61740382.pdf

\n\n--- Page 1 ---\n\nGAINESVILLE POLICE DEPARTMENT GENERAL ORDER TITLE ACCREDITATION Administrative Police Officers CALEA 1.2.1 PRIOR REVISIONS 12/18/2019 PROPONENT UNIT Personnel Division ATTACHMENT: 0 NUMBER ISSUE DATE REVISION DATE TOTAL PAGES 22.11 12/09/1999 10/22/2024 6 I. PURPOSE: The purpose of this order is to establish guidelines to limit the impact when sworn Department members are unable to return to a regular duty status after a prescribed rehabilitative period, or after reaching the point of maximum medical improvement from either an occupational (job-related) or a non-occupational (non job-related) injury or illness and who are unable to perform the full range of duties (essential functions) within their job classifications. II. POLICY: It shall be the policy of this agency to target Department priorities by utilizing the skills and abilities of employees who are unable to perform the full range of duties within their job classifications, and who are unable to return to regular duty due to medical reasons. The Department shall consider each case, but has the right to limit the number of positions into which eligible personnel are placed. Placement shall only occur when it is in the best interest of the Department and the employee to do so and when a position is available in that job class. III. DEFINITIONS: A. Administrative Police Officer: A permanent position to which a sworn member (police officer, corporal, sergeant, or lieutenant) may be assigned, after being certified as eligible for the position, and after being approved for the position by the Human Resources Department and the Chief of Police. B. Marked Vehicle: For the purpose of this order, a marked vehicle is one which has decals, and/or any other external markings which identify it as a police vehicle. IV. PROCEDURE: A. Eligibility: The following eligibility requirements must be met for sworn members to apply for an Administrative Police Officer position. Due to following prerequisites this is not a lateral-entry position. Members must:\n\n--- Page 2 ---\n\nGAINESVILLE POLICE DEPARTMENT 1. Be a fully sworn member of the Gainesville Police Department for at least three (3) years. 2. Maintain certification as Law Enforcement Officers in the State of Florida. 3. Satisfactorily meet performance review (evaluation) standards. 4. Have reached the Point of Maximum Medical Improvement and be unable to return to an Unrestricted Duty status as a result of illness, injury or other condition, and, because of this, be subject to termination. 5. Be certified by the City's licensed physician and the City Nurse as having capabilities diminished to the extent that the employee can no longer perform the essential functions (tasks) required in the full application of the duties of their respective job class. 6. Face Termination from their classification as a certified police officer (corporal, sergeant, or lieutenant) due to their inability to resume performance of the essential functions of their job classification. B. Prioritization: Employees who apply for Administrative Police Officer positions shall be considered under the following priority system: 1. Line-Of-Duty: Employees who are injured or become ill in the line of duty receive priority over members injured or ill from a non-duty related situation. 2. Seniority: If members are similarly eligible due to their condition resulting from a duty- related incident, then the next factor considered will be the number of years with the Department. C. Application and Review Process: Applications for this position are limited to current Department employees. 1. Member’s Responsibility: Qualified employees interested in the position of Administrative Police Officer must submit to the Personnel Unit: i. An IOC stating their interest to be considered for the position; and ii. A completed City of Gainesville Employment Application Form; and iii. Gainesville Police Department’s Fitness For Return to Duty Certification Form. a The required medical forms must be completed by a licensed physician and reviewed by the City Occupational Health Nurse. 2\n\n--- Page 3 ---\n\nGAINESVILLE POLICE DEPARTMENT 2. Personnel Unit’s Responsibility: Upon receipt of the proper documentation, the Personnel Unit Commander will forward a Personnel Requisition to the Human Resources Department. 3. City Human Resource Department’s Responsibilities: Human Resources Department personnel will screen the applicants and forward the applications and the required documents to the Personnel Unit of the Police Department upon completion of the screening process. 4. Chief’s Review: The GPD Personnel Unit shall forward all application documents, as well as Performance Appraisals from the applicant's previous supervisor(s) to the Chief of Police for review. D. Selection: Selection will be made at the sole discretion of the Chief of Police after consideration of the criteria established in Section D.1. Upon the Chief’s decision, the Personnel Unit will forward the appropriate forms to the Human Resources Department requesting the employment of the selected applicant as an Administrative Police Officer. E. Probationary Period: Individuals employed as Administrative Police Officers must successfully complete a 12-month probationary period. Failure to successfully complete the probationary period will result in termination. F. Employee Rights and Privileges: Employees placed into the position of Administrative Police Officer shall have the same rights and privileges as any other sworn officer except as outlined herein and as may be otherwise provided in collective bargaining agreements. G. Explanation and Limitations on Benefits: 1. Termination From Current Job Classification: Regardless of subsequent consideration for placement in the position of Administrative Police Officer, members unable to return to full duty status due to their inability to perform the essential functions of the job will be terminated from their current position. 2. Maintaining Rank: There will be no guarantee of maintaining the rank previously held by a sworn member upon his/her employment as an Administrative Police Officer. 3. Assignment to a Ranked Position: If an individual possesses the skills required for an existing vacancy of a ranked assignment that may be filled by an Administrative Police Officer that person may be assigned at the discretion of the Chief of Police based on Department needs. 3\n\n--- Page 4 ---\n\nGAINESVILLE POLICE DEPARTMENT 4. Rank Dependent Upon Assignment: Administrative Police Officers assigned to perform the duties of a ranked officer will assume the respective rank for the duration of that assignment. 5. No Rights to Rank in APO Position: Employees given a ranked assignment will not have any rights to the position and will have their pay and rank adjusted upon change of their duty assignment which change shall be at the sole discretion of the Chief of Police. Changes in assignments/ ranks are not subject to any grievance procedure. 6. Pay: Upon employment in the APO job class, the pay of the respective employee shall be adjusted to the pay of Administrative Police Officer. i. The salary ranges for personnel assigned as Administrative Police Officers shall be reduced by 15 % for the rank of the position to which a member is assigned. ii. The salary ranges shall start at 15% less than the minimum pay for the respective position, and top at 15% less than the maximum pay for the respective position. H. Allocation of Positions: The number of positions budgeted for Administrative Police Officer shall be limited to three. If all three positions are filled, the number of authorized (budgeted) positions may be adjusted upward with the approval of the Chief of Police and the City Manager / City Commission. I. Duty Assignments: The Chief of Police or designee will decide the location and duration of all Administrative Police Officer assignments. 1. Administrative police officer assignme