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ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER Effective Date: December 19, 2017  Amends - GO 4.6.2 (May 7, 2010 ) Number: 4.6.2 Distribution: All Personnel Review Month: November Reviewing Authority: HRD / Employee and Labor Relations Subject: Career Development This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of this policy is to provide employees with opportunities for career growth, development and enhancement. 2. Policy It shall be the policy of the agency to provide career development options designed to enhance the opportunity for all personnel to achieve career goals. 3. Definitions A. Career Development - a process utilized to provide opportunities for employee growth, development and enhancement as well as organizational benefits including enhanced performance, reduced turnover and increased minority representation at all levels. B. Cross Training - Agency program in which employees participate in on the job learning which i nvolves working with another employee to learn the aspects related to a particular job and organization. While participating in a cross -training program, employees train while under the direct supervision or in the company of and under the direct control o f another full -time employee in the Section or Unit. C. Job Shadowing - Opportunity to learn and work in a job within the agency while maintaining regular job responsibilities. 4. Procedures A. Career development promotes and encourages growth, development, professionalism, and increases an employee's potential for individual success. Career development assistance will be provided to all employees through sources including, but not limited to: 1. In-service training 2. Transfer to Specialty Units 4.6.2, Page 2 of 7 3. Cross t raining or job shadow ing programs 4. Educational assistance program 5. Feedback on performance during Transfer Review Board and promotional processes 6. Salary incentives program 7. Promotional process 8. Master Deputy program B. In-Service Training 1. All sworn personnel shall complete in -service training annually , to include legal updates . The agency shall provide a variety of training opportunities through the Training Section, local technical schools, seminars, colleges, and academies. In -service tr aining opportunities will be posted in Lawson . Courses in specialty areas will be provided through the Training Section or local learning institutions. Employees interested in specific in -service training not found in postings shall contact the Training Section for additional information. 2. In-service skill development training will be provided immediately prior to or following promotions of sworn and civilian supervisors and managers. The Training Section shall provide the training or necessary resour ces to obtain the training and shall publish a list for posting of the available training courses. 3. Mandatory in -service training programs will be utilized to train or refresh personnel on the duties and responsibilities of jobs currently being performe d and to enhance the basic skills of all personnel. Refer to GO 18.1. 3 for additional in -service training information. 4. Supervisors shall encourage personnel to compete for specialized assignments and submit requests for specialized training courses based on performance goals mutually agreed to during the performance appraisal process. Personnel assigned to specialized positions will be provided with the appropriate training opportuniti es to enhance the skills, knowledge and abilities used in the performance of the duties of that assignment. Refer to GO 18.1. 3 for additional specialized assignment training. 5. Mandatory in-service training for supervisory and management personnel will be provided annually by the Training Section. 6. The Training Section shall maintain a record of all training, schools, seminars, workshops and conferences attended by participants. The Training Section and the Career Development Unit shall maintain reference 4.6.2, Page 3 of 7 materials of schools, academies, colleges, universities and any other sources where employees may receive specialized training or advanced education. These resources will be inventor ied annually and will include the address, phone number and contact person. Resources available electronically may be posted on the agency portal. C. Transfer to Specialty Units 1. All personnel shall complete a one year probationary period before becoming eligible for transfer. Eligibility criteria for positions will be provided by Vacancy Postings, or may be obtained from HRD. These transfer procedures are outlined in GO 4.4.3. 2. Non-sworn personnel may compete for a variety of support functions upon completion of their probationary period and fulfillment of their employment agreement, in accordance with GO 4.4.3. 3. Depu ties may apply for specialty areas after successfully completing FTEP Phase I, II, and III and meeting the criteria listed on the individual vacancy postings. Deputies assigned to Court Services cannot apply to Specialty Unit s with the except ions that are provided in GO 4.4.3. Court Security Deputies (CSD’s) who are approved to become Deputy Sheriff’s must successfully complete all phases of FTEP and serve a total of two (2) years of conti nuous employment in UPD before applying to specialty units. 4. Personnel interested in developing skills to work in other areas of the agency shall contact Human Resources to determine the eligibility criteria and whether a vacancy exists. Personnel are encouraged to contact supervisors and other employees to gain a better understanding of duties and skills involved in other jobs or assignments. D