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Hiring Policy and Procedure

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ISSUED: 1/1/2015

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Executive Summary

This document details the Riverdale Police Department's comprehensive policy and procedure for the selection of new hires and subsequent background investigations for both full-time sworn and non-sworn positions. The policy, originally effective January 1, 2015, with subsequent revisions, outlines a rigorous multi-stage process designed to identify and employ the most suitable candidates. Key components of the selection process include application review, structured oral interviews, extensive background checks covering criminal, financial, educational, and employment histories, and mandatory medical, psychological, and drug screenings. Additionally, the document includes the Riverdale Police Recruitment Plan, updated in January 2022, which aims to attract a diverse pool of qualified individuals to achieve a departmental racial and gender composition that aligns with the municipality's service population. The Chief of Police is responsible for administering the selection process, supervising background investigations, and conducting annual reviews of the recruitment plan to ensure goals and objectives are met. Successful applicants are subject to a probationary period, and specific protocols for record retention and notification to the Police Training Commission are established.

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--- Document: Hiring Policy and Procedure Document ---
 
RIVERDALE POLICE DEPARTMENT 
 
POLICY AND PROCEDURE 
 
VOLUME: 3 
 
CHAPTER: 8 
 
# OF PAGES: 10 
 
REVISION  
 
PAGE: #  
 
SUBJECT:  New Hire Selection & Background Investigations 
 
1-20-22 
 
CROSS REFERENCE # 
 
EFFECTIVE DATE: 1-1-2015 
ISSUED BY:  
Kevin Smith 
CHIEF OF POLICE 
 
The written directives developed by the Riverdale Police Department are for internal use only, and do not enlarge 
an officer’s civil or criminal liability in any way.  They should not be construed as the creation of a higher standard 
of safety or care in an evidentiary sense, with respect to third party claims.  Violations of Written Directives can 
only be the basis of a complaint by this Department, and then only in an administrative disciplinary setting. 
 
 
Purpose: 
 
The purpose of this General Order is to establish policy and procedures in regards to the 
process used in the selection of individuals to fill full-time sworn and non sworn positions 
within the police department  
 
Policy: 
 
It will be the policy of the department to identify and employ the best candidates available to fill 
full-time sworn and non sworn positions.  The selection process utilized by the department will 
consist of those elements which have been documented as bearing validity through job 
relatedness, utility through usefulness, and a minimum adverse impact through fairness.  The 
application of these concepts in the selection process will result in the appointment of 
individuals who possess the skills, knowledge, and abilities necessary to insure that the 
department will remain an effective, professional, and respected law enforcement agency. 
 
 
 
 
Procedure: 
 
I. 
Application 
 
A.   When one or more vacancies exist in the department, the Chief of Police will   request     
permission from the Appropriate Authority to initiate the selection process for entry level 
police officers.  Alternate Route recruits will be the preferred candidates.  If none are 


suitable, the Chief of Police shall direct that a job announcement be created listing the 
following items: 
 
 
1. 
Job description for the available position; 
 
2. 
Prerequisites for the position; 
 
3. 
Information concerning the application and selection process; 
 
4. 
The starting salary and benefits being offered; 
 
5. 
Other unique requirements, if any; 
 
6. 
A statement the Borough is an equal opportunity employer; 
 
7.  
A notice indicating successful candidates will be required to submit to a  
drug test by urinalysis, a fingerprint check, a background investigation, a 
medical examination and a psychological examination. 
 
 
             a.  
The notice concerning drug testing must inform applicants that a   
negative result is a condition of employment and that a positive 
result will: 
 
 
 
i. 
Result in the applicant being dropped from consideration; 
 
                        ii. 
Cause the applicants name to be reported to the central drug 
registry maintained by the State Police; 
 
                        iii. 
Preclude the applicant from being considered for future law 
enforcement employment for two years; 
 
                        iv. 
If the applicant is currently employed by another agency as a 
sworn law enforcement officer and they test positive for 
illegal drug use the officer’s employing agency will be 
notified, they will be terminated, and permanently barred 
from future law enforcement employment in N.J. 
 
B. 
Designated agency personnel will be responsible for the distribution of application 
  
packets to candidates. 
 
 
 
1.     
The failure of any candidate to return his application packet by the 
established  deadline will be sufficient cause for disqualification: 
 
 
 
       a. 
Minor mistakes and omissions that are not deemed to be an attempt 
to prevent discovery of a material fact or to mislead the department 
will not prevent processing of the application. 
 
 
 
       b. 
The mistake or omission must be rectified as soon as possible. 
 
 
 
 
 
  
    C. 
 The Chief of Police will be responsible for administering the selection process.  He 
will insure that all phases of the process are administered, scored, evaluated, and 
interpreted in a uniform manner and that the operational elements of the selection 
process are identical for all candidates. Portions of this policy such as urinalysis 
and medical examination may not apply for non sworn applicants and may be 
waived by the Chief of Police. 
 


  
   D. 
The Chief of Police, and such other personnel as he may deem appropriate, shall 
evaluate all candidates for employment based upon the following: 
 
  
 
1. 
A thorough and comprehensive review of the background information 
recorded on the application.  This information will be scrutinized to 
determine the candidate’s suitability for employment with the department; 
 
  
 
2. 
Those candidates that receive favorable recommendation for continuation 
in the hiring process will then be scheduled for an oral interview. 
 
  
 
            a. 
The interview will be structured so as to present a candidate with 
questions that are designed to assist the interviewers in selecting 
those individuals who possess the necessary qualities most likely 
needed to develop into a Riverdale Police Officer; 
 
  
 
            b. 
The interviewers will assign a numerical grade to the candidates 
based on their performance in the interview. 
  
 
 
  
 
3.          
In the event the number of qualified and acceptable candidates 
exceeds the number of openings, the Chief of Police may elect to 
conduct additional interviews with the most desirable candidates 
prior to final selection.  
  
 
            
a.        In the event the number of qualified and acceptable candidates      
exceeds the number of openings, a “list” may be established and 
referenced to fill upcoming expected openings. 
 
  
E. 
Candidates that are eliminated from the hiring process will be notified of that action in a 
letter from the Chief of Police that shall be delivered by regular mail. 
 
  
F. 
Candidates selected for continuation in the hiring process shall be notified of each 
additional obligation and/or requirement by way of personal notification from the Police 
Department. 
  
1. 
All verbal contact with a candidate concerning the status of 
their    application or actions required in furtherance of the 
hiring process shall be documented in the candidate’s 
application file, including dates and times of phone calls and 
reason for such calls. 
 
  
G.      
After all interviews, background checks and exams have been conducted the Chief of    
Police will make a recommendation the Appropriate Authority identifying the 
candidate(s) who is most suitable for the position(s). 
 
 
 
II. 
Oath of Office 
 


  
A.  Every member holding sworn status in the police department, before entering upon 
performance of their duties, is required to take and subscribe an oath or affirmation to bear 
true faith and allegiance to the governments established in this state under the authority of 
the people, to support  the Constitution of the United States and the Constitution of the 
State of New Jersey and to faithfully, impartially, and justly enforce the law and discharge 
and perform all the duties of their offices: 
 
1. All sworn personnel are required to abide by their oath of office at all times 
while employed by this agency. 
 
2. All oaths or affirmations shall be filed with the borough clerk 
 
 
III. 
Background Investigation 
 
A. Background investigations will be conducted on all applicants.  The investigation will 
include but may not be limited to the following: 
  
 
 
1. Age 
 
a. Verify date and place of birth 
 
2. Citizenship 
a. Verify citizenship or alien status 
 
3. Residency 
a. Verify past and current residence 
 
4. Interview roommates, neighbors, landlords, etc. 
 
5. Education 
 
6. Contact schools attended for personal information and transcripts  
 
 
7. Employment 
 
a. Contact employers to verify employment and obtain performance 
evaluations and comments regarding work habits 
 
8. Military Service 
a. Verify dates of service 
b. Confirm date and type of discharge 
 
9. Criminal History  
 
10. Local, state, and federal records checks 
 
11. SBI and FBI fingerprint checks  
 


12. Driver History Records  
 
13. Credit History 
 
14. Financial status 
a. Status of all open and closed accounts 
b. Indebtedness 
 
15. Personal References 
 
16. Interview family members to include, spouse, parents, etc. 
 
17. Interview at least three personal references provided by applicant 
 
18. Interview others such as friends and co-workers   
19.  Social Media web pages  
 
B.  Detectives trained in gathering information and conducting investigations will normally 
be assigned to conduct applicant background investigations.  They will also serve as the 
applicant’s point of contact and liaison with the department throughout the selection 
process. 
 
1. The Detective Bureau Commander will supervise the conducting of all 
background investigations. 
 
2. The applicant will be required to sign a release that allows the department to 
follow-up on all information contained in the Background Investigation Report.  
 
3.  A photograph is to be taken of the applicant and attached to the background 
report. 
 
  
 
 
 
IV. Drug Screening 
 
 
A. All successful applicants for the position of patrol officer will be required to undergo drug 
screening by submitting a urine sample for analysis by the NJ State Medical Examiners 
Office.  All samples will be collected in compliance with procedures established by that 
office. 
 
B. If urinalysis is to be conducted, applicant must fill out consent form  
 
C. Applicants will be provided with a written explanation of the screening, the penalties of 
positive results, and the appeals process. 
 
 
 
  
 


V. 
Medical Examination 
 
A. Conducted by a physician of the department’s choice at the department’s expense.  
Primary purpose of examination will be to determine applicant’s ability to participate in 
physical fitness training during basic police training.  Examination will also determine 
general health and identify any medical problems which may affect future work 
performance, affect career length, or contribute to work related disabilities. 
 
 
 
 
B. MEDICAL INFORMATION 
 
1. Medical information is not to be released to the Borough of Riverdale Police 
Department until a Conditional Offer of Employment has been extended to the 
Applicant.  
 
 
2. It is important to stress to the applicant that a conditional offer of employment is 
NOT a guarantee of employment. 
 
 
C. Medical examination records will be maintained as follows: 
 
1. Candidates Appointed 
 .   A. Retained as part of personnel file for duration of service.  Disposed of two 
years after separation. 
 
2. Candidates Not Appointed 
a. Retained for a period of at least 1 year. 
 
VI. Psychological Examination 
 
A. Conducted by a qualified professional of the department’s choice at the department’s 
expense.  Primary purpose of examination is to determine applicant’s emotional and 
psychological suitability for police work and the stresses associated with this career 
choice. 
 
B. Psychological examination records will be maintained as follows: 
 
1. Candidates Appointed 
a. Retained as part of personnel file for duration of service.  Disposed of two 
years after separation. 
 
2. Candidates Not Appointed 
a. Retained for a period of at least 1 year. 
 
VII. Notification to the Police Training Commission 
 


A. In an effort to ensure compliance with the Police Training Act, the Police Training 
Commission  (PTC) requires written notification of the appointment of a police officer 
within thirty days of the officer’s date of hire.  The form to be used is PTC form- Notice 
of New Appointment for Law enforcement and Corrections Officers.  
 
B. The Chief of Police or his designee will be responsible for transmitting a completed 
PTC- NONA form regardless of the officer’s prior experience. 
 
VIII. Probationary Period 
 
A. At the conclusion of the probationary period served by each officer, the Chief of Police 
will make a recommendation to the Appropriate Authority concerning each probationary 
officer: 
 
1.  
The Borough reserves the right to terminate the probationary employment of any 
officer at any time during the probationary period when such officer demonstrates the 
inability or unwillingness to conform to the rules, regulations, policies, procedures, 
written directives and orders of the department. 
 
IV. Record Retention 
 
  
A. The police department will securely store all employment applications associated with 
unsuccessful candidates for the period of time set forth in the records retention schedule 
promulgated by the State of New Jeresy. 
 
  
B. If materials are slated for destruction, they shall be shredded to prevent unauthorized 
dissemination of information contained therein. 
 
V. 
Selection Process Non-Sworn Positions 
 
  
A.  All vacancies for non-sworn positions will be selected at the sole discretion of the Borough of 
Riverdale pursuant to Riverdale Borough policies and procedures.  At a minimum the 
selection process should include: 
  
 
  
 
1. Advertisement of the position (on-line or print, or social media) unless a current employee 
meets the qualifications and submits an application. 
 
  
 
2.  Resume review 
 
  
 
3.  Oral Interview 
 
  
 
4.  Background check 
 
  
B.   
The Chief of Police shall make a recommendation of appointment to the Borough for any 
vacancy. 
 
  
 
 
  
 


 
 
 
 
 
RIVERDALE POLICE RECRUITMENT PLAN 
 
 
Updated 1/22 
 
 
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: 
 
 
 
SERVICE 
POPULATION 
CURRENT 
SWORN 
OFFICERS 
CURRENT 
SWORN   
OFFICERS 
FEMALE 
 
# 
% 
# 
% 
# 
% 
Caucasian 
3353 
81.64 
17 
100 
0 
0 
African-
American  
90 
2.19 
0 
0 
0 
0 
Hispanic 
(any race) 
256 
6.20 
0 
0 
0 
0 
Other 
408 
9.9 
0 
0 
0 
0 
Total  
4107 
100.0 
17 
100 
0 
0 
 
 
 
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. 
https://www.nj.gov/oag/dcj/agguide/directives/ag-Guidelines-Diversity-in-LE-
Recruiting-and-Hiring.pdf 
The reporting form can be found at: 
https://www.nj.gov/oag/dcj/agguide/directives/Appendix-A.xlsx