Interactions between police and citizens can either be friendly, community building events, or frightening, emotion-laden, traumatic crises fraught with peril and fear. In either case, communication and process are facilitated when both sides speak the same language. However, given the growing multilingual makeup of U.S. society, there are often differences of language between the police and those they are sworn to protect and serve.
These differences can create environments of distrust, misunderstanding and xenophobia. Value systems, cultural identities and socio-economic class disparities create barriers to communication, respect and confidence towards police in non-English speaking communities. The nuances of behavior, reliable chains of evidence, and comprehension of the law depend on the abilities of officers and citizens to comprehend situations as they occur. Commonality of language can diminish distrust of police, reduce unnecessary arrests and lawsuits, and enhance community policing efforts.
To this end, police departments all over the country are encouraging their members to learn one or more languages to better serve their communities. Monetary and promotion incentives are being offered to support these efforts (Foreign Language Incentive Pay). The importance of translators fluent in the many languages spoken in large cities, as well as the presence of a “beat cop” who can speak the neighborhood language are increasingly necessary if 21st century policing is to reflect the remarkably diverse melting pot that is our ever-changing society.
With over 25 years of experience providing language assessments to the academic, government and corporate sectors, Language Testing International (LTI) has tested candidates in over 60 countries and in over 120 languages. In partnership with the American Council on the Teaching of Foreign Languages (ACTFL), we proudly offer our clients valid and reliable reading, writing, speaking, and listening tests.
LTI works closely hiring managers to identify the appropriate level of language proficiency required for the position you are looking to fill. Once your needs have been identified, we help you qualify the right candidates with the language skills needed to be successful.
Assess with Confidence
LTI administers language assessments to hundreds of thousands of candidates every year and is one of the largest and most respected foreign language proficiency test providers in the world. We offer the highest level of client service as well as convenient online test scheduling and reporting over secure client networks.
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Lisa March is a bilingual Marketing and Sales Executive. She works closely with LTI on strategic partnerships, business development and marketing. Her efforts help LTI scale the use and implementation of language assessments in schools, institutions, corporations and government agencies.
In 1992, Language Testing International (LTI) was founded as a way to bring reliable proficiency testing to a wider audience, and so began our close partnership with the American Council on the Teaching of Foreign Languages (ACTFL). Twenty-five years and almost three million assessments later, LTI is still proud to be the official testing office of ACTFL and the sole licensee of their assessments. Our goal remains the same – deliver valid and reliable language proficiency tests to the public – and here is how we have responded to the changing needs of our customers; expanded list of languages, remote proctoring services, task analysis and customization services. These days we do it at a scale and in ways facilitated by computer adapted technology and remote proctoring when appropriate, in markets such as K-12, Higher Education, Fortune 500 companies, state and local municipalities and the federal government. We couldn’t have imagined twenty-five years ago that we would be delivering over six hundred thousand tests annually!
Pre-employment selection tests can be valuable tools, providing vital information about candidates’ applicable knowledge, skills, and abilities before they are offered employment. Ideally, this information will save you time and money by increasing the likelihood that candidates will perform well and stay on the job. To reap these rewards, however, you must carefully weigh your assessment options and choose wisely. Asking the following critical questions is key to identifying a test that will help you select and keep the right people.
On May 18, 2016, United States Department of Health and Human Services (HHS) published its final rules implementing new anti-discrimination rules for Non-English Speakers within provisions of the