Policy Text
Irvine Police Department
Policies
Copyright Lexipol, LLC 2019/12/23, All Rights Reserved.
Published with permission by Irvine Police DepartmentPersonnel - 831Chapter 10 - Personnel
Policy
1000Irvine Police Department
Policies
Copyright Lexipol, LLC 2019/12/23, All Rights Reserved.
Published with permission by Irvine Police DepartmentRecruitment and Selection - 832Recruitment 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. This policy supplements the rules that govern employment
practices for the Irvine Police Department and that are promulgated and maintained by the Human
Resources Department.
1000.2 POLICY
In accordance with applicable federal, state, and local law, the Irvine 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, or any other protected class or
status. 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 and hire 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 Training Manager should employ a comprehensive recruitment and selection strategy to
recruit and select employees from a qualified and diverse pool of candidates.
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.
The Training Manager 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, with the assistance of the Human Relations team, should strive to facilitate and
expedite the screening and testing process, and should periodically inform each candidate of his/
her status in the recruiting process.
Irvine Police Department
Policies
Recruitment and Selection
Copyright Lexipol, LLC 2019/12/23, All Rights Reserved.
Published with permission by Irvine Police DepartmentRecruitment and Selection - 8331000.4 SELECTION PROCESS
The Department shall actively strive to identify a diverse group of sworn and professional staff
candidates who have in some manner distinguished themselves as being outstanding prospects.
Minimally, the Department should 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)
(b)Driving record
(c)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 within the hiring process.
(e)Information obtained from public internet sites
(f)Financial history consistent with the Fair Credit Reporting Act (FCRA) (15 USC § 1681
et seq.) as allowed by law
(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) and as allowed by law
(j)Review board or selection committee assessment
1000.5 BACKGROUND INVESTIGATION
Every candidate who passes the written exam, oral interview, and polygraph examination, when
applicable, shall undergo a thorough background investigation to verify his/her personal integrity
and high ethical standards, and to identify any past behavior that may be indicative of the
candidate’s unsuitability to perform duties relevant to the operation of the Irvine Police Department
(11 CCR 1953).
The narrative report and any other relevant background information shall be shared with the
psychological evaluator. Information shall also be shared with others involved in the hiring process
if it is relevant to their respective evaluations (11 CCR 1953).
1000.5.1 BACKGROUND INVESTIGATION UPDATE
A background investigation update may, at the discretion of the Chief of Police, be conducted in
lieu of a complete new background investigation on a peace officer or professional staff candidate
who is reappointed within 180 days of voluntary separation from the Irvine Police Department, or
who is an interim police chief meeting the requirements contained in 11 CCR 1953(f).
Irvine Police Department
Policies
Recruitment and Selection
Copyright Lexipol, LLC 2019/12/23, All Rights Reserved.
Published with permission by Irvine Police DepartmentRecruitment and Selection - 8341000.5.2 NOTICES
Background investigators shall ensure that investigations are conducted and notices provided
in accordance with the requirements of the FCRA and the California Investigative Consumer
Reporting Agencies Act (15 USC § 1681d; Civil Code § 1786.16).
1000.5.3 STATE NOTICES