In addition to the specific qualifications for
appointment to police officer as required by N.J.S.A. 40A:14-122,
or special law enforcement officer as required by N.J.S.A. 40A:14-146.10,
the following general qualifications shall apply. No person shall
be appointed an officer in the Department unless that person:
A.
Completes an application on a form provided for such
purpose. Any misstatement or nonstatement of essential facts in such
application shall be sufficient cause for rejection of the applicant
or for dismissal from the Department if not discovered until after
the appointment is made.
B.
Is a citizen of the United States.
C.
Is able to read, write and speak the English language
well and intelligently.
D.
Is sound in body and of good health.
E.
Is of good moral character.
F.
Never has been convicted of any criminal offense involving
moral turpitude.
G.
Has his or her fingerprints taken, which shall be
filed with the State Police and the Federal Bureau of Investigation.
H.
Having been a member of the armed forces, shall have
completed such services under honorable conditions.
In addition to the minimum requirements set
forth in this article, the following qualifications are a prerequisite
for appointment to the position of police officer:
A.
Bachelor of Science or Bachelor of Arts degree from
an accredited college or 64 credit hours from an accredited college,
combined with either two years full-time regular police experience
or two years full-time active duty military experience. Appointments
made prior to May 15, 2000, shall have met the requirements in the
preexisting ordinances and regulations.
B.
Passage of written examination approved by the Chief of Police and
the Township Council.
[Amended 8-28-2018 by Ord. No. 4599-18]
(1)
For applicants who are current Toms River Police Department employees
in good standing for a minimum of two years at the application deadline,
five points will be awarded to the applicant's written examination
score.
(2)
For applicants who are current volunteers in good standing with Toms
River-based volunteer first aid/EMS squads or fire departments for
a minimum of two years at the application deadline, two points will
be awarded to the applicant's written examination score.
[Amended 2-23-2022 by Ord. No. 4734-22]
(3)
For applicants who are current Community Services Officers in good
standing with the Township paid EMT/CSO program for a minimum of two
years at the application deadline, two points will be awarded to the
applicant's written examination score.
(4)
The additional points assigned pursuant to the preceding subsections
are not cumulative. Applicants who serve in multiple capacities will
receive credit for the position carrying the highest point total.
C.
Interviews based on ability to communicate and comprehend,
awareness of social trends and imperatives, attitude and temperament,
adaptability to varying situations and similar factors; the interviews
to be conducted by the command officers of the Law Enforcement Department.
D.
Possession of a valid New Jersey driver's license
by the time of appointment to position.
E.
Passage of an appropriate physical agility examination.
F.
Passage of a medical examination conducted by the
Police Physician sufficient to satisfy the Board of Trustees of the
Police and Firemen's Retirement System of New Jersey as to the officer's
eligibility for membership in the retirement system.
G.
Certification by a state certified psychologist selected
by the Township that the candidate for appointment is emotionally
and mentally capable of assuming the duties of police officer.
H.
Passage of a prescribed swimming test.
[Amended 8-22-2006 by Ord. No. 4031-06; 5-13-2008 by Ord. No. 4136-08; 8-28-2010 by Ord. No. 4294-10; 2-11-2014 by Ord. No. 4424-14; 7-22-2014 by Ord. No. 4453-14]
A.
Promotional authority. Promotions will be made by the Chief of Police
based on the results of the testing procedure established hereunder
and applicable state law or regulation. The Chief shall provide advance
notice to the Mayor of any promotions. All promotions are conditioned
upon sufficient funds having been appropriated in the current year's
municipal budget.
B.
Eligibility.
(1)
Detective/Safety Officer. No person shall be eligible for promotion
to Detective or Safety Officer unless that person shall have served
as a police officer in the Police Department for at least five continuous
years, inclusive of probationary period, as of the first day of the
month during which the interviews are scheduled to begin. In the event
that the interviews are delayed, no additional officers will gain
eligibility to participate in the process.
(2)
Sergeant. No person shall be eligible for promotion to Sergeant unless
that person shall have served as a police officer in the Police Department
for at least five continuous years, inclusive of probationary period,
as of the first day of the month during which the written test is
scheduled to be given. In the event that the written portion is delayed,
no additional officers will gain eligibility to participate in the
process.
(3)
Lieutenant. No person shall be eligible for promotion to Lieutenant
unless that person shall have served as a Sergeant in the Police Department
for at least two continuous years, inclusive of probationary period,
as of the first day of the month during which the written test is
scheduled to be given. Time accumulated during "acting status" will
not count towards time in grade. In the event that the written portion
is delayed, no additional officers will gain eligibility to participate
in the process.
(4)
Captain. No person shall be eligible for promotion to Captain unless
that person shall have served as a Lieutenant in the Police Department
for at least two continuous years, inclusive of probationary period,
prior to appointment. Time accumulated during "acting status" will
not count towards time in grade.
C.
Promotional process/qualifications.
(1)
Detective/Safety Officer.
(a)
An announcement shall be published on DMS announcing a vacancy
for the position of Detective and/or Safety Officer. This announcement
will identify what, if any, documents the candidates will be expected
to provide during the interview.
(b)
Any eligible officer interested in the position shall notify
the Chief of Police in writing via administrative report within 15
calendar days of the announcement.
(c)
Candidates for Detective will participate in an interview with
the Chief of Police, Detective Bureau Commander and Detective Bureau
Supervisor. The panel will remain consistent for all candidates.
[1]
The interview for the promotion to Detective will allow the
candidate to demonstrate his or her ability to work as a Criminal
Investigator based on his or her training and past job performance.
[2]
Each member of the panel shall sign an "agreement regarding
confidentiality" prior to the commencement of the interview process.
[3]
Prior to the interview, each candidate shall complete an "agreement
of confidentiality and nondisclosure."
[4]
Each interview will last no longer than 30 minutes and will
be structured to allow the panel to ask direct questions, to be answered
by the candidate. Candidates may be required to produce samples of
relevant, prior work product to demonstrate specific abilities required
in the desired position.
[5]
The interview will be scored using a numeric score range from
1 to 10 (1 - the candidate demonstrated the least investigatory potential,
and 10 - the candidate demonstrated the greatest investigatory potential,
in the given criteria).
(d)
Candidates for Safety Officer will participate in an interview
with the Chief of Police, Operation Commander, and Special Operations
Supervisor. The panel will remain consistent for all candidates.
[1]
The interview for the promotion to Safety Officer will allow
the candidate to demonstrate his or her judgment, composure, interpersonal
skills, project management, investigative skills and his or her ability
to coordinate and manage special projects. It will also allow him
or her to demonstrate his or her potential as a supervisor of civilian
personnel.
[2]
Each member of the panel shall sign an "agreement regarding
confidentiality" prior to the commencement of the interview process.
[3]
Prior to the interview, each candidate shall complete an "agreement
of confidentiality and nondisclosure."
[4]
Each interview will last no longer than 30 minutes and will
be structured to allow the panel to ask direct questions, to be answered
by the candidate. Candidates may be required to produce samples of
relevant, prior work product to demonstrate specific abilities required
in the desired position.
[5]
The interview will be scored using a numeric score range from
1 to 10 (1 - the candidate demonstrated the least supervisory potential,
and 10 - the candidate demonstrated the greatest supervisory potential,
in the given criteria).
(e)
The results of the Detective/Safety Officer interview will be
published in DMS and shall identify each candidate by name and badge
number. Scores will be in descending order with the highest score
listed first.
[1]
Examples:
|
1.
|
Callahan, H #401.
| |
|
2.
|
Starsky, D #425.
| |
|
3.
|
Hutchinson, K #441.
|
(f)
If any candidates should receive identical scores the candidates
will be ranked in order of their seniority.
(2)
Sergeant. No exam for the position of Sergeant shall occur unless
notification is provided by the Township 120 days in advance of the
written test, specifying the criteria for the promotion, as well as
the weight of each criterion. All eligible candidates intending to
participate in the promotion testing process shall submit an administrative
report within 15 days of the test notification.
(a)
Longevity.
[1]
In accordance with N.J.S.A. 40A:14-129, due consideration shall
be given to the length and merit of service.
[2]
Candidates' longevity with the Department shall be calculated
at 0.05555% for every month of service completed prior to the first
day of the month in which the written test is scheduled.
[3]
Longevity shall be a maximum of 10% of the candidate's total
raw score. Maximum seniority is achieved at 180 months (15 years).
[4]
Longevity calculations will be published in DMS prior to the
written exam.
(b)
All candidates will participate in all phases of the selection
process unless the candidate fails to meet the minimum testing requirement
set forth in any phase of the process or the candidate elects to remove
himself or herself from the promotional process, which shall be done
by submitting a written administrative report to the Chief of Police.
[Amended 4-11-2017 by Ord. No. 4541-17]
(c)
Phase One: command staff presentation.
[1]
The Department recognizes that judgment, composure, leadership
potential, and interpersonal skills are desired personality traits
for supervisors and seeks to glean each candidate's potential in these
general traits via a command staff presentation from the candidate.
[2]
Each candidate will participate in a scored, command staff presentation
process. The command staff presentation shall amount to 20% of the
candidate's final score.
[Amended 2-23-2022 by Ord. No. 4734-22]
[3]
No less than 90 days' prior to the written test, the Department
will publicize the criteria to be scored, the mechanism to be used
in scoring, and the members of the panel to be chosen by the Chief
of Police for the command staff presentation, which will remain consistent
throughout the process.
[Amended 2-23-2022 by Ord. No. 4734-22]
[4]
The Chief will choose two alternate panelists to be inserted
should a conflict of interest arise.
[5]
A conflict of interest may be raised by a panelist or candidate
as it relates to his or her self, not that of another panelist or
candidate.
[6]
Disciplinary action initiated or discharged by a supervisor
is not in and of itself grounds for removal. The candidate must demonstrate
that the conflict is of sufficient gravity as to cause the reasonable
supervisor to allow it to unduly influence his or her reasonable and
fair thought processes.
[7]
The concerned officer will submit an administrative report to
the Chief within 15 days of the publication of the panelists explaining
the officer's reasoning for removal. Administrative reports shall
be placed in the secured bin in the watch commander's office labeled
"Administrative Reports."
[8]
The Chief of Police or his designee will determine if the conflict
is reasonably sufficient so as to negatively impact the results of
the candidate's command staff presentation. Upon a finding that the
conflict is significant, the panelist will be removed from the entire
presentation process.
[9]
If a panelist is removed, the removal and replacement will be
publicized through the Department's DMS system. If a reasonable effort
to replace panelists results in multiple conflicts of interest, the
Chief reserves the right to reduce the number of panelists in the
process to a minimum of three.
[10]
Each member of the panel shall sign an "agreement regarding
confidentiality" prior to the commencement of the presentation process.
[11]
Prior to the presentation, each candidate shall complete an
"agreement of confidentiality and nondisclosure."
[12]
The presentation will be limited to 15 minutes per candidate;
the candidate will be responsible for time management during the presentation.
A timing device/clock will be provided as a reference.
[13]
Panelists may review and discuss the candidate's personnel file
and the content of the candidate's presentation.
[14]
The panel will not be permitted to ask follow up questions.
[15]
The presentation process will not be recorded electronically.
Panelists may take handwritten notes during the presentation. These
notes will be included in the candidate's promotional packet.
[16]
The presentation will be scored using a numeric score range
from 1 to 10 (1 - the candidate demonstrated the least supervisory
potential, and 10 - the candidate demonstrated the greatest supervisory
potential, in the given criteria).
[17]
The scores of each panelist will be averaged. The averaged scores
from each panelist will then be averaged to produce one numeric score.
This score will present as a numeric between 1 and 10.
[18]
The results of the command staff presentation will be published
in DMS no less than 60 days' prior to the administration of the
written test and shall identify each candidate by name and badge number.
Scores will be in descending order with the highest score listed first.
Examples:
[Amended 2-23-2022 by Ord. No. 4734-22]
|
Jones, J #007
|
Score 8.4
| |
|
Smith, W. #008
|
Score 8.0
|
[20]
Candidates shall organize their presentations to correspond
with the above order of criteria in order to streamline the scoring
process.
[21]
Candidates may use reference material to assist in their presentation
but these materials will not be submitted to the panel.
[22]
If any candidates should receive identical scores the candidates
will be ranked in order of their seniority.
(d)
Phase Two: written test.
[1]
The Chief of Police shall obtain authorization from the governing
body and/or the Business Administrator (or appropriate authority)
to enter into a contract with New Jersey State Association of Chiefs
of Police, the International Association of Chiefs of Police or other
comparable testing entity to develop, conduct and grade the written
multiple-choice examinations.
[2]
The results of written exam will be published in DMS and shall
identify each candidate by name and badge number. Scores will be in
descending order with the highest score listed first. Examples:
|
Jones, J #007
|
Score 84%
| |
|
Smith, W. #008
|
Score 80%
|
[3]
The written examination will consist of a series of multiple-choice
questions.
[4]
The Chief of Police or his/her designee may submit or suggest
any appropriate topic areas or questions to the outside testing entity
to include in the examination. These questions will be based upon
basic police practices and may include police and investigative procedures,
supervisory and administrative principles, New Jersey criminal law,
report writing, search and seizure issues, New Jersey Attorney General
guidelines and directives and legal aspects and requirements of police
work.
[5]
At least 90 days' prior to the written exam, the Chief
of Police or his/her designee shall provide a written announcement
of the reading list or syllabus of possible source materials utilized
in developing the test in order for candidates to prepare for the
written examination. Eligible candidates who are scheduled to work
during the written examination will be excused from duty to take the
examination.
[Amended 2-23-2022 by Ord. No. 4734-22]
[6]
Candidates shall complete the written test administered by the
outside testing agency.
[7]
The multiple-choice questions score shall amount to 30% of the
minimum total score. The candidate must obtain a minimum passing score
of 70% to move on to other phases of the promotional process.
[Amended 4-11-2017 by Ord. No. 4541-17; 2-23-2022 by Ord. No. 4734-22]
(e)
Phase Three: written assessment exercise.
[1]
The written assessment exercise will be administered by the
outside testing agency and will be comprised of objective subject
matter as defined by the outside testing agency. The Chief of Police
or his/her designee may submit or suggest any appropriate topic areas
or questions to the outside testing agency to include in the examination.
[2]
The written assessment exercise score shall amount to 40% of
the candidate's total score.
[Amended 2-23-2022 by Ord. No. 4734-22]
[3]
Phase Three scores will be published in DMS as indicated above.
(f)
After completion of all phases a list shall be calculated. Scores
will be in descending order with the highest score listed first.
(g)
The final list indicating the candidate's cumulative scores
shall identify each candidate by name and badge number; this list
will be published in DMS as indicated above. Examples:
|
Jones, J. #007
|
Score 84.50%
| |
|
Smith, W. # 008
|
Score 84.01%
|
(3)
Lieutenant. No exam for the position of Lieutenant shall occur unless
notification is provided by the Township 90 days in advance of the
written test, specifying the criteria for the promotion, as well as
the weight of each criterion. All eligible candidates intending to
participate in the promotion testing process shall submit an administrative
report within 15 days of the test notification.
[Amended 4-11-2017 by Ord. No. 4541-17; 2-23-2022 by Ord. No. 4734-22]
(a)
Longevity.
[1]
In accordance with N.J.S.A. 40A:14-129, due consideration shall
be given to the length and merit of service.
[2]
Candidates' longevity in grade shall be calculated at 0.0833%
for every month of service completed as a Sergeant, including probationary
period but excluding "acting" status, prior to the first day of the
month in which the written test is scheduled.
[3]
Longevity shall be a maximum of 10% of the candidate's total
score. Maximum seniority is achieved at 120 months (10 years).
(b)
All candidates will participate in all phases of the selection
process unless the candidate fails to meet the minimum testing requirement
set forth in any phase of the process or the candidate elects to remove
himself or herself from the promotional process, which shall be done
by submitting a written administrative report to the Chief of Police.
(c)
Phase One: command staff presentation.
[1]
The Department recognizes that judgment, composure, leadership
potential, and interpersonal skills are desired personality traits
for supervisors and seeks to glean each candidate's potential in these
general traits via a command staff presentation from the candidate.
[2]
Each candidate will participate in a scored, command staff presentation
process. The command staff presentation shall amount to 20% of the
candidate's final score.
[3]
No less than 90 days prior to the written test the Department
will publicize the criteria to be scored, the mechanism to be used
in scoring, and the members of the panel to be chosen by the Chief
of Police for the command staff presentation, which will remain consistent
throughout the process.
[4]
The Chief will choose two alternate panelists to be inserted
should a conflict of interest arise.
[5]
A conflict of interest may be raised by a panelist or candidate
as it relates to his or her self, not that of another panelist or
candidate.
[6]
Disciplinary action initiated or discharged by a supervisor
is not in and of itself grounds for removal. The candidate must demonstrate
that the conflict is of sufficient gravity as to cause the reasonable
supervisor to allow it to unduly influence his or her reasonable and
fair thought processes.
[7]
The concerned officer will submit an administrative report to
the Chief within 15 days of the publication of the panelists explaining
the officer's reasoning for removal. Administrative reports shall
be placed in the secured bin in the watch commander's office labeled
"Administrative Reports."
[8]
The Chief of Police or his designee will determine if the conflict
is reasonably sufficient so as to negatively impact the results of
the candidate's command staff presentation. Upon a finding that the
conflict is significant, the panelist will be removed from the entire
presentation process.
[9]
If a panelist is removed, the removal and replacement will be
publicized through the Department's DMS system. If a reasonable effort
to replace panelists results in multiple conflicts of interest, the
Chief reserves the right to reduce the number of panelists in the
process to a minimum of three.
[10]
Each member of the panel shall sign an "agreement regarding
confidentiality" prior to the commencement of the presentation process.
[11]
Prior to the presentation, each candidate shall complete an
"agreement of confidentiality and nondisclosure."
[12]
The presentation will be limited to 25 minutes per candidate;
the candidate will be responsible for time management during the presentation.
A timing device/clock will be provided as a reference.
[13]
Panelists may review and discuss the candidate's personnel file
and the content of the candidate's presentation.
[14]
The panel will not be permitted to ask follow up questions.
[15]
The presentation process will not be recorded electronically.
Panelists may take handwritten notes during the presentation. These
notes will be included in the candidates' promotional packet.
[16]
The scores of each panelist will be averaged. The averaged scores
from each panelist will then be averaged to produce one numeric score.
This score will present as a numeric between 1 and 10.
[17]
The presentation will be scored using a numeric score range
from 1 to 10 (1 - the candidate demonstrated the least supervisory
potential, and 10 - the candidate demonstrated the greatest supervisory
potential, in the given criteria).
[18]
The results of the command staff presentation will be published
in DMS no less than 60 days' prior to the administration of the
written test and shall identify each candidate by name and badge number.
Scores will be in descending order with the highest score listed first.
Examples:
|
Jones, J #007
|
Score 8.4
| |
|
Smith, W. #008
|
Score 8.0
|
[20]
Candidates shall organize their presentations to correspond
with the above order of criteria in order to streamline the scoring
process.
[21]
Candidates may use reference material to assist in their presentation
but these materials will not be submitted to the panel.
[22]
If any candidates should receive identical scores the candidates
will be ranked in order of their seniority in the rank of Sergeant.
(d)
Phase Two - written test.
[1]
At least 90 days before the written examination, the Chief of
Police or his/her designee shall announce the date, time and location
of the written examination.
[Amended 2-23-2022 by Ord. No. 4734-22]
[2]
The Chief of Police shall obtain authorization from the governing
body and/or the Business Administrator (or appropriate authority)
to enter into a contract with New Jersey State Association of Chiefs
of Police, the International Association of Chiefs of Police or other
comparable testing entity to develop, conduct and grade the written
multiple-choice examinations.
[3]
The written examination will consist of a series of multiple-choice
questions.
[4]
The Chief of Police or his/her designee may submit or suggest
any appropriate topic areas or questions to the outside testing entity
to include in the examination. These questions will be based upon
basic police practices and may include police and investigative procedures,
supervisory and administrative principles, New Jersey criminal law,
report writing, search and seizure issues, New Jersey Attorney General
guidelines and directives and legal aspects and requirements of police
work.
[5]
Ninety days prior to the written exam, the Chief of Police or
his/her designee shall provide a written announcement of the reading
list or syllabus of possible sources of materials utilized in developing
the test in order for candidates to prepare for the written examination.
Eligible candidates who are scheduled to work during the written examination
will be excused from duty to take the examination.
[Amended 2-23-2022 by Ord. No. 4734-22]
[6]
Candidates shall complete the written test administered by the
outside testing agency.
[7]
The multiple-choice questions score shall amount to 25% of the
minimum total score. The candidate must obtain a minimum passing score
of 70% to move on to other phases of the promotional process.
[Amended 2-23-2022 by Ord. No. 4734-22]
[8]
The results of the ranking will be published in DMS as previously
stated.
(e)
Phase Three - written and oral assessment.
[1]
All candidates will proceed with the written and oral assessment
phase. The written and oral assessment will be administered by the
outside testing agency and will be comprised of objective subject
matter as defined by the outside testing agency. The Chief of Police
or his/her designee may submit or suggest any appropriate topic areas
or questions to the outside testing agency to include in the examination.
[2]
The written assessment score shall each amount to 30% of the
candidate's final score.
[3]
The oral assessment score shall amount to 15% of the candidate's
final score.
[Amended 2-23-2022 by Ord. No. 4734-22]
(f)
After completion of all phases, a list shall be calculated.
Scores will be in descending order with the highest score listed first.
The list shall be published on power DMS.
(g)
The list shall identify each candidate by his/her rank number,
name, badge number and score. Examples:
|
Jones, J. #007
|
Score 84.5%
| |
|
Smith, W. #008
|
Score 84.01%
|
(4)
Captain.
(a)
Upon the availability of a Captain's position presenting itself,
the Chief of Police shall notify eligible candidates to submit an
administrative report to apply for the position.
(b)
In accordance with N.J.S.A. 40A:14-129, due consideration shall
be given to the length and merit of service and preference shall be
given to seniority in service to any candidate for promotion to Captain.
(c)
Upon receiving approval for funding of any vacant Captain position(s),
and having reviewed the performance of the eligible candidates, the
Chief of Police, guided by the aforementioned statute, shall appoint
an eligible candidate to the position of Captain.
(d)
Selection for the position of captain shall occur as positions
become available. The name and badge number of the individual(s) selected
to fill vacancies shall be published in DMS.
D.
Completion of process appeal procedures.
(1)
Within 14 calendar days of the posting of the ranking and/or selection
candidates, a candidate may file a written letter of appeal. Such
letter must contain the reason(s) or justification(s) for an appeal
and must be submitted to the Chief of Police. The Chief of Police
will assess the request and make a determination of how the request
will be addressed on a case-by-case basis. Such requests may address
the following areas of the promotional process:
(2)
Candidates participating in the promotion process for Detective/Safety
Officer may utilize the appeal process upon posting of the list. Candidates
participating in the promotion process for Sergeant and Lieutenant
may utilize the appeal process after the completion of Phase III.
Candidates eligible for promotion to Captain may utilize the appeals
process after publication of the name of the selected candidate.
(3)
If the appeal impacts upon the results of the promotional ranking
as determined by the Chief of Police, the results will be retabulated.
(4)
The Chief of Police will render a decision within 14 calendar days
of receipt of such appeal.
E.
Promotion lists. Promotion lists shall remain in effect for three
years from the date promulgated.
F.
Vacancies.
(1)
If the existing promotion list is exhausted at the time of vacancy,
the Chief of Police, with the approval of the Business Administrator,
may call for an appropriate promotional process.
(2)
Acting appointments to superior positions can be made using names
from the previously expired list starting at the highest score and
proceeding down. If there is no one left from the previous list:
G.
Probationary periods. Promotions shall become permanent upon the
successful completion of the following probationary periods:
H.
Promotional materials. The Chief of Police is responsible for the
security of all promotional materials.
[Added 9-28-2010 by Ord. No. 4295-10]
When extenuating circumstances, including, but not limited to,
the absence of a valid promotional list, prevent the permanent promotion
of qualified police officers to the rank of Sergeant, the Township
is hereby authorized to appoint, on a temporary basis, qualified police
officers to the position of Acting Sergeant.
A.
Selection. The Chief of Police, in his sole discretion, shall determine
the need for appointments to the position of Acting Sergeant. Candidates
shall be selected by the Chief of Police, from within the Department,
based upon priority on a recently expired promotional list of those
police officers qualified for the rank of Sergeant, in order of priority.
B.
Appointment. Appointment to the position of Acting Sergeant shall
be made by the Mayor, with the advice and consent of the Township
Council, from the candidates selected by the Chief of Police.
C.
Term. Appointment as Acting Sergeant shall be on an as-needed and
temporary basis only and shall terminate upon a determination by the
Chief of Police that the appointment is no longer necessary or upon
the establishment of a permanent promotional list for the rank of
Sergeant. If the position of Acting Sergeant is terminated, the officer
serving in this capacity shall automatically return to that officer's
previous rank.
D.
Compensation. After 30 days' continuous service in the position,
appointees to the position of Acting Sergeant shall be compensated
at the rate of compensation established for the rank of Sergeant.
E.
Scope of duties. An appointee to the position of Acting Sergeant
shall function in all respects as a Sergeant.
F.
Promotional impact. An appointee to the position of Acting Sergeant
shall not receive any credit, seniority or other right or advantage
toward promotion to the rank of Sergeant.
Before any appointment or promotion can become
effective, the appointee shall take an oath or affirmation as prescribed
by regulation as herein after provided.
