Recruitment_and_Selection

Policy 1000CSU Police Department Systemwide Policy Manual Copyright Lexipol, LLC 2025/07/26, All Rights Reserved. Published with permission by CSU Police DepartmentRecruitment and Selection - 1Recruitment and Selection 1000.1 PURPOSE AND SCOPE This policy provides a framework for employee recruiting efforts and identifying job-related standards for the selection process as well as identifies the required level of background checks and selection of individuals with unescorted access (e.g. professional staff employees and vendors) into the police department. This policy supplements the rules that govern employment practices for the CSU Police Department and that are promulgated and maintained by the Department of Human Resources. Professional staff employees are not law enforcement officers but may be assigned to law- enforcement-related functions, or may be members of other university departments assigned to provide support or work in the police department unescorted. 1000.2 POLICY In accordance with applicable federal, state, and local law, the CSU Police Department provides equal opportunities for applicants and employees regardless of actual or perceived race, ethnicity, national origin, religion, sex, sexual orientation, gender identity or expression, age, disability, pregnancy, genetic information, veteran status, marital status, and any other classification or status protected by law. The Department does not show partiality or grant any special status to any applicant, employee, or group of employees unless otherwise required by law. The Department will recruit, hire, and allow unescorted access to only those individuals who demonstrate a commitment to service and who possess the traits and characteristics that reflect personal integrity and high ethical standards. 1000.3 RECRUITMENT The Chief of Police or designee should employ a comprehensive recruitment and selection strategy to recruit and select employees from a qualified and diverse pool of candidates. The University will strive to hire professional staff employees that work in the police department within this selection and recruitment strategy. The strategy should include: (a)Identification of racially and culturally diverse target markets. (b)Use of marketing strategies to target diverse applicant pools. (c)Expanded use of technology and maintenance of a strong internet presence. This may include an interactive department website and the use of department-managed social networking sites, if resources permit. (d)Expanded outreach through partnerships with media, community groups, citizen academies, local colleges, universities, and the military. (e)Employee referral and recruitment incentive programs. (f)Consideration of shared or collaborative regional testing processes. CSU Police Department Systemwide Policy Manual Recruitment and Selection Copyright Lexipol, LLC 2025/07/26, All Rights Reserved. Published with permission by CSU Police DepartmentRecruitment and Selection - 2The Chief of Police or designee shall avoid advertising, recruiting, and screening practices that tend to stereotype, focus on homogeneous applicant pools, or screen applicants in a discriminatory manner. The Department should strive to facilitate and expedite the screening and testing process, and should periodically inform each candidate of their status in the recruiting process. 1000.4 SELECTION PROCESS The Department shall actively strive to identify a diverse group of candidates who have in some manner distinguished themselves as being outstanding prospects. Minimally, the Department shall employ a comprehensive screening, background investigation, and selection process that assesses cognitive and physical abilities and includes review and verification of the following: (a)A comprehensive application for employment (including previous employment, references, current and prior addresses, education, military record) 1.The personnel records of any applicant with prior peace officer experience in this state shall be requested from the appropriate law enforcement agency and reviewed prior to extending an offer of employment (Penal Code § 832.12). 2.This includes review of prior law enforcement employment information maintained by POST (Penal Code § 13510.9). (b)Driving record (c)Personal and professional reference checks (d)Employment eligibility, including U.S. Citizenship and Immigration Services (USCIS) Employment Eligibility Verification Form I-9 and acceptable identity and employment authorization documents consistent with Labor Code § 1019.1. This required documentation should not be requested until a candidate is hired. This does not prohibit obtaining documents required for other purposes. (e)Information obtained from public internet sites 1.This review should include the identification of any activity that promotes or supports unlawful violence or unlawful bias against persons based on protected characteristics (e.g., race, ethnicity, national origin, religion, gender, gender identity, sexual orientation, disability). (f)Financial history consistent with the Fair Credit Reporting Act (FCRA) (15 USC § 1681 et seq.) (g)Local, state, and federal criminal history record checks (h)Lie detector test (when legally permissible) (Labor Code § 432.2) (i)Medical and psychological examination (may only be given after a conditional offer of employment) 1.The Medical Suitability Declaration (POST form 2-363) provided by the evaluating physician shall be maintained in the candidate's background investigation file (11 CCR 1954). CSU Police Department Systemwide Policy Manual Recruitment and Selection Copyright Lexipol, LLC 2025/07/26, All Rights Reserved. Published with permission by CSU Police DepartmentRecruitment and Selection - 32.The Psychological Suitability Declaration (POST form 2-364) provided by the evaluator shall be maintained in the candidate's background investigation file (11 CCR 1955). (j)Review board or selection committee assessment (k)Relevant national and state decertification records, if available, including the National Decertification Index 1000