Promoting Diversity in Law Enforcement
Statement of Goals and Objectives
The Middlesex College Police Department (MCPD) will engage in recruiting and hiring of new law enforcement officers through an extensive and thorough process. It is essential that this department reflect the county and student population in terms of race, ethnicity and gender to best represent the needs of the community we serve. We recognize that MCPD should reflect the diversity of the population of the community which we are charged with protecting and thereby making this department more effective at promoting public safety.
Therefore, the Goals of the Middlesex College Police Department includes a commitment to:
- Attract and create a diverse pool of applicants that reflects the population of Middlesex County and of the Middlesex College community.
- Hire the most qualified applicants for positions in the MCPD that most closely reflect the racial and gender demographics of the population we serve without sacrificing the standards we set for a qualified applicant.
- Improve the retention rate of those officers that the MCPD hires.
The Objectives of the Middlesex College Police Department as it relates to promoting diversity in law enforcement recruiting and hiring are:
- Analyze data to identify any substantial disparities between racial, ethnic and gender representation within the law enforcement officer ranks of the department as compared with the racial, ethnic and gender representation in the relevant population served by the department.
- Increase the number of underrepresented applicants.
- Increase the number and underrepresented hires.
- Use a multi-tiered process to select for hire the most qualified candidates/applicants, while also achieving MCPD staffing that is diverse with respect to race, gender and ethnicity consistent with that of the community which we serve.
- Improve the retention rate of hired officers.
Overview
The Middlesex College Police Department is subject to the provisions of New Jersey Statues Annotated Title 18A, specifically, 18A:6-4.2 and 18A:6-4.5 giving Middlesex College the authority to appoint persons to act as police officers for the institution, and give those so appointed and commissioned all the powers of police officers and constables in criminal cases and offenses against the law anywhere in the State of New Jersey, pursuant to any limitations as may be imposed by the appointing authority of the institution (Board of Trustees).
While applicants do not need to be residents of New Jersey for consideration in the selection process, they must maintain residency in New Jersey upon hire and employment.
The Middlesex College Police Department is an equal opportunity employer in all facets of the personnel process.
The Chief of Police, or their designee, is responsible for the development, implementation and any subsequent revisions of the Middlesex College Police Department Recruitment and Hiring Plan.
Current Demographics
| Race/Ethnicity | County | Middlesex College (Fall 2021) | Current Sworn Officers (Spring 2022) |
|---|---|---|---|
| White | 517,345 (60.1%) | 2,448 (26%) | 9 (82%) |
| Black or African-American | 103,296 (12%) | 1,146 (12%) | 1 (9%) |
| Hispanic | 190,238 (22.1%) | 3,142 (33%) | 1 (9%) |
| Asian | 214,340 (24.9%) | 1,526 (16%) | 0 (0%) |
| Native Hawaiian / Pacific Islander | 860 (.1%) | 24 (0%) | 0 (0%) |
| Two or more races | 19,798 (2.3%) | 315 (3%) | 0 (0%) |
| Unknown | N/A | 549 (6%) | 0 (0%) |
| Total | 860,807 | 9,477 | 11 |
| Gender | County | Middlesex College (Fall 2021) | Current Sworn Officers (Spring 2022) |
|---|---|---|---|
| Female | 435,568 (50.6%) | 5,231 (55%) | 0 (0%) |
| Male | 425,238 (49.4%) | 4,252 (45%) | 11 (100%) |
| X or Non-Binary | N/A | N/A | N/A |
Recruitment and Selection Activities/Initiatives
The best law enforcement recruiters are personnel currently serving in sworn positions within the department. Each and every member of this department plays a critical role in the recruitment of qualified applicants, as they know first-hand the qualities and attributes which lead to success as a police officer for this department. Therefore, every member of this department is charged with actively recruiting individuals they feel are qualified and have the potential to be an asset to the police department and our college community.
Recruitment of a qualified, diverse pool of applicants is the first step in achieving the goals of the Middlesex College Police Department Recruitment and Hiring Plan. This department will take a proactive role in developing and participating in programs intended to attract qualified people to view and apply for Police Officer Vacancy Announcements. There will be a special emphasis on trying to attract underrepresented groups.
Programs/recruitment activities may include, but are not limited to:
- Participation in Recruitment Fairs, Career Days and similar events.
- Forwarding job opportunities to organizations that serve women, minorities and other protected classes including, but not limited to:
- New Jersey Women in Law Enforcement Executives (NJWLE)
- Mid Atlantic Association of Women in Law Enforcement (MAAWLE)
- New Jersey Association of Black Law Enforcement Executives (NOBLE)
- New Jersey Asian American Law Enforcement Officers Association (NJAALEOA)
- Hispanic Law Enforcement Association of NJ (HALEA)
- Middlesex County Latino Peace Officers Association
- Advertising job opportunities and the selection process on websites that can reach the greatest number of potential applicants, whereby increasing our overall applicant pool including, but not limited to:
- Advertising job opportunities and the selection process to Middlesex College organizations, including but not limited to:
- College Academic Advising and Counseling Departments
- College Website, including social media
- College Athletics
- College academic departments that cater to law enforcement minded individuals, including but not limited to:
- Criminal Justice
- Homeland Security
- Minority/protected classes student organizations at Middlesex College
- The Middlesex College Office of Student Life
- Make available and publicize the availability of a computer with internet access for applicants who have no access to this type of technology. This can be accomplished through college resources.
- Establish and maintain contacts with police academies, community organizations, educational institutions and adult continuing education resources and providing recruitment materials for display and distribution.
- Maintain a fle, electronic or otherwise, of unsolicited resumes, statement of qualifcations, etc., that are sent to MCPD outside of a selection process and follow-up with these individuals upon the opening of a selection process.
- Regularly evaluate the content of the Middlesex College Police Officer job description to ensure it accurately depicts the minimum standards of the position, and that the current salary and benefits packages are included. Review applicant data to determine if any minimum qualifications are disproportionately disqualifying candidates of certain racial, ethnic or gender demographics, and consider modifying those qualifications if possible.
- Maintain clear criteria for the hiring process and make available examples of background-check issues that can disqualify applicants.
- Provide all prospective candidates with information about the hiring process, and provide them with updated information about their status within the process.
- Continually evaluate the reasons for lack of retention within MCPD to identify areas which could be improved in order to increase the retention rate of officers.
Review and Evaluation
- The Chief of Police, or their designee, shall conduct an annual review of the Recruitment and Hiring Plan, with a specific focus on the results of the initiatives that are in place to increase the number of under-represented (substantial disparity) applicant/hires.
- As a result of this review, if necessary, the Recruitment and Hiring Plan shall be revised by the Chief or their designee, if the goals and objectives are not met.
- The Department shall annually report statistics/information to the Middlesex County Prosecutors Office, as required, per Attorney General Guideline, December 7, 2021.