WeVote
Log In

Bill

Bill

A 5642

Authorizes municipalities to establish an emergency repair pilot program

2025 Regular Session Introduced by Gary Pretlow

Establishes a semiannual State Police recruit class schedule and annual, funding-based diversity goals to boost applicant pools, with ongoing evaluation.

REFERRED TO EDUCATION
0
WeVote Research Nonpartisan
Bill Summary · A 5642

Summary of New Jersey Bill A 5642

Note on title vs. content: The bill’s official text concerns State Police recruitment and training, not an emergency repair program for municipalities. The provided title appears inconsistent with the bill’s substantive provisions, which focus on police recruitment and training.

Overview and Purpose

  • Purpose: To strengthen State Police recruitment and training practices by establishing a semiannual training class schedule, setting annual recruitment goals tied to funding and anticipated attrition, and creating a targeted, diversity-focused recruitment program.
  • Statutory basis: Introduced as An Act concerning State Police recruitment and training and supplementing Title 53 of the Revised Statutes.
  • Immediate effect: The act is stated to take effect immediately upon enactment.

Key Provisions

1) Training Schedule
- The Superintendent of State Police must establish and maintain a schedule for commencing a State Police recruit training class at least once every six months.

2) Annual Recruitment Goals
- Within 30 days after enactment of the annual appropriations act, the Superintendent (in consultation with the Attorney General) must establish recruitment goals for the following fiscal year.
- Goals must be based on available funding and projected member attrition (retirement, resignation, or other causes).

3) Diversity-Focused Recruitment Program
- The Superintendent (in consultation with the Attorney General) must develop and implement a recruitment program to attract a sufficient number of qualified applicants who reflect the diversity of the community served by the agency.
- The program must set specific goals for recruiting females and minorities.

4) Recruitment Strategies
- Required or encouraged strategies include:
- Outreach in low-income communities (as defined by the referenced U.S. Code provision).
- Partnerships with local community organizations and educational institutions.
- Use of modern advertising, social media, and other online platforms.

5) Evaluation and Accountability
- The Superintendent must annually evaluate the recruitment program and take actions to increase effectiveness and ensure goals for female and minority recruitment are being met.

Timelines and Procedures

  • Training: At least one State Police recruit class start date every six months.
  • Budget-year planning: Recruitment goals due within 30 days after enactment of the annual budget.
  • Implementation: Ongoing; annual evaluation of the recruitment program.

Affected Parties

  • Primary: New Jersey State Police and its recruiting/HR operations.
  • Government/oversight: Superintendent of State Police; Attorney General (in consultation).
  • Applicants: All potential recruits, with emphasis on diversity, including female and minority candidates.
  • Community and educational partners: Local organizations and educational institutions, as well as outreach communities (including low-income areas).

Legislative Status and Related Information

  • Introduced: May 8, 2025.
  • Legislative actions:
    • Referred to Education (February 18, 2025) and later to Public Safety and Preparedness (May 8, 2025) in the Assembly.
  • Sponsor: J. Gary Pretlow (primary).
  • Related bills: S 4594 (companion); several prior-session A-s and other related references indicate ongoing interest in State Police recruitment reforms.

Potential Impact

  • Recruitment and Diversity: Could improve the size and diversity of applicant pools, with measurable goals for females and minorities.
  • Training Capacity: Requires scheduling predictability for recruit classes, which may affect training capacity planning and resource allocation.
  • Fiscal Considerations: Goals tied to funding levels and attrition, so actual outcomes depend on annual appropriations and retirement/resignation trends.
  • Accountability: Annual evaluation should create ongoing oversight of recruitment effectiveness and diversity outcomes.

This bill, if enacted, would formalize a more proactive and structured approach to State Police recruitment and training, with explicit diversity objectives and annual assessment.

Compiled from official sources — confirm details with the bill’s official record.

Sign in to ask a question.