Goals and Objectives

The Hi-Nella Police Department Recruitment Plan is designed to attract qualified individuals interested in becoming a police officer. The Hi-Nella Police Department, is an equal opportunity employer, remains committed to the ideals of diversity and inclusiveness of men and women of all races, creeds, religions, and ethnicities. It is therefore the policy of the Hi-Nella Police Department to seek out, test, and hire only the most qualified police applicants.

General

The Borough of Hi-Nella is a New Jersey Non-Civil Service Jurisdiction and adheres to New Jersey State Statue 40A:14-123.1a. and the Administrative Code in its recruitment and selection process. The Borough of Hi-Nella does not have a residency requirement. Applicants may reside in any municipality of this State and be a member of the police department. The appointing authority may classify all the duly qualified applicants for the position or positions to be filled in the following classes:

• Residents of the municipality.

• Other residents of the county in which the municipality is situated.

• Other residents of the state.

• All other qualified applicants.

Recruitment

The goal of the Hi-Nella Police Department will be to attract a large number of candidates, while at the same time, include as many women and minority candidates as possible so as to broadly represent all people in the community.

I. Responsibility

It is the responsibility of every member of the department to act as recruiters during their daily contacts with the public. However, the responsibility and authority of the recruitment program shall belong to the chief and lieutenant.

II. Member Involvement

A. Recruitment team representatives shall consist of police officers of the Hi-Nella Police Department who present a positive

    professional image and are effective oral communicators.

B. The Police Officers assigned to the recruiting team shall have knowledge concerning: minimum selection qualifications, the

     police officer selection process, and more specifically, about the skills, knowledge, and abilities necessary to perform the job, 

     police department policies and procedures, community characteristics that make the borough of Hi-Nella an attractive place

     to live and work.

C. The Hi-Nella Police Department is committed to recruitment efforts that assist in attracting quality applicants of all racial,

     ethnic, and gender backgrounds in order to develop a work force reflective of the many diverse communities we serve.

D. Officers should exhibit positive motivation, work ethic, and support police department policies, goals, and objectives.

E. Selection for a recruitment team will depend heavily upon the operational requirements of the police department.

F. The chief and lieutenant shall supervise the recruitment team after it is assembled.

III. Recruitment Program

A. Officers will work with civic organizations, educational Institutions, and key community leaders to

     provide recruitment assistance, referrals, and advice about the department. Officers should speak to interested applicants       

     and supply them with any requested information.

B. Officers will make an aggressive effort to periodically visit colleges and universities and other sources of

     worthy candidates for the purpose of recruiting quality applicants for the Hi-Nella Police Department. Officers will pass out 

     recruitment materials at these events. Officers will ensure materials are updated and readily available as well as periodically   

     promote recruitment on community notification systems.

C. The recruitment program will be evaluated annually to determine if diversity goals are met with revisions to the program

     made as needed.

IV. Employment Inquiries and Applications

A. General Employment Inquiries

1. Members of this department may likely be asked about application process and steps to becoming a police officer.     

    Additionally, members may simply be asked, “Are you hiring?” When such general inquiries take place department members 

    shall:

a. (Police Officer Positions) Inform the person that the department is a Title 40 agency and encourage them to contact the 

    the department directly so that may speak with the chief or lieutenant.

2. During the working hours Monday – Friday between the hours of 8:00 am-3:00 pm, a person who wishes to submit a completed employment application shall be directed to submit their application to the borough hall. If it is after hours, an accepting officer shall take the application and place in the mailbox of the chief or lieutenant. 

B. Employment Inquiries – Advertised Positions

1. There are times where the police department will advertise for certain positions. When a police department employee is     

     approached about a current advertised position, he/she shall advise the person to either contact the chief or lieutenant.

2. Any person who wishes to submit a completed application shall be directed to submit their application to police department,

    who will retain submitted applications for a period of one year.

C. Application Tracking Process and Email Inquires

All incoming applications and email or social media inquiries regarding any employment shall be processed and handled in accordance with the procedures as set forth or otherwise directed by the Chief of Police.

V. Training

A. The chief of police or lieutenant will provide periodic training on the application process, recruitment function, department

     programs, and appropriate recruitment display materials.

B. All members shall be familiar with the job duties listed of specific positions listed in departmental rules and regulations.

Annual Review, Evaluation and Reporting

The Chief of Police or his/her designee shall conduct an annual review of the recruitment plan and shall perform an annual agency demographic review determining whether any substantial disparities have been reduced and, if need be, revise the recruitment plan accordingly if the goals and objectives are not met. N.J.S.A. 52:17B-4. 10 et seq requires that each law enforcement agency must report certain law enforcement applicant data required to be reported is listed in the New Jersey Attorney General Guidelines “Promoting Diversity in Law Enforcement Recruiting and Hiring” in Paragraph III.

Diversity in Law Enforcement recruiting and hiring - FINAL (nj.gov). The reporting form can be found on the Police Recruiting Data Dashboard - New Jersey Office of Attorney General (njoag.gov).

Job Qualifications: Hi-Nella Police Officer

- Must possess a valid NJ PTC certification or a waiver eligible Class II Certification - Must be a citizen of the United States and a resident of New Jersey.

- Must have received a high school diploma or equivalency.

- Military and prior police experience are at the discretion of the chief of police.

- Must be able to read, write, and speak the English language well and intelligently.

- Must be of good moral character.

- Shall not have been convicted of any indictable offense or any crime or offense involving moral turpitude. - Shall submit to and

  pass such physical and psychological examination as may be prescribed by the Appropriate Authority with the approval of the      borough council.

- Must pass a drug test.

- Shall submit to and pass such written, oral, psychiatric, psychological, or performance evaluation tests as prescribed by the

  Appropriate Authority with the approval of the borough council.

- Shall submit to and cooperate with any background investigation as may be prescribed by the Appropriate Authority with the

  approval of the borough council.

- The Borough of Hi-Nella is an equal opportunity employer.

- Please direct questions and send resumes regarding this position to dbrownjr@hinellaboro.org.