29659615.pdf

\n\n--- Page 1 ---\n\nSEMINOLE COUNTY SHERIFF'S OFFICE NUMBER: G - 46 GENERAL ORDER RESCINDS: SUBJECT: Physical Ability Testing EFFECTIVE: April 23, 2001 REVISED: February 26, 2018 ACCREDITATION STANDARDS: 22.3.2, 32.1.1, 32.1.2, 32.1.3 Table of Contents: I. Purpose II. Definitions III. Procedure (Entry Level) IV. Voluntary Incentive Program I. PURPOSE: A. Physical Ability Testing establishes minimum physical fitness standards for all applicants for the position of Deputy Sheriff, Detention Deputy, Court Security Deputy, and Reserve Deputy Sheriff. Additionally, it is an expectation that voluntary physical ability testing of incumbent employees will have a positive influence on their physical fitness and, thereby, a positive impact on the community at large. B. Work-site physical fitness programs have been shown to reduce employer costs for insurance premiums, disability benefits and medical expenses. As productivity increases with improved levels of physical fitness, absenteeism due to sickness and disability is reduced. Studies have also shown that expenses associated with employee turnover are reduced when a fitness program is implemented. II. DEFINITIONS: A. All Employees: All full time certified and civilian Sheriff’s Office employees. B. Certified Positions: All Deputy Sheriffs, Detention Deputies, Court Security Deputies, and Reserve Deputy Sheriffs regardless of rank or position. C. Physical Ability Test: The assessment process implemented by the Florida Department of Law Enforcement's Division of Criminal Justice Standards and Training, as modified to meet agency needs. D. Physical Fitness: The ability to carry out daily tasks with vigor and alertness without undue fatigue, and with ample energy to engage in leisure time pursuits and to meet the above average stresses encountered in emergency situations. It is also described as the condition that results from a lifestyle that leads to the development of GENERAL ORDER Physical Ability Testing GO # 46 PAGE 1 OF 3\n\n--- Page 2 ---\n\nan optimal level of cardiovascular endurance, muscular strength and flexibility as well as the achievement and maintenance of ideal body composition. III. PROCEDURE (ENTRY LEVEL): The goal of entry-level testing is to identify applicants for certified positions who are sufficiently physically fit to perform essential physical job functions. A. The Human Resources Division, or designee, is responsible for testing job applicants. B. All job applicants shall present a completed Physician’s Clearance to Test form to the Human Resources Division before participating in the Physical Ability Test. C. Applicants will be given instructions immediately before the test is administered. Instruction will cover the proper methods required to take the test with special emphasis regarding safety. D. Applicants are required to successfully complete the test within the allotted time. Although the Florida Department of Law Enforcement recognizes a time standard based on their research, the Sheriff’s Office will acknowledge its own normative standard if that standard becomes more restrictive. E. There will be one normative standard for Deputies and another for Detention Deputies. These standards will be based on the testing conducted specific to each area of enforcement. F. Testing will be administered, scored, evaluated, and interpreted in a uniform manner. IV. VOLUNTARY INCENTIVE PROGRAM: The goal of this program is to provide all employees opportunity to enhance their present level of physical fitness. A. It is recommended that employees have an annual physical examination, including blood work. This gives them an opportunity to discuss problems with their personal physician, as well as learning what areas of their personal health can be improved by modifying their lifestyle. B. The program is voluntary, and is up to each employee to decide whether or not to take part. C. Employees must be screened before testing. Employees will complete a Physical Activity Readiness Questionnaire form. The Human Resources Division will review the questionnaire to determine if risk factors are present that would preclude the employee’s participation. The trained facilitator will measure the employee’s blood pressure. If risk factors are present and/or if the employee has two blood pressure readings higher than 150/95, then a medical release form would be required to continue with the testing process. If the employee does not have a medical release form signed by his/her physician, then the Human Resources Division will refer the employee to their personal physician. Those employees referred to a physician will be tested only after obtaining written clearance from their personal physician. D. Employees are tested using standards developed by the Cooper Institute of Aerobics Research specific to the employee’s gender and age. The Human Resources Division, or designee, will conduct the testing. E. Employees who score between 60% – 99% percent accumulative are entitled to receive either compensation by selling back accumulated Personal Time Off (PTO), paid at the rate of pay applicable to the employee or receiving PTO hours. Compensation is authorized according to the following scale: GENERAL ORDER Physical Ability Testing GO # 46 PAGE 2 OF 3\n\n--- Page 3 ---\n\nFitness Standard: PTO That May Be Sold Back: 90% and above 40 hours 80% - 89.9% 30 hours 70% - 79.9% 20 hours 60% - 69.9% 10 hours F. Employees may elect to improve their score by retesting. Retests will consist of all segments of the test, not just one area. No date will be added to the original testing schedule to accommodate retesting. Refer to the P/Drive to review the Voluntary Incentive Program testing manual, norms and procedures. GENERAL ORDER Physical Ability Testing GO # 46 PAGE 3 OF 3