Policy Text
\n\n--- Page 1 ---\n\nGAINESVILLE POLICE DEPARTMENT
GENERAL ORDER
TITLE ACCREDITATION
Promotions CALEA Chapter 34
PRIOR REVISIONS
03/31/06, 05/01/08,
PROPONENT UNIT
01/07/09, 04/01/11,
Personnel Unit
02/29/12, 01/03/18
ATTACHMENT: 0
NUMBER ISSUE DATE REVISION DATE TOTAL PAGES
34.1 07/01/98 07/12/2022 4
I. PURPOSE: This Order establishes guidelines for the administration of This Order establishes guidelines for
the administration of the promotional process for specified sworn personnel process for specified sworn
personnel.
II. POLICY: The Gainesville Police Department shall establish standards designed to ensure a fair selection
process for assessing and promoting the best candidates without regard to age, sex, race, color, religion,
national origin, political affiliation, disability, marital status, sexual orientation, gender identity or membership or
non-membership in a union. If at any time this Order conflicts with Federal or State law, City or County
ordinances, or collective bargaining agreements, then such applicable law, ordinance, rule, or agreement shall
take precedence.
III. PROCEDURE:
A. Identifying and Developing the Process: The Gainesville Police Department Professional
Standards and Support Services Bureau shall manage and administer promotional processes for
qualified members in consultation with the City’s Human Resources Department. [CALEA 34.1.1]
1. The Professional Standards and Support Services Bureau Commander shall assign
responsibility for facilitating specific promotional processes. Generally, the Personnel Services
Division Commander will be responsible for facilitating selection processes unless he/she is
eligible to participate in the process. The selection process facilitator shall be responsible for:
[CALEA 34.1.1]
i. Developing or contracting for the promotional process;
ii. Announcing and administering the promotional process and all its elements;
iii. Calculating and/or posting the results of the process;
iv. Developing an eligibility list of candidates who successfully complete the process.
2. Elements used to evaluate candidates for promotion will be designed to measure dimensions,
attributes, characteristics, qualities, skills, abilities, or knowledge, specified in the written job
analysis. The elements shall be job-related and non-discriminatory. [CALEA 34.1.3]
The Department will ensure that the assessment instruments are legally sound and
defensible. Outside professional assistance may be utilized by the selection process
facilitator with the approval of the Chief of Police. [CALEA 34.1.2.c]\n\n--- Page 2 ---\n\nGAINESVILLE POLICE DEPARTMENT
3. The Chief of Police shall approve each promotional process prior to its being announced.
B. Promotional Process Criteria: Employees desiring to participate in the promotional process are
eligible to apply for the respective promotional process if they meet the minimum requirements on the
first day of the scheduled selection process as agreed upon by the respective bargaining unit and the
City. [CALEA 34.1.5.c]
C. Promotional Process Administration: The Department may, when necessary, provide a promotional
process on an annual basis, and may address one or more ranks at a time.
1. Announcement: The Department shall announce, via e-mail, any upcoming promotional
process. Announcements should be made at least 30 days in advance of the process, and
shall:[CALEA 34.1.4]
i. Be emailed to all potentially eligible members of the Department;
ii.Describe the positions (ranks) for which the promotional process is being conducted;
iii. Describe the eligibility requirements for participation;
iv. Describe the method of, and requirements for employees to apply to participate in
the promotional process;
v. Provide deadlines for application submission;
vi. Include a schedule of dates, times and locations of all elements/phases of the
process.
vii. Include the methods of examination (written test, oral board, assessment center, etc.)
to be included in the process; [CALEA 34.1.2.b]
viii. Identify ‘cut-off’ scores or pass/fail requirements for each component of the process,
and/or numerical weight given to each component;
ix. Identify the applicable study/reference material;
x. A description of the process to be used in selecting members for the vacancies
2. Application: Eligible members shall apply to participate as indicated in the official
promotional process announcement(s), and shall furnish all requested information within the
identified deadline.
3. Examination Components: The selection process facilitator shall be responsible for
identifying the components to be used in a selection process prior to the official announcement
of the process. The selection process for corporals and sergeants may utilize written
examinations, oral examinations, and/or assessment centers to assess the requisite job
knowledge, skills and abilities for the position(s) being tested. [CALEA 34.1.3] Numerical
weights are not assigned to the eligibility and examination requirements. [CALEA 34.1.5.a]
The composition of an oral examination board, if utilized, will be based upon the applicable
collective bargaining agreement. [CALEA 34.1.2.d]
The promotional process for lieutenants and above, may utilize any reasonable instrument that
properly assesses the requisite job knowledge, skills and abilities for the position(s) being
tested.
2\n\n--- Page 3 ---\n\nGAINESVILLE POLICE DEPARTMENT
4. Successful Completion: Candidates must successfully complete all identified components
and/or testing phases in the promotional process in order to be placed on an eligibility list.
5. Review/Appeal: The review/appeal of any part of a promotional process shall be governed
by the applicable collective bargaining agreement. [CALEA 34.1.2.e]
6. Reapplication: Should a member wish to reapply him/her, if eligible, may apply once the
eligibility list has expired and a new promotional process has been announced. [CALEA
34.1.2.f]
D. Eligibility List: Members’ eligibility must be certified in writing by the testing entity.
1. Assessment Instrument: Successful candidates shall be placed on an ranked eligibility list
based on the candidates scores, determined by the promotional process. The Department may
employ additional analysis/instruments to assist the Chief in his/her selection. [CALEA 34.1.5.b
2. Duration: The duration of an eligibility list, to begin when the list is posted, is determined by:
Corporal/Sergeant/Lieutenant: A period of time agreed upon by the respective bargaining unit
and the City. If the respective collective bargaining agreement does not include the time period,
it shall be identified in the official announcement. If the duration is not identified as outlined
above, the eligibility list shall be for a period of two (2) years. [CALEA 34.1.5.d]
DI. Selection Process from the Eligibility List for Promotion: Before promotion vacancies are filled,
members on the eligibility list shall be further assessed via the following process: [CALEA 34.1.2.a]
and [CALEA 34.1.5.e]
1. Selection System: A profile will be prepared by the Personnel Services Division for each
candidate on the eligibility list. The profile will at a minimum provide information for the following
areas:
i. Education
ii.Law Enforcement Work Experience
iii. Training
iv. Internal Affairs History
v. Community Involvement
vi. Supervisor Review
vii. Peer Review
viii. Subordinate Review, if applicable
2. Selection Meeting: The Chief will review the profiles and evaluate each candidate based upon
his/her past performance and his/her assessment that the candidate to be selected would be the
best selection to further the Police Department’s Mission.
3. Final Selection: The final selections for promotion shall be made and announced by the Chief
of Police.
DII. Probation: Any sworn employee who is promoted to a higher rank shall be on probation in that rank
for a period of one year from the date of promotion. [CALEA 34.1.6]
1. An employee removed during the probat