[Adopted 3-28-2023 by Ord. No. 23-04[1]]
[1]
Editor's Note: This ordinance also repealed former Art. IX,
Purpose; Policy; Procedures, adopted 12-28-2017 by Ord. No. 17-44.
To provide all eligible candidates for promotion with fair notice
and equal access to the promotional process, Additionally, to strive
to identify the most qualified members of the Police Department for
promotion to leadership positions within the Department and to set
forth the components of the promotional process that will be utilized
by the Chief of Police, the Borough Administrator, and Borough Council
in carrying out the process.
Promotion denotes vertical movement in the organization hierarchy
from one rank classification to another accompanied by increases in
salary and responsibilities. This policy is established for the positions
of Corporal, Sergeant, Lieutenant and Captain.
A.
General.
(1)
Pursuant to N.J.S.A. 40A:14-129, in any municipality wherein Title
11 (civil service) is not in operation, a promotion of any member
or officer of the Police Department or force to a superior position
shall be made from the membership of such Department or force. Due
consideration shall be given to the member or officer so proposed
for the promotion, to the length and merit of his/her service and
preference shall be given according to seniority in service.
(2)
No person shall be eligible for promotion to be a superior officer
unless he/she shall have previously served as a patrolman in such
Department or force.
B.
Eligibility criteria.
(1)
Rank of Corporal.
(a)
Patrolman must have completed a minimum of four years'
service with the Glassboro Police Department at the time of the announcement
of the promotional examination to be eligible for the rank of Corporal.
(b)
Each eligible patrolman who wishes to participate in the written
and oral examinations must submit a written letter stating his/her
intent to participate in the written and oral examinations, together
with a cover letter and updated resume to the Chief of Police. This
submission should be made 14 calendar days prior to first scheduled
exam (written or oral, whichever is first).
(c)
If an officer is eligible and does not wish to be considered
for the upcoming promotion, he/she shall submit written notice of
the same at least 14 days prior to the first scheduled exam (written
or oral, whichever is first).
(d)
All candidates obtaining a minimum raw score of 70% on the written
exam, minimum raw score of 70% on the oral exam, and 70 points or
above in Phase I will move on to Phase II.
(e)
Phase II will be conducted. Results from the Phase II tabulations
will be added to the percentage score from Phase I. All candidates
obtaining a combined score of 63 or higher following Phases I and
II will move onto the Phase III interviews with Public Safety.
(f)
Following the Phase III interviews, the combined scores of all
candidates will be calculated. Each candidate will receive a final
score sheet breaking down his or her score for each phase. The names
of those candidates who achieve a final score of 70 or higher will
be published on the final promotion eligibility list and be eligible
for promotion. A candidate shall be selected from the top three candidates
on the promotional list.
(2)
Rank of Sergeant.
(a)
Eligible candidates must have completed one year of service
as Corporal with the Glassboro Police Department at the time of the
announcement of the promotional examination.
(b)
Each eligible Corporal who wishes to participate in the written
and oral examinations must submit a written letter stating his/her
intent to participate in the written and oral examinations, together
with an updated resume to the Chief of Police. This submission should
be made 14 calendar days prior to the first scheduled exam (written
or oral, whichever is first).
(c)
If an officer is eligible and does not wish to be considered
for the upcoming promotion, he/she shall submit written notice of
the same at least 14 days prior to the first scheduled exam (written
or oral, whichever is first).
(d)
All candidates obtaining a minimum raw score of 70% on the written
exam, minimum raw score of 70% on the oral exam, and 70 points or
above in Phase I will move on to Phase II.
(e)
Phase II will be conducted. Results from the Phase II tabulations
will be added to the percentage scores from Phase I. All candidates
obtaining a combined score of 63 or higher following Phases I and
II will move onto the Phase III interviews with Public Safety.
(f)
Following the Phase III interviews, the combined scores of all
candidates will be calculated. Each candidate will receive a final
score sheet breaking down his or her score for each phase. The names
of those candidates who achieve a final score of 70 or higher will
be published on the final promotion eligibility list and be eligible
for promotion. A candidate shall be selected from the top three candidates
on the promotional list.
(3)
Rank of Lieutenant.
(a)
Sergeants First Class or Detective Sergeants First Class serving
with the Glassboro Police Department at the time of the announcement
of promotional examination will be eligible for the rank of Lieutenant.
(b)
Each eligible Sergeant First Class who wishes to participate
in the written and oral examinations must submit a written letter
stating his/her intent to participate in the written and oral examinations
together with an updated resume to the Chief of Police. This submission
should be made 14 calendar days prior to the first scheduled exam
(written or oral, whichever is first).
(c)
If an officer is eligible and does not wish to be considered
for the upcoming promotion, he/she shall submit written notice of
the same at least 14 calendar days prior to the first scheduled exam
(written or oral, whichever is first).
(d)
All candidates obtaining a minimum raw score of 70% on the written
exam, minimum raw score of 70% on the oral exam, and 70 points or
above in Phase I will move on to Phase II.
(e)
Phase II will be conducted. Results from the Phase II tabulations
will be added to the percentage scores from Phase I. All candidates
obtaining a combined score of 63 or higher following Phases I and
II will move onto the Phase III interviews with Public Safety.
(f)
Following the Phase III interviews, the combined scores of all
candidates will be calculated. Each candidate will receive a final
score sheet breaking down his or her score for each phase. The names
of those candidates who achieve a final score of 70 or higher will
be published on the final promotion eligibility list and be eligible
for promotion. A candidate shall be selected from the top three candidates
on the promotional list.
(4)
Rank of Captain.
(a)
Lieutenants serving with the Glassboro Police Department at
the time of the announcement are eligible for the promotional opportunity
to Captain.
(b)
The oral and written testing phase for promotions to Corporal,
Sergeant and Lieutenant do not apply to the promotion to Captain.
(c)
Each eligible Lieutenant who wishes to be considered for the
promotion to Captain must submit a written letter stating his/her
intent to participate in the selection process with an updated resume
to the Chief of Police. This submission should be forwarded to the
Chief of Police prior to the established deadline.
(d)
If an officer is eligible and does not wish to be considered
for the upcoming promotion, he/she shall submit written notice prior
to the established deadline.
(e)
The selection process for the promotion to Police Captain will be conducted by interviews with the Public Safety Committee. These interviews shall follow the same process as "Phase III" for other ranks except that the categories for evaluation will be those listed below (Subsection B(4)(e)[1] through [10]).
[1]
Knowledge of criminal law and procedure;
[2]
Knowledge of police science and administration;
[3]
Knowledge of the Glassboro Police Department, Attorney General
and County Prosecutor's Office written directives;
[4]
Leadership and management ability;
[5]
General knowledge of Borough of Glassboro local government and
N.J.S.A. 40A;
[6]
Poise;
[7]
Alertness;
[8]
Ability to communicate clearly and effectively;
[9]
Ability to effect good working and public relations;
[10]
Moral character.
(f)
Similar to Phase III for other ranks, each category will be scored (and recorded) by each interviewer according to the point system of Outstanding (2 points), Adequate (1 point), and Inadequate (0 points). The Phase III process for obtaining overall interview scores will be applied except that in the case of Captains, the interview shall constitute the 100% cumulative score. An eligibility list will subsequently be generated and a candidate selected under the "Rule of Three" and in accordance with Subsections G and H below.
C.
Phase I - Written and oral testing.
(1)
Written and oral examinations (for the ranks of Corporal, Sergeant
and Lieutenant) will be administered by the South Jersey Police Chiefs
Association, New Jersey State Association of Chiefs of Police or any
other police-appropriate testing body selected by Mayor and Council.
(2)
Phase I (scoring for written exam, oral exam, values and postings).
(a)
Phase I = 70% of final cumulative score (maximum Phase I points
is 70 points).
(b)
All eligible candidates must obtain 1) a raw score of 70% or
above on the written portion; and 2) a raw score of 70% or above on
the oral examination to continue onto Phase II. Example: Candidate's
final score on the written examination is 68%. Candidate does not
move forward in process. Additional example: Candidate's final
score on oral examination is 60%. Candidate does not move forward
with process.
(c)
For candidates that pass both the written and oral examinations,
the scores on each examination will be converted for an overall Phase
I score (a/k/a Phase I points). The Phase I score is 70% of the final
cumulative score. The written examination will count as 40% of the
overall Phase I score. The oral examination will count as 60% of the
overall Phase I score. To determine to overall Phase I score: 1) the
candidate's written examination percentage score will be multiplied
by 40; 2) the candidate's oral examination percentage score will
be multiplied by 60; and 3) items 1) and 2) will be added and multiplied
by 70% to equal the overall Phase I score. Example: Officer received
72% on written exam and 80% on oral exam. Officer's overall Phase
I score will be (0.72 times 40, which equals 28.8) plus (0.80 times
60, which equals 48); 28.8 plus 48 equals 76.8 multiplied by 70% for
a total Phase I score of 53.76 points. For purposes of calculating
the final cumulative score for this officer (Phases I, II, and III),
53.76 points will be added to the totals of Phases II and III.
(3)
List of passing candidates.
(a)
A list of candidates who have achieved a score of 70% or above
on both the written and oral exams will be posted following the receipt
of and availability of the Chief of Police. The list will identify
the passing candidates in alphabetical order (without listing the
respective scores). Any candidate who wishes to find out his/her numerical
examination score may contact the Chief of Police. Any additional
information regarding the examination must be directed to the testing
entity. Advance notice must be provided to the Chief of Police where
any officer seeks to speak further with the testing entity.
D.
Phase II - Resume and background review.
(1)
Scoring, values and postings.
(a)
Phase II = 20% of final cumulative.
(b)
Resume including a cover letter indicating what officer considers
his or her most important contributions to the Department in their
current position and what projections he or she has to further benefit
the Department.
[1]
(5%) for seniority — maximum score of five points.
4 to 5 years = 1 point
6 to 7 years = 2 points
8 to 9 years = 3 points
10 to 11 years = 4 points
12 or above = 5 points
[2]
(5%) for education/military (one point per level) - maximum
score of five points.
Military = 1 point
Associates degree = 1 point
Bachelor's degree = 2 points (incorporates 1 pt. for an
AA)
Master's degree = 3 points (incorporates 1 pt. for an AA
and 1 point for a BA)
PhD/JD = 4 points (incorporates 1 pt. for an AA, 1 point for
a BA and 1 point for a Master's degree)
[3]
(5%) Personnel record/file - maximum score of five points.
[a]
Start with five points, deduct 1/4 point for minor
infractions (written reprimand, etc.), and deduct 1/2 point for any
infractions held in abeyance; deduct one point per suspension infractions.
This accounts for all items contained within file except for expired
conditional reprimands or expired performance notices. This will include
any discipline that is due to be removed from the officer's file
(Ex., written performance notice) or discipline received up until
the completion of Phase III of promotional process of thereafter.
[4]
(5%) Commendations/awards/resume - maximum score of five points.
[c]
The accumulation of resume/background points in Subsection D(1)(b)[1] (Seniority), [2] (Education/military), and [3] (Commendations/awards/resume) will stop on the date that resumes are due to be submitted (14 calendar days prior to the scheduled Phase I examination).
E.
Posting of cumulative results. Results from the Phase II tabulations
will be added to the Phase I score. The total available points after
Phases I and II would be 90 points. All candidates with a combined
Phase I and II score of 63 or above points (i.e., applying a minimum
passing standard of 70% to 90 points = 63 points) will be eligible
to move to Phase III Public Safety interviews. A list of candidates
who have achieved a combined Phase I and II score of 63 points or
above at the conclusion of Phase II will be posted following the receipt
of and availability of the Chief of Police. The list will identify
the passing candidates in alphabetical order (without listing the
respective scores). Any candidate who does not move on to Phase III
and wishes to find out his/her numerical score following Phase II
may contact the Chief of Police.
F.
Phase III - Public Safety interview.
(1)
The Phase III Public Safety interview will consist of 10% of the
final cumulative score.
(2)
At the conclusion of Phase II, the Chief or designee will present
the Public Safety Committee with the names of all candidates with
a score of 63 points or higher. The Public Safety Committee will not
have the scores of each candidate at this time. The Public Safety
Committee will then proceed to conduct an interview of each eligible
candidate. The purpose of the Phase III interview is to allow the
Public Safety Committee to assess the subjective abilities of each
candidate as described in further detail below.
(3)
Prior to the Phase III interviews, each candidate shall receive a
list of topics relevant to his or her sought position that the interview
questions may be derived from (e.g., municipal ordinances, Police
Department SOPs, and rules and regulations). In the meantime, the
Public Safety Committee shall agree on a list of questions to be asked
of each candidate. For any question involving technical expertise,
the Chief of Police shall provide the Public Safety Committee with
the elements of an acceptable answer.
(4)
During the Phase III interview, each candidate will be asked the
same questions as all other candidates. Where circumstances require,
the Public Safety Committee shall be permitted to ask follow-up questions
of any candidate to clarify a candidate's answer or to seek further
elaboration.
(5)
The scoring for the Phase III interview shall be as follows (maximum
of 10 points total for Phase III):
(a)
Ability to communicate effectively (20% of Phase III score)
• Inadequate (0 points).
• Adequate (1 point).
• Outstanding (2 points).
(b)
Self-confidence (20% of Phase III score)
• Inadequate (0 points).
• Adequate (1 points).
• Outstanding (2 points).
(c)
Positive attitude (20% of Phase III score)
• Inadequate (0 points).
• Adequate (1 points).
• Outstanding (2 points).
(d)
Knowledge of subject matter (20% of Phase III score)
• Inadequate (0 points).
• Adequate (1 points).
• Outstanding (2 points).
(e)
Involvement in the community (20% of Phase III score).
• Inadequate (0 points).
• Adequate (1 points).
• Outstanding (2 points).
(6)
The questions asked during each Phase III interview shall be officially
noted on a document entitled, "Record of Phase III Interview for Promotional
Candidate."
(7)
Following each Phase III interview, each member of the Public Safety
Committee shall compute his/her scores on the selected criteria. The
scores will be collected by the Chief of Police. The scores in each
area will be averaged. These averages will be combined for a total
Phase III score (maximum of 10 points).
(8)
Upon completion of the Phase III interviews, the final scores of
each candidate shall be calculated by adding the candidate's
Phase III points to the Phase I and II points (maximum of 100 points).
All candidates with a combined final score of 70 points or higher
shall be placed on the promotional list. The promotional list shall
be published in the order of highest score to lowest score, but without
the scores of each candidate. Any officer requesting his/her score
following the Phase III interview (including his/her scores for the
Phase III interview itself) may contact the Chief of Police.
G.
Promotions.
(1)
Promotions will be made from any of the top three candidates on the
promotional list. The selection shall be made by recommendation of
the Public Safety Committee with the approval of the governing body.
When a candidate is promoted, the highest-ranked candidate who is
not among the top three candidates moves into eligibility. For example,
if Officers A, B, C, D, and E are on the eligible list, Officers A,
B, or C may be promoted. If Officer B is promoted, the next promotion
may be made from among Officers A, C, and D.
(2)
When any of the top three candidates on the promotional list decline
the opportunity for the immediate promotion, the next highest ranking
candidate(s) on the list will move into the top three eligibility
pool. For example, if Officers A and B decline the promotional opportunity,
the eligibility list becomes Officers C, D, and E. Likewise, if Officers
A, B and C decline the promotional opportunity, the eligibility list
becomes Officers D, E, and F. An officer declining the immediate promotional
opportunity shall retain his/her respective position on the original
eligibility list for a subsequent promotion as long as the list is
active.
(3)
If a higher-ranked candidate is passed over twice for a promotion,
the governing body shall provide the higher-ranked candidate a reason
for its decision following the second time the higher-ranked candidate
is passed over.
H.
Active list and additional promotions.
(1)
The candidates who successfully complete the selection/examination
process but do not receive a promotion at the conclusion of the promotional
process will remain on the list until it is declared expired. The
list shall be active for a maximum of two years from date of final
results being published.
(2)
Future promotions will be made by the governing body, with the advice
and recommendation of the Public Safety Committee, from any of the
top three candidates on the promotional list. The governing body has
the discretion to either accept or reject the candidates submitted
for promotion from the existing list.
(3)
If an existing list contains less than three candidates, the Chief
of Police, the Public Safety Committee or the governing body may choose
from the existing list or render it expired and initiate the procedure
for a new test. The Chief of Police, Public Safety Committee, or governing
body shall consult with the F.O.P. prior to rendering a list expired.
(4)
Officers on the existing list that do not want to be considered for
the promotion must submit written notice to the Chief no later than
30 calendar days after the promotional announcement.
(5)
This policy is intended to be a true and identical representation
of the Glassboro Police Department Promotional Policy adopted by Resolution
R:135-09 on April 14, 2009. It has been reformatted for inclusion
into the Glassboro Police Department General Orders Manual. Any and
all inconsistencies are unintentional. The ordinance adopted by the
Mayor and Council of the Borough of Glassboro shall be deemed the
governing document regarding the promotional process.
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*Sample formula including mock scores of a candidate and calculations
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A.
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Phase 1 scoring formula (70%):
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•
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Candidate's written score: 78%. Written score is 40% of
Phase 1 score. 0.78 times 40 is 31.2.
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•
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Candidate's oral score: 85%. Oral score is 60% of Phase
1 Score. 0.85 times 60 is 51.
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•
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31.2 plus 51 equals 82.2, 82.2 times 70% equals 57.54 points
out of 70 maximum (final score at the completion of Phase 1)
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B.
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Phase 2 resume scoring formula (20%):
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•
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Sum of the following: seniority (5%), education/military (5%),
personnel file (5%), commendations (5%)
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•
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i.e.: 4 (seniority) + 3 (Military/College) + 4 (Personnel File)
+ 2 (Commendations) = 13
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•
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13 points out of 20 maximum (Total for Phase 2)
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C.
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Sum of Phase 1 and Phase 2:
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•
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57.54 (Phase 1) + 13 (Phase 2) = 70.54 out of 90 maximum
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D.
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Phase 3 Public Safety interview (10%):
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•
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10 maximum points
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•
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i.e., Candidate score = 7 points out of 10 maximum
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E.
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Final score:
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•
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70.54 (sum of phase 1 and phase 2) + 7 (phase 3 score) = 77.54
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77.54 out of 100 maximum (candidate's final score for the entire
process)
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