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POLICY:
It
is the policy
of the
Keansburg Police
Department
to strive for
a workforce that reflects the diversity of the Borough
of Keansburg.
PURPOSE:
The purpose of this procedure is to ensure our agency is
making every effort to have a workforce who reflect the
diversity of the population of the Borough of
Keansburg.
DEFINITIONS:
Applicant:
An
“applicant”
is an individual
who has applied for
employment
as a
law
enforcement
officer
with our agency,
regardless
of whether
or not
the
individual
has undergone
an examination,
a background
check,
or any
other
prerequisites to
employment
used by
our agency.
Law
enforcement agency:
a department,
division,
bureau, commission,
board or
other
authority of
the
State or
of any
political
subdivision
thereof which
has by statute
or ordinance
the
responsibility
of detecting
and
enforcing
the general
criminal
laws
of
this State.
Law
enforcement
officer:
any
person
who is
employed
as a
permanent
full-time
member
of an
enforcement
agency,
who is
statutorily
empowered
to act for
the
detection,
investigation,
arrest,
and
conviction of
persons violating
the
criminal laws
of
this State
and
statutorily
required
to
successfully
complete
a training
course
approved,
or certified
as
being
substantially
equivalent
to an
approved
course,
by
the Police
Training
Commission
pursuant to
P.L.1961,
c.56
(C.52:17B-66
et seq.).
PROCEDURE:
A.
Establishing a program
1.
The goal of the program is to ensure our agency
is comprised
of law
enforcement
officers who
reflect the
diversity
of the
population
of the Borough
of Keansburg. Our
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.
2.
Our agency will
be
responsible
for establishing
its
own
specific
program
goals. The
program goals
will be set based on the outcome of our agencies annual
recruitment report which will be completed by
administration by January 31st of each year.
Our agency will analyze
the demographics
of its
law
enforcement
officers and
determine
if there
is a
substantial
disparity
between
the
racial,
ethnic, and
gender
representation
within
the law
enforcement
officer
ranks as
compared
with
the racial,
ethnic,
and
gender
representation
in the
relevant population
of the
Borough of Keansburg based on the most recent US Census
data.
3.
The
program
goals will be
outlined in our Annual Recruitment Program which will be
posted on our department website.
B.
Addressing underrepresentation
1.
Addressing the identified
underrepresentation
which
is detailed
in the
program goals will be outlined in the Action Plan of the
Annual Recruitment Program. The
means
of
addressing underrepresentation
shall
not include
quotas
or any other
legally
impermissible
provisions.
C. Methods of Evaluation
1.
Each year administration will evaluate whether
the goals of
the recruitment program are
achieved by reviewing the Annual Recruitment
Report. If the report reveals that
any substantial
disparities
have
been reduced
or increased our agency will revise
the
program goals
accordingly. Administration will recommend new
recruitment program goals annually based on the results
of the previous year and forward them to the Chief of
Police for approval.
D. Public Posting
1.
The
program,
including
a
description of
the
data used
to determine
the existence
of any
underrepresentation, shall
be
posted on
our department website.
E. Annual Reporting
1.
By
January
31st
of
each year,
administration will complete the annual recruitment
report and forward the report to the Monmouth
County
Prosecutor’s Office.
2.
The
data collected
for the
annual recruitment report shall
be
published in
the Keansburg Police Department’s Annual
Report.
a.
The Keansburg Police Department Recruitment
Program shall be updated annually to reflect the
findings of the Annual Recruitment Report.
Promoting Diversity in Law
Enforcement 2021
Promoting Diversity in Law
Enforcement 2022
Promoting Diversity in Law
Enforcement 2023
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