DPD Recruitment Plan 2025

PURPOSE:

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.

DEMOGRAPHIC DATA:

Dunellen Borough Resident Population and

Current Dunellen Borough Police

Department Demographics

RECRUITMENT ACTIVITIES:

 The Dunellen Police Department seeks to hire from PTC certified and current Alternate Route Program

applicants.

 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.

REVIEW, EVALUATION, AND REPORTING:

 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.

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