Series on Border Patrol

In reference to your report (April 22) on the sins of the Border Patrol, it may be noted that INS is no different from any other public entity in its hiring agenda. In this day and age even the perception of ethnic or sexual bias in employment and/or retention creates an unwanted image problem.

During my 40-year career with INS I have been on both sides of the screening process (i.e., the applicant oral interview and the post-employment probation period). It has been 20 years since my last tour of duty as an oral board interviewer but I understand that rejected applicants now are entitled to appellate review. Obviously the INS representative is at a disadvantage to screen out an applicant with an “attitude problem.” Or one who is obviously unfit to perform the arduous, and frequently dangerous, duties of a line-duty patrolman.

This is not a call for return to the good old days of an all-male, whites-only type of organization. Times have changed. However, one thing has not and the public should insist on it being given top priority. The INS should be permitted to ensure that successful applicants for the job understand that even the unwashed illegal is a human being. And deserves to be treated with respect and fairness.

ROBERT L. COFFMAN

San Diego