[Adopted 3-20-2017 by Ord. No. O-3-2017; amended in its entirety 3-18-2019 by Ord. No. O-4-2019]
The governing body of the Township of Mantua desires to promote
the most qualified candidates to positions of higher rank within the
Police Department. This promotional process is designed to identify
the candidates best suited for promotional vacancies based on their
skill, ability, education, training, attitude, work ethic, seniority,
and any other relevant qualities.
"Promotion" means vertical movement or advancement in the organization
hierarchy from one rank to another, accompanied by increases in salary
and responsibility.
The Township's Mayor and Committee shall be responsible for
the promotional process. The Mayor and Committee may, as necessary,
delegate responsibility for coordinating the promotional process to
the Chief of Police, Township Administrator, or other personnel consistent
with the procedures set forth herein.
When a vacancy occurs, a written announcement shall be made
at least 56 calendar days before the start of the promotional process.
The announcement shall be posted on an appropriate bulletin board
where police notices are customarily placed within the Police Department
and e-mailed to each eligible officer in the Department. The contents
of the announcement shall include:
Each officer who wishes to apply for a promotion shall submit
an application within the time frame set forth in the announcement.
If no time frame is specified on the announcement, the deadline for
submission of applications shall be 10 calendar days from the date
of the announcement. An application shall consist of a letter of intent
to be considered for the position, along with an updated resume. The
letter shall indicate what the officer considers his or her most important
contributions to the Department and why he or she would be a good
fit in the promotional position.
A.
The following minimum eligibility requirements apply to all promotions.
(1)
Generally. No person shall be eligible for a promotion unless that
person meets the minimum eligibility requirements under Title 40A
of the New Jersey statutes. Additionally, no personal shall be eligible
unless he or she is physically and mentally fit for duty. Any psychological,
medical, or physical condition that would hinder the candidate's ability
to perform the essential functions of the position (with or without
a reasonable accommodation), cause the candidate to be a hazard to
himself/herself or others, or become aggravated as a result of performance
of these duties, will be cause for rejection.
(2)
Corporals. In addition to the above general requirements, no person
shall be eligible for a promotion to the rank of Corporal unless the
person shall have served as a Patrol Officer in the Mantua Township
Police Department for at least three continuous years on the date
of the vacancy announcement.
(3)
Sergeants. In addition to the above general requirements, no person
shall be eligible for a promotion to the rank of Sergeant unless the
person shall have actively served in the Mantua Township Police Department
for five continuous years as of the date of the vacancy announcement.
(4)
Sergeant First Class. Sergeant First Class shall be assigned as specified
in the collective bargaining agreement between the local and the Township.
(5)
Lieutenants. In addition to the above general requirements, no person
shall be eligible for a promotion to the rank of Lieutenant unless
the person shall have actively served in the Mantua Township Police
Department for five continuous years as of the date of the vacancy
announcement, at least one of which must be served in the rank of
Sergeant, Detective Sergeant or Sergeant First Class.
(6)
Captains. In addition to the above general requirements, no person
shall be eligible for a promotion to the rank of Captain unless the
person shall have actively served in the Mantua Township Police Department
for five continuous years as of the date of the vacancy announcement,
at least one of which must be served in the rank of Lieutenant. A
Bachelor's degree is preferred.
(7)
Chief. In addition to the above general requirements, no person shall be eligible for a promotion to the rank of Chief of Police unless the person shall have actively served in the Mantua Township Police Department for five continuous years as of the date of the vacancy announcement, at least one of which must be served in the rank of Sergeant, Detective Sergeant, Sergeant First Class, Lieutenant, or Captain. Additionally, a candidate for the Chief of Police position must be able to perform the functions set forth in the Mantua Township Code, Chapter 69. A Bachelor's degree is preferred.
B.
While the eligibility requirements in this section represent the
mandatory minimum eligibility requirements for each promotion, they
are not necessarily exhaustive. Other eligibility requirements may
apply depending on the needs of the Department and function of the
position (for example, firearms certifications and completion of certain
training courses may frequently apply). All additional eligibility
requirements shall be listed on the announcement of the vacancy in
accordance with the provisions above.
At the close of the time period for accepting applications,
a list shall be made of applicants who meet all eligibility requirements
for the position (both the minimum eligibility requirements set forth
in the preceding section and any additional eligibility requirements
set forth in the announcement). The applicants on that list shall
then proceed through the promotional process. This process may include
the following components:
A.
Oral examination. The areas covered on any oral examination shall
be determined by the New Jersey State Association of Chiefs of Police.
A list of these areas shall be provided to all interested candidates
upon request. A candidate must receive a score of at least 70% to
remain in consideration for the position. Candidates whose scores
exceed 70% shall receive a "point value" as follows: raw percentage
score divided by 2.5 equals point value (e.g., a raw score of 90%
will yield 36 points).
B.
Review of work history.
(1)
This review shall include the applicant's education, training, veteran
status, performance reviews, seniority, discipline, commendations/awards,
and prior administrative duties and experience. Scores shall be assigned
as follows:
(a)
Education (10 points max.): 10 points for a Master's degree;
eight points for a Bachelor's degree; six points for an Associate's
degree; four points for 31 or more credits; two points for 20 to 30
credits, inclusive; or one point for up to 19 credits. For the purpose
of this section, only the highest earned degree shall earn points.
(b)
Job-related training (10 points max.): 10 points for 40 or more
courses; eight points for 30 to 39 courses; six points for 20 to 29
courses; four points for 10 to 19 courses; or two points for one to
nine courses. Refresher classes, classes made mandatory for officers
based on their rank or assignment, or those that serve to maintain
an initial certification do not count towards job-related training
points.
(c)
Seniority (10 points max.): 0.5 points per full year of service.
(d)
Discipline (-10 points max.): Deduction of one point for each
discipline of a reprimand to loss of a day; and deduction of five
points for each discipline of more than one day. For the purpose of
this section, discipline shall only go back for a period of five years
from the date of the promotional announcement.
(e)
Awards/commendations (10 points max.): One point for each departmental
exemplary performance or exceptional duty; two points for each commendation
or county award. There shall be no look-back limitation for awards.
(f)
Administrative duties (10 points max.): Two points for each
administrative duty performed in the past five years within the Mantua
Township Police Department. "Administrative duties" are defined as
those which specifically and narrowly benefit the Police Department
that the officer would not normally perform during their normal work
duties. Examples include, but are not limited to, Firearms Instructor/Armorer,
TAC officer, Recreation Committee Liaison, Municipal Alliance Liaison,
UCR Officer, Youth Leadership (or similar) Officer, Field Training
Officer, Defensive Tactics/Expandable Baton/OC Instructor, Pursuit/Use
of Force/Domestic Violence Instructor, Child Safety Seat Technician,
Crash Team Member, Grant Writer, DWI Checkpoint/Added Patrol Coordinator,
Emergency Management Coordinator, Court Liaison, Radar Instructor,
Drug Recognition Expert, Drunk Driving Enforcement Fund Coordinator,
Automated License Plate Reader Coordinator, Crossing Guard Coordinator,
and/or Accreditation Manager. For the purpose of this section, being
a member of a specialized unit outside of the Mantua Township Police
Department, such as SWAT or ERT, shall count for one point each. The
above list is not exhaustive, and any other potential duties shall
be evaluated on a case-by-case basis by the Chief of Police or designee
for consideration of additional points.
(g)
Veteran status (five points max.): five points for active or
honorably discharged veteran status.
(2)
The review provided for in this subsection may be completed by the
Chief of Police or may be divided up among members of a reviewing
committee. Any such reviewing committee shall be composed of the Chief
of Police and one or more other administrative officers holding a
higher rank than that of the position for which applications are being
reviewed. In the case of applications for the position of Captain,
the Township Administrator shall join the Chief on the reviewing committee
as there are no other higher-ranking officers.
C.
Chief of Police assessment. The Chief of Police may review each applicant's
attitude, commitment, leadership qualities, communication skills,
the strength of the applicant's letter of intent, and any other intangible
or subjective qualities that relate to the position. The Chief shall
assign scores of zero to 25 to each candidate based on a wholistic
consideration of the candidate's fitness for the promotional position
based on such factors.
D.
Interviews and selection by the Mayor and Township Committee or their
designee(s). The three candidates with the highest aggregate scores
from all preceding steps may be interviewed by the Mayor and Township
Committee or their designee(s) [the designee(s) may be the Township
Administrator, Chief of Police or other appropriate personnel]. In
the event that interviews are conducted under this provision, all
candidates shall be asked the same questions and shall be scored according
to the same standard. Candidates should be informed in advance of
the topics of the interview and the scoring system that will apply.
A written record of the scoring from each of the interviews should
be generated. The promotion shall be awarded to one of the top three
candidates. Each candidate's score shall be considered but need not
be the dispositive factor in the ultimate decision, as any of the
top three candidates may be selected. In the event that a candidate
is bypassed in favor of a lower-ranked candidate, a written record
detailing the basis for such bypass shall be generated.
At the close of the time period for accepting applications,
a list shall be made of applicants who meet all eligibility requirements
for the position (both the minimum eligibility requirements set forth
in the preceding section and any additional eligibility requirements
set forth in the announcement). The applicants on that list shall
then proceed through the promotional process. This process may include
the following components:
A.
Written and/or oral examinations. The areas covered on any written
examinations shall be determined by the New Jersey Association of
Chiefs of Police. A list of these areas shall be provided to all interested
candidates upon request. A candidate must receive a score of at least
70% on each applicable examination to remain in consideration for
the position. Candidates whose scores exceed 70% shall receive a "point
value" as follows: written examination minus raw percentage score
divided by three equals point value (e.g., a raw score of 90% will
yield 30 points). Oral Examination minus raw percentage score divided
by 2.5 equals point value, (e.g. a raw score of 90% will yield 36
points).
B.
Review of work history.
(1)
This review shall include the applicant's education, training, veteran
status, performance reviews, seniority, discipline, commendations/awards,
and prior administrative duties and experience. Scores shall be assigned
as follows:
(a)
Education (10 points max.): 10 points for a Master's degree;
eight points for a Bachelor's degree; six points for an Associate's
degree; four points for 31 or more credits; two points for 20 to 30
credits, inclusive; or one point for up to 19 credits. For the purpose
of this section, only the highest earned degree shall earn points.
(b)
Job-related training (10 points max.): 10 points for 40 or more
courses; eight points for 30 to 39 courses: six points for 20 to 29
courses; four points for 10 to 19 courses; or two points for one to
nine courses. Refresher classes, classes made mandatory for officers
based on their rank or assignment, or those that serve to maintain
an initial certification do not count towards job-related training
points.
(c)
Seniority (10 points max.): 0.5 points per full year of service.
(d)
Discipline (-10 points max.): deduction of one point for each
discipline of a reprimand to loss of a day; and deduction of five
points for each discipline of more than one day. For the purpose of
this section, discipline shall only go back for a period of five years
from the date of the promotional announcement.
(e)
Awards/commendations (10 points max.): one point for each departmental
exemplary performance or exceptional duty; two points for each commendation
or county award. There shall be no look-back limitation for awards.
(f)
Administrative duties (10 points max.): two points for each
administrative duty performed in the past five years within the Mantua
Township Police Department. Administrative duties are defined as those
which specifically and narrowly benefit the Police Department that
the officer would not normally perform during their normal work duties.
Examples include, but are not limited to, Firearms Instructor/Armorer,
TAC officer, Recreation Committee Liaison, Municipal Alliance Liaison,
UCR Officer, Youth Leadership (or similar) Officer, Field Training
Officer, Defensive Tactics/Expandable Baton/OC Instructor, Pursuit/Use
of Force/Domestic Violence Instructor, Child Safety Seat Technician,
Crash Team Member, Grant Writer, DWI Checkpoint/Added Patrol Coordinator,
Emergency Management Coordinator, Court Liaison, Radar Instructor,
Drug Recognition Expert, Drunk Driving Enforcement Fund Coordinator,
Automated License Plate Reader Coordinator, Crossing Guard Coordinator,
and/or Accreditation Manager. For the purpose of this section, being
a member of a specialized unit outside of the Mantua Township Police
Department, such as SWAT or ERT, shall count for one point each. The
above list is not exhaustive, and any other potential duties shall
be evaluated on a case-by-case basis by the Chief of Police or designee
for consideration of additional points.
(g)
Veteran status (five points max.): five points for active or
honorably discharged veteran status.
(2)
The review provided for in this subsection may be completed by the
Chief of Police or may be divided up among members of a reviewing
committee. Any such reviewing committee shall be composed of the Chief
of Police and one or more other administrative officers holding a
higher rank than that of the position for which applications are being
reviewed. In the case of applications for the position of Captain,
the Township Administrator shall join the Chief on the reviewing committee
as there are no other higher-ranking officers.
C.
Chief of Police assessment. The Chief of Police may review each applicant's
attitude, commitment, leadership qualities, communication skills,
the strength of the applicant's letter of intent, and any other intangible
or subjective qualities that relate to the position. The Chief shall
assign scores of zero to 25 to each candidate based on a wholistic
consideration of the candidate's fitness for the promotional position
based on such factors.
D.
Interviews and selection by the Mayor and Township Committee or their
designee(s). The three candidates with the highest aggregate scores
from all preceding steps may be interviewed by the Mayor and Township
Committee or their designee(s) [the designee(s) may be the Township
Administrator, Chief of Police or other appropriate personnel]. In
the event that interviews are conducted under this provision, all
candidates shall be asked the same questions and shall be scored according
to the same standard. Candidates should be informed in advance of
the topics of the interview and the scoring system that will apply.
A written record of the scoring from each of the interviews should
be generated. The promotion shall be awarded to one of the top three
candidates. Each candidate's score shall be considered but need not
be the dispositive factor in the ultimate decision, as any of the
top three candidates may be selected. In the event that a candidate
is bypassed in favor of a lower-ranked candidate, a written record
detailing the basis for such bypass shall be generated.
The Mayor and Township Committee will have sole authority and
complete oversight over the promotional process for a Chief of Police
but may delegate certain responsibilities to the Township Administrator
as appropriate. At the close of the time period for accepting applications,
a list shall be made of applicants who meet all eligibility requirements
for the position of Chief of Police (both the minimum eligibility
requirements set forth in Section VI and any additional eligibility
requirements set forth in the announcement). The applicants on that
list shall then proceed through the promotional process. The process
may include written examinations, oral examinations, personnel file
reviews, interviews, and other components, and it may be scored or
weighted in whatever manner the Mayor and Township Committee deem
appropriate; provided, however, that all selection components and
scoring methods, if any, are communicated at the outset via the announcement
of vacancy.
Within 10 calendar days of the promotional decision, an unsuccessful
candidate may file a letter of appeal with the Township Administrator.
The letter must contain the reasons for the appeal and may request
retabulation of the scored elements of the selection process. The
Township Administrator will assess appeals on a case-by-case basis
and determine how the appeal will be addressed. If the appeal reveals
an error that materially impacted the outcome of the process, the
appealing candidate may be re-evaluated. Within 15 calendar days of
filing, the Township Administrator will issue a written decision on
the appeal, and that decision shall be final.
In the circumstance where only one eligible candidate is in
the promotional process, the Chief of Police may, in his or her discretion
and after approval from the Public Safety Committee, waive the testing
requirements of this section and instead proceed with an assessment
of the candidate's overall fitness for the position, including but
not limited to a review of the candidate's attitude, commitment, leadership
qualities, communication skills, strength of the applicant's letter
of intent, and any other intangible or subject qualities that relate
to the position. The Chief may also elect to not fill the position
subject to initiation of a later promotional process.
If a candidate is eliminated during the promotional process
for a position, he or she may not re-apply for the same vacancy. However,
nothing shall prevent unsuccessful candidates from re-applying for
other or subsequent promotional vacancies. All personnel are encouraged
to perform at their highest level and apply whenever possible for
promotions for which they are qualified.
For the purpose of future promotions, a list shall be maintained
for one year from the date of the swearing in of the position for
which the promotional candidate(s) applied. All candidates who progressed
through all elements of the prior process and were not disqualified
for any reason shall be ranked by point value with one being the highest.
If another position of the same rank for which they tested becomes
available within this time period, it shall be offered to the next
eligible highest scoring candidate. Should this officer refuse the
position, then it shall be offered to the next highest scoring officer
on the list until the list is exhausted or expired. Subsequent the
expiration of this list, a new hiring process following all procedures
listed in this article shall be followed.
There shall be a one-year working probationary period for all
employees who are promoted during which the promoted employee shall
be observed based on criteria related to the job description for the
position to which they were promoted. Such criteria shall include,
but shall not be limited to, a promoted employee's ability to supervise
those employees under his/her direction, the employee's administrative
capabilities, and/or the employee's commitment to the promoted position.
As early as possible during the probationary period, any promoted
employees who are performing unsatisfactorily shall be alerted by
the Chief of Police or his/her designee, in writing, about the need
for improvement, shall be advised as to what specific areas of their
performance require improvement, and shall be advised that if their
underperformance is of such a degree that it may potentially result
in their return to their former rank or status. If satisfactory improvement
is not demonstrated, the employee may be returned to his/her former
rank which shall be in writing and which notice shall state the reasons
therefore. This section applies to probationary periods for promoted
police officers and does not apply to newly hired employees. Probationary
periods for newly hired employees shall be governed by the Township's
Personnel Manual.
Any time more than one candidate is being promoted for the same
rank using the same promotional process and sworn in on the same date,
the officer who obtained the highest overall score in the process
shall be considered the senior officer.
All promotional materials shall be confidential personnel records
and shall be stored in secure areas.
All promotions shall be made without regard to race, gender,
national origin, sexual orientation, disability, or any other unlawful
basis. Employees who have cause to believe that unlawful discrimination
factored into a promotional decision are required to immediately report
it.
This article shall become effective upon final passage and publication
as required by law. All ordinances, resolutions, and Township rules,
regulations, policies and SOPs inconsistent with this article are
hereby repealed and are null and void.
[Added 9-2-2020 by Ord.
No. O-8-2020]
Any police promotional or eligibility list which may be set
to expire in the year 2020 is hereby extended to September 16, 2021,
due to the COVID-19 pandemic.
[Added 9-2-2020 by Ord.
No. O-8-2020]
The governing body shall have discretion to extend any police
promotional or eligibility list. Such extension may be implemented
by resolution.
