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I assume from your description that you mean a paraprofessional position. Paras work almost exclusively in Special Education, dealing with children with various challenges. As with any NYC DOE position, part of the application process includes fingerprinting. There are also educational requirements: a high school diploma or GED plus some college courses; I believe salary increments are tied to credits. You can obtain more information at the NYCDOE website:www.nycdoe.org. Good luck!

It's not true of Detroit or Atlanta; black police officers are the majority on both forces. There are also black officials in city government in both places.The configuration you're suggesting is certainly true of Ferguson, however. My guess is that this occurs most often when a town or city reaches the "tipping" point and I think that's what happened in Ferguson. The past 15 years have seen the shift from a majority white to a majority black population; as a result, the police force is no longer representative of the larger community.Obviously, there's no way to be sure why there aren't more black cops in Ferguson. Were there black applicants? How many of the residents met the hiring criteria: HS Diploma or GED, clean criminal record, clean credit, clean bill of health? And of those who qualified, how many were interested?There were no stories, at least that I read, that mentioned complaints by activists that residents were rejected or discouraged from applying to the FPD. I do recall reading that there was only a 10% voter turnout in the last city council election.When people don't take advantage of their right to vote, they are unlikely to have the representation that they want. I understand that in an election this month, the council is expected to pick up at least one black member; there were a few black candidates this time. Saddening that it took a tragedy to make that happen.To answer your second question, the white cops live in nearby towns, probably 20 or 30 minutes away. Darren Wilson lived in such a town which, of course, was 94% white.Situations such as the one you describe, with a majority white police force and a majority black population, are always powder kegs with a lit match one inch away. That's the reason that large, urban police departments have put very aggressive recruitment protocols in place. It took nearly 15 years of this in NYC, but the NYPD is much more the face of the city; only about 50% of the police department remains white. But in large cities, you have a greater pool to draw from than in small towns. The remaining 30% white population in Ferguson that's white is almost certainly comprised of older people. When they die off, they won't be replaced by whites, but by blacks. Unless Ferguson is absorbed into one of the surrounding towns, it will, in the not too distant future, become an all-black city with an almost all-white police force, none of whom live in Ferguson. No good can come of that.Addendum: April 7, 2015. Two black community members were elected in Ferguson with a voter turnout between 25% and 30%.

Since something like 70%+ of American youth are ineligible for military service, being a drug and crime-free US citizen might help a recruiter get over the lack of a GED/Diploma. Consistent, high-quality participation in clubs, athletics, good grades for whatever schooling you completed, after-school jobs will also help mitigate the educational deficiency. Get an ASVAB study guide at a good book store, and use it. Stack the deck in your favor. Oh yes, work on the ASVAB study guide BEFORE seeing a recruiter, it shows motivation. As a former recruiter, I could work with someone with a deficiency if he/she is MOTIVATED. A valedictorian team captain is not worth a pile of dung if he/she is not motivated. If you cannot show me that you want to be in the service, I have little faith that you will survive the demands of boot camp/OCS. In 78′–81′, when I recruited in NYC/LI, I did not get credit for a candidate until he/she completed the first two weeks of training. Since my next duty assignment and promotion depended upon “making my numbers”, I was not going to exert any effort for someone who is not motivated to accept the bad with the good. The bad is often dependent on one’s attitude in training. You will have to sell yourself to the recruiter, and they have likely seen it all, so do not count on jiving them into thinking that you are a hot shot. That’s a long answer to short question, but it is critical to get one’s “ducks in a row” before going to the recruiter. Please meet your recruiter on time. Five minutes early is a good strategy for getting to his/her office. The military experience, or career for many, is worth the hassles and effort. Although I recruited 40 years ago, my grandson has a baseball teammate who’s father is a Navy recruiter today, and of course we have talked about recruiting then and now. Surprisingly, little has changed except that the pool of qualified applicants has diminished considerably.