G5.2.1 Selection Process
Chapter: Chapter 05: Recruitment and Selection
Sub-Chapter: 5.2 - Selection
Effective Date: 07/11/2023
Revised Date: 07/11/2023
Rescinds: None
Purpose
To describe all elements and activities of the selection processes for all personnel.
General Order
To promote a professional, fair, and equitable selection process that attracts qualified candidates meeting minimum requirements, the Indiana University Police Department (IUPD) has established a clearly defined selection process. This process will be completed in partnership with Indiana University Human Resources (IUHR) and complies with applicable IU policies.
Selection Processes
Sworn positions
When a police officer, sergeant, or lieutenant position becomes vacant, the business operations manager will inform all eligible employees of the opportunity to apply for a transfer to the division with the vacancy, including information on how to submit their interest. This internal application period will be open for a minimum of five (5) calendar days. The division chief with the vacancy will conduct an interview with interested candidate(s). The division chief, in consultation with the deputy superintendent for public safety, and others as appropriate, will decide if the vacancy will be filled from the transfer process. If vacancies still exist after the transfer process is complete, the IUPD will proceed with the appropriate selection process.
The following describes the elements of the selection process for the rank of police officer. The selection process for all other ranks within the IUPD will follow the process described in G3.1.5 Describes Promotional Process. The elements will be conducted in the order described below. The superintendent for public safety, or designee, is responsible for overseeing the administration of the selection process. The superintendent for public safety will name a committee to administer and coordinate all elements of the selection process.
The job posting will be placed on Indiana University’s approved application system as a staff position. The written application will include all IU required information and an optional resume and cover letter.
Applicants who, if hired, would be required to attend an Indiana Law Enforcement Training Board (LETB) approved Tier I police academy will be scheduled to participate in the physical fitness standards testing. Applicants will be required to achieve the Indiana Law Enforcement Academy (ILEA) entry standards for each portion of the physical fitness standards test. Applicants who, with or without reasonable accommodation, do not achieve the entry standard for all components of the test will not be considered further for the position. Exemptions to the physical fitness standards testing will only be granted to applicants who clearly indicate within their application materials that they are an Indiana LETB Tier I Basic Course (pursuant to Indiana Code 5-2-1-1) certified officer and either currently employed as a Tier I officer or have been inactive from sworn status for up to four (4) years. All out of state applicants are required to participate in physical fitness standards testing.
The superintendent for public safety, their designee, and/or the named committee with the appropriate division chief of police and/or the chief’s designee(s) will conduct a review of all applications and determine who will be invited to the interview.
The IUPD division’s interview board will consist of a minimum of four (4) diverse members named by the division chief of police and will include at least one (1) campus community member. At the completion of the interviews, all materials will be sent to the business operations manager for tabulation and record keeping.
Candidates who average a “Meets Expectations” rating on the interview will be forwarded to the appropriate division chief of police for a second interview. This second interview will be with the division chief of police or designee.
After the completion of the second interview, the division chief of police, in consultation with the deputy superintendent for public safety, and others as appropriate, will decide if a conditional offer should be extended by the superintendent for public safety or if the candidate will not continue in the process. This decision for each candidate will be communicated to the business operations manager who will process within the IUHR system as appropriate. After approved through the IUHR system, the division chief of police or designee will extend a verbal offer to the candidate, followed by a written letter of confirmation sent to the candidate. Conditional offers are contingent upon the candidate’s successful passing of a background investigation, medical examination, drug screening, and psychological examination.
Nonsworn positions
The following describes the elements of the selection process for nonsworn positions. The elements will be conducted in the order described below. The superintendent for public safety, or designee, is responsible for overseeing the administration of the selection process. The superintendent for public safety will name a committee to administer and coordinate all elements of the selection process.
The job posting will be placed on Indiana University’s approved application system as a staff position. The written application will include all IU required information and an optional resume and cover letter.
The superintendent for public safety, their designee, and/or the named committee with the applicable supervisor for the position will conduct a review of all applications and determine who will be invited to the interview.
The interview board will consist of a minimum of four (4) diverse members, will be chaired by an appropriate IUPD employee based on the IUPD employee’s expertise in the position to be filled, contain members identified by the position’s supervisor, and will include at least one (1) campus community member. Candidates who average a “Meets Expectations” rating on the interview will continue to the next step in the selection process.
Candidates for a public safety dispatcher position will be scheduled to participate in a written test. Candidates who pass the written test will continue to the next step in the selection process.
For public safety dispatcher positions, the director for dispatch communications, in consultation with the deputy superintendent for public safety, and others as appropriate, will decide if a conditional offer should be extended by the superintendent for public safety or if the candidate will not continue in the process.
For Cadet Officer Program (COP) participants, the director for professional standards and education, in consultation with the deputy superintendent for public safety and others as appropriate, will decide if a conditional offer should be extended by the superintendent for public safety or if the candidate will not continue in the process.
For all other nonsworn positions within the IUPD, the appropriate senior level administrator, in consultation with the deputy superintendent for public safety, and others as appropriate, will decide if a conditional offer should be extended by the superintendent for public safety or if the candidate will not continue in the process.
The decision for each candidate will be communicated to the business operations manager who will process within the IUHR system as appropriate. After approval through the IUHR system, the candidate will be extended a verbal offer, followed by a written letter of confirmation. Conditional offers are contingent upon the candidate’s successful passing of a background investigation in accordance with G5.2.4 Background Investigation. All interview and testing materials will be sent to the business operations manager for record keeping.
Special assignments
The following describes the elements of the selection process for special assignments, including but not limited to, detective, bicycle officer, motorcycle officer, instructor, field training officer, honor guard, canine handler, aviation unit pilot, emergency response group member, public information officer, etc. Assignments to working groups, projects, or committees are not considered a special assignment under this section.
When a vacancy exists for any special assignment, information regarding the vacancy will be distributed electronically to all applicable department personnel. Department personnel who are interested in the assignment will submit a letter of interest detailing their experience, qualifications, and interest in the position. Personnel will have a minimum of ten (10) calendar days to submit their letter of interest.
The selection process for special assignments will include a review of the letter of interest and an interview. The selection process for field training officers will also include a written test and a practical skills assessment. The interview board will consist of a minimum of four (4) diverse members, will be chaired by the appropriate supervisor responsible for overseeing the special assignment, and contain members identified by the chair. Final selection will be made by the supervisor responsible for overseeing the special assignment in consultation with the deputy superintendent for public safety or designee.
Related Information
Indiana University
- HR-01-30 Posting a Position Vacancy
- HR-02-110 Selection and Filling Positions
Indiana University Police Department
- G3.1.5 Describes Promotional Process
- G5.2.4 Background Investigation