Haitian National Police - Recruitment

Recruitment

The creation, training and deployment of the first contingents of the HNP, as a new police force separate from the Haitian Army, had raised difficult issues for decisions on the integration of former military officers experienced in Police Affairs in the ranks of the new National Police of Haiti, since it was important not to import the abusive practices that have made the reputation of some former members of the Armed Forces of Haiti. In addition, attention to executive reward Haitien militancy of its supporters by awarding positions in public administration, including the HNP, had greatly influenced the recruitment of new officers Haitians. Finally, the personal allegiance required of new graduates of the academy and the police academy, by the Head of State made it difficult training and effective monitoring of the members of our police force. This resulted in a staff officer whose training and ethics are inadequate, and that a significant fraction is related to human rights abuses, drug trafficking, illicit enrichment, and most vicious crimes, including the latest fashion is to say the kidnapping of peaceful and honest citizens, as well as their wives and their children.

In recruiting members, including the transfer or promotion of any member to a new assignment, the HNP will:

• Using the constitutional provisions, laws of the Republic and its internal rules to reject any interference from political authorities in the efficient functioning of the police institution, especially as regards the management of its human resources;
• Using modern means of communication, including media, to inform the population, in the most comprehensive and transparent on its recruitment goals and general employment opportunities, in order to equalize the chances of participation of any individual qualified;
• Strengthen the process of selection of all candidates for a career in the police institution, both pre-requisite personnel, supporting documentation required, as written examinations, medical, physical and psychological, including a further verification of the personal history of candidates, particularly in relation to their performance in previous jobs, general crime, abuse of human rights and domestic violence;
• Apply a uniform and consistent testing, standards and regulations relating to recruitment;
• Train managers and other employees of the institution to an efficient, impartial and professional staff recruitment;
• Seek foreign assistance, as needed, to strengthen the management capacity of the recruitment process, particularly as related to verification of the candidate's personal history, skills and psychological profile of candidates.