Jackson Township Police Department Recruitment Plan

GOALS & OBJECTIVES:

The goal of the Jackson Township Police Department Recruitment Plan is to attract qualified persons to pursue a career with the Jackson Township Police Department.  The objective is to achieve an overall racial and gender composition of sworn law enforcement personnel which compares to the overall racial and gender composition of the population of the Township of Jackson.  This agency will make a good faith effort to meet specific goals for recruiting a diverse workforce, in terms of people of color and gender diversity. The goals and objectives shall be accomplished through the various recruitment activities specified herein.


GENERAL:

The Township of Jackson has a residency preference in all hiring matters.  Applicants must be a bona fide resident of Jackson Township at the time of the closing date of the New Jersey Civil Service Commission Law Enforcement Officer Test up through time of appointment.  Once Jackson Township residents have been exhausted from the Civil Service Certification List, Ocean County residents are then provided with preference.  If the Ocean County list is exhausted, applications will be open to residents of the State of New Jersey.  The Chief of Police or designee is responsible for the Recruitment Plan.

The Township of Jackson is an equal opportunity employer in all facets of the personnel process.

CURRENT DEMOGRAPHICS REPORT:

The present demographic composition of the population of the Township of Jackson and sworn law enforcement personnel of the Jackson Township Police Department are represented in the following report:

JACKSON TOWNSHIP

Data is based on the 2020 Census Count

 POPULATION

CURRENT SWORN OFFICERS           TOTAL

CURRENT SWORN OFFICERS FEMALE

RACE / ETHNICITY

#

%

#

%

#

%

WHITE

44,395

76%

94

91%

4

4%

BLACK or AFRICAN AMERICAN

2,769

5%

2

2%

0

0%

HISPANIC - ANY RACE

7,543

13%

7

7%

1

1%

AMERICAN INDIAN OR ALASKA NATIVE

42

<1%

0

0%

0

0%

ASIAN

1,558

3%

0

0%

0

0%

NATIVE HAWAIIAN OR PACIFIC ISLANDER

13

<1%

0

0%

0

0%

SOME OTHER RACE ALONE

383

1%

0

0%

0

0%

POPULATION OF TWO OR MORE RACES

1,841

3%

0

0%

0

0%

TOTAL

58,544

100%

103

100%

5

5%


RECRUITMENT ACTIVITIES:

Activity #1: Identify and maintain contact with local minority organizations and social support groups including, but not limited to educational, religious, ethnic, racial, and gender-based organizations.

Activities include, but are not limited to:

  • Provide recruitment brochures and materials to educational, religious, ethnic, racial, and gender-based organizations.
  • Attend career fairs in the City and Ocean County. 
  • Draft, print, and distribute informational brochures that may attract qualified candidates to the agency.
  • Make maximum use of the Township of Jackson website to attract qualified candidates to the agency.
  • The following information should prove useful when participating in recruitment activities:

           - Recruitment/informational brochures
           - Current contractual agreements
           - General Employment Applications

Activity #2: When applicable, make use of the “Alternate Route” program to hire eligible officers who apply.

Activities include, but are not limited to:

  • Advertising the alternate route program and future openings through various law enforcement communications channels, while including the advisement that we are an equal opportunity employer.
  • Providing information on such hiring opportunity at community events, job fairs and recruitment activities.

Activity #3: Make maximum use of the State of New Jersey Civil Service Commission Intergovernmental Transfer Program.

Activities include, but are not limited to:

  • Post future openings for sworn positions with the State of New Jersey Intergovernmental Transfer Program website.  

ANNUAL REVIEW, EVALUATION AND REPORTING:

  • The Chief of Police, or designee, shall conduct an annual review of the Recruitment Plan and shall include, but not limited to, performing an annual agency demographic review, determining whether any substantial disparities have been reduced, and if need be, revising the Recruitment Plan accordingly if the goals and objectives are not met.
  • N.J.S.A. 52:17B-4.10 et seq requires 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