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Sergeant Christian Gray Training Officer/RTS Administrator

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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 Information Sergeant Christian Gray Training Officer/RTS Administrator

2 The Purpose of This Presentation is to:
Provide Candidates with Vision and Mission Statements Review entry level requirements Review the testing & selection process Describe salary and benefits of the position Provide a brief overview of the Department and its personnel Briefly describe the duties & responsibilities of a New Canaan Police Officer Review 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 years You must be a Unites States Citizen You must possess a valid motor vehicle operator’s license Have NO previous criminal Felony convictions Have NO previous Class A or B Misdemeanor convictions Have 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 Requirements All 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 will consist of the following and in the order listed; Submit A Complete and Accurate Application by the Application Deadline (When established) Written Examination Physical Agility Test (Note; We do not accept the C.H.I.P.S. card) Peer Interview Conditional Job Offer Polygraph Examination Police Commission Interview Psychological Examination

8 Testing & Selection Components (Cont.)
Medical Examination and Controlled Substance/Drug Screening Complete Background Investigation Police Commission Review (Optional) Probationary Appointment Field 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 at Applications must be completed and submitted and received by the Department prior to the specified deadline Applications are to be completed in their entirety and should include official school transcripts, DD214 and other supporting documentation Any 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 day The 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 Department Will have a maximum time limit Be a general knowledge type test, where no prior police experience or knowledge about the town is required Evaluate predictors of job related skills and behaviors (validation has been established)

14 Physical Agility Exam You 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 made Wear comfortable clothing and athletic shoes. Bring a towel The 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 Interview The 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 ranks The 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 Offer All 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 History Employment History Criminal History Driving Record Information Verification

22 The Appointment Appointment(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.

24 Composition-Sworn Personnel
Chief of Police 2 Captains (1 Operations, 1 Staff Services) 5 Lieutenants (4 Patrol, 1 Administrative) 8 Sergeants (4 Patrol, 3 Investigators & 1 Training Officer) 31 Patrol Officers

25 Leon Krolikowski, Chief of Police
Administrative Staff Leon Krolikowski, Chief of Police Captain Vincent DeMaio Operations Division Commander Captain John DiFederico Staff Services Division Commander Sergeant Peter Condos Commander of Investigations Sergeant Carol Ogrinc Youth Officer Sergeant Christian Gray Training/RTS Officer NCPD is internationally accredited by the Commission on Accreditation for Law Enforcement Agencies (CALEA)

26 The Patrol Division Upon 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 Commander Evening hours: Lt. Fred Pickering, Shift Commander Night hours: Lt. David Ferris, Shift Commander Relief – & hrs Lt. James George, Shift Commander The 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 Duties All New Canaan Police Officers are expected to perform a full range of law enforcement services including, but not limited to: Emergency response Traffic law enforcement Report writing and warrant preparation Criminal investigations Court testimony Dispute resolution

28 Specialized Assignments
The Department has a number of specialized positions, including: The Special Response Team (SRT) School Resource Officer Motorcycle Enforcement Officer (MEO) Bicycle Patrol Accreditation Accident Investigator Community Impact Officer Honor Guard K-9 Officer T.R.I.A.D. POSTC Certified Instructor Car Seat Technician

29 Entry Level Salary The 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 Benefits Vacation 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 service 75% of salary after 30 years of service Minimum age to collect – 50 Years Contribution – 1% of salary Fully vested after 10 years of service Note; This information is based upon the current Collective Bargaining Agreement and is subject to change.

32 Additional Benefits Classification Pay Shift Differential Pay
Investigator Standby Pay Tuition Reimbursement Educational Pay Longevity Pay Uniform Allowance Cleaning Allowance EMD/AED/EMT Stipend Life Insurance

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 Reapplication A 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 Established Details to Follow. Rev02/15CG

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