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ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER Effective Date: September 24, 2022  Amends - GO 4.6.15 (October 5, 2019 ) Number: 4.6.15 Distribution: All Personnel Review Month: January Reviewing Authority: SSD / Quality Assurance Subject: Personnel Allocation And Distribution This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of this policy is to determine the number of personnel required to meet the law enforcement mission and provide for the effective use of personnel. 2. Policy It shall be the policy of the agency to allocate and distribute personnel to organizational components in accordance with documented workload assessments conducted at least once every four (4) years . 3. Definitions A. Annual – reports which are completed once each year . B. Incident - an event which requires law enforcement action or the dispatching of employees in response to citizen requests for law enforcement services, whether criminal or non -criminal. C. Operational Division - a division which has primary functions in field operations. D. Specialized Assignment - an assignment often characterized by increased levels of responsibility and utilization of specialized training, but within a given posi tion classification; a specialized assignment may involve higher pay or additional benefits. E. Temporal - enduring a short time; short -lived. F. Workload - the sum total of incidents and other measurable activities occurring within a given area or time period . 4. Procedures A. New Authorized/Budgeted Positions During annual budget preparation, managers shall j ustify new personnel requests. The Sheriff and/or his designee(s), along with the Comptroller, shall review all new 4.6.15, Page 2 of 3 personnel requests. The final budget proposal shall then be presented to the Orange County Mayor and County staff for consideration. Each fiscal year, the Sheriff or designee provides Human Resources Division (HRD) with the new approved position(s) authorization via a memo. This memo includes each new job title, job assignment location, along with the time frame to fill the position. B. Attritional Positions Positions are replaced by internal or external candidate s through attrition (e.g., resignation, retirement, death, and termination ). C. Staffing 1. Authorized/Budgeted levels will not change without approval from the Sheriff or designee. If a change is made during the fiscal year, the Sheriff or designee shall forward a Personnel Change Form (PCF) to HRD to modify the database. HRD shall monitor the number of personnel employed in each job title and division. 2. HRD Personnel Services shall monitor and verify accuracy in staffing allocation numbers on a re gular basis. 3. HRD shall complete a Staffing Report which will identify authorized positions, overall assignments and indicate which positions are vacant. The Table of Organization and Staffing Report will be prepared as necessary. D. Research and Development shall provide a quarterly tabulation of calls for service by reporting areas/zones to the Sheriff, Undersheriff , Bureau Commanders, Division Commanders, and Sector Commanders. The tabulation will identify workload by the hourly di stribution of calls for service . E. Bureau Commanders shall review the analysis comparing the number and distribution of employees and confirm the following: 1. Personnel are allocated to agency components in accordance with documented workload assignments. 2. The distribution of personnel within each agency component will be based upon staffing reports with a view toward equalizing individual workloads. The component Commander or Supervisor shall analyze staffing reports , considering all incid ents and factors used in making the assessment including temporal and geographic factors necessary to complete the task. 3. Staffing reports prepared by HRD designate those positions to be assigned to non -sworn personnel. The distribution of this report is to the Sheriff, Undersheriff , Bureau Commanders, and Division Commanders. 4. Each Division Commander shall annually review all positions to determine if positions should be assigned to non -sworn personnel . Sworn personnel should not be permanently assigned to positions designated as non-sworn . 5. Division Commanders with support components shall annually reassess the 4.6.15, Page 3 of 3 distribution of personnel within their division. The workload demands of the division will be analyzed and compared with the personnel allocated and the distribution of those personnel. 6. Operational Division Commanders shall reassess the distribution of personnel on an annual basis. a. Temporal, special and geographic demands for service, as well as shift hours, will be utilized to determine if revisions are necessary. b. Data needed to create a detailed map of zones and reporting areas will be maintained by Information Technology . This data will facilitate the collection and analysis of information on crimes and calls for services related to the geographic distribution of Patrol personnel. F. Workload Assessments At least o nce every four (4) years , Division Commanders shall submit a workload assessment report of all organizational components to Research and Development. Research and Development shall notify the Senior Staff when the workload assessment report is due. All workload assessment repor ts will include ; 1. Methodology used (e.g. calls for service, case load, time needed to finish assignments, etc.) in assessing the workload of each section. 2. The number of personnel