60764437.pdf

\n\n--- Page 1 ---\n\nFFOORRTT MMYYEERRSS PPOOLLIICCEE DDEEPPAARRTTMMEENNTT GGEENNEERRAALL OORRDDEERR 33..11 TITLE: Recruitment Program INDEXING: Affirmative Action; Recruitment Process ISSUED: 09/01/95 REVISED: 02/26/2022 RESCINDS: 01/06/2022 C.A.L.E.A. STANDARDS: 31 C.F.A. STANDARDS: PAGES: 6 CONTENTS This general order contains the following numbered sections: I. Authority and Responsibility IV. Job Announcements and Publicity II. Recruiting Resources V. Application Process III. Affirmative Action and E.E.O. PURPOSE The purpose of this general order is to establish guidelines for the recruitment program for the Fort Myers Police Department. POLICY The recruitment program is designed to attract qualified applicants for actual or forecasted vacancies with the Department. The Fort Myers Police Department will actively participate in the recruitment program. (CALEA 31.1.1) SCOPE These procedures shall apply to all Fort Myers Police Department personnel. SECTION I: A. Authority and Responsibility: The Administrative Deputy Chief and the Public Safety Recruitment Manager shall have the authority and responsibility to administrate the recruitment program working directly with the City of Fort Myers Human Resources Department. B. Recruitment Unit: Members of the Department will be assigned on an as needed basis to participate in the recruiting program. Each member of the unit will be familiar with the following: (CALEA 31.1.2) 1. Department needs and commitments 2. Departmental career opportunities 3. Salaries, benefits, and training 4. Federal and state compliance guidelines 5. Community needs including demographics, cultural diversity, ethnic groups, and language barriers 6. Equal employment opportunities 7. Cultural awareness 8. Disqualifying characteristics In addition, members will be trained in the following: G.O. 3.1 Recruitment Program 1 o f 6 02/26/2022\n\n--- Page 2 ---\n\n1. The recruiting and hiring process for the City of Fort Myers to include equal employment opportunities 2. How to conduct a background investigation 3. Submission of state documents SECTION II: RECRUITING RESOURCES A. Recruiting Resources: The following have been identified as resources for the recruitment of personnel: (CALEA 31.3.2) 1. Civic and/or academic organizations: Local civic and/or academic organizations and key community leaders will be encouraged to provide recruitment assistance, referrals, and advice to the Department. To facilitate this relationship, the City of Fort Myers Human Resources Department will send copies of job announcements to designated community organizations for posting. A listing of these organizations is maintained by the city Human Resources Department. 2. Schools: Members of the recruiting unit will periodically visit colleges and/or universities to recruit qualified applicants. 3. Job Fairs: The recruiting unit will attend local job fairs, set up a display regarding employment opportunities, and answer any questions. 4. Student Intern Program: The Department has established a student intern program as a method for enhancing the educational experience of students majoring in criminal justice or a related field. The program is open to all qualified college students in these fields. (See G.O. 3.3 Internship Program) SECTION III: AFFIRMATIVE ACTION AND EQUAL EMPLOYMENT OPPORTUNITY A. Equal Employment Opportunity: It is the policy of the Fort Myers Police Department to recruit, to advertise for, and to hire employees without regard to race, color, religion, sex including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. Further, it is the policy of the Fort Myers Police Department to treat all persons equally with respect to all employment practices including recruitment, selection, promotion, demotion, assignment, leaves, rate of pay, fringe benefits, and performance evaluations. (CALEA 31.2.3) All employment procedures of the Fort Myers Police Department shall conform to the above stated policy on Equal Employment Opportunity. The Department is committed to the concept of equal employment opportunity. To affirm this commitment, it is the policy of the Department to: 1. Prohibit discrimination in employment, employee development or employment advancement because of religious or political opinions or affiliations, race, color, national origin, sex, age, physical handicap, or other non-merit factors (except where such factor is a bona fide occupational qualification or required by state and/or federal law). 2. Ensure equal employment opportunity for all persons based on their qualifications when seeking employment and on the basis of their merit and fitness when employed. G.O. 3.1 Recruitment Program 2 o f 6 02/26/2022\n\n--- Page 3 ---\n\n3. Promote and achieve equal employment opportunity through the development and continued administration of an Affirmative Action Program as follows: a. A tool for implementing programs for hiring minorities and women. b. A means for setting goals, and for measuring the success or failure in reaching such goals. c. Conscious, deliberate and result oriented programs which will accelerate the utilizations and development of any previously under-utilized human resources. 4. Inform all employees of the police department, as well as employee associations and labor organizations, employment agencies and other organizations, dealing with the department of this policy. B. The Affirmative Action/Equal Employment Opportunity Plan will include all employment practices, including, but not limited to, recruiting, selection, placement, transfer, promotion, training, compensation, benefits, layoffs, and terminations. C. Duties and Responsibilities: 1. The Chief of Police will have the overall responsibility for assuring that all employees are afforded an equal employment opportunity. The Chief of Police is responsible for providing general affirmative action policy direction. 2. The Administrative Deputy Chief shall be responsible for: a. Developing policy statements, affirmative action programs and methods of internal and external communications; b. Assisting in identifying problem areas and in arriving at solutions; c. Designing and implementing audit and reporting systems to measure the effectiveness of the department’s program. Indicate the need for remedial action and determine the degree to which the department’s objectives are being met. d. Serving as liaison and maintaining contact between the police department, the city human resources department, minority organizations, and community action groups. e. Conducting employee training, with the assistance of the Training Section, on affirmative action/equal employment opportunity policies and methods. D. Recruitment Plan: The Administrative Deputy Chief and the Public Safety Recruitment Manager shall establish a recruitment plan for full-time sworn personnel. The plan shall outline agency steps to achieve the goal of an ethnic, racial and gender workforce composition in the sworn law enforcement ranks in approximate proportion to the makeup of the available workforce in the service community. The recruitment plan shall include the following (CALEA 31.2.1a,b,c): a. Statement of objectives; b. Plan of action designed to achieve the objectives; and c. Identify employees responsible for recruitment plan administration. G.O. 3.1 Recruitment Program 3 o f 6 02/26/2022\n\n--- Page 4 ---\n\nE. Recruitment: Recruitment is a critical link to a fair employment program. The Administrative Deputy Chief and the Public Safety Recruitment Manager are given the responsibility for developing a recruitment program specifically designed to locate and motivate applicants for employment from minority groups. 1. Job announcements will be posted in public facilities such as recreation centers, public swimming areas, city buildings, and other appropriate places that will offer wide exposure to target recruitment goals.