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13.6 SELECTION PROCESS Page 1 of 6 EDGEWOOD POLICE DEPARTMENT GENERAL ORDER # 13.6 RECRUITMENT & HIRING PROCESS Revised Date: December 14, 2022 The purpose of this policy is to define policy with regard to recruitment and selection procedures of the Edgewood Police Department. This policy contains the following numbered sections: I. Scope II. General III. Recruitment IV. Selection Process V. Probationary Status I. SCOPE A. It shall be the policy of the department to attract and recruit the most qualified candi dates for employment without regard to race, creed, gender, age or sexual orientation. B. The department conforms to all E.E.O.C. standards. II. GENERAL A. Background checks shall be performed on all personnel, sworn, non -sworn and volunteers hire d to work for the department prior to appointment. B. Employee background checks shall be done prior to the start of their employment. 1. Background checks shall be done by the assigned department investigator or his/her designee 2. Personnel who conduct background checks shall be trained in the process of collecting the required information. 3. Background checks shall be conducted in accordance with CJSTC guidelines prior to appointment to probationary status. 4. Backgrou nd checks shall consist of, at a minimum, the following: a. NCIC/FCIC criminal history check b. Fingerprint check thru FDLE and FBI c. Education verification 13.6 SELECTION PROCESS Page 2 of 6 d. Local records check e. CJSTC certificate verification f. Employment histo ry verification g. Personal reference check/s h. Neighborhood/neighbor check i. Driver license history j. Military service verification k. All social media digital footprint (Facebook, Twitter etc.) 5. At the discretion of the Chief of Pol ice, if too long a period of time has elapsed since the completion of the original background check, a second background check may be required. C. The department shall only consider an applicant for sworn officer employment that is in possession of a current Florida Criminal Justice Standards and Training certificate or enrolled in any law enforcement academy or D. The department may also consider someone for an academy sponsored employment paid by the Edgewood Police Department with the intention t hat the applicant complete the academy and obtain a Florida Criminal Justice Standards and Training certificate. The applicant may be subject to signing an employment contract. D. Original records of personnel hired by the department shall be maintained in the office of the Chief of Police. E. Applications, interview questionnaires and related paperwork of personnel not hired shall be maintained on the department computer network and kept in accordance with Florida Records Retention Guidelines. III. RECRUITMENT A. All department members tasked with recruitment activities shall be periodically trained in equal employment opportunity standards. B. All department members tasked with recruitment activities shall have a recruitment plan in place to develop racial, ethnic and gender diversity that includes the following: 1. A statement of objectives 2. An action plan designed to achieve the objectives 3. Annual evaluation of progress towards objectives 4. Updates or revisions as necessary. C. The Edgewood Police Department will advertise as an equal opportunity employer on all recruitment literature , posters, websites, social media, and employment applications. IV. SELECTION PROCESS A. The Edgewood Police Department shall provide equal opportunity for all to compete for employment. Standards and procedures shall be: 1. Job related and non -discriminatory 13.6 SELECTION PROCESS Page 3 of 6 2. Uniformly applied 3. In compliance with all applicable Statutes, laws rules and guidelines as promulgated by state, local and federal governmen ts or regulatory agencies B. All elements of the selection process shall be administered, scored and interpreted in the following uniform manner: a. Application Review -FCIC/ATMS/DAVID b. Oral Board or Peer Review Board c. Background Investigation, which includes: 1. Employment Background 2. Personal References 3. Neighborhood Background and/or Canvas 4. Verify Education/Training/Court Records d. Polygraph e. Conditional Offer of Employment f. Psychological Examination g. Medical Examination h. Dr ug Test i. Applicant Background Packet turned over to Chief of Police j. Final determination made for employment C. All components of the selection process shall be job related and non - discriminatory. D. To be eligible to become an officer an applicant must: 1. Be at least 19 years of age 2. Be a citizen of the United States 3. Not having been convicted or pled no contest (nolo contendere) of any felony or misdemeanor 4. Not have received a dishonorable or undesirable discharge from any of the Armed Forces of the United States 5. Have passed a physical examination by a licensed physician based upon specifications established by the Florida Criminal Justice Standards and Training commission 6. Be of good moral char acter 7. Have a driving record history acceptable to the department and its insurers 8. Have successfully completed the minimum standards course required by the Florida Police Standards Commission at time of employment 9. Have a high school d iploma or a G.E.D. E. The Chief of Police shall retain the absolute right to waive any requirements of the department selection process if he/she deems it to be in the best interests of the department. F. The department selection process shall