As a minimum, how about frequent rotation and a sortition + selection system to staff the squads?
Imaginary example:
Two “cops” are needed for a term of 90 days (side note: in this hypothetical society, it could be that a cop is not a first responder but an investigator - first responders may be selected by proximity to the event and called up using some automated emergency messaging system). An investigator is allowed to request expert assistance from outside their department and often does.
At first, 10 candidates are sortitioned at random. Out of them, 3 refuse the job for various reasons, 7 go through instruction and pass evaluation. Out of them, 3 either step out during training or fail exams, 4 complete exams. Among them, another round of sortition occurs: 2 are selected at random, while 2 are paid compensation for study and assigned to reserve. If lottery chooses them again, they won’t need to pass exams.
This might be possible to enhance with other tricks. If feedback shows that cops cannot be impartial near their home, then they don’t work near their home. If however, feedback shows that they perform best near their home, then the opposite way.
The main goals this would aim to achieve:
ensure that corruption will not start
ensure that investigation is not biased (or that chances exist of bias being quickly exposed)
ensure that offices cannot be given by people in power to whom they prefer
ensure that competence is valued and unqualified bozos won’t be appointed
So this doesn’t work for a variety if reasons. The biggest being stability. Investigator is a technical and important job, you need a certain level of IQ and EQ to perform the role effectively. No one with a good combination of intelligence and know how would wait around for 90 days for their job to reopen. You would immediately lose them to the private sector. Police retain people based on job security and home life stability, especially as you climb the ranks. Second, this does not account for when no qualified candidates are found. Police departments are often understaffed now for these roles. There’s also no greater command structure. If higher rolls have a similar system you are even less likely to find qualified candidates. It will eventually debase into the same two peopke running everytime and just becoming the full time investigators anyway. Something similar will happen with your consultants. Either every group will need the same small pool or they will just eventually be the go to corruptible person. On top of all this you still need beat cops or patrol officers, which despite their current reputation in America do provide valuable services to the community. A first responder sitting at home doesn’t help anyone one when seconds matter most.
As a minimum, how about frequent rotation and a sortition + selection system to staff the squads?
Imaginary example:
Two “cops” are needed for a term of 90 days (side note: in this hypothetical society, it could be that a cop is not a first responder but an investigator - first responders may be selected by proximity to the event and called up using some automated emergency messaging system). An investigator is allowed to request expert assistance from outside their department and often does.
At first, 10 candidates are sortitioned at random. Out of them, 3 refuse the job for various reasons, 7 go through instruction and pass evaluation. Out of them, 3 either step out during training or fail exams, 4 complete exams. Among them, another round of sortition occurs: 2 are selected at random, while 2 are paid compensation for study and assigned to reserve. If lottery chooses them again, they won’t need to pass exams.
This might be possible to enhance with other tricks. If feedback shows that cops cannot be impartial near their home, then they don’t work near their home. If however, feedback shows that they perform best near their home, then the opposite way.
The main goals this would aim to achieve:
So this doesn’t work for a variety if reasons. The biggest being stability. Investigator is a technical and important job, you need a certain level of IQ and EQ to perform the role effectively. No one with a good combination of intelligence and know how would wait around for 90 days for their job to reopen. You would immediately lose them to the private sector. Police retain people based on job security and home life stability, especially as you climb the ranks. Second, this does not account for when no qualified candidates are found. Police departments are often understaffed now for these roles. There’s also no greater command structure. If higher rolls have a similar system you are even less likely to find qualified candidates. It will eventually debase into the same two peopke running everytime and just becoming the full time investigators anyway. Something similar will happen with your consultants. Either every group will need the same small pool or they will just eventually be the go to corruptible person. On top of all this you still need beat cops or patrol officers, which despite their current reputation in America do provide valuable services to the community. A first responder sitting at home doesn’t help anyone one when seconds matter most.