The University of North Carolina at Greensboro Police Department
	General Order 1-3.1	Recruitment

1. Recruitment Program
   
   It is the policy of the UNCG Police Department to recruit and select the most qualified persons without regard to race, creed, sex, age or national origin. The department has established a recruitment program to attract the most qualified applicants for actual or forecasted vacancies. One of the highest priorities of the department is to provide the most effective and efficient service possible through quality personnel.
   
   The recruitment program will be conducted in a manner consistent with Equal Employment Opportunity Commission (EEOC) regulations. The department operates under the Equal Opportunity Affirmative Action Plan adopted by UNCG. The policy is maintained by the UNCG Human Resources (HR) and is available for all employees to review upon request.
   
   To achieve maximum benefits, the recruiting process will be a joint effort of the department and HR.
2. Recruitment Responsibilities
   
   The Professional Standards Commander will have the authority and responsibility to coordinate the recruiting program.
   
   All personnel assigned to recruiting duties will be trained in personnel matters, especially equal employment opportunity, as it affects the management and operation of the department.
   
   Recruitment teams may occasionally be assigned to visit local colleges for career day presentations or to conduct specific recruitment activities. Recruitment teams will be trained in these areas:
   • The recruitment needs and commitment of the department;
   • The career opportunities, salaries, benefits, and training of the department;
   • Equal Employment Opportunity Commission/Affirmative Action compliance;
   • University demographics, its various organizations, groups, and educational opportunities;
   • Cultural awareness in different ethnic groups;
   • An overall understanding of the recruitment and selection process; and
   • Characteristics that may disqualify candidates.
   When representatives from the department participate in recruiting activities, the Professional Standards Commander will ensure that they receive the appropriate training and knowledge needed for this temporary assignment.
   
   Whenever possible, minority employees from the department will be included in formal recruiting presentations and pre-employment counseling programs. By placing minority personnel and women, especially those of supervisory ranks, in recruitment roles, the department can:
   • Demonstrate their commitment to the minority community;
   • Enhance the receptivity of the minority community to the recruiter; and
   • Increase the potential for recruiting minority personnel.
3. Recruitment Plan
   
   The department directs its recruitment efforts toward a staff proportionately consistent with the ethnic and gender composition of the available workforce in the service community.
   
   To promote the aggressive recruitment of qualified women and minorities, the Professional Standards Commander will be responsible for the development and implementation of the department's affirmative action plan as needed. Records of affirmative action plans and activities will be maintained by HR.
   
   The Professional Standards Commander shall develop and maintain an annual written recruitment plan. The recruitment plan will include:
   • A statement of the measurable objectives;
   • Key activities, efforts, and timetables associated with recruiting;
   • A plan of action indicating specific steps to correct any inequities;
   • Procedures for seeking assistance and input from various community organizations and community leaders; and
   • A written statement of support from the Chief of Police.
   A copy of the written recruitment plan will be included in the professional standards section of the Annual Inspection Report.
4. Annual Analysis
   
   The department will conduct an annual analysis on the recruitment plan. The analysis report shall include the following:
   • The progress toward stated objectives;
   • The results of recruitment efforts such as number of applicants from each recruitment source and the number of successful candidate hires;
   • An analysis of demographics of the agency's service area;
   • Revisions to the plan, as needed; and
   • Specific knowledge of past efforts to attract minorities by similar agencies.
   A copy of the annual analysis will be included in the professional standards section of the Annual Inspection Report.
5. Equal Opportunity Employment Plan
   
   The department will make positive efforts to recruit ethnic minority group members and women with the intent to employ. These efforts include, but are not limited to:
   • The use of application forms and related pre-employment documents that are in compliance with applicable federal, state and local EEOC recommendations and guidelines;
   • Placing job announcements in certain print media where minority groups represent a substantial number of readers;
   • Periodic review of the entire recruitment and selection process to ensure that it is non-discriminatory; and
   • Making efforts to involve qualified minority group members in the recruitment/selection process whenever possible.
   The Professional Standards Commander will conduct an annual analysis of the department's present employment policies, practices, and procedures relevant to their effective impact on the employment and utilization of minorities and women; including the department's recruitment activities, Equal Employment Opportunity Plan, and Affirmative Action Plan.
6. Job Announcements
   
   Advertising and posting of job announcements for entry-level positions within the department will be coordinated through HR. Job vacancy advertisements provide a brief description of the duties, responsibilities, requisite skills, educational level, physical requirements, and any other minimum qualifications for the position.
   
   To ensure job relevancy, the department's recruitment strategies and procedures will be based on a detailed written job description containing the competencies to be performed; the knowledge, skills and training required to perform the essential job tasks; and any prerequisite personal attributes. Job descriptions will be updated annually and maintained in the employee's network folder.
   
   The department will advertise for entry-level job vacancies through the mass media including local news publications and online. Advertising dates will provide for sufficient advance time to allow reasonable opportunity for interested applicants to respond to the deadline for filing applications.
   
   All employment applications and recruitment announcements for the department will contain the phrase "Equal Opportunity Employer." The department's recruitment literature will include depictions of women and minorities in law enforcement roles to enhance its credibility and sincerity.
   
   Notice of the department's need for applicants will be publicized at least ten working days prior to any official application filing deadline. The application filing deadline will be printed in bold type on preliminary applicant forms and recruitment advertisements.
7. Job Posting Locations
   
   The department seeks cooperation from various community organizations, educational institutions, and local government personnel agencies in its recruitment efforts for sworn personnel.
   
   The department routinely conducts recruitment activities outside its local jurisdiction by means of mass media advertising and by recruitment efforts on college campuses, community colleges, and other suitable locations.
   
   The Professional Standards Commander posts job vacancy announcements and job requirement information with local community organizations as a part of the recruitment efforts.
   
   The Professional Standards Commander or designee will serve as a liaison between the Basic Law Enforcement Training School Directors and the department and will ensure that recruitment team members will complete the following tasks.
   • Set up a display and distribute recruitment material on Career Day.
   • Provide perspective applicants with job interest cards and position advertisement flyers.
   • Provide career and employment information to various educational institutions.
8. Maintaining Applicant Contact
   
   Professional Standards Commander will be responsible for ensuring that contact is maintained with applicants for sworn positions from the initial application to final employment disposition.
9. Application Rejection
   
   Applications will not be rejected because of omissions or deficiencies that can be corrected to the department's satisfaction prior to the testing or interview process.