New Canaan Police DepartmentNew Canaan Police Department Entry Level Requirements, Entry Level Requirements,

Application & Testing Procedures,Application & Testing Procedures,Salary & BenefitsSalary & Benefits

Misc. Departmental InformationMisc. Departmental Information

Sergeant Christian Gray

Training Officer/RTS Administrator

The Purpose of This The Purpose of This Presentation is to:Presentation is to:

Provide Candidates with Vision and Mission Statements Review entry level requirements Review the testing & selection process Describe salary and benefits of the position Provide a brief overview of the Department and its

personnel Briefly describe the duties & responsibilities of a New

Canaan Police Officer Review online pre-application packet and submission

requirements

Our Vision & Mission Our Vision & Mission StatementsStatements

Our Vision Statement- A safe, peaceful and crime-free community.

Our Mission Statement- To protect and serve the community with courage, professionalism and integrity.

Entry Level RequirementsEntry Level RequirementsBy Date of HireBy Date of Hire

Minimum age - 21 years You must be a Unites States CitizenYou must possess a valid motor vehicle operator’s

licenseHave NO previous criminal Felony convictionsHave NO previous Class A or B Misdemeanor

convictionsHave NO domestic violence convictions

Entry Level Requirements Entry Level Requirements (Cont.)(Cont.)

Educational and/or military requirements and/or prior police experience:• You must have received a minimum of 60 credits or

an Associate Degree from an accredited college or university. or;

• Two years of active service in the United States Armed Forces and have been honorably discharged or;

• Have prior police experience and are currently certified as a police officer.

The applicability of experience will be evaluated on a case by case basis

Testing RequirementsTesting Requirements

All candidates must meet the entry level requirements in order to participate in the testing and selection process.

All candidates are required to attend all scheduled activities unless specifically excused by the Department’s Training/R.T.S. Officer.

Candidates are required to successfully pass each phase of the testing and selection process in order to continue on to the next testing or selection component.

Testing & Selection ComponentsTesting & Selection Components

The components of the testing and selection process willconsist of the following and in the order listed; Submit A Complete and Accurate Application by the

Application Deadline (When established) Written Examination Physical Agility Test (Note; We do not accept the

C.H.I.P.S. card) Peer Interview Conditional Job Offer Polygraph Examination Police Commission Interview Psychological Examination

Testing & Selection Components Testing & Selection Components (Cont.)(Cont.)

Medical Examination and Controlled Substance/Drug Screening

Complete Background Investigation Police Commission Review (Optional) Probationary Appointment Field Training

The Application The Application Deadline is Open Ended Deadline is Open Ended

at the Present Time. at the Present Time. The closing date will be determined at a later The closing date will be determined at a later

datedate..

Submission of the ApplicationSubmission of the Application The 1st component of the recruitment process is the submission of

the NCPD application.

Applications are available until the established closing date. Applicants may obtain an application at the Police Department or by downloading it from the Departments website at www.newcanaanpolice.org.

Applications must be completed and submitted and received by the Department prior to the specified deadline

Applications are to be completed in their entirety and should

include official school transcripts, DD214 and other supporting documentation

Any false statement made on the application will be grounds for immediate dismissal from the hiring process

Misleading and/or False Misleading and/or False StatementsStatements

Each candidate will be required to sign their application acknowledging that he/she understands that false or misleading information given in the application may disqualify him/her from the testing process and if discovered after appointment may result in his/her discharge from employment with the Police Department.

Physical Agility / Written Physical Agility / Written ExaminationExamination

The 2nd and 3rd components in the process are the written examination and physical agility test. Both of these two tests will be administered on the same day

The written examination will be administered first. Those candidates who pass the written examination will be eligible to take the physical agility test shortly after the written examination is completed.

Candidates that pass the written exam and the physical agility test will be notified of their status by email/mail at a later date and will be scheduled for the next component of the testing process

The Written ExaminationThe Written Examination The written test will:

• Be administered by personnel from the New Canaan Police Department

• Will have a maximum time limit• Be a general knowledge type test, where no prior

police experience or knowledge about the town is required

• Evaluate predictors of job related skills and behaviors (validation has been established)

Physical Agility ExamPhysical Agility Exam You must present a Photo I.D. when registering ( Driver’s

License is preferred)

Candidates MUST have submitted a completed Medical Approval Form at the time of the physical agility test in order to participate in the test. No exceptions will be made

Wear comfortable clothing and athletic shoes. Bring a towel

The physical agility exam is age & gender appropriate. The standards and measurement criterion and may be found on the Police Officer Standards and Training Council website.

The Peer InterviewThe Peer Interview The 4th component of the testing and selection process is

the Peer Interview.

The interview panel(s) will be comprised of New Canaan Police Department personnel of various ranks

The interview is designed to evaluate predictors of job-related skills and behaviors, including interpersonal and communication skills.

Interviews are approximately 40 minutes in length

The Conditional Job OfferThe Conditional Job Offer

The 5th component in the testing process is the Conditional Job Offer

All Conditional job offers are made in accordance with the American with Disabilities Act (ADA).

A Conditional job offer may be made to a qualifying candidate and who have successfully passed their peer interview.

Conditional job offers will be made prior to candidates submitting to a polygraph examination.

The Polygraph ExaminationThe Polygraph Examination As the 6th component, the Polygraph examination will be

administered by the Connecticut State Police in Meriden, Connecticut or other qualified vendor.

Candidates participating in a polygraph examination will, prior to the examination, be provided with a list of areas from which the polygraph questions will be drawn.

Candidates who successfully pass all levels of the testing and selection process up to this point may participate in the Police Commission Interview.

The Psychological ExaminationThe Psychological Examination Candidates who successfully pass the Commission

interview may be scheduled for a full psychological screening and personality profile, the 7th component of the testing and selection process.

The tests are administered by a licensed psychologist who evaluates a candidate’s overall psychological stability as it relates to the tasks performed by a Police Officer.

The psychologist will make at determination as to whether a candidate is qualified to be a police officer.

This evaluation lasts approximately 4 to 6 hours

The Police Commission The Police Commission Interview(s)Interview(s)

The 8th component of the testing and selection process is the Commission Interview.

The Chief of Police presides over a panel of three Police Commissioners.

A second Commission Interview may be conducted on a later date, if deemed necessary by the Police Commission and/or Chief of Police.

Each interview is approximately 45 minutes in length

The Medical Examination, Stress The Medical Examination, Stress Test & Drug ScreeningTest & Drug Screening

Those candidates that successfully pass the psychological evaluation may be required to undergo a medical examination, stress test and drug screening, (i.e. The 9th component of the testing and selection process.)

The medical examination and drug screening will be conducted by a licensed clinic, typically Concentra or other licensed clinic.

Drug screening results that indicate the presence of a non-prescribed controlled substance or illegal drug may eliminate the candidate from the remainder of the process.

The Background InvestigationThe Background Investigation The 10th and often final component of the testing and

selection process is the background investigation. Comprehensive background investigations will be

conducted on all candidates who have successfully passed all components of the testing and selection process up to this point. Some areas of the investigation include:

Credit History Employment History Criminal History Driving Record Information Verification

The AppointmentThe Appointment

Appointment(s) will be made after the background investigation has been concluded and prior to admission to the Police Academy.

Recruits will begin to receive their base pay upon appointment.

Upon appointment, newly hired officers will be issued the

appropriate uniforms and equipment. Recruit training at a Police Academy will commence as soon after appointment as practicable.

Police Academy training will last approximately 6 months.

The Field Training ProgramThe Field Training Program& Probationary Period& Probationary Period

The Field Training Program will commence after appointment and will continue for a minimum of 10 weeks (400 hours).

Newly appointed officers shall be on probation from the date of graduation from the Municipal Police Academy (POSTC) and continue for a minimum of one year. Probationary periods may be extended at the discretion of the Chief of Police.

Composition-Sworn PersonnelComposition-Sworn Personnel

47 Sworn Personnel

• Chief of Police

• 2 Captains (1 Operations, 1 Staff Services)

• 5 Lieutenants (4 Patrol, 1 Administrative)

• 8 Sergeants (4 Patrol, 3 Investigators & 1 Training

• Officer)

• 31 Patrol Officers

Administrative StaffAdministrative Staff

Leon Krolikowski, Chief of Police

Captain Vincent DeMaio Operations Division Commander

Captain John DiFederico Staff Services Division Commander

Sergeant Peter Condos Commander of Investigations

Sergeant Carol Ogrinc Youth Officer

Sergeant Christian Gray Training/RTS Officer

NCPD is internationally accredited by the Commission on Accreditation for Law Enforcement Agencies (CALEA)

The Patrol DivisionThe Patrol Division Upon successful completion of the Field Training

Program, probationary officers will be assigned to the Patrol Division and may be assigned to any of the three patrol shifts.• Day - 0700-1500 hours: Lt. William Ferri, Shift Commander

• Evening - 1500-2300 hours: Lt. Fred Pickering, Shift Commander

• Night - 2300-0700 hours: Lt. David Ferris, Shift Commander

• Relief – 0700-1500 & 1500-2300hrs Lt. James George, Shift

Commander

• The patrol division’s schedule is called a 5-2/5-3. It means that an officer will work 5 days, have 2 days off, return to work for 5 days and then have 3 days off.

Patrol DutiesPatrol Duties

All New Canaan Police Officers are expected to perform a full range of law enforcement services including, but not limited to:

Emergency response Traffic law enforcement Report writing and warrant preparation Criminal investigations Court testimony Dispute resolution

Specialized AssignmentsSpecialized Assignments The Department has a number of specialized positions,

including:• The Special Response Team (SRT)• School Resource Officer• Motorcycle Enforcement Officer (MEO)• Bicycle Patrol• Accreditation• Accident Investigator• Community Impact Officer• Honor Guard• K-9 Officer• T.R.I.A.D.• POSTC Certified Instructor• Car Seat Technician

Entry Level SalaryEntry Level Salary The Salary of an entry level Police Officer position shall

start at the step I level as dictated by the current collective bargaining agreement.

The salary level for lateral entry under the current contract will start at $56,358.00+

+ Indicates ability to supplement salary w/overtime & extra duty jobs

The BenefitsThe Benefits

Vacation days are accrued on a monthly basis and may be accrued to a maximum of 48 days. Vacation time awards increase with tenure as follows:

• 12 days per year (1-5 years of service)• 15 days per year (5-10 years of service)• 18 days per year (10-15 years of service)• 24 days per year (15 + years of service)

Employees also receive 12 paid holidays per year

The Benefits (Cont.)The Benefits (Cont.) The Department provides its officers with a full pension.

Benefits and particulars are listed below:

• 50% of salary after 20 years of service• 75% of salary after 30 years of service• Minimum age to collect – 50 Years• Contribution – 1% of salary• Fully vested after 10 years of service

Note; This information is based upon the current Collective Bargaining Agreement and is subject to change.

Additional BenefitsAdditional Benefits Classification Pay Shift Differential Pay Investigator Standby Pay Tuition Reimbursement Educational Pay Longevity Pay Uniform Allowance Cleaning Allowance EMD/AED/EMT Stipend Life Insurance

On-Going Recruitment Process On-Going Recruitment Process InformationInformation

Information concerning dates, locations and times of scheduled appointments will be posted on the Department’s website www.newcanaanpolice.org .

Candidates will also be notified in writing as to their status as a candidate after each step in the process.

Information may also be obtained by contacting Sgt. Christian Gray by phone at 203-594-3506 or email at; christian.gray@newcanaanct.gov.

An Equal Opportunity An Equal Opportunity EmployerEmployer

The New Canaan Police Department is an Equal Opportunity Employer. As such, candidates are not disqualified for non-job specific factors to include; race, creed, color, sex, age, sexual orientation, national origin or religion; nor shall any qualified candidate be denied employment solely by the reason of a handicap.

All testing processes comply with the Americans with Disabilities Act (ADA)

ReapplicationReapplication A candidate who is not selected for appointment as a

probationary officer, will not necessarily be excluded from further consideration if reapplication is made during future recruitment processes.

However, a candidate will be excluded from re-evaluation if the condition(s) which had previously eliminated them from appointment are serious enough that another rejection is assured.

Due to the infrequency of the recruiting process, unless the aforementioned exception applies, there is no limitation on the number of times an applicant may apply for a position.

TentativeTentative 2015 Testing & 2015 Testing & Selection ScheduleSelection Schedule

The Schedule Will Be Determined and Posted Once an Application Deadline is Established

Details to Follow.

Rev02/15CG