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ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER Effective Date: July 3, 2025  Amends - GO 4.4.8 (August 8, 2014 ) Number : 4.4.8 Distribution: All Personnel Review Month: March Reviewing Authority: HRD / Recruiting and Background Subject: Selection This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of this policy is to establish procedures for the recruitment and selection of employees through a valid and fair selection process. 2. Policy It shall be the policy of the agency to identify and employ those individuals who possess the knowledge, skills, abilities, and other characteristics necessary to achieve job performance requirements. 3. Definitions A. Adverse Impact - a substantially different rate of selection in hiring, promotion, or other employment decision to the disadvantage of members of a protected class as defined in GO 4.4.4 . B. Construct Validity - justification of a component of the selection process by showing that it measures a characteristic or trait believed to be important to s uccessful job performance; must be demonstrated by statistical data. C. Content Validity - justification of a component of the selection process by showing that it measures a significant part of the job; must be demonstrated in reference to the relevant j ob analysis. D. Criterion -Related Validity - justification of a component of the selection process by showing that it is predictive or correlated with important elements of the job; must be demonstrated by statistical data. E. Cut-Off Score/Passing Point - numerical result of a valid and useful test or examination used to determine minimum eligibility. Minimum c ut-off score for the selection review board is 27. F. Physical Assessment Test (PAT) - an assessment for sponsorship recruit candidates using various tasks to determine if a person’s physical abilities meet certain desired levels as described in policy. 4.4.8 , Page 2 of 6 G. Utility - assessment of the practical value of a component of the selection process based upon a consideration of validity, selection/appointment ratio, the number of candidates to be selected, and the nature of the job. H. Validity - proof through statistical data or relationship to the relevant job analysis that a given component of the selection process is job related eithe r by predicting a candidate's job performance or by detecting important aspects of the work behavior related to the position. 4. Procedures A. The Human Resources Division Commander shall administer the agency's selection program. B. The Human Resources Division Commander shall confirm that SO 63 “Selection” describes all components of the selection process and shall include a copy of all relevant selection materials including those eleme nts administered by other organizations. C. The selection process will be administered, scored, evaluated, and interpreted in a uniform or standardized manner. D. All components of the selection process will be valid and avoid adverse impact, regardless of whether the components are administered or provided in -house or by a private sector organization or vendor. E. Validation research will meet both professional and legal requirements. F. Utility will be demonstrated by showing the practical value of a n element of the selection process. G. Fairness will be demonstrated by showing that the element of the selection process results in the least amount of adverse impact (without unacceptable administrative or cost burdens, or loss of validity) when compare d to other possible component measures. H. Adverse impact will be assessed for each selection component and the selection process as a whole. At least two approaches will be used to assess adverse impact; comparison of agency minority and majority popula tion statistics to those of the relevant surrounding community and comparison of minority and majority applicant flow statistics. I. Written tests may be part of the selection process and will be documented as having validity, utility and a minimum adverse impact. J. Administrative Practices and Procedures 1. For any positions that require a specialist, a manager, or an administrator, the agency may seek an individual from outside the agency. The selection criteria for outside individuals will be the same as for inside personnel 4.4.8 , Page 3 of 6 seeking to attain the position. When qualified personnel are available both within and outside the agency, the selection decision should be made in favor of agency personnel. 2. Lateral transfer procedures and policy for both sworn and non-sworn personnel are detailed in GO 4.4.2. 3. The agency shall allow re -application, re -testing, and re -evaluation of candidates not employed on a previous attempt(s) provided that nothing in the candidate's history indicates they are unfit for employment. a. Depending on the reason the applicant is n ot selected, t he applicant may be required to wait one year before being able to re -apply, re -test or be re -evaluated, provided a vacancy exists at that time. b. Applicants may be required to complete the full testing and evaluation process with each reapp lication, depending on the time elapsed since their last attempt. 4. Candidates rejected for employment will be informed by e-mail within 30 calendar days of such decision. 5. Once the formal application is received, screened candidates will be informed, by email , of their continued consideration . The job posting will list all eleme nts of the selection process and all job -relevant testing and other processing requirements