Selection Process
Policy text
Source details
Source file: 4.16 Selection Process.pdf. Policy dates appear on the original cover. Page links use the PDF's page order.
M.G.L. links open the Massachusetts Legislature’s website. Citations with no matching section open the cited chapter directory.
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Policy & Procedures No. 4.16
Subject:
Selection Process
Issuing Authority: Effective Date: Review Date:
Chief of Police 10/01/2013 06/14/2023
Revised Dates:
Review
Revision 04/04/2020
Reissued 09/20/2022
Dates: 12/12/2022
CALEA STANDARDS: POST STANDARDS
32.1.1 32.2.1 32.2.5 16.3.2 SEL-01
32.1.2 32.2.2 32.2.6 16.3.8 SEL-02
32.1.3 32.2.3
32.1.4 32.2.4
Selection Process
The selection of the best-qualified candidate to fill a vacancy within the
Discussion Police Department is a top priority. This policy will deal with the issues that
must be addressed to ensure the process is fair and equitable to all applicants.
In addition, it will govern the disposition of records of all candidates.
When evaluating candidates for selection, the Canton Police Department will
Policy follow the guidelines within this policy and those as set forth by the Town of
Canton Personnel Policy and Procedure as well as those mandated by the
Police Reform Act (POST).
The Canton Police Department explicitly requires that all law enforcement
officers will be required to obtain/maintain their certification through POST.
We will not employ a decertified officer in any capacity. In addition, the
agency shall not appoint or employ a person as a law enforcement officer
unless the person is certified by the commission. (G.L. C6E, S4(g)) Our
agency will ensure that we do not employ a decertified officer in any
capacity, including as a consultant or independent contractor. SEL-02 Tasks
1 &2
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Conditions of Employment: SEL-01 Task 1; SEL-02 Tasks 1&2
- A check of the national decertification index will be made prior to hiring
any law enforcement officer. These checks are to be submitted through
MPTC’s Executive Director’s Office.
- The applicant is required to obtain/maintain their certification through
POST.
- The Canton Police Department will not employ a decertified officer in any
capacity, including as a consultant or independent contractor.
The selection of full-time and part-time sworn, non-sworn, and civilian
Selection of personnel is done under the rules and procedures established and approved by
Personnel the Personnel Department of the Town of Canton. Once a person has been
certified as eligible by the Personnel Department, and has been placed on an16.3.2
eligibility list, the department conducts a series of screening activities prior to
determining if that individual qualifies for employment.
Full and Part-time personnel (sworn and civilian) will undergo various32.1.1
elements and activities during the selection process. The following is a list, in
order:
- Full-time patrol personnel will have either passed the most recent Civil
Service exam and are on the list of hires or they have to be currently
working as a police officer for another agency.
- Full-time Animal Control Officer must have previous experience
working with animals.
- Full and part-time personnel will complete an application packet. This
will be distributed by our agency and handed into the Deputy Chief.
- All full and part-time personnel will have an interview with the Chief
and those he has selected such as members of the Command Staff.
- All full and part-time personnel will be subject to a background check.
These checks will be conducted by members of our Criminal
Investigative Unit.
- All full-time patrol personnel will have to complete
psychological/medical testing and physical aptitude testing, if not
already done so. This testing must be current. The doctors/licensed
physicians conducting the testing are chosen by the Town of
Canton/HR through a contractual agreement. The Commonwealth of
Massachusetts via Mass.gov selects locations and examiners for the
physical aptitude test.
- All full and part-time candidates will have a final meeting with the
Chief to be offered a position of employment.
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The coordination of selection activities shall be the responsibility of the Chief
Coordination of Police or his/her designee. All results of the process shall be turned over to
of Selection the Chief of Police for his/her review. The Chief of Police shall forward the
Process final choice(s) to the Town Manager.
The screening process shall be conducted according to the following criteria
Screening under the direction of the Chief of Police or his/her designee. The process
Process shall include; but is not limited, to the following:
At the time of their formal application, when the applicant picks up the
Notification background package here at the PD, all applicants shall be notified in writing
to Applicants of :
of Process -All elements of the selection process/the content and procedures
[32.1.2 a-c] involved in the screening process;
-Notification shall include the dates, times, and locations where each
component will take place;
-The expected duration of the selection process;
-The policy on retesting, reapplication, and reevaluation of applicants
that are not appointed.
Omissions or deficiencies in any required form may disqualify a candidate.
However, it is this agency’s policy that applicants for all (entry level) positions
will not be rejected for minor omissions or deficiencies on the form that can be
corrected prior to the testing or interview process.
EMPLOYMENT BACKGROUND PROTOCOLS SEL-01 Task 3
These protocols have been updated based on POST Commission’s required
qualifications/standards which will include at least the following:
Background Protocols
Required Qualifications/Standards include:
• Attain the age of 21,
• The successful completion of high school or equivalent,
• Successful completion of the basic training program approved by the MPTC,
• Successful completion of a physical and psychological fitness evaluation approved by the
POST Commission,
• Successful completion of a state and national background check,
• Passage of the POST Commission approved LEO Examination,
• Possession of current first aid and CPR certificates or equivalent,
• Successful completion of an oral interview administered by the POST Commission, and
• Be of good moral character and fit for employment in law enforcement, as determined by
the POST Commission.
Note: The Commission will not provide certification or recertification to a person who:
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(i) Does not meet the minimum standards as set forth in POST Commission regulations.
(ii) Has been convicted of a felony or whose name is listed in the national decertification
index or the database of decertified law enforcement officers maintained by the
Commission pursuant to clause (i) of subsection (a) of section 13 of the Act.
(iii) While previously employed in law enforcement in any state or United States territory or
by the federal government, would have had their certification revoked by the Commission if
employed by an agency in the in the Commonwealth. G.L. c. 6E, S4(2).
A thorough background check of each candidate is to be conducted by
Background officers trained in background investigation techniques, which will include at
Investigation least the following (in addition to the POST Commission’s Required
[32.2.1} Qualifications/Standards): Those in italics are for Non-Sworn personnel.
[32.2.2]
{16.3.2} • Verification of qualifying credentials
[16.3.8] - Attaining the age of 21
SEL-01 - Active driver’s license
Task 3 - Possess a High School equivalency diploma as determined by the
commission
- Bachelor’s Degree preferred
- Active LTC or ability to qualify for one
• Review of any criminal history or record(s) and motor vehicle record
• Interview with at least three (3) neighbors
• Interview with at least three (3) past and present employers
• Checking on three (3) personal and professional references provided by the
applicant
• A thorough review of the candidate’s credit history
• Internal records check(s) with local Police Departments
• Internal records check(s) with Campus Police, Campus Security, etc…
(reference college(s) attended)
• Check of the national or state decertification databases.
An initial medical examination, consisting of a thorough and job-related
Medical medical examination, will be conducted by a physician selected by the
Examination department in accordance with the Personnel Department requirements. A
[32.2.3] medical examination will be conducted prior to appointment to probationary
[32.1.4] status to certify the general health of each candidate for a sworn position. A
SEL-01 copy of the results will be maintained in the candidates personnel file and
Task 3 shall remain confidential.
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An emotional stability and psychological fitness examination (approved by
Psychological the commission) of each candidate for a sworn position will be conducted and
Examination assessed by a qualified professional prior to appointment to probationary
[32.2.4] status. Such examinations are to be provided at no cost to the employee. The
results of said psychological examination should be forwarded to the Chief of
[32.1.4] Police in the form of a written report on the employability of each candidate.
The actual test records shall remain in the custody and control of the testingSEL-01 psychologist. A copy of the results will be maintained in the candidatesTask 3
personnel file and shall remain confidential.
Once the candidate has successfully passed the physical examination, the
Physical candidate shall then be tested for physical agility in accordance with the
Ability standards approved by the commission and established by the Department of
Testing Personnel Administration for the Commonwealth of Massachusetts and the
Municipal Police Training Committee. This test shall not pertain to lateralSEL-01
candidates who have already completed a full-time academy.Task 3
All records retention shall be in accordance with Massachusetts Municipal
Record Records Retention Manual, 2022 Edition. All selection materials and records
Retention (including background checks) of both sworn and civilian personnel are kept
in a secure (locked) and confidential area, even when not being used.
[32.1.4] - Records of individuals hired will be permanently retained in their
personnel folders.
- Records of unsuccessful applicants shall be kept separate from
successful applicants. They shall be retained for a period of not less
than five (5) years, or until all rights of appeal have been exhausted, and
then destroyed in a manner that prevents disclosure of the information
therein. Records shall be shredded when being destroyed. In no case,
will records of unsuccessful applicants be destroyed for at least five (5)
years.
An applicant who fails the initial physical examination will be notified by the
Testing Personnel Department of the Town of Canton. An applicant who passes/fails
Failure the physical agility test will be notified at the test site. In order for an
applicant to be considered for student officer status, he must successfully pass
all physical, psychological, and medical examinations.
No applicant will be allowed to pass on to the next step until successfully
completing the previous step. If an applicant fails a step in the process, he
shall be given a reasonable opportunity to correct or rectify the deficiency;
and if successful, allowed to continue the screening process. Notification of
failure must be made in writing to the applicant, as soon as possible. Such
examinations are to be provided at no cost to the employee.
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Conditional Offers of Employment SEL-01 (Task 1,2)
Conditional officers of employment will reflect certification standards that have been developed
jointly by the Division of Police Certification and the MPTC, and which will include those listed
above under Background Protocols – Required Qualifications/Standards. It is required that each
of those listed standards are met. In addition, a required check of the national decertification
index will be made before offers of employment/hiring of any law enforcement officer.
Once a final candidate is chosen, the Town, through its Personnel
Academy Department, will tender a firm job offer. A candidate that is already academy
Trained trained shall be assigned to the Field Training Program in accordance with
Candidate department policy prior to assuming shift duties.
Once a final candidate is chosen, the Town, through its Personnel
Non Academy Department, will tender a firm job offer and enroll him/her in the next
Trained available police academy class. Upon successful completion of the police
Candidate academy the candidate shall be assigned to the Field Training Program in
accordance with department policy prior to assuming shift duties.
All new employees of the department shall be considered probationary
Probationary employees during the first twelve (12) months of actual service with the
Period Town of Canton Police Department. Said twelve (12) months shall not
[32.2.6] include time spent in mandatory basic training (entry-level classroom
training), which period shall be considered additional time as probationary
employees. After such time, the employee will be granted permanent status.
Employees nearing the end of their probationary period shall receive the
Performance standard formal performance review utilized by the Police Department. At the
Review conclusion of the review, the assigned Supervisor shall submit in writing,
their findings to the Chief of Police who shall make the final
recommendations to the Town Manager, regarding continued employment.
Notification Applicants, both sworn and non-sworn, who are not chosen shall be notified
to in writing within thirty (30) days of completion of the process.
Unsuccessful
candidates
[32.1.3]
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