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recruit by passing out brochures and encouraging persons they think would make good officers to contact a recruiter. Some departments have even offered incentives, such as a day off, to an officer who recruits an applicant ultimately accepted into the academy. Selection The selection process is largely administered by Human Resource Services. They manage every step of the process, and schedule applicants to appear at the various steps. Human Resource Services plays a legitimate role in seeking to provide consistency in hiring policy and procedure among the various city agencies. Their review also helps ensure compliance with legal requirements. However, some members of the police department feel Human Resource Services drives the entire process and makes poor decisions regarding hiring practices. In one documented example, an HR memo declares that drug addiction is a protected class under the Americans with Disabilities Act. Such is not the case. This memo and comments regarding the quality of the involvement of Human Resource Services have lead to mistrust and miscommunication between HR and the EPD. Clearly, additional training regarding current legal issues in hiring police officers is needed for both the EPD and Human Resource Services. More importantly, the relationship between HR and the EPD needs to be clarified. This is especially true in the case of ethnically diverse candidates. Many feel Human Resource Services exerts inappropriate pressure on the police department to hire minority candidates over better qualified candidates. In several interviews with department personnel, the issue of undue influence over the process by Human Resource Services was a consistent theme. Undoubtedly, the fact that Human Resource Services exerts influence over the process is a source of strain between HR and the EPD. 34