Recruitment

Sheriff’s Office

Recruitment Plan

 

I. Goal and Objective

The Camden County Sheriff’s Office Recruitment and Diversity plan is to attract qualified individuals within our community to pursue careers within the Office of the Sheriff. The overall objective is to achieve a demographic composition of this office comparative with the population of Camden County. The goal for diversity in recruitment and hiring is to attract and retain diverse and qualified officers and civilian staff members. In accordance with the Attorney General’s Guideline “Promoting Diversity in Law Enforcement Recruiting and Hiring” issued on December 7, 2021, in accordance with N.J.S.A. 52:17B-4.10 the Camden County Sheriff’s Office establishes this recruitment plan.

II. General Provisions

The Camden County Sheriff’s Office is a Civil Service Commission Jurisdiction and must adhere to the New Jersey State Statues and Administrative Code in its recruiting process. Recruiting through this process has a residency requirement of living within the State of New Jersey.

In addition to the Civil Service Examination, and in accordance with the provisions of N.J.S.A. 11A:4- 1.3, the Camden County Sheriff’s Office is authorized to hire entry level police officers, who have not passed the Civil Service Exam, but have completed a Basic Course for Law Enforcement Officer, at a school approved and authorized by the New Jersey Police Training Commission. It also allows the Sheriff’s Office to hire any person to a temporary entry level officer position who then must complete a Basic Course for Law Enforcement Officer, within nine (9) months of the date of hire before receiving a probationary appointment. Hiring through this process has a residency requirement of living within the County of Camden.

The Sheriff is also authorized to hire Sheriff’s Officer investigators, and Special Law Enforcement Law Enforcement Officer II. Hiring through this process requires they have completed a Basic Course for Law Enforcement Officer, at a school approved and authorized by the New Jersey Police Training Commission. They are required to be in good standing with the Police Training Commission. Additionally, they are required to live within the county, upon hiring. 2 The County of Camden and the Camden County Sheriff’s Office is an Equal Opportunity Employer. The Sheriff or his designee, the Undersheriff, is responsible for the administration of the recruitment plan.

III. Demographics

To determine and identify any underrepresented groups within the Camden County Sheriff’s Office, this office refers to the most recent Camden County Census and Demographic compiled by the United States Census Bureau. The most current data referenced is from the Camden County, New Jersey, July 1, 2023, census report. 

IV. Recruitment Activities Activity

Identify and maintain communications and opportunities with local minority organizations and social groups, not wholly limited to, educational programs, religious groups, ethical, racial, and gender-based organizations.

Activity #1: General 

  • Provide recruitment brochures and materials to the above groups and organizations. 
  • Deploy the Community Action Team to local and county events 
  • Attend Career days at local schools and colleges 
  • Use the Camden County Sheriff’s and Camden County website to attract potential applicants to the Civil Service Examinations, or consideration process for those meeting eligibility requirements. 
  • Display outside of our main office events put on or participated in and displaying hiring opportunities.

Activity #2: Advertisement

  • Advertise hiring status on the New Jersey Civil Service website
  •  Advertise on the Camden County Law Enforcement hiring website
  • Advertise activities, promotions, awards, and other programs conducted by the Camden County Sheriff’s Office
  •  Coordinate with the Camden County Human Resources and Public with advertising and notification of career openings to the community.
  •  Monthly Camden County editorial post within local publications and newspapers.

Activity #3: Police Academy

  •  Provide information of open Law Enforcement positions
  •  Speak with Alternative Route personnel and provide them with information and opportunities for employment.

Activity #4: Intergovernmental Transfer Program.

  •  Advertise through cooperation and opportunities for officers of transferability to the Sheriff’s Office
  •  Post openings for Law Enforcement Positions with the State of New Jersey Intergovernmental Transfer Program website.
  •  Distribute information to prospective transfers during formal and informal Law Enforcement events and interactions.

Activity #5: Rice List

  • Contact the State of New Jersey Civil Service Commission and obtain the “Rice List” of eligible officers who were laid off from other jurisdictions.

V. Annual Review

The Sheriff or his designee, the Undersheriff, shall conduct an annual review of this recruitment plan and shall include an annual agency demographic review. After that review, determine whether any substantial disparities have been reduced, or increased, and if need be, revise this plan according if goals and objectives are not met.

VI. Reporting Requirements

N.J.S.A 52:17B-4.10 et seq requires that each law enforcement agency must report certain law enforcement applicants’ data annually, no later than January 31st, for the preceding year. The data required to be reported is listed in the New Jersey Attorney General’s Guideline “Promoting Diversity in Law Enforcement Recruiting and Hiring”, Section III.

https://www.nj.gov/oag/dcj/agguide/directives/ag-Guidelines-Diversity-in-LE-Recruiting-and-Hiring.pdf Reporting form can be found: https://www.njoag.gov/resources/ag-guidelines/

 

To view the Recruitment Plan, Click Here.