The Oradell Police Department is no longer accepting applications.
Recruitment Policy
PURPOSE: Governor Murphy recently signed three new bills that aim to increase diversity among police departments. The new laws require the state to implement several actions to increase diversity through a mentorship program (S-2765), assist members of the minority community to better understand the application process (S2766), and create a universal database to track police agency hiring decisions (S2767). 1
The provisions and mandates associated with these new laws will likely take time to be developed and implemented. Additionally, the International Association of Chiefs of Police has reported that many law enforcement agencies are reporting a low number of applicants for police positions. As for those who do apply, the quality of the individual applicants is often poor.2 Many agencies may be striving now or soon will be to fill vacant positions with qualified individuals. Recruiting qualified candidates may demand immediate attention as police staffing shortages can have many negative impacts ranging from decreased public confidence, crime-fighting challenges, and an overall risk to officer wellness from stress and heightened danger.
This may be an essential time for police leaders to work with their municipal attorneys, governing bodies, and other stakeholders to identify unique, consistent, and well documented comprehensive recruiting and hiring practices. Law enforcement agencies may be vulnerable to accusations of unfair hiring practices when the agency lacks a formal recruitment and hiring process that is well documented and understood by all agency members.
1Kanik, H. (2019, September 29). New laws aim to boost racial diversity among New Jersey police departments. Retrieved from Philly Voice: https://www.phillyvoice.com/new-jersey-police-racial-diversity-law-enforcementstate-database/
2International Association of Chiefs of Police. (n.d.). The State of Recruitment: A Crisis for Law Enforcement. Alexendria, VA: IACP.
POLICY:
To establish guidelines within the Oradell Police Department for the purpose of attracting quality personnel who are motivated, intelligent, ethical, progressive and dedicated.
PROCEDURE:
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 Recruitment Team The team shall be supervised by the Sergeant assigned to the Recruitment Team.
II. Member Involvement
A. Recruitment Team representatives shall consist of employees of the Oradell Police Department who present a positive professional image and are effective oral communicators. Such representatives may be supported by the Human Resources Department as needed.
B. The Police Officers or Department Members assigned to the Recruiting Team shall have a working knowledge of the selection and hiring process, and the skills, knowledge, and abilities necessary to perform the job for all positions within the department. Specific Job Duties and Requirements of all employment positions are located in Appendix D. Additionally, Police Officers or Department Members assigned to the Recruitment Team should have a working knowledge of police department policies and procedures, and community characteristics and demographics.
C. The Oradell 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 community members we serve.
D. Recruitment Team Members must exhibit positive motivation work ethic, and support the Oradell Police Department’s policies goals, objective, and mission at all times.
III. Recruitment Program
A. Upon the direction and under the authority of the Recruitment Team Supervisor, Recruitment Team members will make an assertive effort to periodically visit colleges and universities and other sources of potential candidates for the purpose of recruiting quality applicants to the Oradell Police Department. Recruitment Team Members will erect and staff the designated displays and furnish recruitment materials approved by the Chief of Police to participants at these events.
B. Upon the direction and under the authority of the Recruitment Team Supervisor, members of the Recruitment Team will work with civic organizations, educational institutions and key community leaders to provide recruitment assistance whenever possible.
IV. Employment Inquiries and Applications
A. General Employment Inquiries
1. Members of the department may likely be asked about how to become a Police Officer, Special Law Enforcement Officer (SLEO), Telecommunicator, Records Clerk, Other Civilian Employee, Volunteer, and more. Additionally, members may simply be asked “are you hiring?” When such general inquiries take place department members shall: Inform the person that the Oradell Police Department is or is not currently hiring. If the department is currently hiring, they shall be advised of the current procedure. If the Officer can’t answer any question, the officer shall refer them to a member of the recruitment team or command staff. They can also be advised to regularly check the department website for any hiring announcements.
B. Employment Inquiries – Advertised Positions
1. There are times where the Oradell 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 of the current procedure, which is to submit a cover letter and resume. If the officer can’t answer any question the officer shall refer them to a member of the recruitment team or command staff.
2. If the applicant arrives at the Oradell Police Department to drop off the cover letter and resume, the desk officer shall accept it and forward it to a member of the recruitment team.
V. Training
A. The Recruitment Team Supervisor shall provide periodic training on the application process, recruitment function, department programs, and appropriate recruitment display materials.
B. The Supervisor responsible for the Recruitment Team shall ensure officers and agency members assigned to the unit have a working knowledge of the selection and hiring process, the skills, knowledge, and abilities necessary to perform the job for all positions.
Appendix A
Recruitment Team Members:
1. Sgt. Kyle Costa – Team Supervisor
2. PO Glenn Zeszotarski
3. PO Dan O’Leary
4. Det. Joe Maddolin
Appendix B
Employment Inquiries and Applications Received Record Keeping:
Once the hiring process is finished all resumes shall be kept on file for a period of one year by the Chief of Police. A list of the final candidates shall also be kept on file for a period of 1 year. When the department is not hiring, interested parties may drop off a cover letter and resume which will be kept with the Chief of Police for future consideration.
Appendix C
Response letters
The department will not send a response letter to applicants who are not being considered for a first interview. Applicants that are being considered for a first interview will be contacted by a member of the recruitment team. After the first interview with the recruitment team, an applicant will be notified by the recruitment team that they are moving on to the second interview with the chief and command staff. A member of the recruitment team will send an email or call an applicant that is not moving to the second or third round. If an applicant is moving on to the third interview with the police committee, the chief of police shall make such notification. After the third interview the chief of police shall notify any applicants that were not selected to continue in the hiring process.
Appendix D
Oradell Police Department Police Officer – Essential Functions – Job Duties The following are the essential functions that police officers of this agency must have the ability to perform.
1. Speak and write the English language.
2. Walk, sometimes for long periods of time, in extreme weather conditions, in physically hazardous locations.
3. Run, sometimes sprinting at a high rate of speed for short distance, in extreme weather conditions, in physically hazardous locations.
4. Ascend and descent stairs.
5. Climb over, pull up over and jump over obstacles.
6. Jump down form elevated surfaces or areas.
7. Climb and/or crawl through openings.
8. Crawl under obstructions or in confined areas.
9. Balance on uneven or narrow surfaces.
10.Use body force to gain entrance or break through barriers.
11.Push objects or persons.
12.Pull objects or persons.
13.Lift and carry objects or persons.
14.Drag objects or persons.
15.Sit or stand for extended periods of time.
16.Swim
17.Employ defensive tactics, using balance, leverage, concentration of power and opponent’s power.
18.Operate a motor vehicle, during the day or at night, in emergency situations, at high rates of speed, on the open road or in congested traffic, in unsafe conditions caused by factors such as fog, smoke, rain, ice or snow.
19.Detain individuals.
20.Stop suspicious individuals and vehicles.
21.Pursue fleeing suspect(s) in vehicles and on foot.
22.Disarm persons.
23.Restrain or subdue resisting suspects.
24.Effectuate a full physical custody arrest, forcibly if necessary, using handcuffs and other restraints.
25.Conduct visual surveillance.
26.Perform law enforcement patrol functions on foot, bicycle, boat or in a vehicle.
27.Issue summonses.
28.Direct traffic, sometimes for long periods of time, using hand signals, flares, barricades, etc.
29.Observe, record, recall, and report incidents and information.
30.Operate radar equipment
31.Administer field sobriety tests.
32.When trained to do so, fingerprint, photograph and videotape individuals, objects and scenes.
33.Transport citizens, prisoners, and committed mental patients, using handcuffs and other restraints when appropriate.
34.Work rotating shifts and adapt to irregular working conditions.
35.Report for duty immediately when ordered to do so.
36.Maintain mental alertness and readiness to act, even during periods of calm and inactivity.
37.Identify, collect, label and preserve evidence.
38.Secure the scene of a crime, emergency or disaster.
39.Stand guard at the scene of a crime, emergency, or disaster to prevent damage, loss, or injury to persons or property.
40.Control crowds.
41.Secure and evacuate person from particular areas, using either verbal commands or the appropriate degree of physical force.
42.Perform rescue and support functions at the scene of accidents, emergencies and disasters.
43.Administer emergency first aid.
44.Administer CPR, oxygen and a defibrillator.
45.Physically check buildings, residential and nonresidential, including door and windows to insure they are secure.
46.Remediate hazardous conditions by direct action or notification of appropriate authority or agency.
47.Perform searches of person, vehicles, buildings and large outdoor area, which may involve seeing, feeling and detecting objects, and walking for long periods of time.
48.Search for missing, wanted or lost persons and evidence.
49.Load, unload, aim and fire a taser, handgun, shotgun, carbine or rifle in day and night conditions from a variety of body positions at the proficiency level required by qualification standards.
50.Process arrested persons, which included examining documents, communicating verbally and eliciting and recording information.
51.Understand and follow orders, policies and procedures.
52.Accept direction and function cooperatively as one member of a unit.
53.Communicate effectively verbally and in writing, detailing incidents and activities of those involved.
54.Prepare written investigative and other reports, including sketches, using appropriate grammar, symbols and mathematical computations.
55.Rad and comprehend legal and non-legal documents, including the preparation and precession god document such as summonses, affidavits and warrants.
56.Execute criminal and non-criminal warrants and summonses.
57.Communicate effectively and coherently over telephone or radio initiating or responding verbal communication.
58.Enter and retrieve data from computer systems.
59.Enter and retrieve data from court records, Division of Motor Vehicles, State Crime Information Systems and the National Crime Information System.
60.Communicate effectively in court and other formal settings.
61.Communicate effectively with people, including juveniles, by giving information and direction, by eliciting information, and by advising of rights, processes and procedures.
62.Communicate effectively with individuals who are in an agitated or distraught condition.
63.Integrate individual activities and goals with the efforts of other members of the law enforcement community for the promotion of common goals and objectives.
64.Mediate disputes and confrontations with hostile and potentially violent individuals.
65.Gather information by observation of behavior, visual inspection and oral communication; determine what information is significant; assess a situation based on that information; and exercise independent judgement to make decisions concerning choice of action and equipment.
66.Perform a variety of tasks involving different and sometimes contrasting skills in rapid succession during a short period of time.
67.Exercise independent judgement in determining when there is reasonable suspicion to detain, when probable cause exists to search and/or arrest, and when force may be used and to what degree.
68.Endure verbal, mental, and physical abuse, including threats, taunts, and insults to self, family and fellow officers.
69.Withstand exposure to and deal appropriately with stress involved in dealing with hostile views, opinions and behavior in antagonistic settings; with crime victims, disaster victims, and their families; with incidents of suicide and domestic violence.
70.Investigate and prepare reports on motor vehicle accident investigations.
71.Conduct preliminary criminal investigations and prepare through reports.
72.Change assignments as needed