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NJ Police Sergeant practice questions

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Question 1Supervision, Leadership, and Personnel Management

A newly promoted sergeant encourages officers to offer input before finalizing a new shift-briefing format, and the group reaches a decision together. Which leadership style is being demonstrated?

  1. Bureaucratic
  2. Autocratic
  3. Democratic Correct answer.
  4. Laissez-faire

Explanation

Democratic, or participative, leadership invites group input into decisions while the supervisor remains accountable for the outcome. It differs from unilateral and hands-off approaches because the sergeant still guides the process and owns the final result.

Question 2Supervision, Leadership, and Personnel Management

A sergeant assigned to supervise 20 officers reports difficulty observing performance and addressing problems promptly. Which principle best explains the problem?

  1. Chain of command
  2. Unity of command
  3. Delegation of authority
  4. Span of control Correct answer.

Explanation

Span of control refers to the number of subordinates one supervisor can effectively direct. When the span is too wide, the supervisor cannot observe, coach, and evaluate each officer adequately.

Question 3Supervision, Leadership, and Personnel Management

The primary purpose of the chain of command in a police organization is to:

  1. Allow officers to bypass supervisors when convenient
  2. Provide a clear line of authority and communication Correct answer.
  3. Eliminate the need for written directives
  4. Ensure every officer has a mentor

Explanation

The chain of command establishes who reports to whom and how orders and information flow through the organization. It promotes accountability and reduces confusion during operations.

Question 4Supervision, Leadership, and Personnel Management

Which task is most appropriate for a sergeant to delegate to a senior officer?

  1. Making a final policy decision for the unit
  2. Conducting a criminal interrogation of a homicide suspect
  3. Issuing discipline to another officer
  4. Preparing the weekly training-room schedule Correct answer.

Explanation

Delegation works best for routine, well-defined tasks that develop subordinates without transferring core supervisory accountability. Discipline, policy decisions, and specialized high-risk investigations remain supervisory or command responsibilities.

Question 5Supervision, Leadership, and Personnel Management

Under Herzberg's two-factor theory, which item is a motivator rather than a hygiene factor?

  1. Safe working conditions
  2. Adequate salary
  3. Departmental policies
  4. Recognition for good work Correct answer.

Explanation

Motivators include achievement, recognition, responsibility, and advancement, which can produce genuine satisfaction. Hygiene factors such as pay, working conditions, and policies mainly prevent dissatisfaction.

Question 6Supervision, Leadership, and Personnel Management

An officer's report quality declines over two weeks. What is the sergeant's most appropriate first step?

  1. Reassign the officer to a different squad immediately
  2. Suspend the officer for five days
  3. Ignore it because it is minor
  4. Privately counsel the officer and identify the cause Correct answer.

Explanation

Early performance problems are generally addressed through private counseling, clarification of expectations, and identification of any underlying cause. Formal discipline is reserved for conduct that persists or is serious enough to warrant it.

Question 7Supervision, Leadership, and Personnel Management

A sergeant regularly arrives on time, follows procedures, and treats people respectfully. Which source of supervisory influence is being used?

  1. Legitimate power
  2. Personal example Correct answer.
  3. Coercive power
  4. Reward power

Explanation

Leading by personal example builds credibility and trust and is a strong form of supervisory influence. Officers are more likely to follow standards that the supervisor visibly upholds.

Question 8Supervision, Leadership, and Personnel Management

Which feedback is most effective for improving an officer's traffic-stop documentation?

  1. Try to write more like the senior officers do.
  2. Everyone knows your paperwork is the weakest on the squad.
  3. Add specific facts to your probable-cause sections. Correct answer.
  4. You need to do better on reports overall.

Explanation

Effective feedback is specific, timely, and focused on observable behavior rather than personal criticism. It tells the officer exactly what to change and why the change matters.

Question 9Supervision, Leadership, and Personnel Management

The primary purpose of progressive discipline is to:

  1. Remove employees without documentation
  2. Correct behavior through escalating consequences Correct answer.
  3. Protect supervisors from liability
  4. Punish employees as harshly as possible

Explanation

Progressive discipline uses a graduated response, such as counseling, reprimand, suspension, and removal, to correct behavior. It also provides documented notice and an opportunity to improve before more severe action is taken.

Question 10Supervision, Leadership, and Personnel Management

Under the Garrity rule, statements compelled from an officer under threat of discipline:

  1. Cannot be used against the officer in a later criminal proceeding Correct answer.
  2. Are inadmissible in administrative discipline
  3. Must be given without any advisement
  4. May be used in a criminal prosecution

Explanation

Garrity protects a public employee's compelled statements from use in a criminal prosecution. The statements may still be used in the administrative disciplinary process because the employee was compelled to answer.

Question 11Supervision, Leadership, and Personnel Management

An officer being interviewed in an internal investigation reasonably believes the interview may result in discipline. Under Weingarten, the officer:

  1. May request union representation at the investigatory interview Correct answer.
  2. Must be given Miranda warnings
  3. May refuse to answer all questions
  4. Automatically receives a union representative without asking

Explanation

Weingarten gives a unionized employee the right to request union representation during an investigatory interview that the employee reasonably believes may lead to discipline. The right is triggered by the employee's request, not automatically.

Question 12Supervision, Leadership, and Personnel Management

In a pre-termination hearing for a public employee who has a property interest in the job, Loudermill requires:

  1. A full evidentiary trial with witnesses
  2. A unanimous vote by the officer's peers
  3. Notice of the charges and an opportunity to respond Correct answer.
  4. A criminal probable-cause hearing

Explanation

Loudermill requires notice of the charges and an opportunity for the employee to respond before termination. It does not require a full trial or a criminal-type hearing at that stage.

Question 13Supervision, Leadership, and Personnel Management

In New Jersey civil service, which action is generally classified as major discipline?

  1. A written reprimand
  2. An oral warning
  3. A one-day suspension
  4. A suspension of six days Correct answer.

Explanation

Major discipline generally includes removal, demotion, and suspension exceeding five working days. Lesser penalties such as reprimands, short suspensions, and warnings are handled as minor discipline.

Question 14Supervision, Leadership, and Personnel Management

A citizen submits an anonymous complaint alleging excessive force. Under New Jersey internal affairs practice, the agency should:

  1. Refer it directly to the county prosecutor without review
  2. Accept and evaluate the complaint under internal affairs procedures Correct answer.
  3. Wait until the complainant identifies themselves
  4. Discard it because the complainant cannot be identified

Explanation

Internal affairs systems accept complaints from any source, including anonymous ones, and evaluate them under established procedures. Anonymity may affect follow-up, but it does not by itself justify ignoring the allegation.

Question 15Supervision, Leadership, and Personnel Management

The main purpose of an early warning system is to:

  1. Track only vehicle accidents
  2. Replace the disciplinary process
  3. Punish officers for a single minor error
  4. Identify patterns of conduct that warrant intervention Correct answer.

Explanation

An early warning system flags patterns such as repeated complaints, use-of-force incidents, or attendance problems so supervisors can intervene early. It supports non-punitive intervention and risk management rather than replacing discipline.

Question 16Supervision, Leadership, and Personnel Management

The primary role of a field training officer is to:

  1. Serve as the probationary officer's union representative
  2. Make final hiring decisions
  3. Investigate citizen complaints against the recruit
  4. Train and evaluate probationary officers against documented standards Correct answer.

Explanation

Field training officers train, coach, and evaluate probationary officers using documented performance standards. This provides structured feedback and a defensible record of the recruit's progress.

Question 17Supervision, Leadership, and Personnel Management

After a reportable use of force, the supervisor's immediate responsibility is to:

  1. Determine discipline before reviewing evidence
  2. Interview the officer without any advisement first
  3. Ensure medical aid, scene safety, and documentation are addressed Correct answer.
  4. Release the officer's identity to the media

Explanation

The supervisor's first priorities are to address medical needs, secure the scene, identify witnesses, and ensure required documentation is completed. Discipline decisions come later after a full review.

Question 18Supervision, Leadership, and Personnel Management

Two officers disagree over a patrol assignment. Which conflict-handling approach seeks a solution that fully satisfies both parties' concerns?

  1. Avoiding
  2. Competing
  3. Accommodating
  4. Collaborating Correct answer.

Explanation

Collaborating seeks a win-win outcome by addressing both parties' underlying interests. It is most useful when the issue is important and time allows for problem-solving.

Question 19Supervision, Leadership, and Personnel Management

Which employee performance evaluation is most defensible?

  1. A rating supported by specific documented behaviors and examples Correct answer.
  2. A rating that compares the officer to other officers
  3. A rating based on the supervisor's overall impression
  4. A rating based only on the officer's most recent shift

Explanation

Defensible evaluations are based on documented, job-related behavior and specific examples. They give the employee clear feedback and create a record that can support later personnel decisions.

Question 20Supervision, Leadership, and Personnel Management

A sergeant notices an officer is increasingly irritable, withdrawn, and missing work after a critical incident. The best initial response is to:

  1. Privately express concern and refer the officer to available support resources Correct answer.
  2. Ignore the behavior to avoid embarrassment
  3. Publicly discuss the officer's behavior at roll call
  4. Immediately file for termination

Explanation

Supervisors should privately express concern and connect officers with employee assistance or peer support resources. Early support can prevent deterioration and is preferable to public exposure or premature discipline.

Question 21Supervision, Leadership, and Personnel Management

An officer gives a compelled statement under Garrity. That statement may be used:

  1. Never for any purpose
  2. Only after Miranda warnings are given
  3. In a criminal trial without restriction
  4. In an administrative disciplinary proceeding Correct answer.

Explanation

Garrity permits the employer to compel statements for administrative purposes, but those statements cannot be used against the officer in a criminal prosecution. The administrative use is the reason the compulsion is allowed.

Question 22Supervision, Leadership, and Personnel Management

Which statement about Loudermill protections is most accurate for a probationary employee who lacks a property interest in continued employment?

  1. Loudermill always requires a full trial
  2. Due-process protections may be reduced without a property interest Correct answer.
  3. Loudermill never applies to public employees
  4. A jury trial is required before termination

Explanation

Loudermill protects property interests in continued public employment. Where an employee lacks such an interest, the required procedures may be reduced or differ, although other constitutional protections may still apply.

Question 23Supervision, Leadership, and Personnel Management

In New Jersey civil service, a permanent employee who receives a major disciplinary action generally may appeal to:

  1. The county prosecutor's office
  2. The local municipal court
  3. The union's internal grievance panel only
  4. The Civil Service Commission Correct answer.

Explanation

Major disciplinary actions are appealable to the New Jersey Civil Service Commission through its established process. Minor discipline generally follows a different grievance or appeal route.

Question 24Supervision, Leadership, and Personnel Management

After a critical incident, a supervisor's first priority regarding the involved officer should be to:

  1. Assign the officer to media interviews
  2. Send the officer home without any documentation
  3. Ensure the officer's safety and well-being Correct answer.
  4. Obtain a full written statement before any medical check

Explanation

The immediate priority is the officer's physical safety and emotional well-being, including medical evaluation if needed. Statements and administrative review follow after immediate needs are addressed.

Question 25Supervision, Leadership, and Personnel Management

A sergeant observes another supervisor using demeaning language toward a subordinate. The sergeant should:

  1. Intervene and report it through the proper channel Correct answer.
  2. Wait until the subordinate files a complaint
  3. Ignore it because it is not their subordinate
  4. Join in to avoid appearing disloyal

Explanation

Supervisors have a duty to address and report misconduct, including demeaning treatment that undermines the workplace. Failing to act can enable a hostile environment and erode trust in leadership.

Question 26Supervision, Leadership, and Personnel Management

Span of control refers to the number of subordinates that a supervisor can effectively:

  1. evaluate using a standardized rating form
  2. promote during a single fiscal year without review
  3. direct and oversee within a given unit Correct answer.
  4. assign to a single specialized detail during an emergency

Explanation

Span of control is the number of subordinates who report to one supervisor and whom that supervisor can effectively direct. A span that is too wide weakens oversight, communication, and accountability. It is a structural concept, not a method of assigning details, promoting staff, or completing evaluations.

Question 27Supervision, Leadership, and Personnel Management

A sergeant gives an officer a direct order while a lieutenant simultaneously gives the same officer a conflicting order. Which principle is violated?

  1. Delegation of authority
  2. Unity of command Correct answer.
  3. Chain of command
  4. Span of control

Explanation

Unity of command holds that an employee should receive orders from one supervisor so that accountability is clear and conflicting directions are avoided. When two supervisors issue incompatible orders to the same officer, the officer cannot satisfy both. The other principles address organizational structure, reporting channels, or transfer of tasks.

Question 28Supervision, Leadership, and Personnel Management

A newly formed squad argues over roles and challenges the sergeant's authority. Which stage of team development does this describe?

  1. Norming
  2. Storming Correct answer.
  3. Performing
  4. Forming

Explanation

In the storming stage, members test boundaries, compete for influence, and resist direction as roles and expectations are negotiated. Forming is the initial polite orientation period, norming is when agreement on roles emerges, and performing is when the team functions productively.

Question 29Supervision, Leadership, and Personnel Management

A sergeant writing a performance goal for an officer should ensure the goal is specific, measurable, achievable, relevant, and:

  1. reviewed only at year end
  2. approved by the union
  3. time-bound Correct answer.
  4. kept confidential from the officer

Explanation

SMART performance goals are specific, measurable, achievable, relevant, and time-bound, meaning they include a deadline or review period. Clear time limits allow both the officer and supervisor to gauge progress. Union approval, secrecy, and year-end-only review are not elements of the SMART framework.

Question 30Supervision, Leadership, and Personnel Management

Which task should a sergeant generally retain rather than delegate to an officer?

  1. Compiling a list of equipment inventory
  2. Collecting routine activity reports
  3. Scheduling a training room reservation
  4. Completing a subordinate's performance evaluation Correct answer.

Explanation

Evaluating subordinates is an inherent supervisory responsibility that carries accountability for personnel decisions and should not be delegated to a peer or subordinate. Routine administrative tasks such as inventory lists, room scheduling, and report collection can be delegated with clear instructions and follow-up. Delegation transfers tasks, not the supervisor's accountability.

Question 31Supervision, Leadership, and Personnel Management

Under Herzberg's two-factor theory, which factor most directly prevents dissatisfaction but does not by itself motivate?

  1. Opportunity for advancement
  2. Adequate pay and working conditions Correct answer.
  3. Assignment of challenging responsibility
  4. Recognition for good work

Explanation

Herzberg distinguished hygiene factors, such as pay, working conditions, and policy, from motivators such as recognition, advancement, and challenging work. Hygiene factors can prevent dissatisfaction when adequate, but improving them does not reliably produce sustained motivation. Motivators are tied to the content of the work itself.

Question 32Supervision, Leadership, and Personnel Management

A sergeant wants to reinforce an officer's improved report quality. Which action is most consistent with principles of positive reinforcement?

  1. Publicly compare the officer to a struggling peer
  2. Add extra assignments as a reward
  3. Recognize the improvement promptly and specifically Correct answer.
  4. Wait for the annual evaluation to mention it

Explanation

Positive reinforcement is most effective when it is immediate, specific, and contingent on the desired behavior. Prompt, specific recognition connects the feedback to the improvement and increases the likelihood it continues. Delayed recognition, unfavorable comparisons, and additional work as a reward are less effective or counterproductive.

Question 33Supervision, Leadership, and Personnel Management

After an oral counseling session with an officer about tardiness, the sergeant should:

  1. avoid any written record to keep the matter informal
  2. wait to see whether the behavior recurs before documenting anything
  3. make a brief written note of the date, issue, and expectations Correct answer.
  4. place a copy of the counseling in the officer's personnel file as formal discipline

Explanation

A supervisor should document oral counseling with the date, the issue discussed, and the expectations communicated so that follow-up and consistency are possible. Oral counseling is not formal discipline and ordinarily should not be filed as discipline in the personnel file. A brief supervisory note preserves the record without overstating the action.

Question 34Supervision, Leadership, and Personnel Management

An officer consistently mishandles a rarely used report form because no one explained the procedure. The sergeant's best response is to:

  1. provide instruction and verify understanding before considering discipline Correct answer.
  2. suspend the officer for one day pending review
  3. issue a written reprimand to establish expectations
  4. reassign the officer to a different unit

Explanation

When a performance deficiency stems from a lack of knowledge or skill, the appropriate response is training and verification of understanding rather than discipline. Discipline is generally reserved for willful or repeated failures after clear expectations and training have been provided. The sergeant should correct the deficiency at its source.

Question 35Supervision, Leadership, and Personnel Management

An officer tells the sergeant she wants to file a grievance over a denied shift swap. The sergeant's first responsibility is to:

  1. refer the matter directly to the county prosecutor
  2. promise the requested shift swap to resolve it informally
  3. explain the grievance procedure and process it promptly Correct answer.
  4. discourage the grievance to avoid conflict

Explanation

A supervisor should inform the employee of the grievance procedure and handle the grievance promptly and in good faith. Discouraging grievances or making unauthorized promises undermines the process and can create further liability. Grievances are processed through the contractual or civil service procedure, not referred to a prosecutor.

Question 36Supervision, Leadership, and Personnel Management

Which element is most important in a performance improvement plan for an officer with deficient report writing?

  1. A vague instruction to improve overall performance
  2. Specific expectations, measurable benchmarks, and a review date Correct answer.
  3. An indefinite timeline with no follow-up
  4. A statement that further deficiency will result in termination without review

Explanation

A defensible performance improvement plan identifies specific deficiencies, measurable expectations, support to be provided, and a defined review date. This gives the employee clear notice and a genuine opportunity to improve. Vague instructions, predetermined outcomes, and indefinite timelines undermine the plan's fairness and usefulness.

Question 37Supervision, Leadership, and Personnel Management

Which behavior best illustrates transformational leadership by a sergeant?

  1. Trading approval for officers' compliance
  2. Avoiding decisions until a supervisor above intervenes
  3. Articulating a clear vision and developing officers' potential Correct answer.
  4. Enforcing rules strictly and punishing every deviation

Explanation

Transformational leadership emphasizes a shared vision, intellectual stimulation, individualized consideration, and development of followers' potential. It seeks to raise performance by connecting officers to the purpose of the work. Strict punishment, transactional approval-trading, and decision avoidance reflect other or less effective leadership patterns.

Question 38Supervision, Leadership, and Personnel Management

A unionized officer is ordered to an investigatory interview that may lead to discipline. The officer requests union representation. Under Weingarten principles, the sergeant should:

  1. pause the interview and allow a reasonable opportunity for representation Correct answer.
  2. deny the request because the interview is administrative
  3. continue the interview and note the request in the report
  4. require the officer to answer before representation arrives

Explanation

Under Weingarten, a unionized employee who reasonably believes an investigatory interview may result in discipline may request union representation, and the employer must allow a reasonable opportunity to obtain it or discontinue the interview. The sergeant should pause rather than compel answers. Denying the request or proceeding over the objection creates a procedural defect.

Question 39Supervision, Leadership, and Personnel Management

Two officers commit the same minor violation; one is reprimanded and the other is suspended. Which principle of just cause is most directly implicated?

  1. Consistency and equal treatment Correct answer.
  2. Documentation
  3. Progressive discipline
  4. Due process

Explanation

Just cause requires that similarly situated employees receive similar discipline for similar offenses unless there are legitimate distinguishing factors. Widely different penalties for the same violation can support a claim of disparate treatment. Due process, progressive discipline, and documentation are related concepts but do not directly address unequal penalties.

Question 40Supervision, Leadership, and Personnel Management

A sergeant knew an officer had a pattern of unreported use-of-force incidents but took no action. The sergeant may be exposed to liability primarily because:

  1. liability requires proof of the sergeant's personal financial gain
  2. supervisors have a duty to correct known misconduct by subordinates Correct answer.
  3. supervisors are liable only for their own direct acts
  4. liability attaches only after a citizen complaint is filed

Explanation

Supervisory liability can arise when a supervisor knows of a pattern of misconduct and is deliberately indifferent or fails to act. The duty to supervise includes correcting known deficiencies and taking appropriate action to prevent harm. Liability does not require a citizen complaint or personal financial gain.

Question 41Criminal Law and Criminal Procedure

Under New Jersey law as established in State v. Witt, a warrantless search of an automobile by police is permissible when officers have:

  1. consent from the driver, even if the driver is not authorized to consent
  2. probable cause to believe the vehicle contains evidence or contraband, without a separate showing of exigency Correct answer.
  3. a reasonable suspicion that the vehicle contains evidence, plus an exigency
  4. a hunch based on the driver's nervous behavior

Explanation

State v. Witt adopted the federal automobile exception under the New Jersey Constitution. Once officers have probable cause to believe the vehicle contains evidence or contraband, they may search the vehicle without a warrant and without proving exigency.

Question 42Criminal Law and Criminal Procedure

Miranda warnings are required before police may question a suspect when the suspect is:

  1. in custody and subject to interrogation by law enforcement Correct answer.
  2. represented by counsel at all times
  3. merely present at a traffic stop
  4. any person who is a witness to a crime

Explanation

Miranda warnings are triggered by the combination of custody and interrogation. A witness, a person at a routine traffic stop, or a person who has counsel is not automatically entitled to warnings unless both custody and interrogation are present.

Question 43Criminal Law and Criminal Procedure

How many grand jurors must concur to return an indictment in New Jersey?

  1. 9 of 23
  2. 6 of 23
  3. 12 of 23 Correct answer.
  4. 23 of 23

Explanation

A New Jersey grand jury is composed of 23 members, and an indictment requires the concurrence of 12 grand jurors. This is the traditional common-law rule retained in New Jersey.

Question 44Criminal Law and Criminal Procedure

Under N.J.S.A. 2C:3-4, a person who is threatened with unlawful force generally must retreat before using force if the person:

  1. is a police officer acting in the line of duty
  2. is defending against a kidnapper
  3. is in his or her own home
  4. can retreat with complete safety Correct answer.

Explanation

New Jersey imposes a duty to retreat when the actor knows retreat can be accomplished with complete safety. The duty does not apply in one's own dwelling under specified circumstances or to certain law enforcement officers acting in the line of duty.

Question 45Criminal Law and Criminal Procedure

In New Jersey, burglary under N.J.S.A. 2C:18-2 requires that the actor:

  1. break and enter a dwelling at night
  2. enter a structure with purpose to commit an offense therein Correct answer.
  3. enter a structure and actually commit a theft inside
  4. remain in a structure after committing a crime there

Explanation

New Jersey burglary requires entering a structure, or surreptitiously remaining there, with purpose to commit an offense. The common-law requirements of breaking and entering at night, and the completion of the underlying crime, are not elements.

Question 46Criminal Law and Criminal Procedure

New Jersey's entrapment defense under N.J.S.A. 2C:2-12 is evaluated using:

  1. an objective test, focusing on whether police conduct would induce a law-abiding person Correct answer.
  2. the subjective test, focusing only on the defendant's predisposition
  3. a probable cause standard applied by the grand jury
  4. the common-law test, requiring a government agency to have initiated the crime

Explanation

New Jersey follows the objective test for entrapment, which examines whether the police conduct would have induced a law-abiding person to commit the offense. The defendant's subjective predisposition is not the central inquiry.

Question 47Criminal Law and Criminal Procedure

Absent consent or exigent circumstances, may police enter a suspect's home to make a warrantless arrest?

  1. Yes, if the suspect is a flight risk
  2. No, they must have an arrest warrant or a valid exception Correct answer.
  3. Yes, if the arrest is for an indictable offense
  4. Yes, if they have reasonable suspicion

Explanation

Under Payton v. New York and New Jersey law, police may not enter a home to make a warrantless arrest absent consent or exigent circumstances. An arrest warrant or a recognized exception is required.

Question 48Criminal Law and Criminal Procedure

Under the Sixth Amendment, a defendant's right to counsel attaches when:

  1. the defendant is first questioned by police
  2. police develop probable cause
  3. the defendant requests an attorney
  4. adversary judicial proceedings are initiated by formal charge, indictment, or arraignment Correct answer.

Explanation

The Sixth Amendment right to counsel attaches once adversary judicial proceedings have begun. Police questioning before formal proceedings is governed by Miranda and the Fifth Amendment rather than the Sixth Amendment right to counsel.

Question 49Criminal Law and Criminal Procedure

In New Jersey, when a defendant challenges the voluntariness of a confession, the State must prove voluntariness:

  1. beyond a reasonable doubt Correct answer.
  2. by probable cause
  3. by clear and convincing evidence
  4. by a preponderance of the evidence

Explanation

New Jersey places a heavy burden on the State when a confession's voluntariness is challenged. The State must prove beyond a reasonable doubt that the confession was voluntary.

Question 50Criminal Law and Criminal Procedure

Under State v. Henderson, once a defendant shows that an eyewitness identification was suggestive, what must the State prove?

  1. that the identification was made within 24 hours
  2. that the identification is reliable considering the totality of the circumstances Correct answer.
  3. that the defendant confessed
  4. that the witness had no prior contact with the defendant

Explanation

Henderson revised New Jersey's eyewitness identification framework. Once the defendant shows suggestiveness, the burden shifts to the State to prove the identification is reliable under the totality of the circumstances.