GENERAL ORDERS LINCOLN POLICE DEPARTMENT
SUBJECT: PERSONNEL
TITLE: RECRUITING & SELECTION
EFFECTIVE DATE: AUGUST 1, 2025
REVISION DATE:
ACCREDITATION: ALABAMA ASSOCIATION OF CHIEFS OF POLICE (AACOP)
APPROVAL: CHIEF SCOTT BONNER
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RECRUITING & SELECTION
1000.1 PURPOSE AND SCOPE
This policy provides a framework for employee recruiting efforts and identifying job-related standards for the selection process. This policy supplements the rules that govern employment practices for the Lincoln Police Department and that are promulgated and maintained by the Chief of Police. This standard applied to both sworn and non-sworn applicants.
1000.2 POLICY
In accordance with applicable federal, state, and local law, the Lincoln Police Department provides equal opportunities for applicants and employees regardless of actual or perceived race, ethnicity, national origin, religion, sex, sexual orientation, gender identity or expression, age, disability, pregnancy, genetic information, veteran status, marital status, and any other classification or status protected by law. The Department does not show partiality or grant any special status to any applicant, employee, or group of employees unless otherwise required by law.
Professional Services will recruit and recommend hiring only those individuals who demonstrate a commitment to service and who possess the traits and characteristics that reflect personal integrity and high ethical standards.
1000.3 RECRUITMENT
Professional Services shall employ a comprehensive recruitment and selection strategy to recruit and select employees from a qualified and diverse pool of candidates.
The strategy should include:
(a) Establishment of a written recruitment plan.
The plan shall include an outline of steps for recruiting candidates who are representative of the community. This should include candidates who live in or are from the community, if appropriate and consistent with applicable laws and collective bargaining agreements, memorandums of understanding, and employment agreements.
(b) Identification of racially and culturally diverse target markets.
(c) Use of marketing strategies to target diverse applicant pools.
(d) Expanded use of technology and maintenance of a strong internet presence. If resources permit, this may include an interactive [departmentoffice] website and the use of [departmentoffice]-managed social networking sites.
(e) Expanded outreach through partnerships with media, community groups, citizen academies, local colleges, universities, and the military.
(f) Employee referral and recruitment incentive programs.
(g) Consideration of shared or collaborative regional testing processes.
Professional Services shall avoid advertising, recruiting, and screening practices that tend to stereotype, focus on homogeneous applicant pools, or screen applicants in a discriminatory manner.
The Department should strive to facilitate and expedite the screening and testing process, and should periodically inform each candidate of their status in the recruiting process.
1000.4 SELECTION PROCESS
The Department shall actively strive to identify a diverse group of candidates who have in some manner distinguished themselves as being outstanding prospects. Minimally, the Department shall employ a comprehensive screening, background investigation, and selection process that assesses cognitive and physical abilities and includes review and verification of the following:
(a) A comprehensive application for employment (including previous employment, references, current and prior addresses, education, military record)
(b) Driving record
(c) Personal and professional reference checks
(d) Employment eligibility, including U.S. Citizenship and Immigration Services (USCIS) Employment Eligibility Verification Form I-9 and acceptable identity and employment authorization documents. This required documentation should not be requested until a candidate is hired. This does not prohibit obtaining documents required for other purposes.
(e) Information obtained from public internet sites
This review should include the identification of any activity that promotes or supports unlawful violence or unlawful bias against persons based on protected characteristics (e.g., race, ethnicity, national origin, religion, gender, gender identity, sexual orientation, disability).
(f) Financial history consistent with the Fair Credit Reporting Act (FCRA) (15 USC § 1681 et seq.)
(g) Local, state, and federal criminal history record checks
(h) All applicants for employment with the Lincoln Police Department, whether for sworn or non-sworn positions, shall be required to undergo a comprehensive psychological evaluation upon receipt of a conditional offer of employment. Upon adoption this policy becomes retroactive. Additionally, all employees shall be subject to a recurring psychological profile every three (3) years thereafter. This ongoing assessment serves as a proactive early warning tool to support employee wellness, identify potential concerns, and promote the highest standards of professionalism and public safety.
(i) Review board or selection committee assessment
(j) Relevant national and state decertification records, if available
(k) Any relevant information in the National Law Enforcement Accountability Database
1000.4.1 VETERAN PREFERENCE
The Department will provide veteran preference points as required (Ala. Code § 36-26-15).
1000.5 BACKGROUND INVESTIGATION
Every candidate shall undergo a thorough background investigation to verify the candidate's personal integrity and high ethical standards, and to identify any past behavior that may be indicative of the candidate's unsuitability to perform duties relevant to the operation of the Lincoln Police Department (e.g., disciplinary history) (Ala. Code § 36-21-55.3; Ala. Admin. Code r. 650-X-1-.16; Ala. Admin. Code r. 650-X-2-.05). Candidates are required to sign a written release for the Department to conduct the background check required under state law.
The Department shall comply with the Alabama Law Enforcement Agency and the FBI rules when conducting criminal background checks, and any results shall be confidential unless authorized for disclosure under the Alabama Open Records Act (Ala. Code § 36-21-55 et seq.).
1000.5.1 NOTICES
Background investigators shall ensure that investigations are conducted and notices provided in accordance with the requirements of the FCRA (15 USC § 1681d).
1000.5.2 RECORDS RETENTION
The background report and all supporting documentation shall be maintained in accordance with the established records retention schedule.
1000.5.3 DOCUMENTING AND REPORTING
The background investigator shall summarize the results of the background investigation in a report that includes sufficient information to allow the reviewing authority to decide whether to recommend a conditional offer of employment. The report and all supporting documentation shall be included in the candidate's background investigation file.
1000.6 DISQUALIFICATION GUIDELINES
As a general rule, performance indicators and candidate information and records shall be evaluated by considering the candidate as a whole, and taking into consideration the following (Ala. Admin. Code r. 650-X-2-.05):
Age at the time the behavior occurred
Passage of time
Patterns of past behavior
Severity of behavior
Probable consequences if past behavior is repeated or made public
Likelihood of recurrence
Relevance of past behavior to public safety employment
Aggravating and mitigating factors
Other relevant considerations
A candidate’s qualifications will be assessed on a case-by-case basis, using a totality-of-the-circumstances framework.
1000.7 EMPLOYMENT STANDARDS
All candidates shall meet the minimum standards required by state law. Candidates will be evaluated based on merit, ability, competence and experience, in accordance with the high standards of integrity and ethics valued by the Department and the community.
Validated, job-related and nondiscriminatory employment standards shall be established for each job classification and shall minimally identify the training, abilities, knowledge and skills required to perform the position's essential duties in a satisfactory manner. Each standard should include performance indicators for candidate evaluation. The Office of Human Resources should maintain validated standards for all positions.
1000.7.1 STANDARDS FOR OFFICERS
Candidates shall meet the requirements, restrictions, and exceptions for employment established by law and any regulations adopted by Alabama Peace Officers' Standards and Training Commission (APOSTC) (Ala. Code § 36-21-46; Ala. Code § 36-21-55 et seq.; Ala. Admin. Code r. 650-X-2-.01 et seq.).
These policies and operating procedures are not designed to cover every possible scenario or situation in society, but rather to define standard operating procedures for members of the Lincoln Police Department. These guidelines are subject to past, present and future judicial review. These guidelines can be amended and or repealed by the Chief of Police as necessary. The policies and procedures herein provided supersede all previous policies and orders.
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