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ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER Effective Date: July 3, 2025  Amends - GO 4.4.4 (August 8, 2014 ) Number: 4.4.4 Distribution: All Personnel Review Month: February Reviewing Authority: HRD / Recruiting and Background Subject: Recruitment This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The Orange County Sheriff's Office is committed to employing the best qualified candidates while engaging in recruitment and selection practices that comply with all applicable employment laws. 2. Policy An active, systematic, positive, and fair recruitment program enables the agency to hire a qualified and diverse workforce . The agency is an Equal Employment Opportunity employer , and it is the policy of the Orange County Sheriff’s Office to provide equal employment opportunity to all applicants and employees . 3. Definitions A. Americans with Disabilities Act - federal legislation that prevents discrimination based on physical or mental impairment. B. Equal Employment Opportunity - the provision of equitable opportunities for employment and conditions of employment to all employees regardless of race, color, religion, sex (including pr egnancy, sexual orientation, or transgender status), national origin, age (40 or older) , disability and genetic information (including family medical history). C. Job Analysis - a systematic examination and definition of a job in terms of its component d uties, tasks, elements, knowledge, skill s, abilities , and other characteristics. 4. Procedures A. Administrative Practices and Procedures 1. An active, systematic, positive, and fair recruitment program will be initiated, maintained, and assessed to attract qualified and diverse applicants for actual or forecasted vacancies . A recruitment plan will outline steps to achieve the goals of a diverse workforce composition in approximate proportion to the availabl e workforce in the agency’s service community . 4.4.4 , Page 2 of 3 2. The recruitment plan will be managed and tracked by Human Resources with the support of agency recruiters and support staff. The recruitment plan purposely involves the support and involvement of the entire agency in all critical activities. 3. An annual analysis of the recrui tment plan will be conducted to assess progress toward stated objectives, incorporate necessary revisions, and analyze demographic data of agency personnel. 4. Minority personnel, who are fluent in the community's languages and aware of the cultural envi ronment, will be actively included in recruitment activities whenever possible. 5. Human Resources recruiters and other agency employees assigned to support recruitment activities will be knowledgeable in personnel matters, especially Equal Employment O pportunity (EEO) , Americans with Disabilities Act (ADA) . Recruiters shall undergo a training program that provides knowledge and skills in the following areas: a. Agency recruitment needs and goals. b. Agency career opportunities, compensation, benefits, a nd training. c. Relevant ADA, EEO and other related law s, regulations, and guidelines. d. The community, including demographic data and relevant organizations and educational institutions. e. Cultural diversity awareness. f. Agency candidate tracking and record keeping procedures. g. Agency selection procedures and candidate qualification requirements. 6. Written job analysis inform and support effective recruitment strategies and procedures. Candidates who meet or exceed the job requirement s are actively recruited. Recruitment p rerequisite s include clearly documented and validated criteria such as knowledge, skills, abilities, education, training, experience, personality traits , interests, and other relevant job -related qualifications. 7. Employees are encouraged to refer highly qualified candidates for positions available within the agency. All referrals and letters of recommendation must be in writing and should be sent to Human Resources/Recruiting for inclusion in the applicant’s file. B. Community Engagement 1. Agency participation in community events and the development of relationships with influential community leaders and groups are strongly encouraged. Community engagement initiatives should foster meaningful connections between agency members and potential candidates, helping to build trust and strengthen relationships , ultimately supporting the recruitment of a diverse workforce that reflects the community it serves. 4.4.4 , Page 3 of 3 2. To reach qualified candidates, job opp ortunities should be shared through community organizations that regularly interact with potential applicants.