Merit System Policy #4.1

Exactly as extracted, unformatted — for checking against the original. The readable version is easier to read.

Centreville Police Department
Title: Merit System Policy Directive #: 4.1
Issued: 10.1.2016 Revised: 10.1.2016
Approved by: Charles M. Rhodes, Jr.
Chief of Police
A. Applicability
The compensation, classification, and status of employees shall be determined in accordance with guidelines
established in the Code of the Town of Centreville in conjunction with the Town Council. All Department
employees shall also be governed by the policies, procedures, and rules of the Centreville Police Department
to the extent they are not in conflict with guidelines provided in the Town Personnel Manual.
B. Employment
1. Policy
It is the policy of the Town of Centreville and Centreville Police Department to provide employment and
promotional opportunities without regard to race, creed, sex, age, color, national origin, marital status,
sexual orientation, gender identification, or physical or mental disability. The masculine gender, as used
herein, refers to all persons, both male and female.
2. Objectives
a. To establish selection criteria that is job-related and predictive of the applicant's aptitude to
successfully complete the entrance level training and to successfully perform on the job.
b. To assure that the selection criteria do not have a disproportionate impact upon any group with
regard to race, creed, sex, age, color, national origin, marital status, sexual orientation, gender
identification, or physical or mental disability; unless said criterion is demonstrated to be a bona-fide
occupational requirement.
c. To assure that all personnel involved in the recruitment, selection and training of employees are
knowledgeable of equal employment opportunity principles and demonstrate these principles during
the exercise of their responsibilities.
d. To recruit applicants that can successfully meet selection criteria without regard to race, creed, sex,
age, color, national origin, marital status, sexual orientation, gender identification, or physical or
mental disability.
e. To establish promotional criteria that is job-related and predictive of the applicant's aptitude to
successfully perform in the promotional grade.
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f. To assure that the promotional criteria do not have a disproportionate impact upon any group with
regard to race, creed, sex, age, color, national origin, marital status, sexual orientation, gender
identitification, or physical or mental disability, unless said criteria is demonstrated to be a bona-fide
promotional requirement.
g. To assure that all personnel involved in the administration of the promotional process are
knowledgeable of equal employment opportunity principles and demonstrate these principles in the
exercise of their responsibilities.
h. To assure that all positions within the Department are available to persons without regard to race,
creed, sex, age, color, national origin, marital status, sexual orientation, gender identification, or
physical or mental disability, unless such a position has been demonstrated to require a specific group
of people or exclude a specific group of people because of a bona-fide occupational requirement.
i. To assure that those placed in positions of authority, supervision, and management are
knowledgeable of equal opportunity principles and apply these principles with fairness and
impartiality in the exercise of their responsibilities.
j. To maintain appropriate recruitment, selection, and employment records for required Federal and
State reports and for evaluating and accomplishing the objectives outlined herein.
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