Policy Text
\n\n--- Page 1 ---\n\nSEMINOLE COUNTY SHERIFF'S OFFICE NUMBER:
G-23
GENERAL ORDER
RESCINDS:
SUBJECT: Recruitment and Selection
EFFECTIVE: November 14, 1994
REVISED: January 22, 2024
Table of Contents:
I. Purpose
II. Scope
III. Objectives
IV. Review and Analysis of Recruitment Plan Objectives
V. Recruitment Team
VI. Job Descriptions
VII. Position Vacancy Announcements
VIII. Initial Employment Standards and Qualifications
IX. Application
X. Classified Position Eligibility Lists
XI. Veterans Preference
XII. Elements of Selection Process
XIII. Internal Only Job Opportunities
XIV. Position Type
XV. Position Status
XVI. Appointment, Transfer, Reclassification and Appointment
XVII. Relative Employment Restrictions
XVIII. Detention Deputy and Deputy Sheriff Sponsorship
XIX. Communications Certification Program
XX. Applicant Records Retention
I. PURPOSE:
The Seminole County Sheriff’s Office is an equal opportunity employer and is committed to recruitment
and selection of a diverse workforce which reflects the community’s core values and demographics.
Further the Sheriff’s Office is committed to actively recruiting and employing only the most qualified
candidates and those who demonstrate integrity and professionalism.
II. SCOPE:
It is the desire of the Sheriff’s Office to attract and retain the most qualified candidates for employment
from the competitive market. This is accomplished by ensuring a work environment in which the same
placement, development, and advancement opportunities are afforded to all individuals. All employment
GENERAL ORDER
Recruitment and Selection
G-23 Page 1 of 15\n\n--- Page 2 ---\n\ndecisions are based on job related factors and any obstruction interfering with equal opportunity is
removed. The Human Resources Division is responsible for administering the Sheriff’s Office recruitment
and selection program. Human Resources personnel will remain knowledgeable in personnel matters,
including equal opportunity employment as it affects the management and operations of the Sheriff’s
Office. Personnel assigned to the Human Resources Division will be trained in personnel matters including
agency career opportunities, recruitment procedures, compensation, benefits, and other general personnel
matters.
III. OBJECTIVES:
A. Attract and employ the highest caliber qualified applicants from the competitive market.
B. Facilitate a participatory recruitment process that encourages current employees to be recruiters by
personally referring qualified applicants to apply for open positions.
C. Retain employees by offering a competitive salary and benefits package as well as providing
opportunity for development and growth.
D. Maintain a diverse workforce that reflects the core values and demographics of the community in
which we serve.
IV. REVIEW AND ANALYSIS OF RECRUITMENT PLAN OBJECTIVES:
A. The Human Resources Director is responsible for ensuring that objectives are being met and/or
actively pursued and that all provisions of this directive remain current. An annual analysis will
be conducted of the recruitment and selection objectives and progress toward stated objectives to
ascertain any modification, update or revision to be made to the Recruitment Plan. Any necessary
changes will be proposed and implemented in a reasonable and timely manner following agency
chain of command review. The Recruitment Plan, including annual analysis and accomplishment
toward stated objectives, will be reviewed by the Sheriff and published and maintained on
SCSOnet for employee access.
B. Human Resources will perform the following activities in support of the recruitment objectives:
1. Periodically meet with Department and Division management to review plan objectives
and conduct a needs assessment when necessary.
2. Serve as the Sheriff’s liaison with community organizations regarding agency
employment opportunities and participate in job fairs as deemed appropriate.
3. Periodically review job descriptions to ensure valid occupational qualifications are
reflected.
4. Periodically review position classifications to ensure compensation plan integrity.
5. Ensure that notices of Equal Employment Opportunity are posted prominently throughout
the Sheriff’s Office facilities and compliance with provisions.
6. Distribute job vacancy announcements to community groups, schools and other means
with access to targeted groups, maintain effective sources and cultivating new sources to
reach prospective candidates.
GENERAL ORDER
Recruitment and Selection
G-23 Page 2 of 15\n\n--- Page 3 ---\n\nV. RECRUITMENT TEAM:
The Sheriff’s Office utilizes an agency-wide Recruitment Team under the guidance and direction of the
Human Resources Division. The composition of the team should attempt to reflect the demographics of the
workforce and the community. The team meets at least semi-annually, or as administratively necessary as
determined by the Human Resources Director. The team is charged with discussing and reviewing
recruitment initiatives and cultivating new recruitment methods and sources.
VI. JOB DESCRIPTIONS:
Written job descriptions are developed, maintained and reviewed at least once every four years for all
position classifications and are used as a basis for establishing minimum qualifications for all agency jobs.
Job descriptions should include an outline of essential job functions and responsibilities, minimum
education and experience requirements, working conditions, physical requirements, pay grade, etc. Official
agency job descriptions are maintained by the Human Resources Division and are viewable by all members
on SCSOnet.
VII. POSITION VACANCY ANNOUNCEMENTS:
A. The Human Resources Division is responsible for the posting of all position vacancy
announcements.
B. Position vacancy announcements may be publicized utilizing various social media outlets, posted
on the agency’s external website, through college and/or universities, professional organizations or
any other venue deemed appropriate.
C. The announcement should specify the position classification, include a general description of
duties and responsibilities, minimum qualifications, filing deadlines, and any other information
deemed necessary for the recruitment of qualified applicants, or as otherwise required by law.
Where applicable, announcements will list the elements of the selection process, the anticipated
hiring process and timeframe, and the agency’s policy on reapplying.
D. Position postings will generally be for a minimum of 14 calendar days, or other filing deadline as
may be deemed more appropriate.
E. Position vacancy announcements will include the statement “The Seminole County Sheriff’s
Office is committed to a diverse work force and is an equal opportunity employer.”
VIII. INITIAL EMPLOYMENT STANDARDS AND QUALIFICATIONS:
There is a legal and moral obligation to evaluate an applicant’s qualifications with an emphasis on ethics,
character and integrity. Initial employment standards (prerequisites) have been designed to ascertain an
individual’s background and suitability for placement in a position of public trust. The Civil Service Board
is responsible for and has established initial employment standards and competitive tests to determine the
qualifications of persons who seek employment in a classified service position.
A. Preliminary Application:
In addition to applicable state minimum qualifications, the CSB has established minimum hiring
requirements and standards for employment for classified service personnel and the agency has
adopted those requirements for hiring of all personnel.
1. An Employment Pre-screener,” a questionnaire designed to determine adherence to
minimum hiring requirements and standards, is required to be completed by every
applicant and submitted by the deadline indicated in the position vacancy announcement.
GENERAL ORDER
Recruitment and Selection
G-23 Page 3 of 15\n\n--- Page 4 ---\n\n2. Applicants are required to furnish their social security number as part of the applic