The Riverdale Police Department is seeking to attract qualified individuals to pursue a career in law enforcement. The recruitment plan aims to achieve a racial and gender composition of the department that reflects the service population of the municipality. The Chief of Police is responsible for the administration of the Recruitment Plan, and every member of the department is charged with actively recruiting qualified candidates. Particular attention is given to attracting candidates in proportion to the racial, ethnic, and gender composition of the available workforce.
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--- Document: 2024 Recruitment Plan Document ---
RIVERDALE POLICE RECRUITMENT PLAN
2024
GOALS AND OBJECTIVES:
The goal of the Riverdale Police Department Recruitment Plan is to attract qualified
Individuals to pursue a career with the Riverdale Police that achieves an overall racial
and gender composition of the department in comparison to the service population of
the municipality.
GENERAL:
The Riverdale Police is subject to the provisions of New Jersey Statutes Annotated
40:A:14-118, et seq. and municipal ordinance in all facets of the recruitment and
selection process. The Riverdale Police Department recruits from a candidate pool
open to all residents of New Jersey.
Riverdale is an equal opportunity employer in all facets of the personnel process.
CURRENT DEMOGRAPHICS:
The demographics composition of the service area and agency are represented in the
following table:
I. RECRUITMENT ACTIVITIES
A. The best law enforcement recruiters are personnel currently serving in sworn
positions. Therefore, every member is charged with actively recruiting individuals they
feel are qualified with the potential to be an asset to the Department. The
Chief of Police is responsible for the administration of the Recruitment Plan.
B. This agency will take a proactive role in programs intended to attract qualified
people to apply for the position. The programs include but are not limited to:
Establishing and maintaining contacts with the community and Professional
organizations and educational institutions, and academies.
Citizen or junior police academies, or law enforcement explorer posts; and
Posting hiring announcements on social media.
C. Particular attention should be paid to attracting candidates in approximate
proportion to the racial, ethnic, and gender composition of the available workforce
in the Borough.
D. The following information should prove useful when participating in recruitment
activities:
Recruitment/informational brochures
Agency organizational chart
Current contractual agreements
Training catalogs
Demographic data
General Employment Applications
E. This agency will distribute hiring announcement bulletins at police headquarters,
North Jersey Police Academies, and websites such as policeapp.com, in an effort to
encourage qualified individuals to apply.
F. This Agency’s recruiting brochure will identify this agency as an equal opportunity
employer and will include the following information:
Basic description of duties
Responsibilities
Requisite skills
Educational level
Other minimum qualifications and requirements
G. Anyone submitting a resume’ or inquiry for employment prior to the examination
process shall be advised of hiring notice.
II. REVIEW & EVALUATION
A. The Chief of Police shall conduct an annual review of the Recruitment Plan.
B. As a result of the annual review, if necessary, the Recruitment Plan shall be revised if
the goals and objectives are not achieved.
C. N.J.S.A. 52:17B-4.10 et seq require 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.
Chief Charles Quant
Riverdale Police Dept.
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