Dunellen Borough Police Department Recruitment Plan 2022

posted Jun 14, 2022, 4:58 AM by Nicholas Goldman

The Dunellen Borough Police Department is committed to attracting a qualified and diversified applicant pool. It is the
intent and policy of the department to attract and employ qualified applicants who represent the racial and gender
demographics of the residents of the Borough of Dunellen. To that end, this agency will endeavor to set and meet specific
goals to promote demographic consistency throughout the hiring process, as provided for in N.J.S.A. 52:17B-4.10 et seq.
and corresponding New Jersey Attorney General Guidelines “Promoting Diversity in Law Enforcement Recruiting and
Hiring” issued December 7, 2021. This department will make a good faith effort to meet specific goals for recruiting a
demographically diverse workforce.

Dunellen Borough Resident Population and
Current Dunellen Borough Police
Department Demographics


 The Dunellen Police Department seeks to hire from PTC certified and current Alternate Route Program
 Make maximum use of the Dunellen Borough website, Dunellen Police Department website, Dunellen
Borough Hall variable message board, and Social Media pages to advertise and attract qualified candidates.
 Advertise on PoliceApp.com, Police1.com, PoliceRecruiter.com, NJOfficer.com
 Share hiring announcements with various law enforcement-related organizations (e.g. NOBLE, NJ Women in Law
Enforcement, NJ Latino Officers Association, NJ Asian American Law Enforcement Officers Association.)
 Hiring advertisements will include verbiage which promotes recruitment of a diverse workforce, in terms of people
of color, gender, ethnicity, and sexual orientation diversity.
 Seek permission to post job announcements at local colleges.
 Recruitment personnel may contact and/or visit local police training academies to seek qualified candidates
enrolled in the Alternate Route Program.

 The Chief of Police, or designee, shall conduct an annual review of the Recruitment Plan, to include an annual
agency demographic review, to identify whether any substantial disparities exist or have been reduced, and if
need be, revise the Recruitment Plan to meet its goals and objectives.
 N.J.S.A. 52:17B-4.10 et seq. and the New Jersey Attorney General Guidelines “Promoting Diversity in Law
Enforcement Recruiting and Hiring” requires each law enforcement agency to report certain law enforcement
applicant data annually, by January 31st, for the preceding year.
The reporting form can be found at: https://www.nj.gov/oag/dcj/agguide/directives/Appendix-A.xlsx