NJSACOP LEAP MODEL POLICIES
EFFECTIVE DATE: / GENERAL ORDER # 002SUBJECT: RECRUITMENT AND SELECTION
ISSUED BY: / # OF PAGES: 7
DISTRIBUTION: ALL EMPLOYEES / REVIEW DATE:
LAST REVISED:
ACCREDITATION STANDARDS: / 1.1.1 / 1.1.2 / 31.2.1 / 31.2.2 / 32.1.1
The written directives developed by the Police Department are for internal use only, and do not enlarge an officer’s civil or criminal liability in any way. They should not be construed as the creation of a higher standard of safety or care in an evidentiary sense, with respect to third party claims. Violations of written directives can only be the basis of a complaint by this department, and then only in an administrative disciplinary setting.
PURPOSE: To establish a fair and consistent procedure designed to enable the Police Department to recruit and select qualified candidates for employment who will best serve the agency in the capacity of police officer.
POLICY: The selection process is generally acknowledged as a key event in the operational effectiveness of a law enforcement agency. The Police Department will attempt to identify and recruit individuals who best possess the proper attitude along with the skills, knowledge and abilities necessary for an effective, respected law enforcement officer. All recruitment efforts will comply with the requirements set forth in prevailing law.
PROCEDURE:
I. Recruitment
A. The chief of police shall designate an individual that will be responsible for the recruitment function of the police department.
B. Prior to the commencement of recruitment activities, the designated recruitment officer shall conduct research into some or all of the following areas in an effort to achieve a comprehensive understanding of the needs of the department as they relate to the recruitment function.
1. Community and workforce demographic data.
2. The current demographic composition of the police department.
3. Legal, ethical and cultural/ethnic issues associated with the recruitment process.
4. Characteristic likely to disqualify certain candidates.
5. The basis of successful recruitment programs utilized by other law enforcement agencies.
C. The primary goal of department recruitment activities will be to attract qualified candidates for employment that will enable the department to work toward its long-range goal of employing a sworn workforce that is representative of the overall available workforce in the department’s service area.
D. The department shall establish, periodically review and, if necessary, modify a written recruiting strategy that is designed to assist the department in achieving the stated recruitment goal of employing a sworn workforce representative of the overall workforce of the department’s service area.
E. The written recruitment strategy shall include the following:
1. Statement of objectives; (31.2.2.a)
2. A plan of action designed to achieve the stated objectives; and (31.2.2.b)
3. A process to ensure periodic review of the plan in order to evaluate the success of the plan in terms of meeting the objectives. (31.2.2.c)
4. A mechanism to indicate when the strategy shall be revised and reissued. (31.2.2.d)
F. As a general rule, the police department will not engage in continuous overt recruitment activities. Active periods of recruitment shall only occur when deemed necessary to fill existing vacancies and then only to the extent necessary to fulfill the requirements of the aforementioned written recruitment strategy. However, the department will continuously solicit resumes from interested candidates by publishing the following information on the township’s website:
1. The current criteria for employment eligibility,
2. A job description for the position of police officer,
3. The starting salary and information related to associated benefits, and
4. A statement announcing the township’s commitment to the principle’s of equal employment opportunity.
5. An invitation for qualified candidates to submit a resume for consideration when one or more vacancies occur within the department.
G. The resumes of all individuals who meet or exceed the minimum eligibility requirement for the position of police officer shall be maintained on file until the department has or anticipates one or more vacancies, at which time the individuals will be contacted and invited to file official applications for employment.
II. Eligibility
A. In order for a candidate to be considered for employment as a full time police officer, he must meet the following eligibility requirements:
1. A citizen of the United States.
2. Of mental and bodily health sufficient to satisfy the Board of Trustees of the Police and Firemen’s Retirement System of New Jersey that he would be eligible for membership in the retirement system.
3. Able to read, write and speak the English language well and intelligently.
4. Of good moral character and free from conviction of any crime constituting an indictable offense or any crime or offense involving moral turpitude,
5. Able to pass such written, oral, physical and psychological examinations as may be approved by the Township manager and meet essential job performance requirements.
6. A graduate from a senior high school or shall have had formal education or training showing attainment of the level represented by graduation from senior high school.
7. The holder of a valid New Jersey driver’s license.
8. Otherwise meets all the requirements of N.J.S. 40A:14-122 to N.J.S. 40A:14-127.
III. Job Announcements
A. When one or more vacancies exist in the department, the chief of police will request permission from the township manager to initiate the selection process for entry-level police officers. Upon receiving permission to initiate the selection process, the chief of police shall direct that a job announcement be created listing the following items:
1. Job description for the position available.
2. Prerequisites for the position.
3. Information concerning the application and selection process.
4. The starting salary and benefits being offered.
5. Other unique requirements, if any.
6. A statement that the Township is an equal opportunity employer.
7. A notice indicating successful candidates will be required to submit to a drug test by urinalysis, a fingerprint check, an intensive background investigation, a medical examination and a psychological examination.
a. The notice concerning drug testing MUST inform applicants that a negative result is a condition of employment and that a positive result will:
(1) Result in the applicant being dropped from consideration for employment.
(2) Cause the applicant’s name to be reported to the central drug registry maintained by the Division of State Police; and
(3) Preclude the applicant from being considered for future law enforcement employment for a period of two years.
b. In addition, the notice shall indicate that if the applicant is currently employed by another agency as a sworn law enforcement officer and the officer tests positive for illegal drug use, the officer’s employing agency will be notified of the test results and the officer will be terminated from employment and permanently barred from future law enforcement employment in New Jersey.
B. The following system will be used to advertise for job openings:
1. If the chief of police determines the positions are to be filled by individuals who have completed the Basic Course for Police Officers or the Alternate Route Basic Course for Police Officers and hold or are eligible to receive a New Jersey Police Training Commission issued certificate, then he shall send announcements to the police academies in the area that offer such training.
2. If the chief of police determines the positions to be filled are open to all persons who meet the stated prerequisites, then he shall ask Human Resources to place an advertisement in two (2) newspapers serving the local area. If published, the announcement shall appear in newspapers serving the local area for at least one week and will include the filing deadline for applications.
3. The announcement shall be posted in conspicuous public areas of the Township Municipal Complex and at other locations that may be identified by the chief of police or recruitment officer as being beneficial in the recruitment process.(community buildings, shopping areas, educational institutions, etc.)
4. In addition, advertisements and/or notifications deemed necessary to carry out the provisions of the then current recruitment strategy shall be arranged by the recruitment officer or his designee.
5. Lastly, the announcement shall also be posted on the township web site.
IV. Applications
A. Designated agency personnel will be responsible for the distribution of application packets to qualified candidates. It will be necessary to maintain an ample supply of applications, list of qualifications, essential job functions and other assorted materials required for distribution to ensure that all qualified candidates requesting application can be accommodated.
B. The failure of any candidate to return his application packet by the established deadline will be sufficient cause for disqualification.
1. Minor mistakes and omissions that are not deemed to be an attempt to prevent discovery of a material fact or to mislead the department concerning a candidate’s eligibility and/or suitability for employment, will not prevent processing of the application.
2. The mistake or omission must be rectified at the earliest opportunity.
C. Included in each application packet shall be a notice informing candidates of all phases of the selection process to include, at a minimum, the following:
1. All required steps and phases in the selection process (interview, background, medical, psychological, urinalysis, etc.)
2. The anticipated duration of the selection process and the department’s policy concerning reapplication.
V. Evaluation
A. The chief of police, and such other personnel as he may deem appropriate, shall evaluate all candidates for employment based upon the following:
1. A thorough and comprehensive review of the background information recorded on the employment application. This information will be intensively scrutinized to determine the candidates’ suitability for employment with the department.
2. Those candidates who receive a favorable recommendation for continuation in the hiring process will then be scheduled for an oral interview.
a. The interview will be structured so as to present the candidates with questions that are designed to assist the interviewers in selecting those individuals who possess the necessary abilities and qualities most likely needed to develop into a police officer deserving of the public trust.
b. The interviewers will assign a numerical grade to the candidates based upon their performance in the interview.
3. In the event that the number of qualified and acceptable candidates exceeds the number of openings, the chief of police may elect to conduct additional interviews with the most desirable candidates prior to the final selection.
B. Candidates that are eliminated from the hiring process will be notified of that action in a letter from the chief of police that shall be delivered by regular mail.
C. Candidates selected for continuation in the hiring process shall be notified of each additional obligation and/or requirement by way of personal notification from the secretary to the chief of police.
1. All verbal contact with candidates concerning the status of their application or actions required in furtherance of the hiring process shall be carefully documented in the candidate’s application file.
2. This shall include, at a minimum, the date and time of the phone call, the phone number at which the candidate was reached, and the reason for the phone contact.
VI. Offer of Employment
A. After the background investigations have been conducted, the chief of police will make a recommendation to the township manager identifying the candidates who are determined to be most suitable for employment.
B. Upon review and approval by the township manager, the chief of police will issue a conditional offer of employment to those candidates preliminarily selected for continuation in the hiring process.
C. Those candidates who are issued conditional offers of employment will be required to provide the department with any and all relevant medical history to assist department investigators in the background investigation.
D. Candidates will also be required to undergo an emotional stability and psychological fitness examination, conducted and assessed by a qualified professional, the results of which shall be reviewed by the chief of police in order to make an assessment concerning the candidate’s qualification for employment.
E. Candidates will be scheduled for a medical/physical examination at the Office of the Township physician. The medical/physical examination will be designed to determine the candidate’s ability to perform the essential functions required in respect to the position sought.
F. Candidates will be required to submit a urine sample for pre-employment drug screening consistent with the provisions of the departmental written directive governing drug screening for law enforcement.
G. Candidates who satisfactorily complete the medical/physical examination and produce a negative test result on their drug test may be extended an offer of employment. The offer of employment will define the starting salary, starting date, one-year probationary period, and any other specific terms as may be set by the appointing authority consistent with prevailing law.
H. Any candidate who produces a positive test result for the use of illegal drugs will be immediately disqualified and his name will be forwarded to the New Jersey State Police for inclusion on the Central Drug Registry maintained by the state police for law enforcement applicants.
I. The chief of police reserves the right to disqualify any candidate, at any phase of the hiring process prior to appointment as a probationary police officer, upon the discovery of any fact that the chief of police feels would normally exclude said candidate from continuation in the hiring process, including the discovery of false, misleading or incomplete information on the application for employment.
VIII. Oath of Office
A. The below Code of Ethics (Source - IACP) has been adopted by this agency and shall be set forth in a statement issued to all agency personnel. All personnel shall abide by the Code of Ethics as it applies to their positions and responsibilities with this agency.
“As a Law Enforcement Officer, my fundamental duty is to serve mankind: to safeguard lives and property; to protect the innocent against deception, the weak against oppression or intimidation and the peaceful against violence or disorder; and to respect the constitutional rights of all men to liberty, equality and justice.