Policy Text
CATEGORY DATE ADOPTED LAST REVIEW
3 01/24/2011 11/01/201 9
TUSTIN POLICE DEPARTMENT
STANDARD OPERATING PROCEDURES
PS110 - Recruitment 1 PS11 0 RECRUITMENT
PS11 0.1 PURPOSE AND SCOPE
This procedure provides guidelines for recruiting employees for the Tustin Police Department.
PS11 0.1.2 ACCREDITATION STANDARDS
This policy pertains to the following CALEA Standards: 31.1.1 , 31.1.2 , 31.2.1 , 31.2.2, 31.2.3 ,
31.3.1 , 31.3.2 , 31.3.3 , 31.3.4
This procedure pertains to the following General Orders: §1000
PS11 0.2 PROCEDURE
The Tustin Police Department actively partners with the City of Tustin Human Resources
Department in the recruiting of personnel.
PS11 0.2.1 FUNCTION
a) It is the responsibility of the City of Tustin Human Resources Department to conduct
recruiting efforts for the Police Department. The Professional Standards Division and
Human Resources Department will coordinate these efforts.
b) Recruitment activity will take place during periods of time when there are current
vacancies, expected p eriods when it is known a vacancy or vacancies will exist , or there
are insufficient candidates available for appointment.
PS11 0.2.2 TRAINING
Officers assigned to recruiting activitie s are to receive training in the following personnel areas:
a) Equal Employment Opportunity as it affects the management and operations of the
department;
b) Department career opportunities, salaries, and benefits;
c) Cultural awareness;
d) The Department’s selection process; and
e) Requirements and disqualifications of prospective candidates.
The Professional Standards Division will coordinate the use of officers for recruiting activities . The
officers to be used may come from any division in the department.
CATEGORY DATE ADOPTED LAST REVIEW
3 01/24/2011 11/01/201 9
TUSTIN POLICE DEPARTMENT
STANDARD OPERATING PROCEDURES
PS110 - Recruitment 2 PS110 .2.3 RECRUITING PLAN
The Professional Standards Division will coordinate with the Human Resources Department to
ensure a Recruiting Plan specif ic to the Sworn Police Officer position for the department is in
place at all times. The plan will contain, at a minimum:
a) A statement of objectives;
b) Plan of action desi gned to achieve the objectives;
c) Procedures to evaluate progress every three years; and
d) Revise/reissue the plan as needed .
The Tustin Police Department Full -time Sworn Recruitment Plan follows under §PS110.3.
PS110 .2.4 EQUAL EMPLOYMENT OPPORTUNITY PLAN
The Professional Standards Division will coordinate with the Human Resources Department to
ensure that a n Equal Employment Opportunity Plan is in place at all times.
PS110 .2.5 JOB ANNOUNCEMENTS
The Human Resources Department will distribute job announcements and recrui ting notices that,
at a minimum:
a) Contain a description of the duties, responsibilities, requisite skills, education level, and
other minimum qualifications or requirements;
b) Advertise entry -level job vacancies through electronic , print, or other media , and with
community service organizations ;
c) Advertise the department as an equal opportunity e mployer on all employment
applications and recruitment advertisements ; and
d) Advertise official application filing deadlines.
PS110 .2.6 CONTACT WITH APPLICANTS
The Human Resources Department will maintain contact with applicants from ini tial application to
final employment disposition.
PS110 .2.7 ACCEPTANCE OF APPLICATIONS
The Human Resources Department is responsible for accepting applications; applications with
minor omissions or deficiencies that can be corrected prior to the testing or interview process may
not be rejected and will be returned to the applicant for corrections.
CATEGORY DATE ADOPTED LAST REVIEW
3 01/24/2011 11/01/201 9
TUSTIN POLICE DEPARTMENT
STANDARD OPERATING PROCEDURES
PS110 - Recruitment 3 PS110.3 TUSTIN POLICE DEPARTMENT FULL -TIME SWORN
RECRUITMENT PL AN
Objective: The Tustin Police Department is committed to recruiting and hiring the finest qualified
full-time sworn Police Officers to serve our community. In doing so, we will strive to meet the
recognized under -representation of women and minorities based upon the most recent Utilization
Analysis information available. The Police Department, in conjunction with the City Human
Resources Department, will use a variety of means to reach out to all potential full -time sworn
police officer applicants.
Plan of Action: The plan will specifically address a four year recruitment period and will be
evaluated annually for adjustment to the staffing needs of the Police Department and any revised
Utilization Analysis data available from the City Human Resources Department.
The City Human Resources Department retains the primary responsibility for all City employment
recruitment functions. The Police Department will further support those efforts and seek out
qualified applicants by:
a) Utilizing the Internet inc luding the department’s website and social media sites , to recruit
full-time sworn police officer applicants from all demographic and geographic sources;
b) Recruitment efforts will be extended thr ough the Chief’s Advisory Board, local service
groups, communi ty organizations, and during the annual Open House.
c)