Policy Text
Policy
1000Fremont Police Department
Recruitment 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 Fremont 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 Fremont 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 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 Personnel Unit, in partnership with the City of Fremont Human Resources Department, is
responsible for the recruitment and selection of Department personnel. Together, they will carry
out the Recruitment and Retention Plan. The Personnel Unit and the City of Fremont Human
Resources Department will evaluate recruitment and retention progress annually and revise the
plan as needed.
The assigned Administrative Services Division Commander 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)Establishment of a written recruitment plan.
1.The plan shall include an outline of steps for recruiting candidates who are
representative of the community. This should include candidates who live in or
are from the community, if appropriate and consistent with applicable laws and
memorandums of understanding or collective bargaining agreements.
(b)Identification of racially and culturally diverse target markets.
(c)Use of marketing strategies to target diverse applicant pools.
Copyright Lexipol, LLC 2025/11/17, All Rights Reserved.
Published with permission by Fremont Police DepartmentRecruitment and Selection - 1
Fremont Police Department
Recruitment and Selection
(d)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.
(e)Expanded outreach through partnerships with media, community groups, citizen
academies, local colleges, universities, and the military.
(f)Employee referral and recruitment incentive programs.
(g)Consideration of shared or collaborative regional testing processes.
The Personnel Unit, in coordination with the City of Fremont Human Resources team shall avoid
advertising, recruiting and screening practices that tend to stereotype, focus on homogeneous
applicant pools or screen applicants in a discriminatory manner.
The Personnel Unit, in coordination with the City of Fremont Human Resources team 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).
Copyright Lexipol, LLC 2025/11/17, All Rights Reserved.
Published with permission by Fremont Police DepartmentRecruitment and Selection - 2
Fremont Police Department
Recruitment and Selection
(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 (Government Code § 1030;
Penal Code § 11105.002; Penal Code § 11105.05)
(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).
2.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