A.
Classification.
(2)
The appointing authority shall first appoint all those
in Class (a) and then in each succeeding class in the order above
listed and shall appoint a person or persons in any such class only
to a vacancy or vacancies remaining after all qualified applicants
in the preceding class or classes have been appointed or have declined
an offer of appointment.
B.
Competitive examinations; interviews.
(1)
Original appointments to vacancies in the Borough's
service shall be based upon merit, which shall be determined by competitive
examinations insofar as practicable. Such competitive examinations
may be waived, except for appointment to or promotions within the
Police Department, by the governing body if in its judgment it will
be in the best interests of the Borough to do so. Examinations may
include such factors as education, experience, aptitude, knowledge,
character and physical and mental fitness, but they shall not include
inquiry into the political or religious affiliation or the race or
sex of any candidate. In the selection for the appointment, the governing
body shall use its judgment based upon the factors described in this
subsection and personal interviews with the applicants.
(2)
Based upon the results of competitive written examinations,
the governing body may conduct oral interviews of a designated number
of applicants and may permit or direct that said interviews be attended
by members of the department for which the applicant has applied.
Applicants for Borough employment shall apply
on forms provided by the Borough and designed to obtain pertinent
information concerning the applicant's education, training, experience,
character and other factors necessary to determine his fitness and
qualifications for service in the Borough.
A.
Applications may be rejected where the candidate:
(1)
Does not possess the established qualifications and
requirements for the position for which he has applied.
(2)
Is physically unfit to perform the duties of the position
to which he seeks appointment.
(3)
Has been dismissed from previous employment for delinquency,
insubordination or misconduct.
(4)
Has practiced or attempted to practice any deception
or fraud in his application, in his examination or in securing his
eligibility for appointment.
B.
A candidate may, even after he is permitted to take
a competitive examination, be declared ineligible for employment for
any of the foregoing reasons. Employment during a probationary period
shall not be considered a waiver of such reason.
The examination for initial appointments may
be oral, written or performance, psychiatric, physical or any combination
thereof. The type and extent of examination shall be determined by
the governing body in arriving at the best decision in appointing
new employees.
Examinations shall be given in such convenient
places and at such times as to attract qualified candidates and adequate
notice shall be given to all qualified applicants.
A.
Candidates who qualify for appointment through the
examination procedures shall be placed on a list for the appropriate
classification title in the rank order of the grades they obtained
on the examination.
B.
Insofar as may be applicable, the following rules
shall determine the final examination grade:
(1)
Candidates may be required to attain a satisfactory
grade on one or more parts of an examination in order to continue
the examination or to be eligible for appointment.
(2)
Final grades shall be determined by averaging the
grades of each part of the examination in accordance with the predetermined
weight to be given to each part.
C.
Final grades in examinations shall be filed in the
office of the Personnel Director.
D.
Each candidate who participated in the examination
shall be entitled to obtain his examination result.
A.
Each new employee shall serve a probationary period
of 12 months. At the completion of the third month, the sixth month
and the ninth month, the department head shall prepare a written evaluation
of the probationary employee. At the completion of the twelfth month,
the employee's department head shall prepare a written evaluation
of the employee's performance in which the department head shall recommend
the retention or dismissal of the probationary employee. If at the
end of the 12 months the probationary employee shall be deemed by
the governing body to have successfully completed his probationary
period by means of written recommendation by the department head,
he shall be granted status as a regular employee, with all rights
and privileges to his employment or position. If, however, at the
conclusion of his probationary period the employee shall not be deemed
by the governing body to have successfully completed his probationary
period, he shall be dismissed. Nothing contained in this Article shall
be construed to prohibit the suspension or dismissal of a probationary
employee at any time during his probationary period if in the judgment
of the governing body such an action would be in the best interests
of the Borough.
B.
A twelve-month probationary period, together with
written evaluation at the third, sixth, ninth and twelfth months based
on performance only, shall also pertain to an employee promoted to
a higher classification. Such probationary status shall in no way
affect the rights and status in the original or lower classification.
C.
Each new police officer shall be required to satisfactorily
complete a basic police training program recognized by the New Jersey
Police Training Commission during the first year and prior to receiving
a permanent appointment. The twelve-month probationary period does
not commence for a police officer until he has completed the recognized
police training program.
D.
Notwithstanding anything to the contrary herein, all
probationary employees shall be considered permanent employees from
the date of their employment for the purpose of coverage under the
Public Employee's Retirement System.
Classified employees who satisfactorily complete their probationary period shall have permanent employment status, conditional upon good behavior and satisfactory job performance and, where required by statute, continued residence in the Borough. They shall be subject to removal by the governing body only for cause or for reason of economy, after proper notice and the opportunity to be heard as set forth in Article XIII.
It is hereby found and determined that adherence
to the residence requirements of the general statutes which require
members of the Police Department to reside within the municipality
will seriously impede the Borough's ability to establish and maintain
competent personnel for the Police Department.[1]
[1]
Editor's Note: Currently, see N.J.S.A. 40A:14-122.1
et seq.
