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HomeMy WebLinkAbout2.c. Individual Sewage Treatment Systems CITY OF ROSEMOUNT EXECUTIVE SUMMARY FOR ACTION COMMITTEE OF THE WHOLE MEETING DATE: July 14, 1999 AGENDA ITEM : Police Recruitment Plan AGENDA SECTION: PREPARED BY: Gary D. Kalstabakken, Chief of Police � AGENDA NO:� � • C• ATTACHMENTS: Recruitment Plan Policy Draft APPROVED BY: At the June Committee of the Whole meeting, Council was provided a draft copy of the recruitment plan for the Police Department. The plan is being brought before the Council this month for discussion RECOMMENDED ACTION: Discussion COUNCIL ACTION: DRAFT POLICY It is the policy of this department to recruit personnel that are reflective of the community. The department will strive to attract personnel from varied backgrounds in the areas of education, ethnicity,race, gender,birthplace, economic status and other factors. This department believes that a diverse work force will assist in providing the best services to the community. PURPOSE The purpose of this policy is to delineate the methods and procedures to be used to recruit personnel for police officer, community service officer and other positions within the department. PROCEDURE Recruitment of personnel is an on-going process. All police officers and other personnel are responsible for encouraging the consideration of a law enforcement cazeer during the performance of their daily duties. Day-to-day contacts will present personnel with opportunities to informally discuss law enforcement with a variety of citizens. Each officer should be mindful of the need to use the informal daily contacts and performance of duties to market the City of Rosemount, the Rosemount Police Department and a law enforcement career in general. The Rosemount Police Department must have a reputation that creates a desire in candidates to work in the Department. Participation in Career Fairs The Department will participate in career fairs sponsored by colleges, high schools and other organizations on an annual basis. Representation at the career fairs will be used to distribute information about the city and the department, as well as information about careers in law enforcement. When possible, the posting of position openings should be coordinated to coincide with attendance at career fairs. Department personnel at the career fairs should have available job announcements and applications to present to interested attendees. Specific career fairs to attend on an annual basis include the Law Enforcement Opportunity Career Fair and the Metropolitan State University Career Day. In addition, recruiting visits should be made to other universities, colleges, and high schools at their career days. Funds for attendance at careers will be included in the annual operating budget of the Police Department. Monies will be included to fund the printing of materials for distribution, advertising and participation fees for career fairs, and overtime funds to compensate officers that may do recruiting outside their normal duty shifts. Public Presentations Every formal public presentation should be viewed as a chance to discuss career opportunities within the Police Department. The presence of an officer or other police personnel at presentations provides an opportunity for interested citizens to find out about careers in the law enforcement field. The school liaison, D.A.R.E., and community resources officers each have a responsibility to seek opportunities to make presentations in the community. The liaison and D.A.R.E. officers should notify school staff of the officers' availability and interest in giving presentations to students within the schools about careers in law enforcement. In addition, the officers should have recruitment literature,brochures,posters, etc. displayed in their school office. The literature should include not only information about the Rosemount Police Department,but from other agencies, too. Job Postings and Announcements When an opening for a police officer occurs in the Department the goal will be to attract a broad range of candidates. This may be accomplished by advertising the position in a variety of locations. The following is a sample of the publications and organizations that should be considered when a job is posted. • Minnesota POST Board Peace Officer Opportunity Line • StarTribune and Pioneer Press • Outstate Newspapers, e.g. Duluth, Rochester, Moorhead,Mankato and Marshall • Newspapers Targeting Specific Populations, i.e. The Native American Press, Asian American Press, La Prensa de Minnesota, Insight News,The Spokesman, and MN Women's Press. • Organizations including; MN Association of Women Police,National Native American Law Enforcement Association,National Asian Peace Officers' Association,National Hispanic Police Officers Association and National Black Police Officers Association • Criminal justice or law enforcement programs at colleges and universities that have POST approved programs Other positions within the Department may also be announced through any of the sources listed above. Selection Process The process used to screen and select candidates should continually be evaluated to ensure the process leads to the appointment of the candidate that best fits the needs of the Department and the community. Selection methods should be used which will lead to those car�didates being selected who possess the skills and personal attributes desired for the current opening. Selection methods may vary from process to process. Methods that may be considered include; application scoring based on education and experience,written testing, video based testing, and interviewing. Regardless of the specific method selected for use, the mechanism should evaluate candidates based on the desired skills and attributes. Any selection process used for the hiring of police officers will be in accordance with applicable standards and requirements of the Minnesota POST Board. Recruitment of Women and Persons of Color Because women and persons of color are underrepresented in the law enforcement field, special efforts will be made to encourage women and persons of color to apply for positions with the Department. Women and persons of color currently employed by the Department will be encouraged to participate in organizations representing their gender, race or ethnicity. They will also be encouraged to assist the Department by representing the Department at career fairs and other recruiting events. The chief of police or designee is responsible for contacting the minority student centers at area colleges and universities. At least annually,the chief or designee shall make recruiting visits to the minority centers at several colleges or universities. The sites visited should include those schools without law enforcement programs as well as those with programs approved by POST. The intention is to expose interested students to a law enforcement career. Whenever possible the visits shall be made when a position is available within the Department. Volunteer positions, such as reserve; a short-term project requiring special skills, such as second language or computer skills; community service officer,bicycle safety officer and internship positions should be utilized whenever possible to recruit women and persons of color to the Department. These positions allow for greater flexibility in the hiring process due to the temporary duration or unpaid status of the positions. When a qualified woman or person of color is identified during any recruitment effort, the chief of police shall be notified. The chief of police is responsible for establishing a database of interested candidates' names, addresses and telephone numbers and to notify the candidates of any future position openings. The database should be created from contacts made at career fairs, recruiting visits to schools and other contacts made by police personnel.