[Adopted 8-21-2023 by Ord. No. 2023-23]
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 in carrying out the process and reporting the
results to the Township Committee.
Promotion denotes vertical movement in the organizational hierarchy
from one rank classification or position to another, accompanied by
increases in supervisory duties and responsibilities as well as salary.
The Township desires to identify and promote the most qualified candidates
for open positions of higher rank who possess not only thorough job
knowledge, but integrity and leadership ability. All promotions shall
be made based on merit, experience, seniority, education, demonstrated
ability and competitive examinations. All promotional processes will
be conducted in accordance with the process established by the Township
Committee, in Woolwich Township Ordinance No. 2023-23.
A.
Appointments by Township Committee.
(1)
The Township Committee for the Township of Woolwich is responsible
for the promotion of members of the Police Department. The Township
Committee shall determine the number of people to be appointed to
various positions within the Department. The Township Committee shall
make such appointments at such times as the Township Committee shall
deem appropriate and shall determine terms of office and compensation.
(2)
Prior to making such appointments, applicants will be required to
meet such qualifications as the Township Committee and Chief of Police
deem appropriate. Candidates must meet the eligibility requirements
at the time that the promotional vacancy is announced.
(3)
Upon receiving approval from the Township Committee, the Chief of
Police will administer a promotional process, as set forth in this
policy. The Chief of Police shall report the results of the process
to the Township Committee.
(4)
When there is a vacancy in the Chief of Police position, the Township
Committee is responsible for the administration of the promotional
process for the Chief of Police position.
B.
Eligibility.
(1)
General minimum requirements.
(a)
In accordance with N.J.S.A. 40A:14-129, promotion of any officer
shall be made from the membership of the Woolwich Township Police
Department.
(b)
No person shall be eligible for promotion unless that person
meets the minimum eligibility requirements under Title 40A of the
New Jersey Statutes. Additionally, no personnel 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.
(c)
Possess a valid New Jersey driver's license.
(d)
A minimum of a high school diploma or its equivalent, although
a degree is preferred.
(e)
The applicant must be of the next occupied preceding rank or
as specified in this policy. However, with just cause and mitigating
circumstances that would cause it to be in the best interest of the
Township, the Chief, with the approval of the Township Committee,
may choose to test a wider pool of candidates.
(2)
Positional minimum requirements.
(a)
Chief of Police.
[1]
Experience. Must have a minimum of two years of combined experience,
serving in police administration, at the ranks of Lieutenant and above.
[2]
Knowledge and general abilities. The ability to operate a department
within the government of the Township of Woolwich and to handle the
internal and external problems related to such duty; a thorough working
knowledge of criminal and civil law, local ordinances and police procedures,
regulations and organization; the ability to manage the internal organization
of the Department; the ability to provide citizens and others with
proper police information, service and protection; knowledge of the
types of police communications that are useful and feasible for the
Department; knowledge of methods of detecting, apprehending, placing
charges against, safeguarding and prosecuting lawbreakers, and providing
police protection at places and times when needed.
(b)
Deputy Chief of Police.
[1]
Experience. Must have a minimum of two years of combined experience,
serving in police administration, at the ranks of Lieutenant and Captain.
[2]
Knowledge and general abilities. A thorough working knowledge
of criminal and civil law, local ordinances and police procedures,
regulations and organization; the ability to manage the internal organization
of the Department; the ability to provide citizens and others with
proper police information, service and protection; knowledge of the
types of police communications that are useful and feasible for the
Department; knowledge of methods of detecting, apprehending, placing
charges against, safeguarding and prosecuting lawbreakers, and providing
police protection at places and times when needed.
(c)
Captain.
[1]
Experience. Must have a minimum of one year of experience, serving
at the rank of Lieutenant.
[2]
Knowledge and general abilities. A thorough working knowledge
of criminal and civil law, local ordinances and police procedures,
regulations and organization; the ability to manage the internal organization
of the Department; the ability to provide citizens and others with
proper police information, service and protection; knowledge of the
types of police communications that are useful and feasible for the
Department; knowledge of methods of detecting, apprehending, placing
charges against, safeguarding and prosecuting lawbreakers, and providing
police protection at places and times when needed.
(d)
Lieutenant.
[1]
Experience. Must have satisfactorily served a minimum of two
years in the rank of Sergeant.
[2]
Knowledge and general abilities. A thorough working knowledge
of criminal and civil law, local ordinances and police procedures,
regulations, and organization; ability to supervise and instruct subordinates;
ability to prepare concise, complete, and accurate reports; ability
to interrogate suspects and take voluntary statements; ability to
work effectively and diplomatically with the public; and willingness
to take initiative and assume responsibility with minimum supervision.
(e)
Patrol Sergeant.
[2]
Knowledge and general abilities. A thorough working knowledge
of criminal and civil law, local ordinances and police procedures,
regulations and organization; good communication skills; the ability
to perform supervisory duties in relation to other personnel within
the Police Department; the capability to operate the Police Department
in the absence of command staff personnel and perform the necessary
operation duties associated with said task; the capacity to give suitable
assignments and instructions to personnel on duty, to provide them
with the necessary advice and assistance when difficult and unusual
situations arise, to check their work to see that proper procedures
are followed, and to see that reasonable standards of workmanship,
conduct and output are maintained so that the desired level of police
protection is maintained.
(f)
Detective Sergeant.
[1]
Experience. The applicant must currently be in the rank of Patrol
Sergeant, Patrol Corporal or Detective, possess at least two years
of experience in the Detective Division and not less than five years
of total service as a full-time police officer within the Department.
[2]
Knowledge and general abilities. A thorough working knowledge
of criminal and civil law, local ordinances and police procedures,
regulations and organization; good communication skills; the ability
to detect, apprehend and prepare proper charges against lawbreakers;
the ability to perform supervisory duties in relation to other personnel
within the Police Department; the ability to assume the responsibilities
of supervisors or Sergeants in the absence of such supervisor; the
capability to operate the Police Department in the absence of the
command staff personnel and perform the necessary operational duties
associated with said task; the capacity to give suitable assignments
and instructions to personnel on duty, to provide them with the necessary
advice and assistance when difficult and unusual situations arise,
to check their work to see that proper procedures are followed, and
to see that reasonable standards of workmanship, conduct and output
are maintained so that the desired level of police protection is maintained.
(g)
Patrol Corporal.
[1]
Experience. The applicant must possess a minimum of four years'
total service as a full-time police officer, including time served
at another agency.
[2]
Knowledge and general abilities. A thorough working knowledge
of criminal and civil law, local ordinances and police procedures,
regulations and organization; good communication skills; the ability
to detect, apprehend and prepare proper charges against lawbreakers;
the ability to perform supervisory duties in relation to other personnel
within the Police Department; the ability to assume the responsibilities
of supervisors or Sergeants in the absence of such supervisor; the
capability to operate the Police Department in the absence of the
command staff personnel and perform the necessary operational duties
associated with said task; the capacity to give suitable assignments
and instructions to personnel on duty, to provide them with the necessary
advice and assistance when difficult and unusual situations arise,
to check their work to see that proper procedures are followed, and
to see that reasonable standards of workmanship, conduct and output
are maintained so that the desired level of police protection is maintained.
(h)
Detective.
[1]
Experience. The applicant must have four years of full-time
sworn police experience and at least one year of experience in the
Detective Division within this Department.
[2]
Knowledge and general abilities. A thorough working knowledge
of criminal and civil law, local ordinances and police procedures,
regulations and organization; ability and display of a high level
of success in detection and arrest of perpetrators of crimes; ability
to manage crime scenes; ability to properly collect and seize evidence
and maintain the chain of custody; ability to conduct complex investigations
effectively; ability to prepare concise, complete and accurate reports;
ability to interrogate suspects, take voluntary statements, ability
to work effectively and diplomatically with the public; must have
the ability to be on-call and respond to investigations; and willingness
to take initiative and assume responsibility with a minimum of supervision.
C.
Promotional processes. 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 subsection and any additional eligibility
requirements set forth in the announcement). The applicants on that
list shall then proceed through the promotional process.
(1)
Chief of Police.
(a)
The Mayor and Township Committee will have sole authority and
complete oversight over the promotional process for a Chief of Police.
(b)
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.
(2)
Ranks of Lieutenant, Captain, and Deputy Chief. This process may
include the following components:
(a)
Oral examination (maximum 25 points). The oral examination will
be a structured interview that will assess a candidate's knowledge,
skills, and abilities in various areas that are critical to the role
of a Lieutenant. The examination will be conducted by a panel selected
by the Chief of Police.
(b)
Oral interview with Mayor and Committee (maximum 25 points).
The oral interview will be a structured interview, with the Mayor
and Committee, asking questions on various topics. The panel will
be looking for candidates who can articulate a clear vision for the
Department, demonstrate their ability to lead and manage personnel,
and build strong partnerships within the community.
(c)
Review of work history (maximum 20 points). This review shall
include the applicant's education, job-related training, seniority,
and discipline. Scores shall be assigned as follows:
[1]
Education (maximum eight points): eight points for a master's
degree; six points for a bachelor's degree; four points for an
associate's degree; three 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.
[2]
Administrative duties (maximum five points): one point for each
administrative duty performed in the past three years within the Woolwich
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.
[a]
Examples include, but are not limited to, Firearms
Instructor, TAC officer, UCR Officer, Youth Academy Instructor, LEAD
Instructor, Active Shooter Instructor, Community Event Coordinator,
Field Training Officer, Defensive Tactics/Expandable Baton/OC Instructor,
Pursuit/Use of Force/Domestic Violence Instructor, Child Safety Seat
Technician, Crash Investigator, Grant Writer, Emergency Management
Coordinator, Court Liaison, Radar Instructor, Alcotest Coordinator,
Drug Recognition Expert, and Crossing Guard Coordinator.
[b]
For the purpose of this section, being a member
of a specialized unit outside of the Woolwich 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.
[3]
Seniority (seven points maximum): 0.5 point per full year of
service with the Department.
[4]
Discipline (-10 points maximum): deduction of one point for
each discipline of a reprimand, including Guardian Tracking entries,
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.
(d)
Chief of Police assessment (maximum 30 points).
[1]
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 30 to each candidate based on a wholistic
consideration of the candidate's fitness for the promotional
position based on such factors.
[2]
The Chief of Police shall provide a narrative, which shall be
based on the aforementioned factors, to explain the review of the
performance of the applicants. It is not necessary for the Chief to
further divide the overall score, but rather to provide an overall
explanation for the basis of the score.
(3)
Ranks of Sergeant and below. This process may include the following
components:
(a)
Oral examination (maximum 25 points). The areas covered on any
oral examination shall be determined by the Chief of Police. A list
of these areas shall be provided to all candidates. A candidate must
receive a score of at least 70% to remain in consideration for the
position. Point value calculation is based on the percent score above
70%: 25 multiplied by [(percentage score minus 70%) divided by 30%]
equals the point value (e.g., a raw score of 85% will yield 12.5 points).
(b)
Written examination (maximum 25 points). The areas covered on
any written examinations shall be determined by the Chief of Police.
A list of these areas shall be provided to all candidates. A candidate
must receive a score of at least 70% to remain in consideration for
the position. Point value calculation is based on the percent score
above 70%: 25 multiplied by [(percentage score minus 70%) divided
by 30%] equals the point value (e.g., a raw score of 85% will yield
12.5 points).
(c)
Review of work history (maximum 20 points). This review shall
include the applicant's education, job-related training, seniority,
and discipline. Scores shall be assigned as follows:
[1]
Education (maximum eight points): eight points for a master's
degree; six points for a bachelor's degree; four points for an
associate's degree; three 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.
[2]
Administrative duties (maximum, five points): one point for
each administrative duty performed in the past three years within
the Woolwich 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.
[a]
Examples include, but are not limited to, Firearms
Instructor, TAC officer, UCR Officer, Youth Academy Instructor, LEAD
Instructor, Active Shooter Instructor, Community Event Coordinator,
Field Training Officer, Defensive Tacties/Expandable Baton/OC Instructor,
Pursuit/Use of Force/Domestic Violence Instructor, Child Safety Seat
Technician, Crash Investigator, Grant Writer, Emergency Management
Coordinator, Court Liaison, Radar Instructor, Alcotest Coordinator,
Drug Recognition Expert, Crossing Guard Coordinator.
[b]
For the purpose of this section, being a member
of a specialized unit outside of the Woolwich 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.
[3]
Seniority (seven points maximum): 0.5 point per full year of
service with the Department.
[4]
Discipline (-10 points maximum): deduction of one point for
each discipline of a reprimand, including Guardian Tracking entries,
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.
(d)
Chief of Police assessment (maximum 30 points).
[1]
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 30 to each candidate based on a wholistic
consideration of the candidate's fitness for the promotional
position based on such factors.
[2]
The Chief of Police shall provide a narrative, which shall be
based on the aforementioned factors, to explain the review of the
performance of the applicants. It is not necessary for the Chief to
further divide the overall score, but rather to provide an overall
explanation for the basis of the score.
There shall be a one-year working probationary period for all
employees who are promoted. 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 therefor.
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.
