Crime Laboratory After Bartos's 2012 PBS Frontline Essay

Crime Laboratory

After Bartos's (2012) PBS Frontline story ran, exposing illegitimate online forensic credentialing programs, law enforcement agencies and private crime laboratories became aware of the need for improved human resources departments and more robust candidate screening programs. Given the proliferation of bogus online accreditation systems, human resources managers must remain cognizant of which institutions are credible. Background checks must include attention paid to the quality of the candidate's school and credentialing system used. However, the most important aspect of staffing a new crime laboratory is screening the individual candidates in person. Candidates may have misrepresented themselves on their resumes. Moreover, candidates might be unaware of the roles and duties expected of them, believing their background to be commensurate with the needs of the laboratory. Human resources department staff has a grave responsibility to staff their laboratories with qualified personnel, because the results of testing have direct impacts on the lives of citizens. Crime laboratories also risk lawsuits and other serious problems that are related to untrained staff making preventable errors.

Therefore, if I were staffing a new crime laboratory, I would start with a good human resources department. I would make sure that human resources staff was completely aware of the problems with illegitimate online accreditation systems, and coach staff on how to review resumes thoroughly by researching each institution listed on a candidate's resume. Only candidates who boast degrees and certificates from valid institutions should be considered for our crime laboratory positions. Some of our positions will be entry-level and open to staff willing to learn on the job. These staff members do not need to possess an advanced degree in forensics or criminology. However, an advanced forensics science or criminology-related degree at Masters level or higher should be required for all candidates wearing a laboratory coat and especially those processing sensitive data.

We need to develop a team-based environment, and all team members need to trust the credentials of their coworkers. Likewise, any weak member of the team will prevent the efficient processing of results and will hinder the accuracy of those results as well. A team comprised of qualified individuals will improve the caliber of our laboratory, which should be dedicated to long-term success.

Human resources should also develop a coherent and specific list of roles and duties, with detailed job descriptions for each position in our laboratory. Even when it may seem like common sense, the details of the position should be made absolutely clear to avoid any conflicts regarding who to hire and why. Roles including forensic technicians, fingerprint analysts, blood alcohol analysts, photographers, and field analysts should be broken down and clear list of necessary credentials listed too. If we have turnover in the human resources department, new personnel should be trained immediately and coached on what the duties of each position entail and what to look for in qualified candidates.

Ultimately, hiring the best staff for a crime laboratory is a managerial responsibility. Managers need to take part in the hiring process, requiring only a small amount of time devoted to screening or interviewing a finalist for the position. This way, management can ensure that the human resources department has not overlooked something important. When management is involved in the staffing process, the department can count on more reliable and consistent standards.

Mihalovich & Matheson (2009) point…