Policy Text
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GGEENNEERRAALL OORRDDEERR 33..44
TITLE: Personnel Selection Process
INDEXING: Personnel Selection Process, Hiring Standards, Qualification Standards, Re-Hiring
Standards, Fit Force Law Enforcement Physical Fitness Norms, Tattoo Regulations
ISSUED: 10/20/95 REVISED: 01/15/2026 RESCINDS: 11/16/2023
C.A.L.E.A. STANDARDS: 31,33 PAGES: 7
CONTENTS
This order contains the following numbered sections:
I. Qualifications V. Physical agility assessment
II. Selection Process VI. Tattoo Regulations
III. Rejection of applicants for drug use VII. Rejection of applicants for other reasons
IV. Rejection of applicants for driving history VIII. Re-hiring standards
IX. Hiring Previously Sworn Candidates
PURPOSE
The purpose of this general order is to outline the requirements for hire as an employee of the Fort Myers
Police Department, and the process to be followed in determining those persons fit for employment by
this agency.
SCOPE
These procedures shall apply to all Fort Myers Police Department personnel.
POLICY
It is the policy of the Fort Myers Police Department to hire only the most qualified individuals for any
vacant position within the department. The police department will follow the standards set out in Florida
State Statute 943.13 for the hiring of police officers. The Fort Myers Police Department will afford equal
opportunity to every applicant regardless of race, creed, color, religion, sex, national origin, age, or
physical impairment.
SECTION I: QUALIFICATIONS
Applicants for all positions must possess the minimum qualifications as defined by the appropriate job
description. Job descriptions are written by the City of Fort Myers Human Resources Department in
conjunction with police department staff.
SECTION II: SELECTION PROCESS
(refer to the applicable Notification of Selection Elements document)
A. Selection Process: All elements and activities of the selection process for full-time and part-time
positions are job related. All elements of the process are described in the applicable
“Notification of Selection Elements” document that is provided to each candidate, in writing, at
the time of PHQ issuance. (C.A.L.E.A. 31.4.1, 31.4.2, 31.4.4, 31.4.7)
G.O. 3.4 Personnel Selection Process 1 o f 7 01/15/2026\n\n--- Page 2 ---\n\nAll elements of the selection process shall be administered, evaluated, interpreted, and scored
in a uniform manner within the job classification and maintained within the NeoGov system.
(C.A.L.E.A. 31.4.3)
B. Applying for a Vacant Position: Each prospective employee must submit an online application
via the City of Fort Myers Human Resources website.
C. Background Investigations: Background investigations will be conducted on candidates
selected. Personnel used to conduct background investigations are trained in the collection of
required information.
D. Fingerprints: Properly executed electronic fingerprints shall be obtained from all applicants for
the purpose of obtaining a fingerprint-based record check. Fingerprints will be kept on file with
the Florida Department of Law Enforcement (FDLE) and the Federal Bureau of Investigation
(FBI) for the duration of employment. Fingerprints will be automatically enrolled in the National
Rap Back Service, which will provide the agency with notification on triggering events including;
criminal arrests, want additions/deletions, sexual offender registry additions/deletions and death
notices. A signed Applicant/Contractor/Vendor Notification and Acknowledgement form will be
signed by applicants prior to be fingerprinted. Signed acknowledgement forms will be retained in
the applicant’s background investigation file. Retained fingerprints will be validated on a yearly
basis to ensure that fingerprints have been removed for separated members.
https://powerdms.com/link/FMPOLICE/document/?id=2846148
E. Polygraphs and Psychological Examinations: Polygraph examinations are administered and
evaluated by personnel certified in these procedures. Psychological fitness examinations are
conducted and assessed by qualified professionals. (C.A.L.E.A. 31.5.4, 31.5.7)
Polygraphs and psychological examinations are administered to applicants in accordance with
the applicable job description. The record of these examinations shall be maintained in a
separate file apart from other records and shall be maintained in accordance with state law.
Candidates must score an “A”, “B”, or “C” or a rating of 3.74 or lower (depending on which
examination is administered) on the psychological examination in order to be considered for a
position.
F. Ineligible Candidates: All candidates deemed to be ineligible for selection by the police
department for the failure of any portion of the process shall be informed in writing of the failure
and their subsequent removal from the process.
(C.A.L.E.A. 31.4.5)
G. Retention and Disposition of Records: The retention of background information, medical, and
psychological fitness examinations and the disposition of records of candidates not selected for
a position shall be maintained in accordance with Florida Department of State General Records
Schedules, GS1-SL and S2. Those records meeting the criteria for disposal shall be properly
disposed to prevent disclosure of the information therein. (C.A.L.E.A. 31.4.6)
H. Storage of Records: Selection materials shall be stored in a secure file cabinet. Files of
candidates currently in the process shall not be left unattended, unless secured in a locked
office. (C.A.L.E.A. 31.4.6)
SECTION III: REJECTION OF APPLICANTS FOR DRUG USE
NOTE: For this section, “used” is defined as trying, testing, experimenting, tasting, smoking,
injecting, sniffing, or inhaling.
A. REJECTION OF APPLICANTS FOR DRUG USE: Applicants shall be disqualified from the
selection process for the unlawful use or possession of any drug at any time of employment
G.O. 3.4 Personnel Selection Process 2 o f 7 01/15/2026\n\n--- Page 3 ---\n\nwhile employed with a law enforcement agency, in a prosecutorial position, and/or employed in
any position similar to that defined by the City of Fort Myers as a mandatory-testing position.
B. Marijuana/Steroid Use: Applicants with unlawful use or possession of marijuana, or anabolic
steroids or their derivatives within the past one (1) year from date of application will be
disqualified.
C. Used, tried, tasted, experimented with, or possessed any other illegal controlled substance
classified as a Schedule I substance, or Schedule II substance as enumerated in Florida Statute
893.03. Limited, experimental use of such substances in excess of five (5) years ago may be
accepted at the sole discretion of the Chief of Police.
D. Felony Drug Use: Applicants with unlawful use, drug sale/delivery, or possession at any time,
will be disqualified for the following:
1. Heroin
2. Crack Cocaine
3. Methamphetamine
4. Fentanyl
5. Phencyclidine (PCP)
6. Lysergic acid diethylamide (LSD)
7. Opium, or its derivatives/synthetics
8. Fraudulent use of prescriptions to obtain narcotics
9. Used or possessed Bath Salts (after January 26, 2011) or Synthetic Cannabinoids
i.e., Incense/Spice/K2 or any of its analogs (after July 1, 2011)
E. Any sale, distribution, possession with intent to distribute any illegal substance to include
prescription medication and/or conspiracy to commit any of the aforementioned will deem the
candidate ineligible for hire.
F. Illegal drug crimes committed as a juvenile “may” be reviewed by the Chief of Police on a case-
by-case basis.
G. No issue of refusing to submit to any legal request for employee drug or alcohol testing at any
time, such as “for cause/reasonable suspicion” testing, random testing, or applicant testing.
SECTION IV: REJECTION OF APPLICANTS FOR DRIVING HISTORY
A. Operating City Vehicles: All positions that require the operation of a city vehicle will include the
requirement in the appropriate job description. In accordance with the City of Fort Myers Safet