Phase One: Online Application

Read and complete the online application for the Police Officer or Police Recruit Position. All forms must be completed, notarized, and signed prior to submitting.

Phase Two: Application Review

The Human Resources Department will review applications, which will then be referred to the recruiting Corporal for further review in consultation with the Records Manager.

Phase Three: Information Session, POST Test, Panel Interview, POPAT (Recruit Position Only)

Applicants will participate in the listed items above. Applicants who successfully complete all portions of this phase will receive a conditional offer of employment.

The Panel Interview will consist of a combination of a Human Resources Employee, the Records Manager and two other staff representatives at the discretion of the Chief.

*** Police Recruit applicants will complete the Police Officer Physical Abilities Test (POPAT). At this time, the POPAT will be waived for lateral candidates. ***

Phase Four: Background Investigation, Computer Voice Stress Analyzer (CVSA), Psych/Medical Exams

Applicants will be expected to complete the following elements:

• Background investigations

• Computerized voice stress analysis test (CVSA)

• FMRT psychological and medical examinations

• Fingerprinting

• Drug screening

• Firearms qualification course (Minimum score of 80%)

Phase Five: Interview with Chief 

After successfully completing all conditional offer requirements, applicants will be scheduled for a final interview with the chief of police. During this interview, you MAY receive a final offer of employment.

 * * *

Applicants will be notified, in writing, of their status throughout the application process.

On average, the application process for a civilian employee position takes between six to eight weeks to complete.

Applicants not selected during the job application process are not prohibited from re-applying for another position in a future process.

Salary:

The Town of Garner continuously monitors compensation and benefits for our officers compared to other local law enforcement agencies.

The current hiring range is $56,349 - $73,247.18. The full salary range is $56,349 - $94,632.

The current starting salary for police officers is $56,349. However, salary incentives may be provided for the following credentials as determined by the Chief of Police:

Starting salaries will vary based on the following:

• Prior Law Enforcement Experience (2.5% per year)- As determined by the Chief of Police

• Military Experience (2%)- As determined by the Chief of Police

• Associate's (1%), Bachelor's (2%), Master's (3%) degrees

• Foreign Language Fluency (2%)

• Specialized Skills/Experience (2%)- As determined by the Chief of Police

Benefits:

PROBATIONARY PERIOD: The probationary period for employees is six months. Sworn law enforcement personnel serve a one-year probationary period.

PAY FOR PERFORMANCE: Full-time and regular part-time employees may be eligible for performance pay increases every six months during the first year of employment, then on an annual basis.

VACATION: Ten (10) vacation days per year are earned the first two years of employment. After two years, the formula used is ten days per year plus an additional day for every year over two years with a maximum of 25 days. Vacation leave may be taken in 15-minute increments.

SICK LEAVE: Twelve (12) days of sick leave are earned per year. Sick leave may be taken in 15-minute increments. The Town accepts sick leave transfers from other N.C. local government employers.

PREVENTIVE CARE LEAVE: Eight (8) hours of paid leave to attend preventive care medical, dental, and/or vision appointments.

BEREAVEMENT LEAVE: Three (3) days of paid bereavement leave due to the death of an immediate family member.

HOLIDAYS: Thirteen (13) paid holidays per year determined by the Town Council for full-time employees. Part-time employees who regularly work twenty (20) hours or more each week will receive pay for one-half day for each authorized holiday. Full-time employees receive one (1) floating holiday per fiscal year to use at their discretion.

HOSPITALIZATION/HEALTH INSURANCE: Presently medical insurance is paid by the Town of Garner for all full-time employees. The Town contributes toward the cost of dependent coverage. Dependent coverage is a pretax payroll deduction. The coverage is effective thirty (30) days following the date of employment.

DENTAL INSURANCE: Presently the Town for pays dental insurance all full-time employees. Employees may elect to cover their eligible dependents at their expense through payroll deduction and on a pretax basis. The coverage is effective thirty (30) days following the date of employment.

VISION INSURANCE: Presently the Town offers comprehensive vision insurance which employees may elect to cover themselves and eligible dependents at their expense through payroll deduction and on a pretax basis. The coverage is effective thirty (30) days following the date of employment.

PRETAX PREMIUMS: The Town deducts the employee portion of dependent health and dental insurance premiums (if applicable) on a pre-tax basis. Employees’ take-home pay is increased because the premium is deducted from their gross pay, reducing their taxable income, thus reducing the amount of Social Security, Federal, and State taxes that are withheld.

FLEXIBLE SPENDING ACCOUNTS: The Town offers Medical and Dependent Care Flexible Spending Accounts to cover the employee and his/her family members. This plan allows employees to set aside money on a PRE-TAX basis for any anticipated medical and childcare costs that the employee expects to incur during the year.

LIFE INSURANCE: Presently all full-time employees receive a term life insurance policy. The benefit amount is equal to the employee’s base annual salary. This benefit is paid for by the Town, which is also effective thirty days following employment. The employee may purchase up to the lesser of $500,000 or 5 times annual salary of additional coverage for themselves, up to the lesser of $500,000 or five (5) times annual salary of coverage for a spouse and up to $10,000 of coverage for a child or children.

Supplemental life insurance coverage up to $150,000 is also available through Colonial Life at the employee’s expense. Dependent and/or supplemental coverage is paid through payroll deduction.

SHORT-TERM DISABILITY INSURANCE: Presently all year round employees working 30 hours per week are provided with a short term disability policy. The policy pays 60% of the employee’s base weekly wage beginning on day 8 of disability. The maximum payment period is 26 weeks of coverage. The Town allows employees to use vacation pay to supplement the short term pay in up to 25%, for a total combined benefit of 85% of the employee’s base weekly wages. It is the option of the employee to file and activate the short term disability policy. Employees may choose to use their accrued sick leave instead. The coverage is effective thirty (30) days following the date of employment.

SUPPLEMENTAL DISABILITY INSURANCE: The Town offers supplemental disability insurance through AFLAC and it is available each year during open enrollment or within 15 days of employment at the employee’s expense. Premiums are payroll deducted with pre-tax dollars.

RETIREMENT: All full-time employees and part-time employees working 1000 hours/year are covered under the North Carolina Local Governmental Employees' Retirement System. The employee contributes 6% of his/her paycheck into their own retirement account. This is a pre-tax deduction that reduces the amount of Federal and State taxes employees pay helping to minimize the impact their contribution has on their earnings.

SUPPLEMENTAL RETIREMENT PLAN 401(k): The Town makes a 5% contribution to the State administered 401(k) plan for all employees participating in the North Carolina Local Governmental Employees’ Retirement System. Employees may make additional pre-tax or Roth contributions within the limits of the plan's guidelines through payroll deduction. Employees are able to select the investment options for these contributions.

SUPPLEMENTAL RETIREMENT PLAN 457: The Town offers an additional retirement account through the State administered tax-deferred 457 retirement account and allows employees to make pre-tax or Roth contributions within the limits of the plan’s guidelines through payroll deduction. The Town does not contribute to this plan and employee participation is optional.

CREDIT UNIONS: Town of Garner employees are eligible to join the North Carolina Local Government Federal Credit Union (LGFCU) or Civic Federal Credit Union. Employees must provide proof of eligibility to join. Both credit unions offer a variety of very competitive accounts, services, and programs.

DIRECT DEPOSIT: The Town of Garner's Finance Department offers payroll check direct deposit to all employees. The amount of the payroll check can be deposited into any checking or savings account or the amount may be split to deposit into multiple accounts.

EDUCATIONAL ASSISTANCE: Full-time employees off probation may apply for educational assistance and educational leave. Courses relating to the present job or a future position within the Town or to further an employee's education are considered eligible courses to pursue. Benefits may not exceed $1,700 in a fiscal year.

WELLNESS PROGRAM: Health and wellness programs and services are offered to employees and participation is strongly encouraged. Free on-site wellness center with fitness equipment and locker rooms.

PAID WELLNESS LEAVE: Full-time employees are eligible for two (2) workdays of paid leave per fiscal year to support employees’ mental wellness.

EMPLOYEE ASSISTANCE PROGRAM (EAP): The Town sponsors an Employee Assistance Program (EAP) to assist employees and their family members who have family, health, or personal problems. This is a free confidential counseling and referral service provided for problems such as stress, marital/family problems, chemical/alcohol dependency, or financial trouble.

WORKERS’ COMPENSATION: All employees are covered from the date of employment. Employees injured on the job must report it to the supervisor immediately or as soon as it is practical. The Town’s group medical health insurance does not cover on-the-job injuries or illnesses. Employees who have lost time and are injured on the job, and their injury is determined to be compensable under NC Workers' Comp law, are eligible for Workers' Comp pay which begins on the 8th full calendar day of absence. Workers' Comp pay is two-thirds (66%) of average weekly wage at the time of the injury.

PAID COMMUNITY INVOLVEMENT LEAVE: Full-time employees are eligible for sixteen (16) hours of paid leave to allow employees to volunteer in schools, communities, and non-profit organizations.

The Garner Police Department also offers the following:

• Take-Home Vehicle Program

• Merit Increases associated with annual Evaluations

• Extensive Training and Career Advancement Opportunities

• Cost-of-living Adjustments (based on Council approval)

• One hour per shift allotted for working out (after FTO)

• Uniform and Equipment Provided

• Outer Vests/ Patrol Rifles

• Dual-Career path – 5% increase with each advancement

• Secondary Employment ($35/hr. minimum)

Does the Garner Police Department have a Take Home Vehicle Program?

Yes, the Garner Police Department does offer a Take Home Vehicle Program. Officers participating in this program will be required to live with 15 linear miles of the furthest annexed point in Garner.  Officers will receive a take home vehicle after completion of field training.

Does the Garner Police Department allow beards?

Yes, the Garner Police department allows beards. Please review the policy listed below.

Facial Hair Policy (410.01)

1. Facial hair will be allowed in the form of a beard, mustache, or goatee.

2. All facial hair will be trimmed, clean, and groomed.

3. Facial hair will not be longer than ½ inch in length and must present a professional appearance.

4. Mustaches must be trimmed and may not extend below the corners of the mouth or over any portion of the upper lip.

5. The neck must be cleanly shaven and must not pass the Adam’s apple. The Adam’s apple is a lump of cartilage that sticks out from the throat.

6. Beards, goatees, and mustaches must be “filled in” within two weeks of growth. Facial hair that exhibits patchiness or incomplete growth will not be permitted.

7. Colored or dyed facial hair is prohibited.

8. Any supervisor may order an officer to trim or shave facial hair if not in compliance.

9. The Chief of Police has the final authority concerning approved facial hair and reserves the right to restrict privilege of wearing facial hair at any time to preserve the image of the Department.

Does the Garner Police Department allow tattoos?

Yes, the Garner Police Department allows tattoos. Please see the tattoo policy listed below.

Body Art/ Tattoo Policy (410.01)

1. No employee shall display any body art, tattoo, intentional scarring, mutilation, or branding that falls in any of the following categories:

a. Is gang-related,

b. Conveys a sexual, racial, religious, ethnic, or related intolerance or bias,

c. Promotes a partisan political statement or expression, or

d. Portrays derogatory or offensive characterizations contrary to the values of the Department.

2. Any employee with existing body art, tattoo(s), intentional scarring, mutilation, or branding that is not allowed by this policy shall cover it while at work or representing the Department in any official capacity.

3. Exposed body art, tattoos, intentional scarring, mutilation, or branding is subject to review by the Chief of Police to determine if it is in violation of this policy. The Chief of Police is the final arbiter in this regard. Any such decision shall not be arbitrary and capricious but shall be based on acceptable standards for the law enforcement profession and the community we serve.

4. No employee shall display any body art, tattoo, intentional scarring, mutilation, or branding on the hands or anywhere above the shoulders or base of the neck. A ring style tattoo in place of a traditional ring may be approved on a case-by-case basis by the Chief of Police.

What shifts do officers work at the Garner Police Department?

The following is an example of the Patrol Bureau work schedule.

1. Work a (4) four-day shift, off for (4) four days;

2. Work a (4) four-day shift; off for (4) four days;

3. Rotate, work a (4) four-night shift, off for (4) four days;

4. Work a (4) four-night shift, off for (4) four days; and

5. Repeat the sequence

How many officers are employed at the Garner Police Department?

We are currently allocated 76 sworn officers at the Garner Police Department.

The Garner Police Department offers a robust dual-career path. The dual-career path is a career development plan that allows upward mobility for employees without moving into supervisory positions. This program encourages professional development by providing a 5% salary increase with each advancement (budget approval).

The steps included in the career path are as follows:

• Police Officer

• Police Officer II

• First Class Officer

• Senior Officer

Officers can apply for specialized units when they reach Police Officer II in the career path. Officers are eligible for appointment to Police Officer II once the following requirements are met:

-Possesses at least 3 years of full-time sworn law enforcement experience, including a minimum of one (1) year with the Garner Police Department.

AND

-Possesses a minimum of twenty-five (25) career progression points.

Officers appointed to Police Officer II may apply for the following positions when available:

Canine Handler, Traffic Safety Officer, School Resource Officer, Investigator, Special Response Team, Crisis Negotiator, Field Training Officer, Community Services Officer, Special Victims Investigator, and Drugs and Vice Investigator.

Movement to any specialized unit will also include a 5% salary increase for career development.