Staffing a Crime Laboratory: Hiring Qualified Forensics Personnel

Introduction: The Challenge of Staffing a 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. However, the most important aspect of staffing a new crime laboratory is screening 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 staff bear 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 related to untrained staff making preventable errors.

If tasked with staffing a new crime laboratory, the logical starting point would be a strong human resources department. HR staff must be completely aware of the problems with illegitimate online accreditation systems and coached on how to review resumes thoroughly by researching each institution listed. Only candidates who hold degrees and certificates from valid institutions should be considered for laboratory positions.

Building a Credible Human Resources Department

Some 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 forensic science or criminology-related degree at the master's level or higher should be required for all candidates working in the laboratory — especially those processing sensitive data.

Developing a team-based environment is essential, and all team members need to trust the credentials of their coworkers. Any weak member of the team will prevent the efficient processing of results and will hinder their accuracy as well. A team comprised of qualified individuals will improve the overall caliber of the laboratory and support its long-term success.

Human resources should develop a coherent and specific list of roles and duties, with detailed job descriptions for each position in the laboratory. Even when responsibilities may seem like common sense, the details of each 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 each be broken down with a clear list of necessary credentials. If there is turnover in the human resources department, new personnel should be trained immediately and coached on the duties of each position and what to look for in qualified candidates.

Defining Roles and Screening Candidates

Policies should also be in place for screening personnel by asking candidates to perform laboratory analyses or fieldwork according to the position they are seeking. As a practical test of their skills, these evaluations will be crucial in determining whether the background listed on a resume corresponds with hands-on knowledge and the ability to work effectively as part of a team. Each particular field of forensic science — including genetics, geology, and other material sciences — may have its own assessment measure. The American Society of Crime Laboratory Directors (2010) offers clear guidelines for the assessment of candidates and personnel.

Mihalovich and Matheson (2009) point out that criminalistics is a "very young profession," with professional oversight mechanisms beginning only in the 1970s (p. 15). Since 1974, when the American Academy of Forensic Sciences introduced certification programs, advancements in the field have been tremendous. However, more work needs to be done before we can be confident that the certification process is fully reliable. The Criminalistics Certification Study Committee developed a specific set of criteria for each of the forensic sciences. Specific points of reference include both crime scene investigation personnel and laboratory personnel. Because crime scene investigators and laboratory personnel often share duties and their roles may overlap, the human resources department and department supervisors should maintain clear boundaries and keep channels of communication open to minimize role conflict.

Report writing is a core component of the crime laboratory. Reports must be abundantly clear and relevant to the case at hand. Therefore, a crime laboratory needs to be staffed with members who are diligent and patient and who possess solid communication skills. Some personnel will be expected to meet with members of the attorney general's office or to offer testimony in court.

Conclusion: Commitment to Quality and Qualified Staff

A director of a crime laboratory is responsible for the quality of evidence and results produced in that lab. The lab's quality is only as good as its weakest staff member. Therefore, staffing issues remain critically important for all members of the team. When making staffing decisions, the importance of legitimate accreditation cannot be underestimated. Bogus online accreditation systems are relatively easy to identify — a simple search will reveal the source of a dubious "certificate" and alert personnel to the quality, or lack thereof, of a candidate's education.