Burlington Township Police Department

Affirmative Action Plan

2000

I. Introduction

A. The following plan makes recommendations relative to the recruitment of minorities and women for full-time sworn law enforcement positions in the Burlington Township Police Department. This marks the first time the department has taken a proactive approach to minority hiring by developing an affirmative action plan. Each applicant shall be provided an equal employment opportunity regardless of race, sex, or ethnic background.

1. Nothing in this plan however, shall change the department’s commitment to hiring the best available candidate based solely upon the consideration of an individual candidate’s qualifications.

II.Need for Affirmative Action

A. The Burlington Township Police Department recognizes the need for an affirmative action plan. The department has identified, by the demographic analysis below, a need to slightly increase the percentage of black and other minority officers and to substantially increase the percentage of female officers.

B. The department also recognizes that the process does not end with the development of a plan. The plan must be evaluated and results analyzed on a regular basis to insure that the recommendations made are being effective and that the desired results are being attained.

III.Demographic Analysis

A. Burlington Township demographic information (1990 census)

1. Population 12,910

2. Percentage of whites in population 72%

3. Percentage of blacks in population 20%

4. Percentage of Hispanics in population4%

5. Percentage of other minority races in population 4%

6. Total minority population 28%

7. Percentage of women in the population 52%

B. Burlington Township police officer demographic information for 1998

1. Authorized sworn positions 39

2. Percentage of whites 82%

3. Percentage of blacks 15%

4. Percentage of other minorities 0%

5. Combined % of minority officers 15%

6. Total % of female officers 3%

C. Burlington Township Police applicant demographic information for 1999

1. Total applicants 8

2. White applicants 7

3. Minority applicants 1

4. Female applicants 1

5. Total % minority 12.5%

6. Total % female 12.5%

In 1999 the department received authorization to hire three full-time police officers. The department accepted applications from the first eight candidates who appeared on the NJ Department of Personnel eligibility list. The candidates were listed by test scores with the highest score being listed first.

Two white males and one white female were selected to fill the authorized positions.

IV.2000 Affirmative Action Goals

  1. By this plan the department will establish measurable and reasonable goals for 2000 regarding increasing the available pool of qualified applicants.
  1. The department will take steps to increase the pool of qualified minority applicants from 12.5% in 1999, to 15% in 2000, and to increase the pool of qualified female applicants from 12.5% in 1999, to 20% in 2000.
  1. The department will adhere to its current recruitment policy and programs and expand those programs where necessary, appropriate, and permissible to increase department exposure. Programs may include but should not belimited to the following:
  1. using minority officers to conduct recruiting programs within the community specifically aimed at minorities
  2. using female and minority officers at high visibility programs and events in the community and depicting females and minorities on department recruiting literature
  3. conducting information programs as part of “open house” programs at police headquarters which specifically target females and minorities.
  1. The department will, as necessary, increase the number of applications accepted from candidates on the NJ Department of Personnel eligibility list to expand the pool of candidates in an effort to meet the above stated goals.
  1. The department will continue to hire the bast available candidate, regardless of gender, race, religious or ethnic background. A policy of affirmative action in recruiting and equal employment opportunity in selection results in a process that is fair and equitable to everyone.
  1. Evaluation of Affirmative Action Plan
  1. The Investigations Commander will monitor the effectiveness of the affirmative action plan and at least quarterly advise the Director of Public Safety/Chief Law Enforcement Officer (PSD/CLEO) of the status and progress made regarding the plan’s goals. At that time recommendations will also be made regarding changes to the plan that may increase its effectiveness.
  1. The Investigations Commander will also prepare an annual report regarding action taken in conjunction with the affirmative action plan and the results of the action taken. The report will be filed as part of the department’s annual report.

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