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<br /> <br />Policy & Procedure Page 1 of 3 <br /> <br />Lexington Police <br />Department <br />Subject: <br /> Background Investigations <br /> <br />Policy Number: <br /> 32B Accreditation Standards: <br />Reference: 32.1.5; 32.1.6; 32.2.1; 32.2.2; 32.2.7; 32.2.8 <br />Effective Date: <br />11/1/11 <br /> New <br /> Revised <br /> <br />Revision <br />Dates: <br />1/24/19 <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br />By Order of: Mark J. Corr, Chief of Police <br /> <br />GENERAL CONSIDERATIONS AND GUIDELINES <br /> <br />The Lexington Police Department employs a variety of personnel to operate on a <br />day-to-day basis. The selection of this staff from a field of potential candidates is a <br />very important task affecting not only the police department, but the community as <br />well. Candidates for all positions should possess intelligence, have the ability to work <br />independently, have strong interpersonal skills, and be motivated. A thorough <br />background investigation of potential candidates ensures the Department and <br />community of the strongest candidates possible. A thorough background <br />investigation of potential employees should help to prevent future problems, mitigate <br />liability, and identify individuals who are less likely to have discipline issues. <br /> PROCEDURES <br /> <br />A. Interviews <br /> <br />1. The background investigators shall conduct interviews of all potential <br />candidates for sworn and non-sworn positions in the Department. A <br />standardized list of questions for all candidates will be the basis for each <br />interview. As appropriate, follow-up questions will explore candidate answers <br />in more detail. The process will typically include: <br />a. A general question about the candidate’s background to put the candidate <br />at ease and provide him/her with an opportunity to tell the committee <br />about him/herself; <br />b. A question or scenario to test the candidate’s values as they pertain to <br />honesty and integrity; <br />c. An opportunity to provide the committee with any information that was not <br />asked, but which the candidate deems important; and <br />d. An opportunity to ask questions of the committee. <br /> <br />2. Candidates for any position with a history of perpetrating violence (including <br />elder abuse, child abuse, sexual assault, stalking, or domestic violence) will be <br />screened out at this point in the hiring process. Candidates with a history of