Presentation on theme: "Sergeant Christian Gray Training Officer/RTS Administrator"— Presentation transcript:
1 Sergeant Christian Gray Training Officer/RTS Administrator New Canaan Police Department Entry Level Requirements, Application & Testing Procedures, Salary & Benefits Misc. Departmental InformationSergeant Christian GrayTraining Officer/RTS Administrator
2 The Purpose of This Presentation is to: Provide Candidates with Vision and Mission StatementsReview entry level requirementsReview the testing & selection processDescribe salary and benefits of the positionProvide a brief overview of the Department and its personnelBriefly describe the duties & responsibilities of a New Canaan Police OfficerReview online pre-application packet and submission requirements
3 Our Vision & Mission Statements Our Vision Statement- A safe, peaceful and crime-free community.Our Mission Statement- To protect and serve the community with courage, professionalism and integrity.
4 Entry Level Requirements By Date of Hire Minimum age - 21 yearsYou must be a Unites States CitizenYou must possess a valid motor vehicle operator’s licenseHave NO previous criminal Felony convictionsHave NO previous Class A or B Misdemeanor convictionsHave NO domestic violence convictions
5 Entry Level Requirements (Cont.) Educational and/or military requirements and/or prior police experience:You must have received a minimum of 60 credits or an Associate Degree from an accredited college or university. or;Two years of active service in the United States Armed Forces and have been honorably discharged or;Have prior police experience and are currently certified as a police officer.The applicability of experience will be evaluated on a case by case basis
6 Testing RequirementsAll candidates must meet the entry level requirements in order to participate in the testing and selection process.All candidates are required to attend all scheduled activities unless specifically excused by the Department’s Training/R.T.S. Officer.Candidates are required to successfully pass each phase of the testing and selection process in order to continue on to the next testing or selection component.
7 Testing & Selection Components The components of the testing and selection process willconsist of the following and in the order listed;Submit A Complete and Accurate Application by the Application Deadline (When established)Written ExaminationPhysical Agility Test (Note; We do not accept the C.H.I.P.S. card)Peer InterviewConditional Job OfferPolygraph ExaminationPolice Commission InterviewPsychological Examination
8 Testing & Selection Components (Cont.) Medical Examination and Controlled Substance/Drug ScreeningComplete Background InvestigationPolice Commission Review (Optional)Probationary AppointmentField Training
9 The Application Deadline is Open Ended at the Present Time The Application Deadline is Open Ended at the Present Time. The closing date will be determined at a later date.
10 Submission of the Application The 1st component of the recruitment process is the submission of the NCPD application.Applications are available until the established closing date. Applicants may obtain an application at the Police Department or by downloading it from the Departments website atApplications must be completed and submitted and received by the Department prior to the specified deadlineApplications are to be completed in their entirety and should include official school transcripts, DD214 and other supporting documentationAny false statement made on the application will be grounds for immediate dismissal from the hiring process
11 Misleading and/or False Statements Each candidate will be required to sign their application acknowledging that he/she understands that false or misleading information given in the application may disqualify him/her from the testing process and if discovered after appointment may result in his/her discharge from employment with the Police Department.
12 Physical Agility / Written Examination The 2nd and 3rd components in the process are the written examination and physical agility test. Both of these two tests will be administered on the same dayThe written examination will be administered first. Those candidates who pass the written examination will be eligible to take the physical agility test shortly after the written examination is completed.Candidates that pass the written exam and the physical agility test will be notified of their status by /mail at a later date and will be scheduled for the next component of the testing process
13 The Written Examination The written test will:Be administered by personnel from the New Canaan Police DepartmentWill have a maximum time limitBe a general knowledge type test, where no prior police experience or knowledge about the town is requiredEvaluate predictors of job related skills and behaviors (validation has been established)
14 Physical Agility ExamYou must present a Photo I.D. when registering ( Driver’s License is preferred)Candidates MUST have submitted a completed Medical Approval Form at the time of the physical agility test in order to participate in the test. No exceptions will be madeWear comfortable clothing and athletic shoes. Bring a towelThe physical agility exam is age & gender appropriate. The standards and measurement criterion and may be found on the Police Officer Standards and Training Council website.
15 The Peer InterviewThe 4th component of the testing and selection process is the Peer Interview.The interview panel(s) will be comprised of New Canaan Police Department personnel of various ranksThe interview is designed to evaluate predictors of job-related skills and behaviors, including interpersonal and communication skills.Interviews are approximately 40 minutes in length
16 The Conditional Job Offer The 5th component in the testing process is the Conditional Job OfferAll Conditional job offers are made in accordance with the American with Disabilities Act (ADA).A Conditional job offer may be made to a qualifying candidate and who have successfully passed their peer interview.Conditional job offers will be made prior to candidates submitting to a polygraph examination.
17 The Polygraph Examination As the 6th component, the Polygraph examination will be administered by the Connecticut State Police in Meriden, Connecticut or other qualified vendor.Candidates participating in a polygraph examination will, prior to the examination, be provided with a list of areas from which the polygraph questions will be drawn.Candidates who successfully pass all levels of the testing and selection process up to this point may participate in the Police Commission Interview.
18 The Psychological Examination Candidates who successfully pass the Commission interview may be scheduled for a full psychological screening and personality profile, the 7th component of the testing and selection process.The tests are administered by a licensed psychologist who evaluates a candidate’s overall psychological stability as it relates to the tasks performed by a Police Officer.The psychologist will make at determination as to whether a candidate is qualified to be a police officer.This evaluation lasts approximately 4 to 6 hours
19 The Police Commission Interview(s) The 8th component of the testing and selection process is the Commission Interview.The Chief of Police presides over a panel of three Police Commissioners.A second Commission Interview may be conducted on a later date, if deemed necessary by the Police Commission and/or Chief of Police.Each interview is approximately 45 minutes in length
20 The Medical Examination, Stress Test & Drug Screening Those candidates that successfully pass the psychological evaluation may be required to undergo a medical examination, stress test and drug screening, (i.e. The 9th component of the testing and selection process.)The medical examination and drug screening will be conducted by a licensed clinic, typically Concentra or other licensed clinic.Drug screening results that indicate the presence of a non-prescribed controlled substance or illegal drug may eliminate the candidate from the remainder of the process.
21 The Background Investigation The 10th and often final component of the testing and selection process is the background investigation.Comprehensive background investigations will be conducted on all candidates who have successfully passed all components of the testing and selection process up to this point. Some areas of the investigation include:Credit HistoryEmployment HistoryCriminal HistoryDriving RecordInformation Verification
22 The AppointmentAppointment(s) will be made after the background investigation has been concluded and prior to admission to the Police Academy.Recruits will begin to receive their base pay upon appointment.Upon appointment, newly hired officers will be issued the appropriate uniforms and equipment. Recruit training at a Police Academy will commence as soon after appointment as practicable.Police Academy training will last approximately 6 months.
23 The Field Training Program & Probationary Period The Field Training Program will commence after appointment and will continue for a minimum of 10 weeks (400 hours).Newly appointed officers shall be on probation from the date of graduation from the Municipal Police Academy (POSTC) and continue for a minimum of one year. Probationary periods may be extended at the discretion of the Chief of Police.
25 Leon Krolikowski, Chief of Police Administrative StaffLeon Krolikowski, Chief of PoliceCaptain Vincent DeMaio Operations Division CommanderCaptain John DiFederico Staff Services Division CommanderSergeant Peter Condos Commander of InvestigationsSergeant Carol Ogrinc Youth OfficerSergeant Christian Gray Training/RTS OfficerNCPD is internationally accredited by the Commission on Accreditation for Law Enforcement Agencies (CALEA)
26 The Patrol DivisionUpon successful completion of the Field Training Program, probationary officers will be assigned to the Patrol Division and may be assigned to any of the three patrol shifts.Day hours: Lt. William Ferri, Shift CommanderEvening hours: Lt. Fred Pickering, Shift CommanderNight hours: Lt. David Ferris, Shift CommanderRelief – & hrs Lt. James George, Shift CommanderThe patrol division’s schedule is called a 5-2/ It means that an officer will work 5 days, have 2 days off, return to work for 5 days and then have 3 days off.
27 Patrol DutiesAll New Canaan Police Officers are expected to perform a full range of law enforcement services including, but not limited to:Emergency responseTraffic law enforcementReport writing and warrant preparationCriminal investigationsCourt testimonyDispute resolution
28 Specialized Assignments The Department has a number of specialized positions, including:The Special Response Team (SRT)School Resource OfficerMotorcycle Enforcement Officer (MEO)Bicycle PatrolAccreditationAccident InvestigatorCommunity Impact OfficerHonor GuardK-9 OfficerT.R.I.A.D.POSTC Certified InstructorCar Seat Technician
29 Entry Level SalaryThe Salary of an entry level Police Officer position shall start at the step I level as dictated by the current collective bargaining agreement.The salary level for lateral entry under the current contract will start at $56,+ Indicates ability to supplement salary w/overtime & extra duty jobs
30 The BenefitsVacation days are accrued on a monthly basis and may be accrued to a maximum of 48 days. Vacation time awards increase with tenure as follows:12 days per year (1-5 years of service)15 days per year (5-10 years of service)18 days per year (10-15 years of service)24 days per year (15 + years of service)Employees also receive 12 paid holidays per year
31 The Benefits (Cont.)The Department provides its officers with a full pension. Benefits and particulars are listed below:50% of salary after 20 years of service75% of salary after 30 years of serviceMinimum age to collect – 50 YearsContribution – 1% of salaryFully vested after 10 years of serviceNote; This information is based upon the current Collective Bargaining Agreement and is subject to change.
33 On-Going Recruitment Process Information Information concerning dates, locations and times of scheduled appointments will be posted on the Department’s website .Candidates will also be notified in writing as to their status as a candidate after each step in the process.Information may also be obtained by contacting Sgt. Christian Gray by phone at or at;
34 An Equal Opportunity Employer The New Canaan Police Department is an Equal Opportunity Employer. As such, candidates are not disqualified for non-job specific factors to include; race, creed, color, sex, age, sexual orientation, national origin or religion; nor shall any qualified candidate be denied employment solely by the reason of a handicap.All testing processes comply with the Americans with Disabilities Act (ADA)
35 ReapplicationA candidate who is not selected for appointment as a probationary officer, will not necessarily be excluded from further consideration if reapplication is made during future recruitment processes.However, a candidate will be excluded from re-evaluation if the condition(s) which had previously eliminated them from appointment are serious enough that another rejection is assured.Due to the infrequency of the recruiting process, unless the aforementioned exception applies, there is no limitation on the number of times an applicant may apply for a position.
36 Tentative 2015 Testing & Selection Schedule The Schedule Will Be Determined and Posted Once an Application Deadline is EstablishedDetails to Follow.Rev02/15CG