[1971 Code § 3-1.1]
a.
Qualified Borough personnel shall be given first consideration for
vacancies and new positions.
b.
Employment in the Borough shall be based on merit and fitness, free
of personal and political considerations.
c.
Appointments, promotions and other personnel actions shall be on
a merit basis. Except where specifically otherwise provided, these
policies apply to all salaried employees of the Borough.
[1971 Code § 3-1.2]
The Council may by ordinance abolish, increase, decrease or
modify the terms and compensation of any office of the Borough, except
that the Borough Council may not abolish or alter the terms of an
office created by general law. Except where an office is abolished,
no decrease or modification of its terms and compensation shall affect
any incumbent holding such office for the duration of the term for
which he was appointed.
[1971 Code § 3-2.1]
All employees of the Borough shall be appointed and promoted
by the Borough Council upon recommendation of appropriate Department
Heads except as may be otherwise provided by general law or ordinance.
[1971 Code § 3-2.2; Ord. No. 95-03]
Original appointments to fill vacancies or for new positions
shall be limited to qualified persons who have been interviewed or
tested concerning such factors as education, experience, aptitude,
knowledge, character, and physical and mental fitness.
Every employee or proposed employee of the Borough who shall
operate municipally-owned vehicles and/or municipally-owned equipment
which is on wheels and powered by a compulsion system other than manpower
shall have a valid New Jersey Driver's license and shall authorize
the Matawan Borough Police Department to periodically confirm through
the Motor Vehicle Commission that the license is not suspended or
revoked. No employee of the Borough shall operate a municipally-owned
vehicle or equipment with wheel powered by compulsion other than man
power unless they hold a valid New Jersey driver's license.
[1971 Code § 3-2.3; New]
Provided they are qualified for the positions for which they
have applied, preference shall be given in appointments to vacancies
and new positions, first to employees of the Borough and secondly,
to persons who are residents of the Borough at the time of their appointment.
The Council may by ordinance provide that all officers and employees
shall be residents of the Borough except where provided otherwise
in Statutes. The provisions of this subsection shall not apply for
a vacancy in or new position created as a regular member of the Police
Department.
[1971 Code § 3-2.4; Ord. No. 94-7]
Applicants for employment shall apply on forms provided by the
Clerk and which have been designed to obtain pertinent information
concerning the applicant's education, training, experience, character
and other factors necessary to determine his fitness and qualifications
for services to the Borough. All applications shall be filed with
the Borough Clerk.
Applicants for employment and all persons who operate Borough
vehicles shall provide their New Jersey Driver's License number and
authorize a New Jersey Motor Vehicle Commission driver abstract to
be provided to the Matawan Borough Police Department.
[1971 Code § 3-2.5]
An applicant for employment may be rejected where he:
a.
Is not qualified for appointment to the position for which he has
applied;
b.
Is physically unfit to perform the duties of the position for which
he has applied;
c.
Is addicted to the habitual or excessive use of drugs or intoxicants;
d.
Has been convicted of any crime or offense, including disorderly
persons offenses involving moral turpitude;
e.
Has received other than an honorable discharge from the Armed Services
of the United States;
f.
Has been dismissed from previous employment for delinquency, insubordination
or misconduct;
g.
Has practiced or attempted to practice any deception or fraud in
his application or in furnishing other evidence of eligibility for
appointment; or
h.
Is not within age limits that have been established for the position
for which he seeks appointment.
[1971 Code § 3-2.6]
All persons appointed by the Borough under the provisions of
this chapter may be required to undergo a physical examination, at
the Borough's cost and expense, in order to determine whether or not
the applicant is physically fit to perform the duties of the position
for which he has been appointed.
[1971 Code § 3-3.1]
Except when provided by law, every person appointed to a new
position shall be deemed to be on probation in the position to which
he shall have been appointed for a period of three months but such
probation shall not affect permanent status of any other Borough employment
that such person may have achieved. Prior to his completion of the
probationary period, the employee or officer shall be evaluated by
the Council to determine whether he shall be granted permanent status
or dismissed. The Council may require reports and recommendations
from immediate superiors and Department Heads for this purpose.
[New]
Consult the Matawan Personnel Policies and Procedures Manual.[1]
[1]
Editor's Note: The Borough of Matawan Personnel Policies and
Procedures Manual was adopted by resolution of the Governing Body
on March 18, 2008.
[1971 Code § 3-4.1]
The official office hours of the Borough are 8:30 a.m. to 4:30
p.m., prevailing time, Monday through Friday. The hours of work for
employees, including lunch hours, shall be specified by the Council.
[New]
Consult the Matawan Personnel Policies and Procedures Manual.[1]
[1]
Editor's Note: The Borough of Matawan Personnel Policies and
Procedures Manual was adopted by resolution of the Governing Body
on March 18, 2008.
[New]
Consult the Matawan Personnel Policies and Procedures Manual.[1]
[1]
Editor's Note: The Borough of Matawan Personnel Policies and
Procedures Manual was adopted by resolution of the Governing Body
on March 18, 2008.
[1971 Code § 3-4.4; Ord. No. 97-29; New; Ord. No. 2018-10]
a.
As used in this subsection, "sick leave" shall mean paid leave that
may be granted to an employee who through sickness or injury becomes
incapacitated to a degree that makes it impossible for him to perform
the duties of his position, or who is quarantined by a physician because
he has been exposed to a contagious disease. Part-time and full-time
temporary employees are not eligible for sick leave.
b.
A certificate from the employee's doctor may be required as sufficient
proof of the need for sick leave.
c.
In the first year of employment, an employee shall be entitled to
one day sick leave for each month of employment. Sick leave shall
accumulate on the basis of one and one-quarter (1 1/4) days per
month or 15 days per year. Sick leave may be accumulated from year
to year, but not to exceed 260 days of earned sick leave.
d.
Accumulated sick leave may be used by an employee for personal illness,
illness in his immediate family which requires his attendance upon
the ill person, quarantine restrictions, pregnancy or disabling injuries.
For the purpose of this paragraph, "immediate family" means a spouse,
domestic or civil union partner, child, parent or unmarried brother
or sister or a relative or dependent living under the same roof.
e.
In the event an employee is paid for sick leave, the compensation
"on account of sickness" shall not be subject to a deduction for FICA.
Pursuant to applicable law this exemption shall be deemed effective
as of January 1, 1979.
f.
Unused accumulated sick leave shall be forfeited by the employee
upon termination of employment, regardless of reason except that in
the case of death or retirement the Borough of Matawan shall pay the
retired employee 1/2 of the accumulated sick leave up to a maximum
of $15,000, or as provided in any employment contract existing at
the time of death or retirement.
[Ord. No. 2018-10]
g.
For further information consult the Matawan Personnel Policies and
Procedures Manual.
[1971 Code § 3-4.5; Ord. No. 95-05; Ord. No. 97-11; New]
a.
After using 30 days of sick leave any regular full-time employee
of the Borough who shall be injured, ill, or disabled from any cause
not connected with his service as an employee so as to become physically
unfit for work may be entitled to a leave of absence and the Council
may authorize the same by Resolution requiring such employee to use
such employee's accumulated sick leave or any portion thereof as the
Borough Council shall deem fit in accordance with the following schedule:
1.
If the employee has served for not less than one nor more than 10
years, he shall be entitled to a leave of absence with full pay for
13 weeks, plus an additional 13 weeks at half pay.
2.
If the employee has served for more than 10 years, he shall be entitled
to a leave of absence with full pay for 26 weeks, plus an additional
13 weeks at half pay.
b.
In the event that any regular full-time employee of the Borough shall
be injured, ill or disabled from any cause connected with his work
as such employee so as to become physically unfit for work, he shall
be entitled to a leave of absence for a period of one year, and the
Borough will pay to him the difference between the amount he may receive
by way of workmen's compensation, temporary disability payments and
the regular salary he would have received had he been at work.
c.
In connection with any application for leave of absence pursuant
to this section, the duration of any claimed disability shall be evidenced
by certificates of a physician designated by the Mayor and Council
to examine the applicant.
[New]
Consult the Matawan Personnel Policies and Procedures Manual.
Editor's Note: The Borough of Matawan Personnel Policies and
Procedures Manual was adopted by resolution of the Governing Body
on March 18, 2008.
[New]
Consult the Matawan Personnel Policies and Procedures Manual.[1]
[1]
Editor's Note: The Borough of Matawan Personnel Policies and
Procedures Manual was adopted by resolution of the Governing Body
on March 18, 2008.
[1971 Code § 3-4.8; Ord. No. 97-28; Ord. No. 98-14]
The Borough shall provide for the cost of sustaining health
and medical insurance benefits as required pursuant to the terms of
the respective collective negotiations agreements maintained with
its employee representatives and/or in the absence thereof pursuant
to the Borough's adopted personnel policies and procedures. As necessary,
the Mayor and Council may purchase insurance and may enter into plan
document agreements with medical insurance providers; however, descriptions
of benefits contained in plan document and/or benefit manuals provided
to employees thereunder shall not be construed to supersede the terms
and requirements of collective agreements or personnel policies and
procedures.
Employees who have retired from the Borough pursuant to public
employment pension programs, and who shall have also served 25 years
of active service with the Borough, and who also qualify for Medicare
coverage shall be provided with paid medical-surgical-hospital insurance
coverage supplementary to Medicare coverage. Spouses and other dependents
of retirees, and the retirees of the Borough who are under the age
of 65 shall be eligible for insurance coverage but they must fully
contribute to the cost of such coverage. The Borough may pay for the
health insurance coverage of retirees and spouses who have received
insurance coverage prior to July 1, 1998.
Employees who retire under a disability pension shall not be
required to meet service and Medicare qualification requirements to
receive paid medical benefits from the Borough.
[Added 4-20-2021 by Ord.
No. 21-03]
a.
Direct
deposit of net pay shall be mandatory for all employees of the Borough
of Matawan in a specific banking institution based on information
provided by the employee. Compliance by an employee shall be mandatory;
except that the Mayor and Council may, by resolution, grant an exemption
from the direct deposit requirement on such terms and conditions as
the Mayor and Council may deem necessary.
b.
Seasonal
and temporary employees who are employed by the Borough of Matawan
are exempt from the direct deposit mandate.
[New]
Consult the Matawan Personnel Policies and Procedures Manual.[1]
[1]
Editor's Note: The Borough of Matawan Personnel Policies and
Procedures Manual was adopted by resolution of the Governing Body
on March 18, 2008.
[1971 Code § 3-6]
It is hereby declared to be the policy of the Borough to recognize
and encourage meritorious actions on the part of its officers and
employees. To this end, letters of commendation concerning Borough
employees from their superiors and from members of the public with
whom they deal shall be directed to the attention of the Council,
and then recorded in the employee's personnel file. In addition, the
Council may, on its own motion, commend the work of particular officers
and employees and cause such commendation to be inserted in their
personnel files.
[1971 Code § 3-7]
Every officer or employee of the Borough who, by virtue of his
office or position, is entrusted with the receipt, custody or expenditure
of public monies or funds, and any other officer or employee who may
be required to do so by the Council shall, before entering upon the
duties of his office or position, execute and deliver a surety bond
in such amount as may be fixed by the Council, binding him to the
Borough in its corporate name and conditioned upon the true and faithful
performance of his duty. Each officer or employee required by law
to give bond shall execute such bond with sufficient surety and deliver
the same to the Clerk except that the Clerk shall deliver his bond
to the treasurer, before he enters upon the discharge of his duties
of the office or employment.
If any officer or employee shall neglect to execute and deliver
his bond as herein required within 30 days after due notification
of his election or appointment, his office or position may be declared
vacant.
In every case in which any person is required by the laws of
the State or by any ordinance of the Borough to give a bond for the
faithful performance of his duties, such bond shall be secured by
a corporate surety authorized to do business in this State and the
premium therefor shall be paid by the Borough. Each such bond shall
be approved by the Borough Attorney as to form and sufficiency, and
nothing in this section shall be construed to prevent the use of one
or more blanket bonds when so approved.
[1971 Code § 3-9; amended 4-18-2023 by Ord. No. 2023-06]
a.
In
addition to the salaries provided by the Salary Ordinance,[1] all full-time employees of the Borough of Matawan hired
prior to May 16, 2023, shall receive a longevity payment as hereinafter
fixed and determined. Employees hired with a start date of May 16,
2023, or after are not eligible for longevity payments. Such longevity
payment is to be considered as additional compensation based upon
the length of service of the employee according to the following schedule:
|
Years of Service
|
Additional Compensation Per Annum (Percentage of Annual Salary)
|
|---|---|
|
5
|
2 1/2%
|
|
10
|
5%
|
|
15
|
7 1/2%
|
|
20
|
10%
|
|
25
|
12 1/2%
|
|
30 or more
|
15%
|
[1]
Editor's Note: A copy of the current Salary Ordinance can
be found on file in the Office of the Borough Clerk.
b.
Such
additional compensation shall be based upon the annual salary of each
employee. No employee who works less than the average hours per week
determined for the employee's department in any one year shall be
eligible for the additional compensation. In calculating the additional
compensation, the base salary in effect on the anniversary date of
permanent employment by the Borough of Matawan shall be used for such
purpose.
c.
Any
interruption of service due to a cause beyond the control of the employee
such as military service, injury in line of duty or illness, shall
be considered as service for the purpose of determining the longevity
periods. Leaves of absence granted at the request of any employee
will not be considered in determining length of service.
d.
All
periods of employment shall be computed from the anniversary date
of permanent employment by the Borough of Matawan.
e.
Additional
compensation of any nature, including overtime, will not be considered
in computing longevity payments.
[New]
Consult the Matawan Personnel Policies and Procedures Manual.[1]
[1]
Editor's Note: The Borough of Matawan Personnel Policies and
Procedures Manual was adopted by resolution of the Governing Body
on March 18, 2008.
[1971 Code § 3-8.1]
No elected or appointed official, officer or employee of the
Borough shall engage in any business transaction, professional activity,
or have a financial or other private interest, either direct or indirect,
which is in substantial conflict with the proper discharge of his
official duties, unless full disclosure is made as to such interest
in writing to the Council.
[1971 Code § 3-8.2]
No elected or appointed official, officer or employee of the
Borough shall accept employment, engage in any business transaction
or make any investment which will be detrimental to the Borough in
the exercise of his official duties or which will interfere in any
manner whatsoever with the discharge of his official duties.
[1971 Code § 3-8.3]
No elected or appointed official, officer or employee of the
Borough shall represent any private interests to the detriment of
the Borough or for the purpose of unwarranted personal gain before
any Borough agency or department, or the Municipal Court, or in any
litigation to which the Borough is a party.
[1971 Code § 3-8.4]
In the event that any elected or appointed official, officer
or employee has a direct or indirect financial interest in any proposed
legislation, he shall publicly disclose on the official records of
the Borough the nature and extent of such interest.
[1971 Code § 3-8.5]
No elected or appointed official, officer or employee of the
Borough shall improperly use his official position in order to obtain
a personal discount or other benefit from any person whatsoever.
[New]
Consult the Matawan Personnel Policies and Procedures Manual.
Editor's Note: The Borough of Matawan Personnel Policies and
Procedures Manual was adopted by resolution of the Governing Body
on March 18, 2008.
[New]
Consult Matawan Borough Medical Health Insurance Plan documents
for further specifications and plan requirements.
[1971 Code § 8-13]
The regular hours of employment of a regular Police Officer
shall not exceed eight consecutive hours in any one day, nor more
than an average of 40 hours per week. However, in the case of an emergency
as defined in N.J.S.A. 40A:14-50 and as the same shall be determined
within the sole discretion of the Officer, Board or Official having
charge of the Police Department, the Officer, Board of Official shall
have authority to summon and keep on duty any and all regular paid
members of the Police Department for a period of time or times in
excess of the hours of ordinary duty as in their discretion is necessary.
The Police Committee in its sole discretion, may provide compensation
for some or all the emergency duty by any Police Officer at his prevailing
wage, which compensation shall be in lieu of any compensatory time
off otherwise due for the emergency duty so compensated, but within
the limit of any appropriation of fund for such purposes.
Prior ordinance history: 1971 Code § 8-16; Ord. No.
13-21 § 1; Ord. No. 2015-01.
[Ord. No. 2018-18; amended 7-20-2021 by Ord. No. 21-11; 3-7-2023 by Ord. No. 2023-04]
a.
The Borough of Matawan Governing Body desires to promote the most
qualified candidate to the position of Police Chief. This subsection
establishes the eligibility requirements and the process for promotion
to Police Chief. The promotion process shall be on the basis of merit,
experience, education, demonstrated ability, competitive examinations
and competitive written submissions. In accordance with N.J.S.A. 40A:14-129,
the promotion of any officer shall be made from the membership of
the Matawan Police Department. No person shall be eligible for promotion
to Police Chief unless he or she shall have served as a full-time
police officer in the Borough of Matawan Police Department for a period
of 10 years or more. Promotions to the rank of Police Chief shall
be open to members of the next lowest rank who have served at least
two years in said rank, unless the Mayor and Council, in the best
interest of the Department, choose to test a wider pool of candidates,
in which case they may open testing to the next lower rank and/or
reduce the length of time requirement in rank.
b.
The Borough Administrator shall announce the promotional process
to members of the Department at least 30 days before any written examination
is to be given. The announcement shall be posted in common areas of
the Department accessible to all members. The announcement shall contain,
at a minimum, the rank to be filled, the dates of the exams, source
materials or reading lists from which exam questions will be taken
or topics from which questions will be formulated. Candidates who
qualify shall notify the Borough Administrator of his or her interest
in taking the examination by submitting a letter of interest no later
than 10 calendar days after the promotion announcement. Failure to
do so shall render the officer ineligible to participate in the process.
c.
Promotional Testing Procedure. The promotional testing procedure
for the Borough of Matawan Police Department may consist of the following:
a written examination, an oral examination, a psychological examination,
a record review and interview with the Mayor and Council. The Mayor
and Council reserve the right to waive the written examination and/or
oral examination by the outside entity and shall so notify any applicant
when the initial announcement for the promotional process is posted.
1.
Written Examinations*: The written examination shall be supplied
by a professional testing company, professional law enforcement organization
(e.g., State Chiefs of Police Association, International Chiefs of
Police Association, etc.). To proceed to the oral examination of the
examination procedure, a candidate must achieve a minimum score of
70% on the written examination.
2.
Oral Examinations*: Candidates will be notified, in writing, of their
successful or unsuccessful completion of the written portion of the
exam by the Borough Administrator or his designee. The oral examination
shall take place after the receipt of the written examination results.
A standardized interview will be conducted by an outside agency (e.g.,
Chiefs of Police Association, International Chiefs of Police Association,
etc.) by a board of three examiners, at least one of whom shall be
a personnel evaluator from the outside testing agency. None of the
evaluators shall be an officer, employee, resident or relative thereof
of the Borough of Matawan. To proceed to the record review and interview
portion of the promotional process, a candidate must achieve a minimum
score of 70%.
|
*The testing organization shall assign each candidate an identification
number, which shall be the only identification used when the written
and oral examination is graded. The identification numbers of all
candidates for promotion shall be posted on a pass/fail basis only.
A complete master list of the actual results of the written and oral
examination shall be placed under seal and retained in the office
of the Borough Administrator and shall not be revealed to the Mayor
and Council until after the interview and record review of the applicants
are complete.
|
3.
Record Review and Interview by the Mayor and Council. Candidates
who successfully achieve a minimum score of 70% on the written examination
and a minimum score of 70% on the oral examination and receive a satisfactory
psychological examination shall proceed to the next step in the promotional
process, the review of service record and interview. The interview
shall be conducted by the Mayor and Council. The record review shall
be conducted by the Borough Administrator and the Chief of Police.
(a)
The interview with the Mayor and Council shall focus on, but
not be limited to, leadership and management skills, knowledge of
the Borough of Matawan's form of government, knowledge of the
Police Department ordinances, familiarity with the municipal budget
process, the police department budget in particular, manpower allocations,
Attorney General Guidelines and knowledge of N.J.S.A. 40A:14-118.
The Mayor and Council shall grade each candidate on a 20 point scale
and shall ask each candidate the identical questions and the Borough
Clerk will keep written records of each candidate's responses
to same.
(b)
The Borough Administrator shall examine the personnel jacket
of each candidate and give specific weight to each category and grade
each candidate on a 20 point scale. The weight of each category of
the record review shall be the maximum of the following points in
each of the enumerated categories as follows:
|
Specialized training (e.g., FBI Academy)
|
0 to 3 points
|
|
Each completed course +1 point to a total of 3 points
| |
|
Performance evaluations
|
0 to 8 points
|
|
All previous performance evaluations shall be considered
and reviewed to achieve the broadest scope of review for the given
candidate by his/her supervisors.
| |
|
Commendations
|
0 to 3 points
|
|
+1 point for each commendation up to maximum of
3 points
| |
|
Education
| |
|
Candidate only gets the point(s) associated with
the highest educational degree attained and not the point(s) for each
separate education degree.
| |
|
Associate's degree
|
1 point
|
|
Bachelor's degree
|
2 points
|
|
Master's degree
|
3 points
|
|
PhD (JD) degree
|
4 points
|
|
Military experience
| |
|
Active duty or reserve duty: Candidate only gets
the highest of the following point(s).
| |
|
Rank of Sergeant or lower
|
1 point
|
|
Any rank above Sergeant
|
2 points
|
|
Disciplinary actions
| |
|
Each major sustained discipline (more than 5 days)
|
2 points.
|
|
Each minor sustained discipline (5 day suspension
or less, including written reprimands)
|
1 point.
|
|
All previous sustained disciplinary actions shall
be considered and reviewed to achieve the broadest scope of review
for the given candidate by his/her supervisors.
|
4.
The weight or percentage of each portion of the process shall be
as follows:
|
Written examination
|
25%
|
|
Oral examination
|
35%
|
|
Record review
|
20%
|
|
Mayor and Council interview
|
20%
|
d.
(Reserved)
e.
The candidate with the highest overall score shall be voted on by
the Mayor and Council as the Police Chief subject to satisfactory
psychological examination and certification by a Borough-selected
physician stating that the candidate is able to perform the essential
functions of the Police Chief title. The candidate's overall
score must be 70% or greater to be considered for promotion by the
Mayor and Council.
f.
Where two or more candidates are ranked equally pursuant to the promotional
procedure set forth herein, preference shall be given to the candidate
with the most seniority in service pursuant to N.J.S.A. 40A:14-129,
or a resident over a non-resident pursuant to N.J.S.A. 40A:14-122.6.
Seniority shall prevail over residency in the case of candidates that
are ranked equally.
[Ord. No. 2018-18; amended 7-20-2021 by Ord. No. 21-11; 3-7-2023 by Ord. No. 2023-04]
a.
The Borough of Matawan Governing Body desires to promote the most
qualified candidate to the position of Captain. This subsection establishes
the eligibility requirements and the process for promotion to Captain.
The promotion process shall be on the basis of merit, experience,
education, demonstrated ability, competitive examinations and competitive
written submissions. In accordance with N.J.S.A. 40A:14-129, the promotion
of any officer shall be made from the membership of the Matawan Police
Department. No person shall be eligible for promotion to Captain unless
he or she shall have served as a full-time police office in the Borough
of Matawan Police Department for a period of 10 years or more. Promotions
to the rank of Captain shall be open to members of the next lowest
rank who have served at least two years in said rank, unless the Mayor
and Council, in the best interest of the Department, chooses to test
a wider pool of candidates, in which case they may open testing to
the next lower rank and/or reduce the length of time requirement in
rank.
b.
The Police Chief shall announce the promotional process to members
of the Department at least 30 days before the written examination
is to be given. The announcement shall be posted in common areas of
the Department accessible to all members. The announcement shall contain,
at a minimum, the rank to be filled, the dates of the exams, source
materials or reading lists from which exam questions will be taken
or topics from which questions will be formulated. Candidates who
qualify shall notify the Police Chief of his or her interest in taking
the examination by submitting a letter of interest no later than 10
calendar days after the promotion announcement. Failure to do so shall
render the officer ineligible to participate in the process.
c.
Promotion Testing Procedure. The promotion testing procedure for
the Borough of Matawan Police Department shall consist of the following:
a written examination, an oral examination, a psychological examination,
a record review and interview with the Mayor and Council and the Police
Chief.
1.
Written Examinations*: The written examination shall be supplied
by a professional testing company, professional law enforcement organization
(e.g., State Chiefs of Police Association, International Chiefs of
Police Association, etc.) To proceed to the oral examination of the
examination procedure, a candidate must achieve a minimum score of
70% on the written examination.
2.
Oral Examinations*: Candidates will be notified, in writing, of their
successful or unsuccessful completion of the written portion of the
exam by the Police Chief or his designee. The oral examination shall
take place after the receipt of the written examination results. A
standardized interview will be conducted by an outside agency (e.g.,
Chiefs of Police Association, International Chiefs of Police Association,
etc.) by a board of three examiners, at least one of whom shall be
a personnel evaluator from the outside testing agency. None of the
evaluators shall be an officer, employee, resident or relative thereof,
of the Borough of Matawan. To proceed to the record review and interview
portion of the promotional process, a candidate must achieve a minimum
score of 70%.
|
*The testing organization shall assign each candidate an identification
number, which shall be the only identification used when the written
and oral examination is graded. The identification numbers of all
candidates for promotion shall be posted on a pass/fail basis only.
A complete master list of the actual results of the written and oral
examination shall be placed under seal and retained in the office
of the Police Chief and shall not be revealed to the Mayor and Council
until after the interview and record review of the applicants are
complete.
|
3.
Record Review and Interview by the Mayor and Council and Police Chief.
Candidates that successfully achieve a minimum score of 70% on the
written examination and a minimum score of 70% on the oral examination
and receive a satisfactory psychological examination shall proceed
to the next step in the promotional process, the review of service
record and interview. The interview shall be conducted by the Mayor
and Council and the Police Chief. The record review shall be conducted
by the Borough Administrator and the Police Chief.
(a)
The interview with the Mayor and Council and Police Chief shall
focus on, but not be limited to, leadership and management skills,
knowledge of the Borough of Matawan's form of government, knowledge
of the Police Department ordinances, familiarity with the municipal
budget process, the Police Department budget in particular, manpower
allocations, Attorney General Guidelines and knowledge of N.J.S.A.
40A:14-118. The Mayor and Council and Police Chief shall grade each
candidate on a 20 point scale and shall ask each candidate the identical
questions and the Borough Clerk will keep written records of each
candidate's responses to same.
(b)
The Borough Administrator and Police Chief shall examine the
personnel jacket of each candidate and give specific weight to each
category and grade each candidate on a 20 point scale. The weight
of each category of the record review shall be the maximum of the
following points in each of the enumerated categories as follows:
|
Specialized training (e.g., FBI Academy)
|
0 to 3 points
|
|
Each completed course +1 point to a total of 3 points
| |
|
Performance evaluations
|
0 to 8 points
|
|
All previous performance evaluations shall be considered
and reviewed to achieve the broadest scope of review for the given
candidate by his/her supervisors
| |
|
Commendations
|
0 to 3 points
|
|
+1 point for each commendation up to maximum of
3 points
| |
|
Education
| |
|
Candidate only gets the point(s) associated with
the highest educational degree attained and not the point(s) for each
separate education degree
| |
|
Associate's degree
|
1 point
|
|
Bachelor's degree
|
2 points
|
|
Master's degree
|
3 points
|
|
PhD (JD) degree
|
4 points
|
|
Military experience
| |
|
Active duty or reserve duty: Candidate only gets
the highest of the following point(s).
| |
|
Rank of Sergeant or lower
|
1 point
|
|
Any rank above Sergeant
|
2 points
|
|
Disciplinary actions
| |
|
Each major sustained discipline (more than 5 days)
|
2 points
|
|
Each minor sustained discipline (5 day suspension
or less, including written reprimands)
|
1 point
|
|
All previous sustained disciplinary actions shall
be considered and reviewed to achieve the broadest scope of review
for the given candidate by his/her supervisors.
|
4.
The weight or percentage of each portion of the process shall be
as follows:
|
Written examination
|
25%
|
|
Oral examination
|
35%
|
|
Record review
|
20%
|
|
Mayor, Council and Chief interview
|
20%
|
d.
The completion of the promotional testing process shall result in
the creation of an eligible promotional list that will remain in effect
for two years from the date all scores are tabulated. Candidates shall
be ranked and eligible for promotion according to their overall score.
Eligible candidates must have an overall score of 70% or greater to
be included on the list.
e.
The candidate with the highest overall score shall be voted on by
the Mayor and Council as the Captain subject to satisfactory psychological
examination and certification by a Borough-selected physician stating
that the candidate is able to perform the essential functions of the
Captain title. The Candidate's overall score must be 70% or greater
to be considered for promotion by the Mayor and Council.
f.
Where two or more candidates are ranked equally pursuant to the promotional
procedure set forth herein, preference shall be given to the candidate
with the most seniority in service pursuant to N.J.S.A. 40A:14-129,
or a resident over a non-resident pursuant to N.J.S.A. 40A:14-122.6.
Seniority shall prevail over residency in the case of candidates that
are ranked equally.
[Ord. No. 2018-18; amended 7-20-2021 by Ord. No. 21-11; 3-7-2023 by Ord. No. 2023-04]
a.
The Borough of Matawan Governing Body desires to promote the most
qualified candidate to the position of Lieutenant. This subsection
establishes the eligibility requirements and the process for promotion
to Lieutenant. The promotion process shall be on the basis of merit,
experience, education, demonstrated ability, competitive examinations
and competitive written submissions. In accordance with N.J.S.A. 40A:14-129,
the promotion of any officer shall be made from the membership of
the Matawan Police Department. No person shall be eligible for promotion
to Lieutenant unless he or she shall have served as a full-time police
officer in the Borough of Matawan Police Department for a period of
seven years or more (five years to be eligible for promotion to Sergeant
followed by two years in the rank). Promotions to the rank of Lieutenant
shall be open to members of the next lowest rank who have served at
least two years in said rank, unless the Mayor and Council, in the
best interest of the Department, chooses to test a wider pool of candidates,
in which case they may open testing to the next lower rank and/or
reduce the length of time requirement in rank.
b.
The Police Chief shall announce the promotional process to members
of the Department at least 30 days before the written examination
is to be given. The announcement shall be posted in common areas of
the Department accessible to all members. The announcement shall contain,
at a minimum, the rank to be filled, the dates of the exams, source
materials or reading lists from which exam questions will be taken
or topics from which questions will be formulated. Candidates who
qualify shall notify the Police Chief of his or her interest in taking
the examination by submitting a letter of interest no later than 10
calendar days after the promotion announcement. Failure to do so shall
render the officer ineligible to participate in the process.
c.
Promotion Testing Procedure. The promotion testing procedure for
the Borough of Matawan Police Department shall consist of the following:
a written examination, an oral examination, a psychological examination,
a record review and interview with the Mayor and Council and the Police
Chief.
1.
Written Examinations*: The written examination shall be supplied
by a professional testing company, professional law enforcement organization
(e.g., State Chiefs of Police Association, International Chiefs of
Police Association, etc.). To proceed to the oral examination of the
examination procedure, a candidate must achieve a minimum score of
70% on the written examination.
2.
Oral Examinations*: Candidates will be notified, in writing, of their
successful or unsuccessful completion of the written portion of the
exam by the Police Chief or his designee. The oral examination shall
take place after the receipt of the written examination results. A
standardized interview will be conducted by an outside agency (e.g.,
Chiefs of Police Association, International Chiefs of Police Association,
etc.) by a board of three examiners, at least one of whom shall be
a personnel evaluator from the outside testing agency. None of the
evaluators shall be an officer, employee, resident or relative thereof,
of the Borough of Matawan. To proceed to the record review and interview
portion of the promotional process, a candidate must achieve a minimum
score of 70%.
|
*The testing organization shall assign each candidate an identification
number, which shall be the only identification used when the written
and oral examination is graded. The identification numbers of all
candidates for promotion shall be posted on a pass/fail basis only.
A complete master list of the actual results of the written and oral
examination shall be placed under seal and retained in the office
of the Police Chief and shall not be revealed to the Mayor and Council
until after the interview and record review of the applicants are
complete.
|
3.
Record Review and Interview by Police Committee and Police Chief.
Candidates that successfully achieve a minimum score of 70% on the
written examination and a minimum score of 70% on the oral examination
and receive a satisfactory psychological examination shall proceed
to the next step in the promotional process, the review of service
record and interview. The interview shall be conducted by the Police
Committee and the Police Chief. The record review shall be conducted
by the Borough Administrator and the Police Chief.
(a)
The interview with the Police Committee and Police Chief shall
focus on, but not be limited to, leadership and management skills,
knowledge of the Borough of Matawan's form of government, knowledge
of the Police Department ordinances, familiarity with the municipal
budget process, the Police Department budget in particular, manpower
allocations, Attorney General Guidelines and knowledge of N.J.S.A.
40A:14-118. The Police Committee and Police Chief shall grade each
candidate on a 20 point scale and shall ask each candidate the identical
questions and the Borough Clerk will keep written records of each
candidate's responses to same.
(b)
The Borough Administrator and Police Chief shall examine the
personnel jacket of each candidate and give specific weight to each
category and grade each candidate on a 20 point scale. The weight
of each category of the record review shall be the maximum of the
following points in each of the enumerated categories as follows:
|
Specialized training (e.g., FBI Academy)
|
0 to 3 points
|
|
Each completed course +1 point to a total of 3 points
| |
|
Performance evaluations
|
0 to 8 points
|
|
All previous performance evaluations shall be considered
and reviewed to achieve the broadest scope of review for the given
candidate by his/her supervisors.
| |
|
Commendations
|
0 to 3 points
|
|
+1 point for each commendation up to maximum of
3 points
| |
|
Education
| |
|
Candidate only gets the point(s) associated with
the highest educational degree attained and not the point(s) for each
separate education degree.
| |
|
Associate's degree
|
1 point
|
|
Bachelor's degree
|
2 points
|
|
Master's degree
|
3 points
|
|
PhD (JD) degree
|
4 points
|
|
Military experience
| |
|
Active duty or reserve duty: Candidate only gets
the highest of the following point(s).
| |
|
Rank of Sergeant or lower
|
1 point
|
|
Any rank above Sergeant
|
2 points
|
|
Disciplinary actions
| |
|
Each major sustained discipline (more than 5 days)
|
2 points.
|
|
Each minor sustained discipline (5 day suspension
or less, including written reprimands)
|
1 point
|
|
All previous sustained disciplinary actions shall
be considered and reviewed to achieve the broadest scope of review
for the given candidate by his/her supervisors.
|
4.
The weight or percentage of each portion of the process shall be
as follows:
|
Written examination
|
25%
|
|
Oral examination
|
35%
|
|
Record review
|
20%
|
|
Mayor, Council and Chief interview
|
20%
|
d.
The completion of the promotional testing process shall result in
the creation of an eligible promotional list that will remain in effect
for two years from the date all scores are tabulated. Candidates shall
be ranked and eligible for promotion according to their overall score.
Eligible candidates must have an overall score of 70% or greater to
be included on the list.
e.
The candidate with the highest overall score shall be voted on by
the Mayor and Council as the Lieutenant subject to satisfactory psychological
examination and certification by a Borough-selected physician stating
that the candidate is able to perform the essential functions of the
Lieutenant title. The Candidate's overall score must be 70% or
greater to be considered for promotion by the Mayor and Council.
f.
Where two or more candidates are ranked equally pursuant to the promotional
procedure set forth herein, preference shall be given to the candidate
with the most seniority in service pursuant to N.J.S.A. 40A:14-129,
or a resident over a non-resident pursuant to N.J.S.A. 40A:14-122.6.
Seniority shall prevail over residency in the case of candidates that
are ranked equally.
[Ord. No. 2018-18; amended 7-20-2021 by Ord. No. 21-11; 3-7-2023 by Ord. No. 2023-04]
a.
The Borough of Matawan Governing Body desires to promote the most
qualified candidate to the position of Sergeant. This subsection establishes
the eligibility requirements and the process for promotion to Sergeant.
The promotion process shall be on the basis of merit, experience,
education, demonstrated ability, competitive examinations and competitive
written submissions. In accordance with N.J.S.A. 40A:14-129, promotion
of any officer shall be made from the membership of the Matawan Police
Department. No person shall be eligible for promotion to Sergeant
unless he or she shall have served as a full-time police officer in
the Borough of Matawan Police Department for a period of five years
or more.
b.
The Police Chief shall announce the promotional process to members
of the Department at least 30 days before the written examination
is to be given. The announcement shall be posted in common areas of
the Department accessible to all members. The announcement shall contain,
at a minimum, the rank to be filled, the dates of the exams, source
materials or reading lists from which exam questions will be taken
or topics from which questions will be formulated. Candidates who
qualify shall notify the Police Chief of his or her interest in taking
the examination by submitting a letter of interest no later than 10
calendar days after the promotion announcement. Failure to do so shall
render the officer ineligible to participate in the process.
c.
Promotion Testing Procedure. The promotion testing procedure for
the Borough of Matawan Police Department shall consist of the following:
a written examination, an oral examination, a psychological examination,
a record review and interview with the Police Committee and Police
Chief.
1.
Written Examinations*: The written examination shall be supplied
by a professional testing company, professional law enforcement organization
(e.g., State Chiefs of Police Association, International Chiefs of
Police Association, etc.). To proceed to the oral examination of the
examination procedure, a candidate must achieve a minimum score of
70% on the written examination.
2.
Oral Examinations*: Candidates will be notified, in writing, of their
successful or unsuccessful completion of the written portion of the
exam by the Borough Administrator or his designee. The oral examination
shall take place after the receipt of the written examination results.
A standardized interview will be conducted by an outside agency (e.g.,
Chiefs of Police Association, International Chiefs of Police Association,
etc.) by a board of three examiners, at least one of whom shall be
a personnel evaluator from the outside testing agency. None of the
evaluators shall be an officer, employee, resident or relative thereof,
of the Borough of Matawan. To proceed to the record review and interview
portion of the promotional process, a candidate must achieve a minimum
score of 70%.
|
*The testing organization shall assign each candidate an identification
number, which shall be the only identification used when the written
and oral examination is graded. The identification numbers of all
candidates for promotion shall be posted on a pass/fail basis only.
A complete master list of the actual results of the written and oral
examination shall be placed under seal and retained in the office
of the Borough Administrator and shall not be revealed to the Police
Committee until after the interview and record review of the applicants
are complete.
|
3.
Record Review and Interview by the Police Committee and the Police
Chief. Candidates that successfully achieve a minimum score of 70%
on the written examination and a minimum score of 70% on the oral
examination and receive a satisfactory psychological examination shall
proceed to the next step in the promotional process, the review of
service record and interview. The interview shall be conducted by
the Police Committee and Police Chief. The record review shall be
conducted by the Borough Administrator and the Police Chief.
(a)
The interview with the Police Committee and the Police Chief
shall focus on, but not be limited to, leadership and management skills,
knowledge of the Borough of Matawan's form of government, knowledge
of the Police Department ordinances, familiarity with the municipal
budget process, the Police Department budget in particular, manpower
allocations, Attorney General Guidelines and knowledge of N.J.S.A.
40A:14-118. The Mayor and Council and Police Chief shall grade each
candidate on a 20 point scale and shall ask each candidate the identical
questions and the Borough Clerk will keep written records of each
candidate's responses to same.
(b)
The Borough Administrator and Police Chief shall examine the
personnel jacket of each candidate and give specific weight to each
category and grade each candidate on a 20 point scale. The weight
of each category of the record review shall be the maximum of the
following points in each of the enumerated categories as follows:
|
Specialized training (e.g., FBI Academy)
|
0 to 3 points
|
|
Each completed course +1 point to a total of 3 points
| |
|
Performance evaluations
|
0 to 8 points
|
|
All previous performance evaluations shall be considered
and reviewed to achieve the broadest scope of review for the given
candidate by his/her supervisors.
| |
|
Commendations
|
0 to 3 points
|
|
+1 point for each commendation up to maximum of
3 points
| |
|
Education
| |
|
Candidate only gets the point(s) associated with
the highest educational degree attained and not the point(s) for each
separate education degree.
| |
|
Associate's degree
|
1 point
|
|
Bachelor's degree
|
2 points
|
|
Master's degree
|
3 points
|
|
PhD (JD) degree
|
4 points
|
|
Military experience
| |
|
Active duty or reserve duty: Candidate only gets
the highest of the following point(s).
| |
|
Rank of Sergeant or lower
|
1 point
|
|
Any rank above Sergeant
|
2 points
|
|
Disciplinary actions
| |
|
Each major sustained discipline (more than 5 days)
|
2 points
|
|
Each minor sustained discipline (5 day suspension
or less, including written reprimands)
|
1 point
|
|
All previous sustained disciplinary actions shall
be considered and reviewed to achieve the broadest scope of review
for the given candidate by his/her supervisors.
|
4.
The weight or percentage of each portion of the process shall be
as follows:
|
Written examination
|
25%
|
|
Oral examination
|
35%
|
|
Record review
|
20%
|
|
Mayor, Council and Chief interview
|
20%
|
d.
The completion of the promotional testing process shall result in
the creation of an eligible promotional list that will remain in effect
for two years from the date all scores are tabulated. Candidates shall
be ranked and eligible for promotion according to their overall score.
Eligible candidates must have an overall score of 70% or greater to
be included on the list.
e.
The candidate with the highest overall score shall be voted on by
the Mayor and Council as the Sergeant subject to satisfactory psychological
examination and certification by a Borough-selected physician stating
that the candidate is able to perform the essential functions of the
Sergeant title. The candidate's overall score must be 70% or
greater to be considered for promotion by the Mayor and Council.
f.
Where two or more candidates are ranked equally pursuant to the promotional
procedure set forth herein, preference shall be given to the candidate
with the most seniority in service pursuant to N.J.S.A. 40A:14-129,
or a resident over a non-resident pursuant to N.J.S.A. 40A:14-122.6.
Seniority shall prevail over residency in the case of candidates that
are ranked equally.
[Ord. No. 2018-18]
a.
The Mayor and Council of the Borough of Matawan have the discretion
and authority to assign the functions and duties of superior officer
ranks, once the Mayor and Council of the Borough of Matawan have certified
by resolution that the position of any superior officer rank is vacant.
Until a superior officer rank is filled, the Mayor and Council may
designate an officer who is qualified to perform the functions and
duties of any superior officer rank in an acting capacity.
b.
It is explicitly understood that no office or position of any kind
is created by the assignment of functions and duties of a higher rank
to an officer of a lower rank on an acting basis. Such designation
shall also not be considered an appointment to a position, nor constitute
a promotion. Such designation shall not entitle the officer to any
additional compensation or other emoluments of office unless specifically
provided for in a collective bargaining agreement or the Borough of
Matawan Personnel Policies and Procedures Manual. The officer fulfilling
such assignment is not and is not intended to constitute the holding
of a defacto office or position within the meaning of N.J.S.A. 40A:9-6
or any other law. The officer designated in an acting capacity shall
continue to fulfill the assignment at the pleasure of the Mayor and
Council.
[1971 Code § 8-17]
a.
In addition to the salaries provided by the salary ordinance for
Officers and members of the Police Department of the Borough of Matawan,
a longevity payment shall be paid as hereinafter fixed and determined.
Such longevity payment is to be considered as additional compensation
based upon the length of service of the Officers and members according
to the following schedule:
Editor's Note: A copy of the current salary ordinance can be
found on file in the Office of Borough Clerk.
|
Years of Service
|
Additional Compensation
Per Annum
(Percentage of Annual Salary)
|
|---|---|
|
5 years
|
2 1/2 percent
|
|
10 years
|
5 percent
|
|
15 years
|
7 1/2 percent
|
|
20 years
|
10 percent
|
|
25 years
|
12 1/2 percent
|
|
30 years or more
|
15 percent
|
b.
Such additional compensation shall be based upon the annual salary
of each Officer or member. No Officer or member who works less than
an average of 40 hours per week in any one year shall be eligible
for additional compensation. In calculating additional compensation,
the base salary in effect on the anniversary date of permanent employment
as a member of the Police Department of the Borough of Matawan shall
be used for such purpose.
c.
Any interruption of service due to a cause beyond the control of
the officer or member of the Police Department such as military service,
injury in line of duty or illness, shall be considered as service
for the purpose of determining the longevity periods. Leaves of absence
granted at the request of any Officer or member of the Police Department
will not be considered in determining length of service.
d.
All periods of employment shall be computed from the anniversary
date of permanent employment as a member of the Police Department
of the Borough.
e.
Additional compensation of any nature including overtime will not
be considered in computing longevity payments.
f.
The aforesaid additional compensation by reason of longevity payments
shall be retroactive to and payable from July 1, 1970, and shall be
added to the salaries set forth in the salary ordinance and paid at
the same time as the salaries are paid.
[1971 Code § 8-14]
Each regular Police Officer shall hold his office and continue
in his employment during good behavior, efficiency, and residence
in the Borough, and no person shall be removed from office or employment
for any other causes than incapacity, misconduct, neglect of duty,
conduct unbecoming a Police Officer, disobedience of the rules and
regulations established for the Department or absence from duty without
just cause for five days or more.
Any member of the Department may be suspended, removed, fined,
or reduced from his office or employment, for just cause upon due
notice and service of written charges and a hearing.
[Ord. No. 2018-18; amended 6-5-2019 by Ord. No. 19-08]
Prior ordinance history: Ord. No. 01-23, 12-03; Ord. No. 13-21.
a.
The Borough finds that promulgation of appropriate and consistent
standards for the hiring of Police Officers serves the public interest
in the following ways:
1.
The public is informed and made aware of the criteria pursuant to
which such appointments are made.
2.
Police Officers currently serving the Borough can properly prepare
themselves to be eligible for promotion to the next rank.
3.
Persons wishing to apply for positions as police officers are able
to learn and prepare to meet the hiring criteria.
4.
All applicants shall complete a detailed application which will be
thoroughly investigated. Failure to pass the background investigation
will disqualify an applicant.
5.
Final determination as to passage or failure of the background investigation
will be made by the Chief of Police or his/her designee.
b.
Options for Hiring. The Chief of Police shall employ one of the following
procedures for appointing to the position of entry level police officer.
The Chief reserves the right to utilize any of the following procedures
in whatever order of preference he/she shall choose in the best interest
of the department.
1.
Option 1: Promotion of those members of the department currently
serving as Class I or Class II special law enforcement officers. Promotion
shall only be made upon recommendation of the Chief of Police from
those special law enforcement officers who have satisfactorily completed
the prescribed field training program as established by department
general order.
2.
Option 2: The Chief of Police may elect to expand the pool of candidates,
by doing the following:
(a)
Advertise in the local newspaper.
(1)
Public advertisements seeking applications must be published
in an approved newspaper of general circulation and an official papery
of the Borough, approved by the Mayor and Council, and must run for
two days within a two-week span, one of which shall be a Sunday publication.
(2)
During the two-week period, the advertisement shall also be
posted on the Borough and Police Department websites.
(3)
The advertisement shall specify the requisite training needed
to submit an application (if applicable).
(b)
If a wider pool of candidates is sought through a recruiting process,
the Chief of Police may elect to accept applications from any individual
interested in serving as a police officer.
3.
Option 3: The Chief of Police may accept those applications from
trained officers with New Jersey Police Training Commission certification.
Certification shall be by Class A NJ PTC certification or Class II
SLEO certification eligible for a waiver of training (Class II SLEO
to BCPO).
4.
Option 4: The Chief of Police may also establish a pool of candidates,
who have successfully passed the Monmouth County Police Chief's Association
Non-Civil Service Entry-Level Examination prior to beginning the process
and being placed in the pool.
5.
Application. Applications shall be given out and collected at Matawan
Borough Hall, 201 Broad Street, Matawan, New Jersey 07747, by the
Borough Clerk.
(a)
The Chief or the Chief's designee will be responsible for making
all the proper notifications to the applicants.
(b)
Applications will not be rejected because of omissions or deficiencies
that can be corrected prior to the interview process.
(c)
The Chief of Police or the agency's designated selection process
coordinator will review all initial applications consistent with the
following:
(d)
Satisfactory
applicants will be issued an additional application packet to be completed
and submitted by the date placed on the application packet.
c.
Eligibility and Requirements:
1.
Must be a citizen of the United States and comply with all state
law residency requirements.
2.
Must be able to read, write, and understand the English language
and must possess a high school diploma or its equivalent.
3.
Must be of good moral character and sound body and health.
4.
Must be between the ages of 21 and 35.
5.
Must not have been convicted of a crime.
6.
Must possess a valid New Jersey driver's license.
7.
Must have a minimum of 60 college credits or an associate degree
from an accredited college or junior college.
d.
Department Oral Interview:
1.
Potential vacancies may be advertised at least one time each year
to establish a pool of candidates.
2.
Prior to the initiation of the interview process, the Chief of Police
shall promulgate a set of criteria for the ranking of candidates,
which shall be approved by the Mayor and Council and disseminated
to the candidates no more than seven days prior to the interview.
3.
The Chief of Police shall appoint a department Oral Board committee.
The Oral Interview Board shall evaluate and rank the candidates. The
committee shall consist of personnel representing the command and
supervisory staff of the agency.
4.
The department Oral Board interview shall be directed by the Chief
of Police and/or an officer designated by the Chief of Police.
5.
The candidates will then be ranked and scheduled for an additional
interview before the executive command staff. Prior to the interview
with the executive command staff, a list of candidates will be forwarded
to the selection process coordinator or other appropriate supervisor
for the initiation of an extensive background investigation.
e.
Background Investigation:
1.
When a candidate has successfully passed the previous steps of the
process, a background investigation is to be initiated.
2.
An extensive background investigation shall be conducted by the selection
process coordinator or by another appropriate supervisor or detective.
A background investigation report shall be completed by the selection
process coordinator, or designee, and forwarded to the Chief of Police
for review and evaluation.
f.
Medical Examination:
1.
The Matawan Borough Police Department shall pay for the applicant
to be examined by the appointed Police Physician.
2.
The physician shall be provided with complete and appropriate medical
examination forms and the physician shall complete any appropriate
medical examination forms necessary for the physician to complete.
3.
Blood and urine analysis are to be conducted for every applicant
examined.
4.
The completed medical form is to be picked up from the physician
by the Selection Process Coordinator or designee, and reviewed by
the Chief of Police.
5.
If a candidate's medical examination reflects that the applicant
has traces of a controlled dangerous substance in their system, he
is to be disqualified from the selection process.
6.
Any finding of significant medical issues shall be thoroughly reviewed
by the Police Physician and a determination made as to the applicant's
fitness for police work.
7.
All applicants that are rejected at this phase of the testing process
shall be notified in writing by the Chief of Police within 15 days
after the testing date.
g.
Successful and Unsuccesful Candidates Psychological Evaluation:
1.
The successful candidate or candidates, if more than one position
is available, will be presented to the Mayor and Council for final
approval and appointment. The initial year of employment is a one-year
probationary period during which time the candidate may be removed
for any cause, and without notice. Termination during the probationary
period is not grievable.
2.
Once a conditional offer of employment is made, the candidate(s)
shall submit to drug testing as per current state, county and department
policy on drug testing law enforcement personnel.
(a)
As part of the application process, the Matawan Police Department
shall notify applicants in writing that drug testing is part of the
screening process and that a negative test result is a condition of
employment.
(b)
Additionally, the applicant will be advised in writing that a positive
test result or a refusal to submit a sample will result in the applicant
being dropped from consideration of employment, cause the applicants
name to be reported to the Central Drug Registry and will preclude
the applicant from being considered for future law enforcement employment
for a period of two years.
(c)
If the applicant is already a sworn law enforcement officer from
another agency and the officer tests positive as an applicant, the
officer's employing agency will be notified of the test results and
the officer will be terminated from employment and permanently barred
from future law enforcement employment in New Jersey.
3.
The successful candidate shall be subject to satisfactory completion
of a psychological evaluation to be presented to him at least three
days in advance of the actual appointment, and he or she will be notified
of the time, location, name of consultation team and date. The psychological
evaluation is designed to provide the Department with dimensional
information about a successful candidate that will assist in the selection
process. The Chief of Police shall interpret the psychological evaluation
report. If a successful candidate does not successfully pass the psychological
examination, he or she is disqualified from appointment. All medical
records are to be treated as confidential with access limited in accordance
with the HIPAA requirements; the medical records must be kept in a
separate file.
h.
Exemptions. For candidates who are currently employed by the Matawan Police Department as a Class I or Class II special law enforcement officer(s), the examinations outlined in § 9-29f through § 9-29h shall not be required as they have been completed prior to the candidates initial hiring with the department.
i.
Summary:
1.
All applicants shall be notified of the examination/evaluation dates,
times and places at least five days prior with the exception of the
Monmouth County Police Chiefs' Association entry level examination,
which shall be the responsibility of the candidate taking the exam,
if the Borough determines to utilize the wider application pool as
enumerated in Subsection C of this section.
2.
All applicants that are rejected at any phase of this hiring process
shall be notified in writing by the Chief of Police within 15 days
after the particular hiring phase.
3.
All examination/evaluation results will remain confidential and will
not be released to any person or agency unless specifically authorized
by the individual applicant or required by law.
j.
Severability. If any section, subsection, sentence, clause or phrase
of this section is for any reason held to be unconstitutional or invalid,
such decision shall not affect the remaining portions of this section,
which shall otherwise remain in full force and effect.
k.
Repealer. All ordinances or parts of ordinances inconsistent herewith
are hereby repealed to the extent of such inconsistency.
l.
Effective Date. This section shall take effect after final passage
as provided by law and shall be applied to the hiring of an entry
level police officer after May 1, 2019.
