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information contained in the questionnaire or uncovered in the investigation. <br />However, the applications remain the property of Human Resource Services. <br /> <br />Recommendation No. 24: A pool of background investigators should be <br />established within the department. <br /> <br />Discussion: Background investigations are unlike criminal investigations. The <br />department currently ensures all those who will be conducting background <br />investigations are properly trained, however, the assignment is too often <br />rotated from year to year. An effort should be made to utilize the same <br />members when possible to build experience in a core group of background <br />investigators. <br /> <br />Recommendation No. 25: Applicants disqualified at any stage of the process <br />should be eliminated from further processing. <br /> <br />Discussion: The current practice of keeping applicants in the selection process <br />after disqualifying information has been uncovered is unnecessarily costly <br />and bogs down the process. Moreover, it is unfair to the applicant who may <br />let other job opportunities go by while waiting for a police officer position <br />that will not be forthcoming. <br /> <br />Recommendation No. 26: No applicant should be advanced to the <br />psychological exam until his/her background investigation is complete. <br /> <br />Discussion: The full value of the psychological exam is missed when the <br />psychologist cannot refer to information learned about the applicant. Vital <br />areas for follow-up may be overlooked. <br /> <br /> 37 <br /> <br /> <br />