This application must be completed entirely by the applicant only; however, the applicant may request any needed accommodation to participant in the applicant process unless such accommodation causes undue hardship to the Southport Police Department. All information will be regarded as confidential. This application will be given every consideration, but its receipt does not imply that the applicant will be employed.
Because of the sensitive and important nature of law enforcement, the Southport Police Department must select employees who possess the best physical, mental, moral, and emotional character for the performance of these duties. In order to best ascertain who those individuals are, it is necessary to gather as much information as possible about each applicant which may have bearing on his/her ability to perform the duties required with or without an accommodation. Several questions in this application are designed to give the department a complete background on each applicant. Unless specifically noted, no answer shall act as an automatic bar to selection but will be considered along with attendant facts. No question is intended to secure information to be used for unlawful discrimination.
DO NOT MISSTATE OR OMIT MATERIAL AS INFORMATION MADE HEREIN IS SUBJECT TO VERIFICATION TO DETERMINE YOUR QUALIFICATIONS FOR EMPLOYMENT
POLICY STATEMENT ON EMPLOYMENT OF EX-OFFENDERS
Consideration for employment of ex-offenders shall be given without regard to race, color, sex, religion, creed, national origin, ancestry, handicap as defined by law, political affiliation, except when age, sex or physical requirements constitute a bona fide occupation qualification necessary to proper and efficient administration, or for the health, safety and welfare of the applicant and others, or as provided by the law. The term “ex-offender” as used herein, refers to anyone convicted of any criminal statute or military offense while in the service.
FELONY CONVICTIONS
Any individual convicted of a felony shall be ineligible for employment by the Southport Police Department. A felony is defined by Indiana Law (35-50-2-1) as any offense for which a person may receive more than one (1) year of confinement in a state or federal institution.
EVALUATION
With respect to all other criminal convictions which are not felonies, is each case the department will consider whether the prior criminal conviction or military offense conviction of the applicant will have a bearing on the applicant’s job performance or tend to measure job capability. The date and nature of offense, the requirements of the position which is being applied for, as well as the applicant’s other qualifications will be considerations.
CONFIDENTIALITY
As a matter of policy, every effort will be made to keep the applicant’s criminal record confidential. During the selection and placement process, it will be necessary to inform the appropriate persons participating in the process of the applicant’s criminal records.
POLICY STATEMENT ON BACKGROUND INVESTIGATIONS
It is a policy of the Southport Police Department to recruit qualified individuals for positions in the department. In pursuing this goal, a background investigation of each applicant is conducted with respect to factors that may have a bearing upon the applicant’s job performance or tend to measure job capability as a member of the Southport Police Department.
Members of the Department are public servants. Police Officers are placed in situations of public trust and must be of high integrity and character. A police officer’s job often involves critical and dangerous situations and he/she should not be prone to external pressures that would affect his/her ability to perform the job.
Accordingly, the following items and the circumstances surrounding such items are reviewed:
1. Contents and completeness of employment application.
2. Driver’s responsibility (copy of driving summary furnished by the Indiana Bureau of Motor Vehicles).
3. Former employment.
4. Financial condition.
5. Criminal record of applicant pursuant to “Policy Statement on Employment of “Ex-Offenders”.
6. Personal character references.
7. Personal history of applicant.
A negative finding non any one of these factors shall not, in and of itself, be reason for an automatic rejection of an applicant. Instead, the circumstances underlying such matters will be considered as they relate to the applicant’s ability to perform the job. The date and circumstances surrounding any negative findings in the background investigation, the requirements of the position, as will as the applicant’s other qualifications, will be considered.
The background investigation phase of the hiring process shall be base upon objective, factual findings and any required subjective determination shall be in accordance with the aforementioned policy and conducted in such a manner as to the discriminate on the basis of race, color, sex, religion, creed, national origin, ancestry, handicap as defined by law, or political affiliation, except when age, sex or physical requirement constitute a bona fide occupational qualification necessary to proper and efficient administration, or for the health, safety and welfare of the applicant and others, or as provided by law.
CHALLENGE PROCESS
Any potentially detrimental or negative information discovered during the background investigation phase of the application process shall be subject to review by the applicant. Incorrect information obtained as a result of the investigation may be challenged by the applicant by submitting the appropriate written request to the originating agency or appropriate authority.