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�, � <br />DIItECTIVE: <br />SUBJECT: <br />DATED: <br />PU, RP�� <br />#32 <br />SELECTION <br />May,1997 {revised from July,1996) <br />The pnrpose of this Duective is to provide policy and procedural guidelines for this Department's <br />approach to the selection process. <br />PO—�� <br />The Roseville Poiice Department believes that the true measure and worth of any Iaw enforcennent <br />agency is dixectiy proportional to the aggregate abiIities and talents of the empioyees in the <br />organization. In furtherance of this precept, the Department recognizes the importance of the <br />seiection process for swvrn members. The Department will employ selection methods and <br />procedures that will produce the most higl�y qualified individ�aals, while ac the same time remaining <br />nondiscriminatory and fair. <br />1. <br />2. <br />AUTHQRITY AND RESPUNSIBILITY FOR SELECTION PR�CESS <br />The Chief of Po�ice, or his/her designee, is responsible for administration of the selection <br />process, including but not limited to: <br />A. <br />B. <br />C. <br />D. <br />E. <br />F. <br />G. <br />H. <br />I. <br />Recrt,titment <br />Testing <br />Standings and Eligible List <br />Bacicground investigataons <br />�ffers of Emplayment <br />Ivlaintaining contact with the City's Human Resource Coordir�ator before, during and <br />after the process <br />Coordinating participation of Department memhers involved in the selection process <br />Ensuring the completion of key activities necessary for tt2e timely selection of new <br />employees <br />Ensuring the agency's seiection process is administered, scored, evaluated arid <br />interpreted in a uniform manner, making revisions if necessary. <br />THE SELECTION PROCESS <br />A. Minimum Re uire nfs <br />The minimurn qualification for startin� th� selection process, is that the appIicant be <br />#32/1 <br />