Recruitment Plan
Goal
The Flemington Borough Police Department intends to attract qualified individuals for a career in law enforcement. The department prioritizes a recruitment and selection process that is diligently focused on identifying and reducing the presence of substantial disparities to achieve a diverse work force, in terms of people of color and gender diversity. Conclusively the department goal is to achieve a structure of law enforcement officers that is representative of the population of the community served. The department is governed by N.J.S.A. 40A:14-118 et. Seq. The Flemington Borough Police Department is an Equal Opportunity Employer.
Comparative analysis to identify substantial disparity for underrepresented Group(s):
(source(s): United States Census Bureau – Flemington Borough, New Jersey, department data):
| Race / Ethnicity | Service Population | Sworn Officers | ||||||
| # | % | # Male | # Female | Total | Percentage | |||
| American Indian or Alaska Native | 14 | .31 | 0 | 0.00 | 0 | 0.00 | 0 | 0.00 |
| Asian | 266 | 5.81 | 0 | 0.00 | 0 | 0.00 | 0 | 0.00 |
| Black or African American | 180 | 3.93 | 0 | 0.00 | 0 | 0.00 | 0 | 0.00 |
| Hispanic or Latino (any race) | 1198 | 26.15 | 1 | 0.083 | 1 | 0.083 | 2 | .166 |
| Native Hawaiian or other Pacific Islander | 1 | .02 | 0 | 0.00 | 0 | 0.00 | 0 | 0.00 |
| White | 3595 | 78.48 | 14 | .417 | 0 | 0.00 | 14 | .417 |
| Two or more races | 126 | 2.75 | 0 | 0.00 | 0 | 0.00 | 0 | 0.00 |
| Other | 399 | 8.71 | 1 | .250 | 0 | 0.00 | 1 | .250 |
| Total | 4581 | 100 | 16 | 94.11 | 1 | 5.88 | 17 | 99.99 |
In review a determination is that there is a substantial disparity existence in sworn members specific to correlation to the Borough of Flemington as the population served for the following underrepresented groups:
Female: Sworn Members 5.88%
Hispanic or Latino: Population in Flemington 26.15%, 2 Sworn Members .166%
Recruitment Initiative Actions
1) Training
- Employee(s) selected to serve as a part of the recruitment initiative will be trained in implicit and explicit bias.
2) Standardized Forms
- The department utilizes PoliceApp for recruitment initiatives. Application forms and documents will be standardized to reduce subjective responses.
3) Strategic Community Outreach and Engagement
- Law enforcement officer organizations will be contacted to expand accessibility to underrepresented groups listed above in the goal of soliciting a greater applicant pool of female and Hispanic or Latino individuals. Additionally, this strategic community outreach and engagement will also serve as engaging community stakeholders as well as consulting a diverse hiring team to assess what barriers are to applications by underrepresented groups and developing solutions to overcome those barriers.
Predictive Barriers & Solutions
1) Publicly posted applicant resources on department website
2) Application submission challenges and circumstances such as technical or equipment availability issues. The department will make alternative methods available such as onsite application submission utilizing a station or mobile system.
3) Application fees for application/process will be available for waiver upon request for eligible individuals based on current U.S. Federal Poverty Guidelines
https://aspe.hhs.gov/topics/poverty-economic-mobility/poverty-guidelines
4) Resume assistances – the Department of Labor and Workforce Development
https://www.nj.gov/labor/career-services/tools-support/resume/
Program Review
1) Annually the Chief of Police or their designee shall analyze the Recruitment Plan:
- Number of applicants comparative to focused plan of expanded accessibility goals for underrepresented groups as determined by the comparative analysis;
- Number of appointments comparative too focused plan of expanded accessibility goals for underrepresented groups as determined by the comparative analysis;
- Effectiveness of reducing substantial disparity for identified underrepresented groups;
- Redesign of the Recruitment Plan as determined.