SELECT PROS 23.1B
TEQUESTA POLICE DEPARTMENT
GENERAL ORDER
TITLE: APPLICATION AND SELECTION PROCESS
GENERAL ORDER: 23.1B
EFFECTIVE: March 1, 2007
REVISES: G.O. 23.1A
PAGES: 6
CONTENTS:
This directive consists of the following numbered sections:
I. SELECTION PROCESS
II. STANDARD REQUIREMENTS
III. APPLICATION PROCEDURES
IV. APPLICATION REVIEW
V. BACKGROUND INVESTIGATION
VI. ADMINISTRATIVE REVIEW
VII. FILLING VACANCIES
VIII. CONDITIONAL OFFER PROCEDURES
IX. HIRING
X. RECORDS
XI. GLOSSARY
PURPOSE:
To establish guidelines for a personnel program involving recruiting, testing, interviewing, and hiring of
applicants.
SCOPE:
This order applies to all members.
POLICY:
The Tequesta Police Department is an equal opportunity employer and will select the most qualified
candidates for appointment. No applicant will be discriminated against in the application process because of race, color,
age, sex, religion, national origin, marital status, or disability. The agency application and selection process will conform
to law and this order.
PROCEDURE:
I. SELECTION PROCESS:
A.
In addition to state and federal laws and guidelines, the agency complies with the Florida Department of Law
Enforcement Policy and Procedures Manual when adopting hiring procedures including testing, training, and selection
requirements. All manuals and guidelines will be kept on file for review by agency members and the public.
B.
The administrative division is responsible for administering the employment application process.
C.
The agency will seek the most qualified applicants to fill vacancies for all job classifications, and will establish a
G.O. 23.1B
minimum level of performance and standards of acceptance for appointment. All elements of the selection process will
be job related in accordance with CJSTC guidelines.
D.
The agency’s selection process will be administered, scored, evaluated, and interpreted uniformly.
II. STANDARD REQUIREMENTS:
Applicants must meet specific standards. They will be provided information
on all elements of the selection process including the expected duration of the process and opportunities for retesting.
Applicants who become ineligible based on an examination, interview, investigation, or a test will be notified in writing
by Human Resources.
A. Drug Use:not
To be eligible for appointment, an applicant will have:
1.
Used, tried, tasted, experimented with, or possessed any illegal controlled substance within the past 12 months.
2.
Used, tried, tasted, experimented with, or possessed any illegal controlled substance classified as a Schedule I
substance (except marijuana), or Schedule II substance as enumerated in Florida Statute 893.03.
3.
Sold or delivered any illegal controlled substance at anytime.
B. Criminal History:
Any person who, after July 1, 1981, pleads guilty or nolo contendere to, or is found guilty of
any felony or a misdemeanor involving perjury or a false statement, is not eligible for employment or appointment as
an officer, even if the sentence was suspended or adjudication was withheld by the judge.
.
C. Driving History:
Applicants applying for a position that includes driving an agency vehicle must possess a
current, valid Florida driver’s license. In addition, no applicant will, during the 60 months before the date of
application, have:
1.
Had their driver license suspended, more than twice, for nonpayment of insurance, or for nonpayment of traffic
fines.
2.
Had their driver license suspended or revoked, more than once, for traffic violations, except as stated above.
3.
Been convicted of, or pled to, “Fleeing” or “Attempting to Elude” a police officer as defined in F.S. 316.1935.
4.
Been convicted of, or pled to, “Driving Under the Influence,” as defined in F.S. 316.193, more than once.
5.
Have accumulated more than 12 points on their driver license during 36 months before the date of application, or
have a driving record that demonstrates repeated offenses and flagrant disregard for traffic laws.
D. Smoke and Tobacco Free Workplace:
The use of tobacco products within all buildings and facilities used,
occupied, or maintained by the Tequesta Police Department is prohibited.
III. APPLICATION PROCEDURES:
Applicants must submit a completed application to the administrative division
along with the following documentation:
A. All Applicants:
1.(Birth registration cards issued by a state health
The original or a photocopy of a certified birth certificate.
department are acceptable.)
2.
A social security card.
3.
A valid driver license, if applicable to the position. Applicants possessing an out-of-state driver license must
obtain a Florida driver license before commencing employment with the agency.
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G.O. 23.1B
4.
A high school diploma or a General Educational Development (GED) certificate issued by a state board of
education are acceptable.
a. If an out-of-state GED is used, the test scores must be included and meet the requirements of the Florida
Department of Law Enforcement.
b. A two or four-year college degree from an accredited institution may be substituted for the high school diploma
requirement. Certified transcripts are required.
5.
An honorable discharge certificate and a D.D. Form 214 Number 4, if the applicant has served in the armed
forces.
B. Sworn and Certified Positions:
In addition to requirements listed above, applicants for sworn and certified
entry-level positions must comply with the following:
1.
Meet the minimum physical and age qualifications for sworn and certified entry-level positions outlined
in F.S. 943.
2.
Applicants for a certified law enforcement position must provide proof of completion from an accredited law
enforcement academy.
3.
Applicants certified in another state must submit an official copy of the curriculum of the out-of-state training
academy. The curriculum must include the hours completed in each subject and the total number of academy hours
completed.
b. Applicants who require supplemental training to obtain Florida certification must enroll in the required
comparative compliance courses within 180 days from the date of registration with CJSTC, as required by F.S.
943.
IV. APPLICATION REVIEW:
When the employment application is submitted, a representative of the
administrative division will review the documents for completeness and accuracy. The applicant will be allowed to
correct errors and deficiencies in the application. Errors, omissions, and deficiencies not corrected before the oral
interview may disqualify the applicant from the selection process.
V. BACKGROUND INVESTIGATION:
A trained investigator will conduct background investigations in
accordance with CJSTC guidelines. Background investigations will consist of:
A. Employment History:
The applicant’s previous employers will be contacted by mail, phone, or personal
contact to verify job performance and personal habits. If the applicant was formerly employed by any government
agency in Florida, an investigator will visit the agency to examine the individual’s personnel file.
B. Arrest Record:
Law enforcement agencies where the applicant has resided will be contacted to determine if the
applicant has a local arrest record.
C. Local Driving Record:
The applicant’s driving history and driver license status will be obtained from the
Florida Department of Highway Safety and Motor Vehicles and the motor vehicle department in each state where the
applicant has lived.
D. Credit Report:
A credit report on each applicant may be requested from a credit-reporting bureau.
E. Fingerprinting:
Fingerprints will be taken and sent for a criminal history check to the Florida Department of
Law Enforcement and the Federal Bureau of Investigation.
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G.O. 23.1B
F. Computer Check:
A records check will be requested on each applicant from the Florida Crime Information
Center (FCIC) and the National Crime Information Center (NCIC).
G. Military Records:
If necessary, military records will be requested from the Military Personnel Records Center,
St. Louis, Missouri.
H. Personal References:
Five personal references are required from applicants for certified positions, and three are
required for civilian positions. References will be contacted by mail, telephone, or in person for information on the
applicant.
I. Neighborhood Check:
A neighborhood check will be attempted on applicants for sworn and certified positions.
Neighbors will be asked to assess the applicant’s lifestyle and personal habits.
VI. ADMINISTRATIVE REVIEW:
The Chief or his designee will review the applicant file upon completion of the
background investigation. The Chief or his designee may administratively close the file, approve the file for further
processing, or return the file for further investigation.
VII. FILLING VACANCIES:
When the Chief is authorized to fill a position, he will review all open files. After
reviewing the file, the Chief may:
A.
Return the file to personnel records indicating that the file:
1.
Was not selected at this time, but may be considered for future vacancies;
2.
Requires additional information.
3.
The file has been administratively closed based on the review.
B.
Schedule an interview with the applicant(s).
C.
Make a conditional offer of employment.
D.
Administratively close the file based on the interview.
VIII. CONDITIONAL OFFER PROCEDURES:
A. Psychological Examinations:
Applicants for specified positions must pass a psychological examination. The
exam will be conducted by a licensed psychologist and will be job related and non discriminatory in nature. Failure to
pass the psychological exam will be grounds for withdrawal of the conditional offer of employment. Applicants who
do not pass the psychological examination may reapply after one year. A copy of the candidate’s evaluation will be
maintained with their file.
B. Physical Examination:
Applicants for law enforcement positions must pass a pre-employment physical
examination including an EKG, as specified in F.S. 943.13 (6).
1.
Only licensed physicians will be used to certify the general health of candidates.
2.
Grounds for withdrawal of a conditional offer of employment include:
a. Failure to complete the physical examination.
b. A determination by a licensed physician that the applicant cannot perform the essential functions of the position.
C. Drug Screening:
An applicant given a conditional offer of employment will be required to undergo a urinalysis
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G.O. 23.1B
test to detect illegal drug use. The urinalysis test will be conducted at a medical laboratory designated by the agency.
Indications of current illegal drug use will be grounds for withdrawal of the conditional offer of employment.
Applicants who do not pass the urinalysis test may reapply after one year. A record of the urinalysis test results will be
maintained in the applicant’s file.
IX. HIRING:
Upon successful completion of the post offer examinations, the Chief will present the action form to the
Village Manager for his approval. If approved, the administrative division will schedule the applicant for in processing, a
start date, and make all necessary arrangements to prepare the applicant for duty.
X. RECORDS:
The administrative division will maintain applicant files that contain documentation required by FDLE
for employment. Employee medical records will be housed and secured separately. Files of applicants who are not hired
or have separated their employment with the Village will be maintained at Human Resources. All files will be secured
and maintained in accordance with law and the Florida Department of State, General Schedule for Local Government.
XI. GLOSSARY:
ADVERSE IMPACT- A substantially different rate of selection in hiring, promotion, or other employment decisions,
which works to the disadvantage of members of a race, sex, or ethnic group.
CONTROLLED SUBSTANCE - Any substance named or described in Schedules I through V of Section 893.03, F.S.
Laws controlling the manufacture, distribution, preparation, dispensing, or administration of such substances is defined in
the Florida Comprehensive Drug Abuse Prevention and Control Act.
POLICE OFFICER - A person appointed and sworn by the Village as a law enforcement officer, who has met the
training requirements prescribed for law enforcement officers by the Florida Criminal Justice Standards and Training
Commission, and who holds law enforcement power.
EMPLOYMENT - The act of placing a member into a position within the agency.
JOB CLASSIFICATION - A group of duties and responsibilities that require the employment of an individual qualified
to perform them. Each job classification will have a job title, a job description, and a pay grade and, where pertinent, an
appropriate test to determine the fitness of applicants.
MEMBERS - All law enforcement and civilian personnel appointed by, and under the jurisdiction of the Police Chief.
SCHEDULE I SUBSTANCE - Substances controlled by F.S.893.03, which defines substances as having a high potential
for abuse and having no currently accepted medical use in treatment in the United States. Their use under medical
supervision does not meet accepted safety standards except such use provided for in F.S. 402.36.
SCHEDULE II SUBSTANCE - Substances controlled by F.S. 893.03, F.S., which defines substances as having a high
potential for abuse and having a currently accepted but severely restricted medical use in treatment in the United States.
Abuse of the substance may lead to severe psychological or physical dependence.
SELECTION - The process of evaluating and choosing an applicant for employment to a position with the agency.
SWORN MEMBER - See police officer.
UTILITY - Each step in the selection process will be of practical value, based on validity, selection rate, the number of
candidates to be selected, and the nature of the job.
VALIDITY - Each step in the selection process will be designed to predict job performance, or detect important aspects
of the candidate’s work behavior, as it relates to the position for which application is made.
INDEXING:
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G.O. 23.1B
APPLICATION AND SELECTION PROCESS
CONDITIONAL OFFERS
DRUG TESTING
EMPLOYMENT PROCESS
PHYSICAL EXAMS
PSYCHOLOGICAL EXAMS
DRAFTED:
DJR/March 2007/Filed: Select23.1
APPROVED:
Pete Pitocchelli, Chief DATE: November 05, 2011
Tequesta, Florida
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