Policy Text
\n\n--- Page 1 ---\n\nGAINESVILLE POLICE DEPARTMENT
GENERAL ORDER
TITLE ACCREDITATION
Task Analysis and Job Classification CALEA Chapter 21
PRIOR REVISIONS
PROPONENT UNIT 12/01/98, 01/21/02,
05/19/18
Personnel Division
ATTACHMENT:
NUMBER ISSUE DATE REVISION DATE TOTAL PAGES
21.1 07/01/98 07/12/2022 3
I. PURPOSE: This Order establishes criteria and responsibility for (1) conducting job task
analyses, and (2) classifying jobs according to their responsibilities.
II. POLICY: To enable the Gainesville Police Department to efficiently assign personnel and
fairly compensate its members, the Department shall conduct periodic job task analyses and
then, in coordination with the City Human Resources Department, apply the results toward the
establishment of job categories that define each position’s qualifications, general duties, and
responsibilities.
III. PROCEDURE
A. The Department’s Personnel Services Division, in conjunction with the City’s Human
Resources Department, shall ensure that a job task analysis of all sworn employees is
periodically conducted and revised. [CALEA 21.1.1]
1. The analysis shall include:
i. The work behaviors (duties, responsibilities, functions, tasks, etc.);
[CALEA 21.1.1.a]
ii. The frequency at which these tasks are performed; [CALEA 21.1.1.b]
iii. How important (critical) each job skill, task, duty, etc., is. [CALEA
21.1.1.c]
iv. The job related skills, knowledge, and abilities needed to perform
the work behaviors effectively. [CALEA 21.1.1 d]
2. Report Quality: The report shall be conducted so that the resulting
data is specific, objective, valid and verifiable.
3. Records: The Personnel Services Division shall retain and file the results of
the study, as well as forward copies to the City Human Resources Department.
[CALEA 21.1.1]\n\n--- Page 2 ---\n\nGAINESVILLE POLICE DEPARTMENT
B. Job Classification: The City’s Human Resources Department, in conjunction with the
Department’s Personnel Services Division, shall develop a written job classification for
all sworn positions. [CALEA 21.2.1; 21.2.2]
1. Categorization: Based on the task analysis study (mentioned in section C1),
similar jobs (according to qualifications, duties, and responsibilities), shall be
consolidated and designated as a specific job classification. [CALEA 21.2.1.a]
2. Specifications: Each job classification shall be defined by title (e.g., officer,
corporal, sergeant) and specify the required duties, responsibilities, and
qualifications. [CALEA 21.2.1.b]
3. Compensation: In developing compensation for employees, the City and the
Department shall consider job classifications and their attendant responsibilities
as criteria. [CALEA 21.2.1.c]
4. Reclassification: Whenever the Chief or the Personnel Services Division
Commander becomes aware that the duties and responsibilities of a job or
position may have changed, the Personnel Services Division Commander shall
ensure that the position is evaluated to determine whether reclassification is
necessary. [CALEA 21.2.1.d]
i. Information regarding the need for job reclassification may be brought to
the attention of the Personnel Services Division from any bureau
commander.
ii. The Personnel Services Division will work in conjunction with Human
Resources to ensure that a timely change occurs.
iii. Job reclassifications resulting from these evaluations shall be noticed
to affected personnel within two weeks of the finalized change.
5. Review: At a minimum, job classifications should be reviewed in conjunction
with scheduled promotional processes.
C. Job Description: A documented review of job descriptions of all employees every four
years, to ensure job descriptions are current and made available to all personnel.
[CALEA 21.2.2]
1. Composition: The job descriptions shall include the requisite and pre-requisite
(if any) knowledge, skills, and abilities, as well as the duties, responsibilities, and
functions required of each job classification.
2. Distribution:
i. Job Acquisition/ Changes: The Personnel Services Division shall ensure
that each agency member, upon initial hire, or pursuant to an internal
transfer or promotion (into a different job classification), is reminded that a
copy of the job description regarding the job [class] to which they are
being assigned / reassigned is available for review. [CALEA 21.2.1]
2\n\n--- Page 3 ---\n\nGAINESVILLE POLICE DEPARTMENT
ii. Job Description Changes: The Personnel Services Division shall
monitor job descriptions of agency positions in order to identify when
significant changes are needed. Copies of the new versions shall be
forwarded to the affected personnel in a timely manner.
Significant changes are those that require additional action, training or
certification of the incumbent in order to continue to meet the
requirements of the job.
3. Access: Members shall have access to the job descriptions of sworn and non-
sworn positions of the Department. [CALEA 21.2.2]
Members may access the job descriptions at any time by looking in the City Wide
intranet, by contacting the GPD personnel unit, or City HR department.
If a member does not have computer access, he/she may contact a member with
access, the Personnel Services Division, or Human Resources for assistance.
4. The maintenance and updating of job descriptions shall be the responsibility of
the City Human Resources Department in conjunction with the Department’s
Personnel Services Division. [CALEA 21.1.1]
By Order of
Signed Original on File in the
Accreditation Section
Lonnie Scott Sr.
Acting Chief of Police
3