GOAL AND OBJECTIVES:
The goal of the Middle Township Police Department Recruitment Plan is to attract qualified individuals to pursue a career with the Police Department. The objective is to achieve an overall racial and gender composition of the Department in comparison to the service population of the Township through the departments recruiting activities. This agency will make a good faith effort to meet specific goals for recruiting a diverse workforce, in terms of people of color and gender diversity. The goals and objectives will be accomplished through various recruitment activities listed in the Recruitment Activities section of this plan.
GENERAL:
Middle Township is a New Jersey Civil Service Commission jurisdiction and must adhere to New Jersey State Statutes and Administrative Code in its recruitment and selection process.
Middle Township has a residency preference in all hiring matters. Applicants must be a bona fide resident of Middle Township at the time of the closing date of the New Jersey Civil Service Commission Law Enforcement Test. Once Middle Township residents have been exhausted from the Civil Service Certification List, Cape May County residents are then provided with preference. If the Cape May County list is exhausted, applications will be open to residents of the State of New Jersey.
The Recruitment Plan is prepared realizing the current economic conditions in New Jersey where there are officers that have been laid off due to budgetary constraints. Those officers may be the first recalled for employment pursuant to New Jersey State Statutes and Administrative Code. Furthermore, laid off officers from other jurisdictions listed on a “Rice list” may be considered for employment pursuant to New Jersey State Statutes and Administrative Code and the normal competitive testing selection and recruitment process is bypassed.
Middle Township is an equal opportunity employer in all facets of the personnel process.
The Chief of Police or designee is responsible for the administration of the Recruitment Plan.
CURRENT DEMOGRAPHICS:
The demographics composition of the service area and agency are represented below;
RECRUITMENT ACTIVITIES:
Activity #1: When applicable, contact the State of New Jersey Civil Service Commission and
obtain the “Rice list” of eligible officers who were laid off from other jurisdictions. Activities include, but are not limited to:
Conducting interviews with eligible laid off officers in an effort to employ such officers as to meet the agency’s recruiting goals.
Activity #2: Make maximum use of the State of New Jersey Civil Service Commission
Intergovernmental Transfer Program. Activities include, but are not limited to:
- Post future openings for sworn positions with the State of New Jersey Intergovernmental Transfer Program
- Draft, print, and distribute informational brochures that may attract qualified candidates to the
- Make maximum use of the Middle Township Facebook page and website to attract qualified candidates to the agency.
If an open competitive test is to be announced:
Activity #3: Identify and maintain contact with local minority organizations and social support
groups including, but not limited to educational, religious, ethic, racial, and gender-based organizations.
groups including, but not limited to educational, religious, ethic, racial, and gender-based organizations.
Activities include, but are not limited to:
- Provide recruitment brochures and materials to educational, religious, ethnic, racial, and gender-based
- Contact the local Board of Education to seek permission to address high school students to interest them in a career with the agency following completion of their formal education.
- Attend Career Days at local schools and community
- Draft, print, and distribute informational brochures that may attract qualified candidates to the
- Make maximum use of the Middle Township Facebook page and website to attract qualified candidates to take the Civil Service
ANNUAL REVIEW, EVALUATION AND REPORTING
- The Chief of Police, or designee, shall conduct an annual review of the Recruitment Plan and shall include, but not limited to, performing an annual agency demographic review, determining whether any substantial disparities have been reduced, and if need be, revising the Recruitment Plan accordingly if the goals and objectives are not
- J.S.A. 52:17B-4.10 et seq requires that each law enforcement agency must report certain law enforcement applicant data annually by January 31st for the preceding year. The data required to be reported is listed in the New Jersey Attorney General Guideline “Promoting Diversity in Law Enforcement Recruiting and Hiring” in Paragraph III.
- The reporting form can be found at:
https://www.nj.gov/oag/dcj/agguide/directives/Appendix-A.xlsx