[Amended 12-15-1975 by Ord. No. 75-24; 2-21-2002 by Ord. No. 02-01; 5-15-2006 by Ord. No. 06-19]
A.
Department of Police; head of Department; Director.
[Amended 9-19-2022 by Ord. No. 22-25]
(1)
Department of Police. The existence of a separate department in municipal government of the Township of Bridgewater designated as the Department of Public Safety of the Township of Bridgewater [formerly referenced in § 4-5B(7) of the Township Municipal Code] is hereby eliminated. In its place and stead and now referenced in § 4-5B(7) as a municipal department is the Department of Police.
(2)
Head of Department. The head of the Department of Police shall be the Chief of Police. As the head of this municipal department, he shall also be known as the Director of this Department, on a par with all other Directors of municipal departments referenced in § 4-5 and Article VII of the Township Municipal Code.
B.
Powers and duties of the Mayor in connection with
the Department of Police. The Mayor shall:
(1)
Act as the appropriate authority, pursuant to N.J.S.A.
40A: 14-118.
(2)
Pursuant to N.J.S.A. 40A: 14-118, provide for the
promulgation and adoption of the rules and regulations for the government
of the police force and for the discipline of its members. The rules
and regulations shall be in manual form and shall be entitled the
"Bridgewater Township Police Department Rules and Regulations."
C.
Functions of the Police Department. The Police Department
shall:
(1)
Preserve the public peace, protect life and property,
prevent crime, detect and arrest offenders against the penal laws
and ordinances effective within the Township, suppress riots, mobs
and insurrections, disperse unlawful or dangerous assemblages, and
preserve order at all elections and public meetings and assemblages.
(2)
Administer and enforce laws and ordinances to regulate,
direct, control and restrict the movement of vehicular and pedestrian
traffic, and the use of the streets by vehicles and persons, to protect
the safety and facilitate the convenience of motorists and pedestrians,
and enforce rules and regulations, laws and ordinances of the Township
and the State of New Jersey promulgated for such purposes.
(3)
Remove or cause to be removed all nuisances in the public streets, parks and other public places of the Township as are delineated in Chapters 145 (Nuisances, Public Health), 151 (Park Regulations), 142 (Noise), and such other chapters of the Township Municipal Code as may prove applicable.
[Amended 9-19-2022 by Ord. No. 22-25]
(4)
Provide proper police attendance and protection at
fire scenes while recognizing the authority of the Fire Chief under
N.J.S.A. 40A: 14-54.1.
(5)
Provide for the attendance of its members in court
as necessary for the prosecution and trial of persons charged with
crimes and offenses, and cooperate fully with the law enforcement
and prosecuting authorities of federal, state and county governments.
(6)
Operate training program to maintain and improve the
police efficiency of the members and employees of the Department.
(7)
Perform such other duties to be consistent with federal,
state and local laws; directives of the Attorney General and the Somerset
County Prosecutor.
[Added 5-1-2006 by Ord. No. 06-20]
A.
Promotion to Chief of Police.
(1)
Eligibility. Any Lieutenant and Captain in the Bridgewater
Township Police Department may apply for the position of Chief of
Police.
[Amended 7-7-2022 by Ord. No. 22-12; 9-19-2022 by Ord. No. 22-25]
(2)
Promotional process.
[Amended 9-19-2022 by Ord. No. 22-25]
(a)
Commencement.
The promotional process for the position of Chief of Police shall
commence upon the date the position is vacated by the incumbent Chief
of Police. Notwithstanding the foregoing, and in consideration of
departmental preparedness, the appropriate authority may, upon consultation
with the incumbent Chief of Police, undertake elements of the promotional
process described in this section in anticipation of the pending retirement
of said incumbent.
(b)
The
evaluation process shall be undertaken by an assessment panel comprised
of two representatives of a professional consulting firm, agency,
or law firm experienced in the field of police department performance
and promotional considerations and the Township Administrator.
(3)
Elements comprising the evaluation process. The following
percentages are based on an overall point scale of 100 and shall include
the following elements:
(a)
Seniority. Each candidate shall be awarded 0.25% of
a point for each year of police service, whether served in Bridgewater
Township or elsewhere as a sworn officer, up to a maximum of 8%
(b)
Education. The following educational degrees shall
be worth the following points. However, to receive the 10 points allocated
for any advanced degree, that degree must be related to management,
business, criminal justice or police enforcement.
(c)
Record review. The record review will consist of the
assessment panel's review of each candidate's personnel evaluations,
personnel file, experience and resume. Each of the three individual
members of the assessment panel shall review each candidate's credentials
in these areas with each individual panel member's score being averaged
into one composite score which will account for up to 7%.
(d)
Written examination/exercise. Each of the three individual
members of the assessment panel shall review each candidate's performance
in the written examination/exercise process with each individual panel
member's score being averaged into one composite score which will
account for up to 30%.
(e)
Assessment center.
[1]
An assessment center is a process of gathering
relevant information, under standardized conditions, about an individual's
capabilities to perform the managerial position of Chief of Police.
The assessment center places candidates through a series of group
and individual exercises designed to simulate the conditions of the
position of Chief of Police and determine if each candidate possesses
the skills and abilities necessary to perform the job properly. This
is accomplished by ascertaining the candidate's behavior relevant
to the job while he is being observed by the assessment panel. In
this manner, the assessment panel can observe a candidate's behavior
from a common frame of reference utilizing various assessment exercises.
[2]
Each of the three individual members of the
assessment panel shall review each candidate's performance in the
assessment center exercise process with each individual panel member's
score being averaged into one composite score which will account for
up to 45%.
(4)
Each of the five elements comprising the evaluation
will provide each candidate with a numerical overall score, with 100
being the maximum score and 60 being the minimum acceptable score.
The ranking on this list shall comprise the promotional eligibility
list. The candidates achieving the top overall three scores will constitute
the top three candidates, as provided in a listing delivered to the
Mayor without ranking.
(5)
The final decision and appointment to the position
of Chief of Police will be made from the top three candidates by the
Mayor, with the advice and consent of the Council. This promotion
shall be conditioned upon the successful candidate passing a medical
evaluation; a psychological evaluation; and a background check involving
a credit check, motor vehicle check and criminal check.
(7)
The salary and other compensation for the Chief of
Police shall be as set forth in the Township Salary Wage Ordinance.
(8)
Upon appointment, the Chief of Police shall serve
in a probationary status for a period of one year. During the probationary
period, the Chief of Police may be restored to his prior title with
or without cause.[3]
[3]
Editor's Note: Former Subsection A(9), regarding consideration
of participation in the evaluation process for promotion, which immediately
followed, was repealed 9-19-2022 by Ord. No. 22-25.
B.
Promotion to Sergeant.
[Added 10-16-2006 by Ord. No. 06-42;
amended 7-2-2012 by Ord. No. 12-16; 12-1-2014 by Ord. No. 14-13]
(1)
Personal profile.
(a)
A minimum of one week prior to the Chief of Police setting forth
a list of candidates, each candidate shall prepare and provide to
the Chief of Police a typed, standardized resume with a cover letter.
(b)
The standardized resume format shall be promulgated by the Chief
of Police.
(c)
The candidate may include any additional information which he/she
believes would be relevant to the Chief of Police and the promotion
process in his or her cover letter. Each candidate's resume and cover
letter will be reviewed by all supervisors during the promotion process.
(d)
Time in grade/eligibility. No member of the Police Department
shall be eligible for promotion to the rank of Sergeant without a
minimum of five years of police service. Three of the five years must
be served as a Bridgewater police officer.
(2)
Supervisory review.
(a)
This section of the promotion process shall carry a weight of
43 points at the maximum.
(b)
A list of candidates who have submitted a resume and cover letter
shall be promulgated by the Chief of Police.
(c)
Each active full-duty supervisor of the rank of Sergeant and
above will be provided with a copy of this list and will participate
in this section of the promotion process known as the "supervisory
recommendation."
(d)
The supervisors will select from this list the 10 candidates
they deem most qualified to be promoted to Sergeant. The selections
will be ranked in order of preference. A written narrative explaining
the rationale for the selection shall be completed for each candidate
selected. The supervisors' decisions are to be based on the following
criteria/factors along with their working knowledge of the candidates
and any other information concerning the candidate supplied by the
Chief of Police as may be requested.
[Amended 9-19-2022 by Ord. No. 22-25]
(e)
The supervisors shall consider the following factors:
(f)
Scoring.
[Amended 9-19-2022 by Ord. No. 22-25]
[1]
Each supervisor independently selects the top 10 candidates
and reports them in order of preference. The candidates are scored
as follows:
[a]
First place: 10 points.
[b]
Second place: nine points.
[c]
Third place: eight points.
[d]
Fourth place: seven points.
[e]
Fifth place: six points.
[f]
Sixth place: five points.
[g]
Seventh place: four points.
[h]
Eighth place: three points.
[i]
Ninth place: two points.
[j]
Tenth place: one point.
[2]
Each candidate's score for this section is calculated by utilizing
the following formula: total points received by the candidate divided
by the number of supervisors participating times 10, then multiplied
by 43, equals the candidate's score for this section. [Example: There
are 12 supervisors in the process. Candidate A receives a total of
64 supervisor points. (64/(12 x 10)) x 43 = 15.28 points.] All point
values will be rounded to nearest hundredths place.
(4)
Education.
(a)
College education: maximum seven points. Points will be awarded to
the candidates as follows:
(5)
Numerical score. Each of the three elements supervisory review, service
credit, education) comprising the promotional process for Sergeant
will provide each candidate with a numerical score. The candidates
will be ranked from highest score to lowest score.
[Amended 9-19-2022 by Ord. No. 22-25]
(6)
Oral interview.
(a)
This section of the promotion process shall carry a weight of
40 points at the maximum.
(b)
An oral interview will be conducted with the top 10 highest-scoring candidates. The interview shall include uniform questions, rating scales and the interview results shall be recorded on a standardized form. The oral interview shall be based on a total of 100 points for each rater for a total of either 400 or 500 possible points (depending on the number of available raters pursuant to § 4-83E(6) of this chapter) for each candidate for this particular section. Notwithstanding § 4-83E(6) of this chapter, the raters for this section shall include:
[Amended 2-13-2020 by Ord. No. 20-06; 9-19-2022 by Ord. No. 22-25]
(c)
Evaluation of candidates' performance shall involve consideration
of the following criteria and factors:
[1]
Comprehensive and presentation skills in oral communication.
[2]
Maturity in judgment.
[3]
Evidence of supervisory and administrative leadership.
[4]
Demonstrated knowledge and understanding of the Township, including
the physical and demographics thereof, as well as an understanding
of the operations of Township government, including the interaction
of the various departments therein.
[5]
Knowledge and understanding of supervisory and management practices,
department rules and regulations, policies and procedures, and police
patrol practices.
[6]
Knowledge of criminal and motor vehicle laws, rules of evidence,
search and seizure, Somerset County Prosecutor's Office Directives
and New Jersey Attorney General Guidelines.
(d)
Scoring.
[1]
Each candidate's score for this section is calculated by utilizing the following formula: total points received by the candidate divided by 500 (or divided by 400 in the event there are only four raters pursuant to § 4-83E(6) of this chapter) then multiplied by 40 is the candidate's score for this section. [Example: Candidate A's overall score is 300. (300/500) x 40 = 24.00 points.]
[Amended 2-13-2020 by Ord. No. 20-06]
[2]
Each of the four elements (supervisory review, service credit,
education, oral interview) comprising the promotional process will
provide each candidate with a numerical overall score. The candidates
shall be ranked from highest score to lowest score. The five lowest-scoring
candidates shall be removed from the promotional process. The remaining
10 candidates ranked highest to lowest shall comprise the promotion
eligibility list for the rank of Sergeant.
(7)
Appointment.
(a)
The Chief will select one candidate for promotion from the top three
highest-scoring candidates (including ties). Should there be more
than one vacancy to be filled, the Chief will select from the top
highest-scoring three candidates (including ties) who remain after
the Chief makes his initial selection(s).
(b)
In making the selection and appointment, the Chief of Police shall
review the following performance-related areas for each candidate:
job-related experience; compliance with the rules and regulations
of the Department; professional judgment; quality of work; responsibility;
attendance; productivity; promotional potential in a supervisory capacity
defined as use of independent judgment in the performance of duties,
ability to supervise personnel and give directions and orders; disciplinary
records; commendations.
C.
Promotion to Lieutenant.
[Added 10-16-2006 by Ord. No. 06-42;
amended 7-2-2012 by Ord. No. 12-16; 12-1-2014 by Ord. No. 14-13]
(1)
Personal profile.
(a)
A minimum of one week prior to the Chief of Police setting forth
a list of candidates, each candidate shall prepare and provide to
the Chief of Police a typed, standardized resume and cover letter.
(b)
The standardized resume format shall be promulgated by the Chief
of Police.
(c)
The candidate may include any additional information which he/she
believes would be relevant to the Chief of Police and the promotion
process in his or her cover letter. Each candidate's resume and cover
letter will be reviewed by the Command staff during the promotion
process.
(d)
Time in grade/eligibility. No Sergeant shall become eligible
for promotion to the rank of Lieutenant until he shall have served
in the capacity of Sergeant for at least six months.
(e)
Promotional process. A four-part promotional process has been
developed to identify employees who possess the ability for assuming
greater responsibilities combined with the necessary skills and knowledge
to perform competently at a higher organizational level.
(2)
Supervisory recommendation.
(a)
This section of the promotion process shall carry a weight of
43 points at a maximum.
(b)
All active-duty supervisors of the rank of Lieutenant and above
will participate in this section of the promotion process. A list
of candidates who meet the established criteria and express a desire
to participate in the promotional process by submitting a cover letter
and resume will be promulgated by the Chief of Police. Each supervisor
will be provided with a copy of this list. The supervisors will rank
each eligible candidate. The selections will be ranked in order of
preference. A written narrative explaining the rationale for the selection
shall be completed for the top six candidates. The supervisors' decisions
should be based on a review of the candidates' submissions and their
evaluation of the general qualifications of each candidate pursuant
to the supervisors' working knowledge of the candidates and how each
candidate satisfies the job description of Lieutenant as promulgated
by the Chief of Police. The Chief of Police will supply all supervisors
with any documents or further instructions he/she deems necessary
to complete this process. Personal profile information will be made
available by the Chief of Police upon request. The supervisors shall
consider the following factors:
(c)
Scoring.
[1]
Each supervisor will independently rank all eligible candidates
in order of preference with one being the most qualified to be promoted
to Lieutenant and the last one being the least qualified. The candidates
are scored as follows: total first place points will be determined
by the number of eligible candidates. (Example: nine candidates participating
in the process will result in the nine points for first place. Point
values will decrease by one point for each position below first place.
(i.e., second place: eight, third place: seven, etc.)
[a]
First place: (the total number of eligible candidates) points.
[b]
Second place: (tba) points.
[c]
Third place: (tba) points.
[d]
Fourth place: (tba) points.
[e]
Fifth place: (tba) points.
[f]
Sixth place: (tba) points.
[g]
Seventh place: (tba) points.
[h]
Eighth place: (tba) points.
[i]
Ninth place: (tba) points.
[2]
Each candidate's score for this section is calculated by utilizing
the following formula: total points received by the candidate divided
by the number of supervisors participating times the number of candidates
participating, then multiplied by 43, equals the candidate's score.
[Example: There are nine supervisors in the process. There are eight
candidates participating. Candidate A receives a total of 27 supervisor
points. (27/(9 x 8)) x 43 = 16.12 points.] All point values will be
rounded to the nearest hundredths place.
(4)
Education.
(a)
College education: maximum seven points. Points will be awarded to
the candidates as follows:
(5)
All eligible candidates that have participated in the promotional
process for Lieutenant shall continue to the oral interview.
(6)
Oral interview.
(a)
This section of the promotional process shall carry a weight
of 40 points at a maximum.
(b)
An oral interview will be conducted with all the candidates for the position of Lieutenant. The interview shall include uniform questions, rating scales and the interview results shall be recorded on a standardized form. The oral interview shall be based on a total of 100 points for each rater for a total of either 400 or 500 possible points (depending on the number of available raters pursuant to § 4-83E(6) of this chapter) for each candidate for this particular section. Notwithstanding § 4-83E(6) of this chapter, raters for this section shall include:
[Amended 2-13-2020 by Ord. No. 20-06]
(c)
Evaluation of candidates' performance shall involve consideration
of the following criteria and factors:
[1]
Comprehensive and presentation skills in oral communication.
[2]
Maturity in judgment.
[3]
Evidence of supervisory and administrative leadership.
[4]
Demonstrated knowledge and understanding of the Township, including
the physical and demographics thereof, as well as an understanding
of the operations of Township government, including the interaction
of the various departments therein.
[5]
Knowledge and understanding of supervisory and management practices,
police patrol practices, Department rules and regulations, policies
and procedures.
[6]
Knowledge of criminal and motor vehicle laws, rules of evidence,
search and seizure, Somerset County Prosecutor's Office Directives
and New Jersey Attorney General Guidelines.
(d)
Scoring.
[1]
Each candidate's score for this section is calculated by utilizing the following formula: total points received by the candidate divided by 500 (or divided by 400 in the event there are only four raters pursuant to § 4-83E(6) of this chapter) then multiplied by 40 is the candidate's score for this section. [Example: Candidate's overall score is 350. (350/500) x 40 = 28.00 points.]
[Amended 2-13-2020 by Ord. No. 20-06]
[2]
Each of the four elements (supervisory recommendation, time
in grade, education, oral interview) comprising the promotional process
will provide each candidate with a numerical overall score. The candidates
shall be ranked from highest score to lowest score. The top five highest
scoring candidates shall comprise the promotion eligibility list for
the rank of Lieutenant .
(7)
Appointment.
(a)
The Chief will select one candidate for promotion from the top
three highest-scoring candidates (including ties). Should there be
more than one vacancy to be filled, the Chief will select from the
top highest-scoring three candidates (including ties) who remain after
the Chief makes his initial selection(s). Following the completion
of the process, the Chief of Police will recommend to the appointing
authority the candidate to promote.
(b)
In making the selection and appointment, the Chief of Police
shall review the following performance-related areas for each candidate:
job-related experience; compliance with the rules and regulations
of the Department; professional judgment; quality of work; responsibility;
attendance; productivity; promotional potential in a supervisory capacity
defined as use of independent judgment in the performance of duties,
ability to supervise personnel and give directions and orders; disciplinary
records; commendations.
D.
Promotion to captain.
[Added 3-17-2008 by Ord. No. 08-06[4]; amended 7-2-2012 by Ord. No. 12-16; 12-1-2014 by Ord. No. 14-13]
(1)
Personal profile.
(a)
A minimum of one week prior to the Chief of Police setting forth
a list of candidates, each candidate shall prepare and provide to
the Chief of Police a typed, standardized resume and a cover letter.
(b)
The standardized resume format shall be promulgated by the Chief
of Police.
(c)
The candidate may include any additional information which he/she
believes would be relevant to the Chief of Police and the promotion
process in his or her cover letter. Each candidate's resume and cover
letter will be reviewed by the Command staff during the promotion
process.
(d)
Eligibility. Only members of the Bridgewater Township Police
Department who hold the rank of Lieutenant shall be eligible to take
part in the promotional process for Captain.
(2)
Supervisory review.
(a)
Supervisory review personnel shall consist of the Administrative
and Operations Captains.
(b)
Each Captain shall participate in this section of the promotion
process. A list of candidates who meet the established criteria and
express a desire to participate in the promotional process by submitting
a cover letter and resume will be promulgated by the Chief of Police.
Each Captain will be provided with a copy of this list. Each Captain
will formulate a list of three candidates they deem most qualified.
The Captains' decisions shall be based on a review of the candidate's
submissions and their evaluation of the general qualifications of
each candidate pursuant to the supervisors' working knowledge of the
candidates and how each candidate satisfies the job description of
Captain as promulgated by the Chief of Police.
(3)
Command staff review.
(a)
Command staff personnel shall consist of the Chief of Police, Administrative
and Operations Captains.
[1]
The Captains will review their list of top three candidates
with the Chief of Police.
[2]
The Chief of Police, in consultation with the two Captains,
shall rank the three top candidates in order from first to third.
The top three highest-ranking candidates shall comprise the promotional
eligibility list. The Chief of Police shall promote the top-listed
candidate to be promoted to the position of Captain.
[3]
In the event a Captain leaves his/her employment prior to or
during the promotional process, the Chief of Police and the remaining
Captain will encompass the Command staff review.
(b)
In making the selection and appointment, the Chief of Police shall
review the following performance-related areas for each candidate:
job-related experience; compliance with the rules and regulations
of the Department; professional judgment; quality of work; responsibility;
attendance; productivity; promotional potential in a supervisory capacity
defined as use of independent judgment in the performance of duties,
ability to supervise personnel and give directions and orders; disciplinary
records; commendations.
[4]
Editor's Note: This ordinance also provided
for the redesignation of former Subsection D as Subsection E.
E.
Miscellaneous considerations.
[Added 10-16-2006 by Ord. No. 06-42;
amended 3-17-2008 by Ord. No. 08-06;7-2-2012 by Ord. No. 12-16]
(1)
Selection of candidate for promotion.
(a)
The Chief of Police, with the consent of the appropriate authority,
will determine when a promotional process is necessary. A promotional
process is considered to have begun when written notice of the initiation
of the process is given to all police personnel by the Chief of Police.
(b)
The Chief of Police will make his selection for promotion from the
top three highest-scoring candidates. Should there be more than one
vacancy to be filled, the Chief of Police will select from the top
three highest-scoring candidates who remain after the Chief makes
his initial selection.
(c)
In making the selection, the Chief of Police shall review and consider
the following performance-related areas for each of the top three
candidates: job-related experience; compliance with the rules and
regulations of the department; professional judgment; quality of work;
responsibility; attendance; productivity; promotional ability to supervise
personnel and give directions and orders; disciplinary records; commendations;
demonstrated conformity to department mission and core values; leadership;
and ethical behavior and integrity.
(d)
Upon making his selection of a candidate for promotion, the
Chief of Police will recommend his selection to the appropriate authority
for approval.
(2)
All promotions include a probationary period of one year. Before
appointment, the Chief of Police and Captains shall conduct an oral
interview with the individual selected for promotion and outline a
probationary period and expectations that are expected from the individual.
Should a candidate be promoted to Sergeant, Lieutenant or Captain
and not meet the expectations of the Chief of Police, he/she will
be returned to his/her last rank and his/her pay will be reduced back
to the appropriate level.
[Amended 12-1-2014 by Ord. No. 14-13]
(3)
Promotion eligibility list.
[Amended 12-1-2014 by Ord. No. 14-13; 7-7-2022 by Ord. No. 22-13; 9-19-2022 by Ord. No. 22-25]
(a)
Following
the completion of the promotional process, the Chief of Police will
prepare promotional eligibility lists for the ranks of Captain, Lieutenant,
and Sergeant. The lists will contain the names of the candidates who
are eligible for promotion in descending order starting with the highest-scoring
candidate.
(b)
The promotional eligibility lists will remain valid for two years from the date of publication. The appropriate authority as so designated pursuant to N.J.S.A. 40A:14-118 and § 4-84D(2) may, prior to the expiration of any promotional eligibility list for any rank, upon consultation with the Chief of Police, and in consideration of staffing requirements, pending and anticipated retirements, and other relevant factors, extend the promotion eligibility list for up to six additional months. Written notice shall be provided to all affected employees of any extension exercised pursuant to this section.
(c)
Notwithstanding the foregoing, the Chief of Police, upon their initial appointment pursuant to § 4-83A(5) hereof, and in the event there is at least one vacancy at the rank of Captain, may, with the approval of the appropriate authority, utilize the existing promotion list for the rank of Captain or commence a novel promotion process pursuant to § 4-83A(5) for any vacancy existing at that rank.
(d)
Any
candidate may request, through his/her chain of command, to view his/her
point total. At the end of the one-year period, the Chief of Police
shall return to the candidate's personnel file any materials reviewed
by the Chief.
(4)
The Chief of Police shall be responsible for the security of all
promotional materials and all phases of the promotional process. All
promotional materials will remain in the custody of the Chief of Police,
and shall be stored in a secured file within the office of the Chief
of Police.
(5)
Oral interviews of candidates shall include uniform questions, rating
scales and the interview results shall be recorded on a standardized
form.
(6)
Oral interviews. Pursuant to § 4-83B(6)(b) and C(6)(b), oral interviews are to be conducted by the Chief of Police, Operations Captain, Administrative Captain, Administrative Lieutenant, and Operations Lieutenant (collectively referred to as "raters"). Notwithstanding the foregoing, whenever one of the aforementioned positions shall be vacant for whatever reason, the four remaining raters shall conduct the oral interview and evaluate scoring pursuant to the provision of this chapter.
[Added 1-16-2020 by Ord.
No. 20-01]
F.
Reapplication. Officers who are not promoted after the most recent
promotional process has expired (eligibility list) will not be given
any preference in any future promotional opportunities and must reapply
for each subsequent process.
[Added 7-2-2012 by Ord. No. 12-16]
G.
Appeals.
[Added 7-2-2012 by Ord. No. 12-16]
(1)
Within 10 days of the posting of the ranking of candidates, a candidate
may file a written letter of appeal. This letter must contain the
reason(s) for an appeal and must be submitted to the Chief of Police,
through the appropriate chain of command. 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)
If the appeal impacts upon the results of the promotional ranking
as determined by the Chief of Police, the candidate may be permitted
to be reevaluated.
[1]
Editor's Note: Former § 4-83, Police
Commission, as amended, was repealed 6-1-1987 by Ord. No. 87-24.
[Amended 12-15-1975 by Ord. No. 75-24; 6-1-1987 by Ord. No. 87-24; 5-15-2006 by Ord. No. 06-19]
A.
The Chief of Police shall:
(1)
Assemble the budget information for the Police Department.
(2)
Be responsible for the purchase of all Police Department
supplies and records as approved in the budget and in accordance with
the established purchasing procedure of the Township.
(3)
Supervise the training of police personnel.
(4)
Initiate and respond to recommendations for the alleviation
of hazardous conditions.
(5)
Work with the Township Administrator and other municipal
officials in preparing applications for federal and state financial
assistance.
(6)
Supervise the daily operation of the police force.
(7)
Enforce all police rules and regulations and the statutes
for the organization and discipline of the Police Department.
(8)
Report, at least monthly, to the Mayor in such form
as shall be prescribed by the Mayor on the operation of the force
during the preceding month, which report shall include but not be
limited to reports detailing the status of all internal affairs investigations
and reports detailing the deployment of personnel and all assignments
of personnel and make such other reports concerning police activities
as may be requested by the Mayor.
(9)
Analyze crime trends and statistics to ensure that
the Department makes the best use of available funds, personnel, equipment
and supplies.
(10)
Allocate assignments and instructions to subordinate
members and employees of the police force.
(11)
Provide members and employees of the Police Department
with guidance and advice and supervise their work to see that proper
procedures are followed, that reasonable standards of workmanship,
conduct, and output are maintained and that desired police objectives
are achieved.
(12)
Direct the establishment and maintenance of police
records and files.
(13)
Issue directives and allocate resources to ensure
police protection for public events, hazardous situations or weather
conditions, times of emergency (fires, blackouts, etc.) and in response
to emergency conditions (traffic, public disturbances, etc.).
(14)
Review for administrative purposes, reports prepared
by subordinate officers and employees.
(15)
Evaluate effectiveness of work programs and procedures
of all units and bureaus within the Department and develop effective
work methods for subordinates.
(16)
Undertake special studies pertaining to public safety
functions and promote close coordination of planning efforts.
(17)
Establish and maintain helpful and cooperative relations
with civic and business organizations, schools and court offices and
with other groups and police authorities in other jurisdictions and
with others interested in the maintenance of law and order.
(18)
Review, analyze and make recommendations regarding
budget requests from the Police Department to the Mayor.
(19)
Review, analyze and evaluate all police equipment
needs and make the appropriate recommendations to the Mayor.
(20)
Have, exercise and discharge the functions, powers
and duties of the force.
(21)
Prescribe the duties and assignments of all subordinates
and other personnel.
(22)
Delegate such authority as he may deem necessary for
the efficient operation of the force to be exercised under his direction
and supervision.
(23)
As a separate annual report to the Mayor, prepare
and maintain, with annual review and amendment, a five-year plan for
the Department to include recommended staffing, equipment, facilities,
expenses and capital budgets, with projected law enforcement and other
Police Department activities.
(24)
Cooperate fully with any committee or commission appointed
by the Council to conduct investigations of the operation of the police
force in accordance with N.J.S.A. 40A: 14-118.
(25)
Pursuant to the Bridgewater Code § 4-20F report at least semiannually to the Mayor and Council, in such form as shall be approved by the Business Administrator, on the work of the Department during the preceding six months.
(26)
Issue any operations orders, general orders or standard
operating procedures or policies as he deems necessary for the efficiency
and operation of the Police Department, including the routine day-to-day
operation of the police function which, under New Jersey law, is under
the sole province and direction of the Chief of Police.
B.
Organizational table. A graphic Table of Organization
shall be maintained by the Chief of Police to show the divisional
structure of the Police Department. The functions and duties of each
position in the Table of Organization shall be defined by policies
established by the Chief of Police.
C.
Limitation on authority of the Chief of Police. Nothing
contained herein shall infringe upon or limit the duty and authority
of the Chief of Police to act to provide for the health, safety and
welfare of the municipality in an emergency through special emergency
directives.
D.
Composition and organization of the police force.
(1)
The Police Department shall consist of one Chief of Police, two Captains, six Lieutenants, 10 Sergeants, and 54 police officers, no more than three of whom shall be School Resource Officers. The Police Department may also elect to employ two sworn officers in addition to the aforementioned 54 police officers for the purposes of development and training and may retain said officers for a period of 90 days after the conclusion of the course of training as designated by the Department. In no event shall the number of active police officers exceed 54. With the exception of the Chief of Police position, all such subordinate appointments shall be made by the Director of the Department of Police (Chief of Police) pursuant to N.J.S.A. 40:69A-43(d). Pursuant to N.J.S.A. 40A:14-146.10, the Police Department may also employ up to 10 Class III Officers for school safety purposes. The Class III Special Law Enforcement Officers to be hired by the Township shall meet all the qualifications of N.J.S.A. 40A:14-146.10 and shall not be counted towards the total police officer head count as authorized above. The Director of the Department of Police, with the approval of the Mayor, may, from time to time, leave one or more of the above positions vacant, as he sees fit. The express purpose for naming these offices is to establish a statutory line of authority from all police employees to a higher elected authority. No personnel may be appointed to the Township of Bridgewater Police Department until they have satisfied all statutory requirements and have complied with the selection process and standards established by the rules and regulations adopted by the Director of Police to govern the Police Department, this article (§§ 4-82 to 4-84) and the applicable statutes of the State of New Jersey (N.J.S.A. 40A:14-118 to 130). The Chief of Police shall not only have authority over police officials within the Department, but also over all administrative and civilian employees of the Department as well. Each police officer retained by the Police Department shall take an oath and be sworn pursuant to N.J.S.A. 4:1-1 et seq.
[Amended 9-7-2006 by Ord. No. 06-38; 6-26-2008 by Ord. No.
08-14; 8-18-2008 by Ord. No. 08-21; 5-21-2012 by Ord. No.
12-08; 7-15-2013 by Ord. No. 13-09; 5-4-2015 by Ord. No. 15-12; 8-15-2016 by Ord. No. 16-16; 10-1-2018 by Ord. No. 18-17; 2-21-2019 by Ord. No. 19-05; 9-8-2022 by Ord. No. 22-18; 9-19-2022 by Ord. No. 22-25]
(2)
Line of authority. The Township of Bridgewater Police
Department shall come under the jurisdiction of the appropriate authority
which is hereby created pursuant to N.J.S.A. 40A:14-118. Said appropriate
authority shall be the Mayor. The Director of the Police Department
/ Chief of Police shall be directly responsible to the Mayor of the
Township. The Chief of Police, as Director of the Department shall
be the head of the Police Department and shall be in charge of the
daily operations of the Department, including the routine day-to-day
operations thereof as described hereinabove.
(3)
Promotion or removal from within the ranks. A promotion
of any member or officer of the Police Department to a superior position
shall be made by the Director of the Department of Police, who is
the Chief of Police, as is provided under N.J.S.A. 40:69A-43(d). All
promotions shall be made from within the membership of the Police
Department pursuant to N.J.S.A. 40A: 14-129, and a member or officer
of the Police Department shall not be promoted until he has served
at least three years in such Department pursuant to N.J.S.A. 40A:
14-130. The Director of the Department of Police shall have the power
to remove subordinate officers and employees within the Department,
with the approval of the Mayor, and subject to general New Jersey
law regarding termination. Promotions made on a temporary basis, due
to a vacancy at the rank of Captain, Lieutenant, or Sergeant, shall
be made on a temporary basis in a manner prescribed by the Chief of
Police and in accordance with departmental policy.
[Amended 9-19-2022 by Ord. No. 22-25]
(4)
Acting Chief.
[Added 9-19-2022 by Ord. No. 22-25]
(a)
In
the event of an extended absence of the Chief of Police due to illness,
personal leave (including vacation), or other temporary condition
where the Chief of Police's return to work is anticipated, the Chief
of Police may appoint a Captain to serve as Acting Chief during the
time of the Chief of Police's absence.
(b)
In the event of the temporary incapacity of the Chief of Police prior to which the Chief of Police was unable to make an appointment pursuant to § 4-84D(4)(a), the appropriate authority, as so designated pursuant to N.J.S.A. 40A:14-118 and § 4-84D(2), shall appoint a Captain to serve as Acting Chief of Police who shall serve as Acting Chief of Police until such time as the incumbent Chief of Police is able to resume the duties of the position or until the position is deemed to be permanently vacant.
(c)
In the event of a vacancy in the position of Chief of Police due to retirement or permanent incapacity, the appropriate authority, as so designated pursuant to N.J.S.A. 40A:14-118 and § 4-84D(2), shall appoint a Captain to serve as Acting Chief of Police who shall serve as Acting Chief of Police until such time as a permanent replacement is selected pursuant to § 4-83A hereof.
(d)
In the event there are no Captains available at the time of any absence, incapacity, or vacancy in the position of Chief of Police as herein described, the appropriate authority, as so designated pursuant to N.J.S.A. 40A:14-118 and § 4-84D(2), may appoint a sworn officer with the rank of Lieutenant to the position of Chief of Police in an acting capacity pursuant to any subsection hereof.
E.
Compensation for members of the Police Department.
Salary and other forms of compensation for each member of the Police
Department shall be as set forth either in the Township Salary Range
Ordinance, the PBA collective-bargaining agreement and/or the SOA
collective-bargaining agreement and are incorporated herein by reference.
The salary for the Chief of Police as Director of the Police Department
shall be in an agreement negotiated by the Mayor and approved by the
Council.
[Amended 9-19-2022 by Ord. No. 22-25]
F.
Office of
Police Chaplain.
[Added 11-5-2020 by Ord. No. 20-22]
(1)
Appointment; qualifications. The Chief of Police of Bridgewater Township
may appoint one or more Chaplains to the Police Department. Any person
appointed shall be a member of the clergy in good standing in the
religious body in which he/she was ordained. Said Chaplain shall become
a volunteer member of the Township Police Department, after completing
a background investigation conducted by the Police Department. This
subsection will be in accordance with N.J.S.A. 40A:14-141.
(2)
Authority.
(a)
The office of Chaplain is to be of service to the Chief of Police,
officers, their families, and the residents of the Township of Bridgewater.
(b)
The Chaplain is a staff assistant to the Chief and may be consulted
for any purpose by the Chief or supervisory staff. It is understood
that all communications with the Chaplain whether of a personal or
professional nature by members of the Police Department will be held
in confidence.
(c)
The Chaplain will not hold rank or salary, however will be a
duly credentialed or commissioned (licensed or ordained) Minister,
Priest, Rabbi, or other recognized leader of a religious body. It
shall be the responsibility of the Police Department to provide the
Chaplain with necessary insurance, uniforms and equipment.
(d)
The Chaplain is considered a staff assistant to the Chief of
Police and is authorized to act in his/her name where the presence
of police officers requires the assistance of the Chaplain. When on
duty, the Chaplain shall be properly distinguished by his/her insignia
and identification and shall conduct himself/herself in a manner becoming
his/her role and denomination.
(3)
Duties and responsibilities.
(a)
The Chaplain is requested to perform the following duties, and
such other duties that may be requested by the Chief of Police:
[1]
Assist Police Department officials in making notifications to
families receiving serious injury or upon death.
[2]
When an officer is seriously injured or killed on duty, respond
to the hospital on request and work with the hospital staff and hospital
chaplain according to common ethical courtesies.
[3]
Visit sick or injured police personnel at home or in the hospital.
[4]
Attend and participate in funerals of active as well as retired
members of the Police Department.
[5]
Counsel officers with personal problems.
[6]
Conduct memorial services.
[7]
Participate in in-service training programs.
[8]
Attend departmental graduations, promotions, award ceremonies
and other invocations and benedictions.
[9]
Assist in programs and plans for youthful offenders.
[10]
Assist in improving public relations.
[11]
Notify, as soon as possible, an involved person's clergyman
in case of a death or serious accident.
[12]
Make proper referrals in unique cases which need specialized
attention.
(b)
The Chaplain shall also produce yearly reports detailing his/her
activities to the Chief of Police.
(c)
The Chaplain should meet on a regular basis with the Chief of
Police and superior officers for the purpose of ongoing evaluation,
developing programs and discussion of the departmental morale.
(4)
Regulations and procedure. The Chaplain should have a working knowledge
of the duties of law enforcement officers and shall keep abreast of
new procedures and be willing to attend training sessions and programs.
In addition, the Chaplain shall comply with the following procedures:
(a)
The Chaplain shall conform to all police procedures and department
regulations insofar as applicable.
(b)
The Chaplain shall be available by telephone call to the Chief
of Police, Department members and dispatchers.
(c)
The Chaplain shall not publicly comment on any law enforcement
officer, department official or department policy or action.
(d)
The Chaplain shall not release any information to the public
without the approval of the Chief of Police and the person or officers
involved.
[Amended 4-20-1981 by Ord. No. 81-7; 5-15-2006 by Ord. No. 06-19; 6-21-2021 by Ord. No. 21-12]
A.
Municipal Emergency Management Coordinator.
(1)
Pursuant to the authority granted thereto in N.J.S.A. App. A:9-40.1,
within the Department there shall be a division known as the "Office
of Emergency Management," the head of which shall be the Municipal
Coordinator of Emergency Management who shall be appointed by the
Mayor.
(2)
Pursuant to N.J.S.A. App. A:9-44, the Municipal Emergency Management
Coordinator shall be responsible for the planning, activating, coordinating,
and the conduct of emergency management operations within the Township
of Bridgewater and shall be empowered with and subject to all the
powers and responsibilities delegated by N.J.S.A. App. A:9-30 et seq.
(3)
The Municipal Emergency Management Coordinator shall serve for a
term of three years from the date of the initial appointment by the
Mayor. Any vacancy in the position of Municipal Emergency Management
Coordinator shall be filled by the Mayor for the time remaining on
the unexpired term of the prior coordinator.
B.
Community Emergency Response Team.
(1)
The Municipal Emergency Management Coordinator shall be designated
as program director of Bridgewater Township's Community Emergency
Response Team (CERT).
(2)
The CERT shall comply with all guidelines, directives, and protocols
of the Federal Emergency Management Agency and the New Jersey Office
of Emergency Management.
(3)
The Mayor, by resolution with advice and consent of the Township
Council, shall appoint members to the Township's Community Emergency
Response Team for terms not to exceed one year from the date of initial
appointment.
(4)
A roster of the active CERT members shall be kept by the Municipal
Emergency Management Coordinator.
C.
State of emergency.
(1)
Pursuant to the power N.J.S.A. App. A:9-40.5, whenever, in the opinion
of the Township's Municipal Emergency Management Coordinator, disaster
has occurred or is imminent in the Township of Bridgewater, the Municipal,
Emergency Management Coordinator shall proclaim a state of local disaster
emergency within the Township and immediately notify the Mayor, Administrator
and Council of such action.
(2)
The Municipal Emergency Management Coordinator, in accordance with
regulations promulgated by the State Director of Emergency Management,
shall be empowered to issue and enforce such orders as may be necessary
to implement and carry out emergency management operations and to
protect the health, safety, and resources of the residents of the
municipality.
(3)
The powers conferred to the Municipal Emergency Management Coordinator
by this chapter are confined to those conferred by N.J.S.A. App. A:9-40.5
and shall be exercised in a manner strictly consistent therewith.
