Ohio Collaborative Standards for Recruitment and Hiring in Law Enforcement

Ohio Collaborative Standard RECRUITMENT AND HIRING Recruitment and Hiring OHIO COLLABORATIVE LE CERTIFICATION PROGRAM 2023

Learning Objectives Recruitment and Hiring: Standard Model policy LEARNING OBJECTIVES Compliance Summary/Recommendations OCJS Contact Information

Police, at all times, should maintain a relationship with the public that gives reality to the historic tradition that the police are the public and the public are the police; the police being only members of the public who are paid to give full-time attention to duties which are incumbent on every citizen in the interests of community welfare and existence. RECRUITMENT AND HIRING Sir Robert Peel (1829)

21st Century Policing RECRUITMENT AND HIRING 1.8 Recommendation Law enforcement agencies should strive to create a workforce that contains a broad range of diversity including race, gender, language, life experience, and cultural background to improve understanding and effectiveness in dealing with all communities.

RECRUITMENT AND HIRING In 2015, The Ohio Collaborative Community- Police Advisory Board adopted the State of Ohio Standard for Recruitment and Hiring.

Standard: The goal of every Ohio law enforcement agency is to recruit and hire qualified individuals while providing equal employment opportunity. Ohio law enforcement agencies should consist of a diverse workforce. Communities with diverse populations should strive to have a diverse work force that reflects the citizens served. RECRUITMENT AND HIRING

RECRUITMENT AND HIRING Standard continued: Non-discrimination and equal employment opportunity is the policy. Law enforcement agencies shall provide equal terms and conditions of employment regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, veteran status, military status, or disability. This applies to all terms or conditions associated with the employment process, including hiring, promotions, terminations, discipline, performance evaluations, and interviews.

RECRUITMENT AND HIRING Standard continued Agencies should utilize due diligence in ensuring that their prospective employees have the proper temperament, knowledge and attitude to handle this very difficult job. Agencies should have appropriate mechanisms in place in order to achieve this mission. Further, agencies should ensure their employment requirements are related to the skills that are necessary to be a successful employee.

RECRUITMENT AND HIRING Recruitment and Hiring Model Policy The goal of every law enforcement agency is to recruit and hire qualified individuals while providing equal employment opportunity. Ohio law enforcement agencies should consist of a diverse workforce. Communities with diverse populations should strive to have a diverse work force that reflects the citizens served. Non-discrimination and equal employment opportunity is the policy. Law enforcement agencies shall provide equal terms and conditions of employment regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, veteran status, military status, or disability.

RECRUITMENT AND HIRING Recruitment and Hiring Model Policy continued This applies to all terms or conditions associated with the employment process, including hiring, promotions, terminations, discipline, performance evaluations, and interviews. Agencies should utilize due diligence in ensuring that their prospective employees have the proper temperament, knowledge, and attitude to handle this very difficult job. Agencies should have appropriate mechanisms in place in order to achieve this mission. Further, agencies should ensure their employment requirements are related to the skills that are necessary to be a successful employee.

RECRUITMENT AND HIRING Recruitment and Hiring Model Policy continued Read and Sign Agency personnel involved in the recruitment and hiring activities for sworn personnel shall be issued copies of this agency directive, recruitment plan and EEO Plan, at least annually. Recruitment Plan The agency maintains a recruitment plan designed to attract qualified applicants for jobs. This plan includes objectives and strategies for actively recruiting underrepresented minorities and women.

RECRUITMENT AND HIRING Equal Employment Opportunity Plan The agency shall maintain an EEO Plan outlining equitable opportunities for employment and conditions of employment to all employees regardless of race, creed, color, age, sex, religion, national origin, or physical impairment. The agency treats all employees fairly in the selection process (and in other personnel activities) by giving all employees the same opportunities for employment. The agency s equal employment opportunity plan documents the steps the agency intends to take to ensure that there are no artificial barriers that would prevent members of a protected group from a fair and equitable opportunity to be hired, promoted, or to otherwise take advantage of employment opportunities.

RECRUITMENT AND HIRING Recruitment and Hiring Model Policy continued Sworn Officer Applicant Qualifications Preliminary recruitment and hiring qualifications include: United States citizen; Valid driver license; 21 years or age or older; High school diploma or G.E.D.; Certificate of Basic Police Officer Training Program or 20 hours of active duty as a Peace Officer per Ohio Revised Code 109.78(D).

RECRUITMENT AND HIRING Recruitment and Hiring Model Policy continued Application and Selection Process Applicants failing to satisfactorily complete any phase of the selection process will be notified in writing. Completed background investigations will be presented to the Screening Review Board (SRB). The SRB will review each applicant s file and make a determination of acceptance or rejection. If an applicant s background report receives a majority vote of yes they will be offered employment.

RECRUITMENT AND HIRING Recruitment and Hiring Model Policy continued Application and Selection Process Application Options The agency will post position when a vacancy occurs. Apply online at anytownpd.com Contact Human Resources at 614.555.5555 for a detailed recording of agency hiring opportunities.

RECRUITMENT AND HIRING Recruitment and Hiring Model Policy continued Application and Selection Process Personnel History Questionnaire/Conditional Offer of Employment Applicants selected for an interview will be issued a Personal History Questionnaire (PHQ), Physician s Release, Hearing Report, Vision Specialist Report, Tattoo Modification Declaration, Physical Fitness Standards, and Supplemental Nepotism Report. Applicant release forms along with the Conditional Offer of Employment will accompany the instructions on how to access and submit the Personal History Questionnaire (PHQ). The applicant must acknowledge the conditions set forth in the Conditional Offer of Employment prior to continuing the application process.

RECRUITMENT AND HIRING Recruitment and Hiring Model Policy continued Application and Selection Process Personnel History Questionnaire/Conditional Offer of Employment On the day of the initial interviews, applicants PHQs will be reviewed by the interview panel prior to the interview to check for any disqualifiers and to make sure that the packet is complete. Applicants with permanent disqualifiers will not be allowed to continue in the process. Disqualifiers will be confirmed by Personnel.

RECRUITMENT AND HIRING Recruitment and Hiring Model Policy continued Application and Selection Process Polygraph Examination/Background Investigation All applicants under consideration for police officer will follow the same hiring process for sworn personnel through the polygraph and background stages. Polygraph results will be forwarded to the Field Operations/Personnel Committee for vote before being submitted to Personnel. Applicants who are rejected by the members of the Screening Committee may submit a written request to Personnel for a personal interview.

RECRUITMENT AND HIRING Recruitment and Hiring Model Policy continued Application and Selection Process Physical Fitness Assessment The applicant must bring a completed physician s release with them on the date of their physical fitness assessment. The physician s release must not be more than thirty (30) days old at the time of the physical fitness assessment. The physician s release will require the authorization and signature by a licensed physician. An applicant s body fat composition shall be in accordance with standards recommended by the Ohio Peace Officer Training Commission.

RECRUITMENT AND HIRING Recruitment and Hiring Model Policy continued Annual Review of Recruitment and Hiring Process At least annually, the agency shall conduct a documented review detailing the agency s progress toward recruitment plan objectives which shall include revisions to the plan as needed. Adjustments should be considered whenever necessary to meet the objectives identified in the plan. This document shall include a comparison of agency personnel hiring demographics relative to the service area demographics and available workforce data. Resources used in reviewing agency hiring data may include census data and agency personnel hiring and recruitment data.

RECRUITMENT AND HIRING Standard Annual Compliance Bullet B-Establishment of the Recruiting Plan Recruitment Plan PREFERRED Photos of agency personnel participating in recruitment efforts Career Fair announcement(s) Calendar entry showing personnel assigned to recruitment detail Memo detailing recruitment efforts

RECRUITMENT AND HIRING Standard Annual Compliance Bullet C-Equal Employment Opportunity Plan EEO Plan PREFERRED Personnel procedure manual Brochure detailing EEO Application with EEO components

RECRUITMENT AND HIRING Standard Annual Compliance Bullet D- Sworn Officer Qualifications Brochure detailing qualifications Memo to applicant detailing qualifications Web site posting detailing qualifications Vacancy posting Newspaper vacancy posting

RECRUITMENT AND HIRING Standard Annual Compliance Bullet E- Selection Process Conditional offer checklist Memo detailing the selection process Notification of results Hiring procedures Correspondence to applicant

RECRUITMENT AND HIRING Standard Annual Compliance Bullet F-Annual Review Recruitment and hiring annual review PREFERRED Recruitment plan review Census comparison Recruitment objectives review

Continuous Effort, not strength or intelligence, is the key to unlocking our potential. Winston Churchill RECRUITMENT AND HIRING

Law enforcement is competing against every other career field and must actively seek quality candidates. It will take time and resources. However, there are few, if any, responsibilities more important than hiring the right people. RECRUITMENT AND HIRING

Recommendations RECRUITMENT AND HIRING Who are we looking for as an employee? There will be strengths and weaknesses to each candidate. Some agencies could value experience or education. These are certainly good qualities in a candidate.

Recommendations Who are we looking for as an employee? RECRUITMENT AND HIRING The most important trait for a character driven candidate is The most important trait for a character driven candidate is The most important trait for a character driven candidate is Integrity. Integrity.

Recommendations Who are we looking for as an employee? Other important traits in the candidate: Other important traits in the candidate: RECRUITMENT AND HIRING Service-oriented Service-oriented Compatibility Compatibility Possessing human relations skills Possessing human relations skills Performance driven Performance driven

Who are we looking for as an employee? Other desired traits for candidates: Possessing common sense Problem solver Change maker Adaptable Culturally competent Educated Compassionate Visionary Possessing common sense Problem solver Change maker Adaptable Culturally competent Educated Compassionate Visionary Computer skills Analytical RECRUITMENT AND HIRING Possessing common sense Problem solver Change maker Adaptable Culturally competent Educated Compassionate Visionary Possessing common sense Problem solver Change maker Adaptable Culturally competent Educated Compassionate Visionary Possessing common sense Problem solver Change maker Adaptable Culturally competent Educated Compassionate Visionary Possessing common sense Problem solver Change maker Adaptable Culturally competent Educated Compassionate Visionary Possessing common sense Problem solver Change maker Adaptable Culturally competent Educated Compassionate Visionary Possessing common sense Problem solver Change maker Adaptable Culturally competent Educated Compassionate Visionary Possessing common sense Problem solver Change maker Adaptable Culturally competent Educated Compassionate Visionary Computer skills Analytical

Recommendations Who are we looking for as an employee? Hire more minorities RECRUITMENT AND HIRING Diverse organizations outperform less diverse organizations Diverse organizations outperform less diverse organizations. Diverse organizations outperform less diverse organizations Diversity is a key to improved innovation Diversity is a key to improved innovation. Direct correlation between effective decision-making and the diversity of a team Direct correlation between effective decision- making and the diversity of a team. Direct correlation between effective decision-making and the diversity of a team Almost 50% of millennials job seekers actively look for diversity in the workplace Almost 50% of millennials job seekers actively look for diversity in the workplace. Almost 50% of millennials job seekers actively look for diversity in the workplace

Recommendations Who are we looking for as an employee? Hire more minorities Some communities are more diverse than the workforce. RECRUITMENT AND HIRING Duty to mirror community. Enhances agency and community perception. Expands candidate pool. Improves happiness, productivity and retention when employees feel accepted and appreciated Improves happiness, productivity and retention when employees feel accepted and appreciated. Improves happiness, productivity and retention when employees feel accepted and appreciated Increases workforce s range of skills, talents and experiences Increases workforce s range of skills, talents and experiences. Increases workforce s range of skills, talents and experiences

Recommendations Who are we looking for as an employee? Hire more women RECRUITMENT AND HIRING Women are statistically more loyal to their organization Women are statistically more loyal to their organization. Some research suggests female officers are: Some research suggests female officers are: Less likely to use force/excessive force; Less likely to use force/excessive force; Less likely to fire duty weapons; Less likely to fire duty weapons; Better able to engage with diverse cultural groups; Better able to engage with diverse cultural groups; Less likely to have citizen complaints filed against them. Less likely to have citizen complaints filed against them.

Recommendations Who are we looking for as an employee? RECRUITMENT AND HIRING Hire more women Duty to mirror community. Men are far more likely to apply for jobs they don t believe they are qualified for Men are far more likely to apply for jobs they don t believe they are qualified for. Men are far more likely to apply for jobs they don t believe they are qualified for Women score higher in key job competencies including behavioral and technical skills Women score higher in key job competencies including behavioral and technical skills. Women score higher in key job competencies including behavioral and technical skills

Recommendations Who are we looking for as an employee? RECRUITMENT AND HIRING Perceived to be honest and compassionate Perceived to be honest and compassionate Perceived to be honest and compassionate Better outcomes for crime victims especially sexual assault victims. Better outcomes for crime victims especially sexual assault victims. Better outcomes for crime victims especially sexual assault victims. Make fewer discretionary arrests Make fewer discretionary arrests. Make fewer discretionary arrests

Recommendations Who are we looking for as an employee? Also consider older candidates RECRUITMENT AND HIRING Private security and military can hire at age 18 initially. These individuals can be service-oriented and law enforcement is an attractive employment option as a second career when eligible. Private security and military can hire at age 18 initially. These individuals can be service-oriented and law enforcement is an attractive employment option as a second career when eligible. Private security and military can hire at age 18 initially. These individuals can be service-oriented and law enforcement is an attractive employment option as a second career when eligible. Private security and military can hire at age 18 initially. These individuals can be service-oriented and law enforcement is an attractive employment option as a second career when eligible. America s population, in general, is aging with less potential applicants between ages 21 and 35 than in the past. America s population, in general, is aging with less potential applicants between ages 21 and 35 than in the past. America s population, in general, is aging with less potential applicants between ages 21 and 35 than in the past. Applicants can be more mature and have more life-experience even if their careers might not be as long as a younger recruit Applicants can be more mature and have more life-experience even if their careers might not be as long as a younger recruit. Applicants can be more mature and have more life-experience even if their careers might not be as long as a younger recruit Diversity means variety and employee age experiences can benefit an organization greatly Diversity means variety and employee age & experiences can benefit an organization greatly. Diversity means variety and employee age experiences can benefit an organization greatly

Recommendations Who are we looking for as an employee? Studies have shown agencies should consider developing a Recruiting Team Studies have shown agencies should consider developing a Recruiting Team Studies have shown agencies should consider developing a Recruiting Team RECRUITMENT AND HIRING Select diverse personnel that represent the agency well. Self- motivated and personable. Demonstrate agency commitment to demographic diversity. Select a Recruiting Team Coordinator. Consider a first line supervisor who also will have oversight. Give them the support they need to succeed. Ensure time is given for the team to develop relationships with the community, youth and local academies/schools/universities. Provide EEO training to the team. Obtain feedback from the team members.

Recommendations Develop Relationships with: RECRUITMENT AND HIRING Community Youth Local Academies

Recommendations Community Actively engage the community. Take every opportunity to speak to citizens, host tours & events and establish lines of communication RECRUITMENT AND HIRING A B R A-Always B-Be R-Recruiting

Recommendations Youth Develop Youth Programs whenever possible RECRUITMENT AND HIRING Explorer programs whether agency led or in a countywide effort (Make them feel a part of the organization. Invite them to department meetings, ride-alongs, meet command staff, etc.) Engage the schools whenever possible. Personable DARE/SROs are tremendous ambassadors for the agency. Intern programs with colleges/universities in the area. Cadet programs for young adults interested in a career in law enforcement. The Boy Scouts and Girl Scouts have a high propensity for public service The Boy Scouts and Girl Scouts have a high propensity for public service .

Recommendations Youth RECRUITMENT AND HIRING Develop Youth Programs whenever possible Why should your agency be the one to start/enhance these types of programs Studies show: Youth programs attract character driven individuals to a specific department and can have a profound impact on future recruits Youth programs attract character driven individuals to a specific department and can have a profound impact on future recruits. Youth programs attract character driven individuals to a specific department and can have a profound impact on future recruits Youth programs attract character driven individuals to a specific department and can have a profound impact on future recruits

Recommendations Youth RECRUITMENT AND HIRING Develop Youth Programs whenever possible Relationships involving family members or friends in law enforcement are extremely influential to a future candidate applying to a particular agency. Relationships involving family members or friends in law enforcement are extremely influential to a future candidate applying to a particular agency. Relationships involving family members or friends in law enforcement are extremely influential to a future candidate applying to a particular agency. Relationships involving family members or friends in law enforcement are extremely influential to a future candidate applying to a particular agency. Even in times when there is a lack of candidates, many of these program participants are passionate about law enforcement careers from an early age. Even in times when there is a lack of candidates, many of these program participants are passionate about law enforcement careers from an early age. Even in times when there is a lack of candidates, many of these program participants are passionate about law enforcement careers from an early age. Even in times when there is a lack of candidates, many of these program participants are passionate about law enforcement careers from an early age.

Recommendations Establishing Relationships with Local Law Enforcement Police Academies RECRUITMENT AND HIRING Job Fairs/Academy Visits offer opportunities to meet job ready candidates. Job Fairs/Academy Visits offer opportunities to meet job ready candidates. Job Fairs/Academy Visits offer opportunities to meet job ready candidates. Many candidates advise these interactions (particularly the visits) positively affect their opinion of an agency more than anything else (especially with minority candidates) Many candidates advise these interactions (particularly the visits) positively affect their opinion of an agency more than anything else (especially with minority candidates). Many candidates advise these interactions (particularly the visits) positively affect their opinion of an agency more than anything else (especially with minority candidates) Many candidates advise these interactions (particularly the visits) positively affect their opinion of an agency more than anything else (especially with minority candidates) Many candidates advise these interactions (particularly the visits) positively affect their opinion of an agency more than anything else (especially with minority candidates) In addition, consider recruiting local military installations if applicable.

Policies and Procedures Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, but other directives such as their tattoo policy and parental leave policies. Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, but other directives such as their tattoo policy and parental leave policies. Many potential candidates place a premium on work-life balance, personal well-being and decision making such as piercings and tattoos. Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, but other directives such as their tattoo policy and parental leave policies. Many potential candidates place a premium on work-life balance, personal well-being and decision making such as piercings and tattoos. Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, but other directives such as their tattoo policy and parental leave policies. Many potential candidates place a premium on work-life balance, personal well-being and decision making such as piercings and tattoos. Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, but other directives such as their tattoo policy and parental leave policies. RECRUITMENT AND HIRING Many potential candidates place a premium on work-life balance, personal well-being and decision making such as piercings and tattoos. Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, but other directives such as their tattoo policy and parental leave policies. Many potential candidates place a premium on work-life balance, personal well-being and decision making such as piercings and tattoos. Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, but other directives such as their tattoo policy and parental leave policies. Many potential candidates place a premium on work-life balance, personal well-being and decision making such as piercings and tattoos. Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, but other directives such as their tattoo policy and parental leave policies. Many potential candidates place a premium on work-life balance, personal well-being and decision making such as piercings and tattoos. Many potential candidates place a premium on work-life balance, personal well-being and decision making such as piercings and tattoos. Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, but other directives such as their tattoo policy and parental leave policies. Many potential candidates place a premium on work-life balance, personal well-being and decision making such as piercings and tattoos. Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, but other directives such as their tattoo policy and parental leave policies. Many potential candidates place a premium on work-life balance, personal well-being and decision making such as piercings and tattoos. Ensure all policies and procedures meet the agency s goals and objectives for recruitment and hiring. Many agencies are not only reviewing these policies, but other directives such as their tattoo policy and parental leave policies. Many potential candidates place a premium on work-life balance, personal well-being and decision making such as piercings and tattoos.

Policies and Procedures RECRUITMENT AND HIRING Research demonstrates if an individual is in an underrepresented group, even small barriers are enough to deter applications. Research demonstrates if an individual is in an underrepresented group, even small barriers are enough to deter applications. Research demonstrates if an individual is in an underrepresented group, even small barriers are enough to deter applications. Research demonstrates if an individual is in an underrepresented group, even small barriers are enough to deter applications. Research demonstrates if an individual is in an underrepresented group, even small barriers are enough to deter applications. Research demonstrates if an individual is in an underrepresented group, even small barriers are enough to deter applications.

Policies and Procedures Example of an urban focus group report on law enforcement careers Example of an urban focus group report on law enforcement careers Example of an urban focus group report on law enforcement careers Minority participants not specifically interested in law enforcement careers Minority participants not specifically interested in law enforcement careers Minority participants not specifically interested in law enforcement careers RECRUITMENT AND HIRING General reasons to accept any job opportunities. General reasons to accept any job opportunities. The first one to hire The first one to hire The job that was familiar The job that was familiar The job I always wanted to do The job I always wanted to do Most important occupation characteristics included opportunity for advancement, job security, health benefits and starting pay. Most important occupation characteristics included opportunity for advancement, job security, health benefits and starting pay. Most important occupation characteristics included opportunity for advancement, job security, health benefits and starting pay. Reasons not to apply for law enforcement include negative perception of law enforcement as well as negative perceptions of the job such as low pay, poor benefits and dangerous work. Reasons not to apply for law enforcement include negative perception of law enforcement as well as negative perceptions of the job such as low pay, poor benefits and dangerous work. Reasons not to apply for law enforcement include negative perception of law enforcement as well as negative perceptions of the job such as low pay, poor benefits and dangerous work. Reasons not to apply for law enforcement include negative perception of law enforcement as well as negative perceptions of the job such as low pay, poor benefits and dangerous work.

Testing Process Advertise wherever possible It is your opportunity to tell the agency story. Update materials to reflect agency commitment to demographic diversity and why policing is a great career. RECRUITMENT AND HIRING Establish an agency website. Look for free options such as Facebook, etc. Look for free options such as Facebook, etc. Emphasize the mission, vision and core values of the agency. Emphasize the opportunities the agency provides such as canine handler, community engagement officer, detective, etc. Inform candidates promptly during the hiring, selection and training processes. Inform candidates promptly during the hiring, selection and training processes. Inform candidates promptly during the hiring, selection and training processes.

Testing Process Advertise wherever possible continued RECRUITMENT AND HIRING Agencies should focus on drawing candidates who are committed to serving. Agencies should focus on drawing candidates who are committed to serving. Agencies should focus on drawing candidates who are committed to serving. Consider adding personal accounts on what it is like being an officer and why it is so rewarding. Consider adding personal accounts on what it is like being an officer and why it is so rewarding. Consider adding personal accounts on what it is like being an officer and why it is so rewarding. Market and brand anything that makes your agency and community special. Consider using online recruitment sites such as Indeed, SimplyHired or LinkedIn. Consider using online recruitment sites such as Indeed, SimplyHired or LinkedIn. Consider using online recruitment sites such as Indeed, SimplyHired or LinkedIn.

Testing Process Advertise wherever possible continued RECRUITMENT AND HIRING Advertise wherever possible Advertise on professional websites such as OACP, NOBLE, IACP, etc. Advertise on college job boards. Agencies with larger budgets can purchase software programs that can track recruiting results. Additionally, agencies have had success utilizing marketing firms in recruiting efforts.