprehensive policies in the high liability areas may also aid in the defense of civil liability lawsuits. One such high liability area is vehicle pursuits. While the general policing literature has focused considerable attention on this topic, campus police guidelines have not been collected or systematically reviewed. The present study examines the content of the vehicle pursuit policies from 67 of the largest 100 campus police departments, serving communities with high student enrollments and often a substantial number of roadways throughout their boundaries. It is certainly foreseeable that from time to time campus police will become engaged in vehicle pursuits. While pursuits by campus police may be relatively infrequent events, policies governing officer decision making are none the less critical. A profile of these policies is developed for review by practitioners and researchers alike. It is believed to be the first such examination of this important policy area within the context of campus policing.

At present there is little comparative information available regarding campus and municipal police agencies and their personnel. Therefore, the purpose of the present study is to examine the similarities and differences between municipal and campus police agencies with respect to various human resource characteristics and policies. The following research question guided the analysis: how do municipal and campus police agencies compare regarding the following human resource characteristics and policies: the proportion of sworn personnel, gender and race of sworn officers, salaries and benefits, educational requirements, levels of training required, drug testing policies and the extent of collective bargaining/unionization. The database is nationwide in scope. The findings of this study support the general notion that city and campus police departments are similar at least with respect to the human resource characteristics identified. Many campus departments have advanced well beyond the watchman era of campus policing. In a number of human resource areas such as use of civilians, education and training requirements, the campus police have progressed very well based on the comparisons made.

This study examines empirically the extent to which there is evidence of an endemic sub‐culture of policing among a sample of sheriffs’ deputies. While failing to observe widespread adherence to the sub‐cultural norms and values suggested in the literature, such adherence is observed among a subset of our sample. Advanced statistical techniques (i.e. cluster analysis and discriminant function analysis) are then used to create, replicate, and validate a numerical taxonomy of policing. The taxonomy reveals three types of law enforcement orientations: “Sub‐Cultural Adherents,” “COP Cops,” who represent a nouveau sub‐culture strongly committed to public service, and “Normals,” who, on average, are quite average and are not especially committed to either sub‐cultural form.

Many criminologists have investigated the implementation process concerning the transformation toward community‐oriented policing, while researchers interested in the area of work and occupations and/or complex organizations have examined factors which contribute to or inhibit successful organizational change. To date, however, there has been little empirical research addressing the issue of employee receptivity to such change. The present study examines the effects of sheriff’s deputies’ socio‐demographic characteristics, work orientations, and perceptions of agency readiness/preparedness on their receptivity to organizational change. These deputies are employed in a sheriff’s department undergoing an agency‐wide shift toward community‐oriented policing. Our findings suggest that a service orientation and a belief that the agency has attained an appropriate level of preparedness positively influence their receptivity to change.

Numerous prior studies have explored the level of job satisfaction of police officers. Some research has also focused on officer perceptions of community policing as practiced in municipal police agencies. There has been little empirical research on either topic conducted in sheriffs’ offices throughout the US. The present study examines the relative effects of work orientation on levels of job satisfaction among deputy sheriffs in an urban sheriff’s office which practices community policing on an agency‐wide basis. Our findings suggest service‐oriented deputies are somewhat more satisfied with their jobs than their crime control oriented counterparts.

The growing range of EEC Directives and Regulations for food products, some of which have never been subject to statutory control in this country, with compositional standards, and in particular, prescribed methods of analysis — something which has not featured in the food legislative policies here — must be causing enforcement authorities and food processors to think seriously, if as yet not furiously. Some of the prescribed methods of analysis are likely to be less adaptable to modern processing methods of foods and as Directives seem to be requiring more routine testing, there is the matter of cost. Directive requirements are to some extent negotiable — the EEC Commission allow for regional differences, e.g., in milk and bread — but it has to be remembered that EEC Regulations bind Member‐states from the date of notification by the Commission, over‐riding the national law. Although not so frequently used for food legislation, they constitute one of the losses of sovereign power, paraded by the anti‐market lobby. Regulations contain usual clauses that they “shall enter into force on the day following publication in the Official Journal of the European Communities” and that they “shall be binding in their entirety and directly applicable in all Member States”.

The purpose of this paper is to suggest that the environment in which law enforcement officers operate is a main source of their job satisfaction, which is related to their overall work performance. In this line of research, a recent study by Johnson (2015) examined the organizational, job, and officer characteristics that may predict a police officer’s organizational commitment.

The current study replicates and extends the analyses performed in that study using an alternative data source to understand the influence of these measures on sheriff deputies’ organizational commitment during their organization’s shift to community-oriented policing.

Our results, while similar to those of Johnson (2015), revealed some unique findings. For example, in the current analyses, several organizational- and job- factors were significantly associated with deputies’ commitment to the sheriffs’ office. Specifically, deputies who report receiving higher supervisor feedback, higher peer cohesion, higher job variety and autonomy, and lower job-related stress were more highly committed to their law enforcement agency.

Key implications emerge for police administrators aspiring to influence employee organizational commitment during major agency shifts.

Overall, the present paper largely supports and progresses the findings of Johnson (2015) by extending them to sheriffs’ deputies, who are still largely underrepresented in policing research, and to an agency undergoing a dramatic organizational change. As such, the present study represents an important next step in understanding the factors that influence organizational commitment in law enforcement organizations.

The purpose of this paper is to compare the nature of campus police and city police in the areas of human resource and select community policing practices and policies. This comparison serves as an update to the work of Bromley and Reaves (1998a, b) and Bromley (2003).

This paper utilizes the Bureau of Justice Statistics Campus Police Reports from 2012 and the Law Enforcement Management and Administrative Statistics Reports from 2007 and 2013 to provide a comparison between campus and city departments in matters of human resource and community outreach policies and practices, paying special attention to demographics, salary, education, training, pre-employment screening, collective bargaining, community-policing, and special programs utilized.

The data suggest that, while differences do exist between campus and city practices, there are a substantial number of similarities between the two. In some areas, such as workforce diversity, campus police are somewhat ahead of their city counterparts. These findings indicate that campus departments are a primary piece of the larger law enforcement community.

Overall, the comparisons continue to reinforce the notion that campus departments are part of the larger law enforcement community. This information may provide insights for both campus and city police executives, as well as to top-level executives at institutions of higher education.

THE fact that an English librarian was asked to describe the work of British municipal libraries, to audiences in Antwerp and Brussels, may be taken as a certain indication that a change is impending in the library world of Belgium. At the invitation of M. Frans Gittens, city librarian, Antwerp, acting on behalf of the Foundation for the Permanent Endowment of the Communal Library and Plantin‐Moretus Museum, and M. Paul Otlet, secretary‐general of the International Institute of Bibliography, Brussels, I had the honour and pleasure of lecturing on English library work and conditions to representative audiences greatly interested in the subject. This, it is understood, is the first time an English librarian has been invited to lecture on such a subject on any part of the Continent, and I certainly felt it a great honour and privilege to be thus selected for such a congenial task. The language difficulty was luckily no great bar, as most of my audiences, both Flemish and French, understood English quite well. In addition, the International Institute of Bibliography had printed a translation of the lecture, as No. 92 of its publications, and this was issued as a twenty‐two page pamphlet entitled Les Bibliothèques municipales en Angleterre, and distributed at Brussels. At Antwerp the programme also contained translations of the titles and remarks about the lantern slides, so that everything was made easy for one who has always deplored his inability to acquire the art of speaking foreign languages. As a further instance of the care and thoughtfulness exercised to provide for my comfort, I should acknowledge the kindness of M. Eugeen Everaerts, town librarian of Ostend, who, on representations from his colleague at Antwerp, met the steamer and passed me and my “projections” through the Custom House without trouble. There is no doubt that our Belgian friends have the knack of making strangers feel thoroughly at home. I am not likely to forget the kindness and hospitality of M. W. von Mallinckrodt, chairman of the Permanent Endowment Commission at Antwerp, who, with his charming wife, invited me to a lunch at which some of the chief residents were present, including Sir Cecil Hertslet, H.B.M. Consul‐General; Mr. Diedrich, the American Consul‐General; M. Henri Hymans, chief librarian of the Royal Library at Brussels; M. Max Rooses, of the Plantin Museum; M. Frans Gittens, with some members of his staff; and other gentlemen connected with the city and municipality of Antwerp. The same kindly hospitality was extended by M. Gittens, of Antwerp, and M. Otlet, at Brussels, and everything was done by all with whom I came in contact to make me feel at ease and nothing of a stranger. In fact it is impossible for anyone who has read Scott, Brontë and Conscience to feel like a stranger in Belgium. The lecture at Antwerp was given in the large and finely decorated hall of the Cercle Royal Artistique, Littéraire et Scientifique d'Anvers, a kind of general Arts Club combining the functions of places like the London Institution with those of an ordinary social club. The hall was capable of seating 1,000 persons, and was rather beyond my poor powers as an elocutionist. About 600 people attended, of whom a large number understood English, and my lecture, luckily for my audience, largely pictorial, was very well received. There was no preliminary introduction of any kind, and my “turn” came on after a concert had been about half heard. The following programme will give an idea of the kind of mixed entertainment which brought out 600 people on a snowy winter's afternoon:—