Policy Text
Policy
1000Garden Grove Police Department
Policy Manual
Copyright Lexipol, LLC 2024/03/20, All Rights Reserved.
Published with permission by Garden Grove 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. This policy supplements the rules that govern employment
practices for the Garden Grove Police Department and is maintained by the Human Resources.
1000.2 POLICY
In accordance with applicable federal, state and local law, the Garden Grove 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 Administrative Services Bureau Bureau Commander shall employ a comprehensive
recruitment and selection strategy to recruit and select employees from a qualified and diverse
pool of candidates.
The strategy shall 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.
(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.
Garden Grove Police Department
Policy Manual
Recruitment and Selection
Copyright Lexipol, LLC 2024/03/20, All Rights Reserved.
Published with permission by Garden Grove Police
DepartmentRecruitment and Selection - 2The Administrative Services Bureau Bureau Commander 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).
Garden Grove Police Department
Policy Manual
Recruitment and Selection
Copyright Lexipol, LLC 2024/03/20, All Rights Reserved.
Published with permission by Garden Grove 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
(l)Any relevant information in the National Law Enforcement Accountability Database
1000.5 BACKGROUND INVESTIGATION
Every candidate 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 his