Document Text
--- Document: Recruitment Plan Document ---
East Windsor Township Police Department
2023 Recruitment Plan
Purpose:
This Recruitment Plan will: (1) identify the Recruitment Team members; (2) identify
underrepresented groups; and (3) provide an overview of the actions the Recruitment Team will
take in an effort to increase diversity amongst East Windsor Police Department.
Recruitment Goals:
The Recruitment Team will focus recruitment efforts towards members of the
underrepresented groups identified below. The ultimate goal of recruitment is to attract a diverse
pool of the most qualified applicants to strive towards a department that reflects the demographic
makeup of the East Windsor community. There will be no quotas or any other illegal means of
addressing underrepresentation. East Windsor Township is an Equal Opportunity Employer.
While there are designated Recruitment Team members, every officer is charged with actively
recruiting individuals they feel have the potential to be an asset to the Department.
1) Recruitment Team Members:
The following members will comprise the Recruitment Team and will serve under the
direction and leadership of the Administrative Services Commander:
o Lieutenant Thomas Meyer
- meyer@ewpd.com
o Patrol Officer Sebastian Marin
- marin@ewpd.com
o Patrol Officer Nicole Orbin
- orbin@ewpd.com
o Patrol Officer Thomas Nicola
- nicola@ewpd.com
East Windsor Township Police Department
2023 Recruitment Plan
2) Comparative Analysis to Identify Underrepresented Groups:
The following demographic information was obtained from the 2020 United States Census and
will be utilized for comparison purposes to determine whether any group(s) is underrepresented.
2020 U.S. Census - East Windsor Township, NJ
Population as of April 1, 2020: 30,045
Sex:
%
Male
48%
Female
52%
Race and Hispanic Origin:
%
White alone
66.8%
Black or African American alone
8.7%
American Indian and Alaska Native alone
0.0%
Asian alone
20.0%
Native Hawaiian and other Pacific Islander alone
0.0%
Two or More Races
2.1%
Hispanic or Latino
23.5%
EWPD Sworn Officer Demographics:
Number of Officers (as of 12/31/2022): 42
Sex:
#:
Male
37
Female
5
X or Non-Binary
-
Race and Hispanic Origin:
# / %:
White alone
38 / 90.5%
Black or African American alone
-
American Indian and Alaska Native alone
-
Asian alone
-
Native Hawaiian and other Pacific Islander alone
-
Two or More Races
-
Hispanic or Latino
4 / 9.5%
East Windsor Township Police Department
2023 Recruitment Plan
3) Recruitment Actions:
Recruitment Activities at Colleges and Local Schools:
o Participate in recruitment activities, like career day events at local college job
fairs and mentorship programs at the local middle and high schools.
o Interactions between police officers and students play a particularly important role
in mentoring local youth, especially towards law enforcement careers. All
officers are encouraged to engage with students and youth throughout their
normal working shift to positively influence young individuals in hopes they
desire to have a career with the Department in the future.
Publication:
o The Recruitment Team has created a flyer which can be posted and shared on
various social media platforms.
o The flyer contains a QR code which directs the recipient to the Department
website, the Department hiring platform (PoliceApp), and the Department and
PBA social media accounts.
o Flyer can be distributed at local colleges, schools, and community events.
Recruitment Team Participation in the Selection Process:
o Diverse Recruitment Team members may be assigned to participate in the
applicant interviews and/or conduct background investigations.
Assessing/Amending Eligibility Requirements:
o In January 2022, the Department’s Personal Appearance – Body Art Policy (1.44)
was amended. The amendment will significantly broaden the pool of candidates.
o The Department does not require applicants to possess a college degree.
o The Recruitment Team will continually reassess whether any hiring requirements
adversely affect a particular underrepresented group and, if so, determine whether
said requirements are essential or could be eliminated or modified.
Periodic Review:
o After each hiring process has concluded, the Recruitment Team will convene to
evaluate whether the goals are being met. All critiques, ideas, or requested
modifications shall be presented in writing to the Chief of Police for their
consideration. Any modifications deemed necessary shall be implemented prior
to the commencement of any subsequent hiring processes.
o The Chief of Police, or designee, shall conduct an annual review of agency
demographic information to identify whether any substantial disparities exist or
have been reduced.
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