Policy Text
\n\n--- Page 1 ---\n\nGAINESVILLE POLICE DEPARTMENT
GAINESVILLE POLICE DEPARTMENT
GENERAL ORDER
TITLE ACCREDITATION
Selection of Personnel CALEA 31.4.1; 31.4.2; 31.4.3;
31.4.4.a.b.c; 31.4.5; 31.4.6.a.b.c.d;
31.5.1.a.b.c.d.e.f; 31.5.2; 31.5.3;
31.5.4; 31.5.5; 31.5.6; 31.5.7;
PROPONENT UNIT
PRIOR REVISIONS
Personnel Unit
12/18/19, 09/26/23, 02/28/24
ATTACHMENT: 1
NUMBER ISSUE DATE REVISION DATE TOTAL PAGES
32.1 07/01/98 07/10/2024 11
I. PURPOSE: This Order establishes a series of administrative practices and procedures for the
selection of personnel for all full-time and part-time entry-level positions [CALEA31.4.1].
II. POLICY: Because the selection process is vital in determining the operational effectiveness
of a law enforcement agency, the Gainesville Police Department shall develop an efficient,
effective, and fair process that results in the selection of individuals who, without regard to
race, gender, color, age, national origin, religion, or disability, possess the necessary skills,
knowledge, and abilities for the position sought.
III. PROCEDURE:
A. Screening and Selection: The Gainesville Police Department’s selection process for new
members shall be consistent with the policies of the City of Gainesville.
B. Minimum Qualifications for Police Officer:
1. Age: Applicants must be at least nineteen (19) years of age by the date of application.
2. Citizenship: Must be a United States citizen.
3. Military Service: Must possess proof of honorable discharge if applicant served in
the Armed Forces.
4. Education/Minimum Experience: The applicant must have one of the following:
i. Applicants must have a High School Diploma or GED. Applicant must include but
is not limited to:
ii. At least one year of work experience (cumulative), previous community
service/volunteer service will be considered in lieu of work experience.
5. Driver’s License/Driving History: Possession of a valid Florida driver’s license at
the time of employment, and an acceptable driving history.
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6. Drug Use History: Current lifestyle must be free of Cannabis (marijuana) use for 1
year before application. Current lifestyle must be free of illicit (other than cannabis)
drug use for the past 3 years.
7. Examination Process: Successful completion of each phase of the examination
process.
8. Background: The applicant must NOT have:
i. Been convicted of
a. Any felony or
b. Of a misdemeanor involving moral character, perjury or a false statement.
ii. ii. Received a dishonorable, less than dishonorable, or uncharacterized discharge
from any of the Armed Forces of the United States.
iii. Pled guilty or nolo contendere after July 1, 1981 to any felony, or to any
misdemeanor involving moral character, perjury or making a false statement.
iv. Found guilty of any felony or a misdemeanor involving perjury or false statement,
notwithstanding suspension of sentence or withholding of adjudication.
v. Pled nolo contendere to a misdemeanor involving a false statement, prior to
December 1, 1985 (unless their record was sealed or expunged).
vi. Been convicted in any court of a crime of domestic violence (precluding the
applicant, via Federal Statutes Omnibus Appropriations Act of 1996, from
possessing firearms).
C. Submission of Application for Police Officer: The City of Gainesville Human
Resources Department will accept applications for the position of police officer for the next
available scheduled testing date.
D. Minimum Documentation Required for Police Officer Applicants: The following
documents must be submitted during the initial screening phase:
1. Copy of high school diploma or GED certification.
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2. Proof of college education (official transcript and copy of certificate, if applicable).
3. Copy of birth certificate.
4. Copy of military discharge papers (DD-214 form, if applicable).
5. Copy of proof of any name change, if applicable.
6. Naturalization papers, if applicable.
7. Copy of social security card.
8. Copy of Driver’s License.
E. Entry-Level Police Officer Examination and Screening Process: The Department’s
Personnel Services Division is responsible for conducting the entry-level screening and
selection process for the positions of non-certified and certified police officer.
1. General Caveats:
i. Job-Relatedness: Elements of the selection process are based on only those
criteria or minimum qualifications related to the job, and will measure the
knowledge, skills, abilities, and traits necessary for success in the position. [CALEA
31.4.2]
ii. Uniform Testing: Elements of the selection process shall be administered,
scored, evaluated, and interpreted in a uniform manner within the job classification.
[CALEA 31.4.3]
iii. At the time applicants are invited to participate in the selection process, they will
be provided, in writing, a complete listing of the elements of the selection process,
to include the duration of the selection process and the agency’s policy on
reapplication. [CALEA 31.4.4.a.b.c]
iv. Records Security and Retention: To prevent disclosure of the contents, selection
materials are to be stored in a secure area within locked files when not being used.
[CALEA 31.4.6.b]
a. Records may include written examinations and other materials which, if
obtained by an applicant, would allow an unfair advantage during the selection
process.
b. Selection process materials shall be forwarded to the City’s Human Resource
Department at the conclusion of a process for storage and/or destruction in
accordance with Florida Public Records Law and City of Gainesville policy.
v. Notification of Unsuccessful Candidates: Candidates who are unsuccessful in
a single phase of the selection process (examination, physical abilities, interview,
background investigation, etc.) and are ineligible for employment shall be informed
in writing (normally within 30 days). [CALEA 31.4.5]
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2. Pre-Offer Screening Phases: The process is designed to measure dimensions,
attributes, characteristics, qualities, skills, abilities, or knowledge specific to an entry
level police officer. Each phase of the examination process must be successfully
completed in order to proceed to the next phase. At the conclusion of the selection
process the candidate’s performance on all portions will be considered. The following
phases of the selection process are conducted before a conditional offer of
employment is given. [CALEA 31.4.2]
i. Written Examination: The examination measures skills such as reading,
comprehension, and report writing, as well as observation and reasoning abilities
expected of an entry level officer.
a. Florida Basic Abilities Test (FBAT)
If an applicant is Florida Certified or currently enrolled in a Florida Police
Academy, the applicant will be excused from re-taking the Florida Basic
Abilities Test (FBAT).
b. Writing Sample: The writing sample is administered by the staff of the
Personnel Services Division. A FDLE certified Florida General Instructor
reviews and grades the candidates writing sample. [CALEA 31.4.3]
If an applicant has successfully taken either portion of the written test in the 24
months prior to the date of testing, the applicant will be excused from re-taking
that portion of the examination.
ii. Physical Ability Assessment: Applicants must successfully complete a physical
assessment that demonstrates their ability to perform a series of day to day
activities that could be encountered by a police officer:
The assessment is administered and timed by staff of the Personnel Services
Division. [CALEA 31.4.3] The physical ability assessment includes the following:
a. Manipulate a seat belt and exit a vehicle.
b. Negotiate fences (4 feet and 6 feet high).
c. Negotiate various terrains.
d. Climb through a window.
e. Drag a sled or a simulated person that weighs approximately 160 lbs.
f. Negotiate staggered obstacles.
g. Properly dry fire a firear