Rowan University Police Department

2023 Sworn Personnel Recruitment Plan

Rowan University Police Department Recruitment Goals

The goal of the Rowan University Police Department Recruitment Plan is to attract qualified individuals and outline steps to achieve the goals of an ethnic, racial, and gender workforce composition in the sworn law enforcement ranks in approximate proportion to the makeup of the available workforce in the law enforcement agency’s service area.

The Senior Director of the Rowan University Police Department is responsible for administering the recruitment plan. Some recruitment responsibilities are through administrative assignments, which support this function. The plan was revised in January 2023 and shall be re-evaluated periodically to determine recruitment changes that may be necessary to achieve the goals set by the Senior Director.

General

The Rowan University Police Department is subject to the provisions of New Jersey Statutes Annotated in Title 11 of the New Civil Service Commission and the Public Safety Recruitment and Selection Policy # 05-0910 in all facets of the recruitment and selection process.

The Rowan University Police Department will seek qualified candidates from some or all of the following sources: 

1. Human Resources Bulletin Board
2. Distribution of job announcements campus-wide
3. Rowan University Jobs Website
4. NJ-HERC Website
5. HigherEdjobs.com Website
6. Job Fairs
7. Local community groups
8. Rowan University Law Justice Program
9. NJ Chiefs of Police Association
10. Participate in the Gloucester County Law Enforcement Minority Recruitment Initiative
11. Rowan University Law Enforcement Community Collaborative (LEEC)

(The Rowan University Police Department is an equal opportunity employer in all facets of the personnel process.)

Current Demographics

The student population was collected from the 2020 spring semester enrollment data combined with the 2020 instructional and non-instructional (staff population) population. When combined, it provided the demographical makeup of the service population for Rowan University. This information was supplied by the Office of Analytics, Systems & Applications and the Division of Information Resources & Technology. (*Updated date for instruction and non-instructional population has not yet been made available as of the time of this report.  It will be updated when the University provided updated data)

The available workforce statistical data was collected from the U.S. Census Bureau, for the State of New Jersey in 2020, with the combined age groups of 20-24 and 25-34 (not absolute, but general recruitment age for sworn police officers, determined by the Police and Fire Pensions System cut-off age of 35 years old) https://www.infoplease.com/us/census/new-jersey/demographic-statistics. 

Population by Race and Ethnicity (Recruitment age 20-34 years old)

The Rowan “Other” category includes American Indian, Native Hawaiian, two or more races, non-resident and unknown race and ethnicity. The NJ Other category includes American Indian, Native Hawaiian, other, two or more races representing.

Caveat: When tallying population by ethnicity and race in the NJ Available Workforce, the percentage exceeds 100% to 117.68 %, because the data was combined. The NJ demographics profile has not changed since 2020, which reflects the same data previously reported and used on the 2022 Recruitment Plan.

Demographical Data

Based on the above demographical data, the Rowan University Police Department seeks to attract the following race, ethnicity, and/or gender categories to enhance the diversity in the sworn police workforce ranks:

Identified Underrepresented Minorities:

• African Americans
• Asian Americans
• Hispanic Origin
• Females

Objective and Activities

Objective #1: Recruit identified underrepresented minorities and females to replicate the diverse community that we serve.

Activities include, but are not limited to:

• Contact the New Jersey State Association of Chiefs of Police with Public Safety recruitment announcements.
• Draft, print, and distribute informational brochures that may attract qualified candidates to the agency.
• Use of Rowan University’s job announcement page www.rowan.edu/jobs
• Notify the National Organization of Black Executives (NOBLE), the local National Association of the Advancement of Colored People (NAACP), Asian American Organizations, local Hispanic Organizations, and Woman’s Professional Organizations.
• Notify all regional police academies of this agency’s desire to recruit underrepresented minority personnel for Security Officer Positions, in which we select sworn personnel.  
• Participate in the Gloucester County Law Enforcement Minority Recruitment Initiative.
• Notify Rowan University Law Enforcement Community Collaborative (LECC)

Objective #2: Identify, establish and maintain contact with state, county, and municipal-based minority organizations and social support groups including, but not limited to educational, religious, ethnic, racial, and gender-based organizations with special attention to previously identified underrepresented minorities.

Activities include, but are not limited to:

• Send recruitment announcements to these organizations to stimulate interest in a career with the Rowan Police Department.
• Attend “Career Days” at local schools, colleges, and minority organizations regarding law enforcement careers with the Rowan University Police Department.
• Make maximum use of Rowan University’s Human Resource website to attract qualified candidates to the agency.

• Advertise open positions in the consortium of Human Resources websites.

Recruitment Assignment

The Personnel Assignment for executing the recruitment plan during the selection process with the Rowan University Police Department is assigned by the Senior Director. The Selection Committee Chair/recruiter is responsible to prepare reports on progress, or shortfalls of the agency’s efforts to successfully meet the objectives of the plan and submit reports accordingly, with suggestions to achieve the goals.

Review and Evaluation

The Senior Director of the Rowan University Police Department shall review and evaluate this recruitment plan as required by CALEA standard 31.2.1.  The following data shall minimally be reviewed:

• Number of applicants vs. the number of minority applicants
• Number of applicants hired vs. the number of minority applicants hired
• Number of Career Days attended
• Progress towards goals

This plan is subject to modification as needed based upon ability to achieve the goals and objectives outlined therein. 

Prepared by;

Lt. Adam McCain

                                                                                                                                                                                                       January 30, 2023