The responsibility for selection of prospective full-time employees for the department is shared by The UNCG Office of Human Resources (HR) and the UNCG Police Department.

The department maintains specific responsibilities in the selection process including:

• Conducting background investigations
• Fingerprinting and photographing eligible candidates
• Administering the physical agility examination
• Conducting interviews
• Scheduling psychological testing
• Extending conditional job offers

The Chief of Police will have the ultimate responsibility of making the final selection among eligible candidates for appointment to the department. The Chief or designee will also retain certain responsibilities in the selection of personnel including:

• Identifying specific needs of the department,
• Determining required skills, and
• Determining personal attributes required for positions.

Candidates will participate in an interview panel prior to appointment to probationary status. The Chief of Police or designee will ensure that questions posed will be valid and non-discriminatory in nature. Each candidate will be interviewed by a panel approved by the Chief or designee.

Uniform questions, a defined set of personal attributes, and a uniform rating scale will be used by the interviewers. The interviewer, if needed, may seek clarification of answers. Rating scales or procedures are standardized to permit valid and useful distinctions among candidates and their expected job performance. Interview results are recorded on a standardized form.

Lateral entry is permitted for sworn and non-sworn employees at the specialist, managerial, administrative, and chief executive levels. Selection criteria for lateral entry positions are the same as for any other applicant. These criteria include both eligibility qualifications and formal procedures. When qualified personnel are available both within and outside the agency, selection decisions will favor agency employees.

The entire selection process will be evaluated periodically by the Chief or designee. 

All elements of the selection process use only those rating criteria or minimum qualifications that are job related. The validity of the selection process is determined in one or more of the following ways.

• Criterion related validation – Criteria are identified as reflecting successful performance of the job and are correlated with the performance ratings for the predetermined criteria; a high correlation demonstrates that the test is a useful predictor of the candidate's job performance.
• Construct validation – Involves the identification of the characteristics or traits believed to be important to successful performance.
• Content validation – A component of the selection process is justified by showing that it measures a significant part of the job.

HR subscribes to the hiring guidelines established by the Equal Employment Opportunity Commission. The department and the University will consistently strive to demonstrate that all traits measured are shown to be significant or necessary to perform the job and will ultimately be a predictor of future job success.

It is the policy of the department and the University that elements of the selection process that are administered or provided by a private sector organization or vendor meet the requirements of job-relatedness in testing and rating criteria.

All phases of the selection process will be administered, scored, evaluated, and interpreted in a uniform manner. Personnel who are representative of the race, sex, and ethnic groups at UNCG will, whenever possible, be included in carrying out the administration, scoring, evaluation, and interpretation of the selection process.

At the time of their formal application, applicants will be informed in writing of:

• All elements of the selection process,
• Written notice of the expected duration of the selection process, and
• Policy concerning reapplication.

HR and the department allow reapplication, retesting, and reevaluation of candidates not appointed to probationary status on a previous attempt(s) provided that nothing in the candidate's history indicates unfitness for appointment. The candidate must then reapply by submitting another application.

Candidates not eligible for appointment to probationary status will be informed in writing of such decision.

Candidates not appointed to probationary status on the basis of a single test, examination, interview, or investigation will be informed as prescribed by the limitations of G.S. §126-24.

Records of candidates not appointed to probationary status will be maintained in compliance with the University's records retention schedule which complies with G.S. §§121 and G.S. §§132 of the North Carolina General Statutes and the guidelines of the North Carolina Department of Cultural Resources, Division of Archives and History.

Selection materials used by the department will be stored in a secure area when not being used. Selection materials disposed of by the department will be shredded to prevent disclosure of information. The destruction of selection materials will be the responsibility of the Chief or designee.

All applications for full-time employment with the department will be coordinated with HR. 

The UNCG Office of Human Resources:

• Provides interested applicants with general information applicable to the position being sought and a description of all elements of the selection process.
• Receives all applications for employment or promotions with salary increases.
• Ascertains that applicants meet essential requirements as determined and adopted by the police department.
• Makes an offer and confirms the appointment with applicant through a letter of commitment. A copy of the letter will be sent to the hiring official to confirm salary, beginning date, and other conditions of employment.

Prior to initiating recruitment, the Chief or designee will adhere to all HR policies and procedures in reference to posting a new or updated position. 

Applications that successfully pass the preliminary screening process are sent to the Chief or designee for processing. Upon receipt of the applications, the Chief or designee will:

• Record all applications received from HR and coordinate the processing, disposition of each application received, and ensure proper maintenance, storage and disposition of applicant files.
• Review applications to ensure compliance with established departmental criteria and requirements for employment.
• Schedule each selected applicant for the interview phase and any relevant testing.
• Coordinate interview panel. 

Every attempt will be made to include a diverse group to participate including sworn and non-sworn personnel of the UNCG Police Department.

The panel will interview applicants and render an evaluation of each applicant based solely on the interview. The Chief or designee will prepare the questions to be used by the interview panel, using job relatedness, usefulness, and nondiscriminatory procedures. Panel members will record their evaluations of the applicant.

The Chief or designee will make a conditional job offer and have the applicant sign a three-year job agreement for sworn personnel.