2023 Recruitment Plan

Goal:

The Lower Township Police Department is committed to a fair and consistent recruitment and hiring procedure, in conjunction with the New Jersey Civil Service Commission (NJCSC) and the New Jersey Attorney General Guidelines (NJOAG).  This objective process enables us to recruit and select qualified candidates to create a diverse workforce reflective of our community, with an emphasis on people of color and gender diversity.  This plan will outline the pre-planned efforts to meet the stated goal.  At a minimum, we will post annual updates to our website detailing the department demographics in comparison to those of our community.  Analyzing our recruitment efforts and modifying our demographics, to ensure compliance, will be an ongoing process that we will diligently adhere to. 

Lower Township is a New Jersey Civil Service Commission jurisdiction and must adhere to state statutes and administrative codes in its recruitment and hiring process.  However, we will utilize every available resource and statutory exception to maximize our ability to hire qualified candidates from underrepresented demographic groups.

Lower Township is an equal opportunity employer.  The Chief of Police or his appointed designee is responsible for the administration and execution of this recruitment plan. 

Demographics:

Lower Township demographics according to the United States Census, 2019.

Source:  https://www.census.gov/quickfacts/fact/table/lowertownshipcapemaycountynewjersey,US/PST045221

Lower Township Police Department Sworn Officers:

Recruitment Efforts:

1. Job openings will be advertised through the syndicated PoliceApp.com platform with an online application.
2. Job openings, hiring procedures, and application will be posted on the Township of Lower and Lower Township Police Department websites.
3. Civil Service testing announcements, procedures, and hyperlinks will also be posted on departmental social media sites such as Facebook, Instagram, & Twitter.
4. The Rave Alert system will be utilized to send email, text, and push notifications of job announcements in multiple languages, as well.
5. In person events such as blood drives, National Night Out, Military Appreciation events, and Coffee with a Cop will have recruitment flyers and testing information available with officers present for questions and guidance in the application and hiring process.
6. As needed, post future openings for sworn positions with the State of New Jersey Civil Service Commission Inter-governmental Transfer Program. Utilize the “RICE” list of eligible officers who either have been laid off or are considering relocating to our, area to assist in meeting our diversity in recruiting goals. 
7. Coordinate with the Criminal Justice programs at Lower Cape May Regional High School and Atlantic Cape Community College to recruit from their student base.

Annual Review, Evaluation and Reporting:

• The Chief of Police, or designee, shall conduct an annual review of the Recruitment Plan and shall include, but not limited to, performing an annual agency demographic review, determining whether any substantial disparities have been reduced, and if need be, revising the Recruitment Plan accordingly if the goals and objectives are not
• S.A. 52:17B-4.10 et seq requires that each law enforcement agency must report certain law enforcement applicant data annually by January 31^stfor the preceding year. The data required to be reported is listed in the New Jersey Attorney General Guideline “Promoting Diversity in Law Enforcement Recruiting and Hiring” in Paragraph III.
  • https://www.nj.gov/oag/dcj/agguide/directives/ag-Guidelines-Diversity-in-LE-Recruiting-and-Hiring.pdf
• The reporting form can be found at:
  • https://www.nj.gov/oag/dcj/agguide/directives/Appendix-A.xlsx