Policy Text
\n\n--- Page 1 ---\n\nSEMINOLE COUNTY SHERIFF'S OFFICE NUMBER:
G - 40
GENERAL ORDER
RESCINDS:
SUBJECT: Promotional Process
EFFECTIVE: April 14, 1995
REVISED: March 4, 2025
Table of Contents:
I. Purpose
II. Scope
III. Eligibility for Promotional Process Participation
IV. Promotional Process
V. Promotional Announcements
VI. Promotional Process Elements for Sworn Law Enforcement and Certified Corrections Rank Promotions
VII. Determination of Eligibility Lists for Sworn Law Enforcement and Certified Corrections Rank Promotions
VIII. Promotional Process Elements for Civilian Supervisory Promotions
IX. Review and Appeal of the Promotional Process
X. Security of Files
XI. Appointment to Position
XII. Promotional Process Committee
I. PURPOSE:
This directive establishes guidelines for the administration of the promotional process for rank promotions
(Sworn Law Enforcement Sergeant/Lieutenant and Certified Corrections Sergeant/Lieutenant) and for civilian
supervisory positions that fall under the Seminole County Sheriff’s Office Civil Service Board. This process
includes eligibility announcements, written examinations, oral interviews or assessment centers, development
and use of eligibility lists, and the appeals process.
II. SCOPE:
The promotional process is of vital importance to the Sheriff's Office. The process provides a fair and equitable
means for advancement for all employees who participate.
III. ELIGIBILITY FOR PROMOTIONAL PROCESS PARTICIPATION:
A. The authority and responsibility for administering the promotional process rests with the Sheriff and is
delegated to the Human Resources Division, specifically the Director of the Human Resources
Division under the general oversight of the Seminole County Sheriff's Office Civil Service Board, as
applicable.
B. The Human Resources Division has the responsibility for the development of the measurement
instruments used in determining the knowledge, skills and abilities of employees eligible to participate
in the promotional process.
C. Classified Civil Service employees wishing to compete in the Sworn Law Enforcement Sergeant's
promotional procedure must have a minimum of three years continuous service as a Deputy Sheriff
with the Sheriff's Office. Classified Civil Service employees wishing to compete in the Certified
GENERAL ORDER
Promotional Process
GO # 40 PAGE 1 OF 7\n\n--- Page 2 ---\n\nCorrections Sergeant's promotional procedure must have a minimum of three years continuous service
as a Detention Deputy with the Sheriff's Office.
D. Classified Civil Service employees wishing to compete in the Sworn Law Enforcement Lieutenant's
promotional procedure must have a minimum of one year continuous service as a Sworn Law
Enforcement Sergeant with the Sheriff's Office. Classified Civil Service employees wishing to
compete in the Certified Corrections Lieutenant's promotional procedure must have a minimum of one
year continuous service as a Certified Corrections Sergeant with the Sheriff's Office.
E. Civilian Classified Civil Service employees wishing to compete in the promotional process for a
Classified Service civilian Supervisory position must meet the minimum requirements for the positions
as promulgated in the posted internal vacancy announcement.
IV. PROMOTIONAL PROCESS:
A. The promotional process is subject to statistical documentation to ensure validity, reliability, and to
minimize adverse impact. The measurement instruments selected for use in evaluating promotional
potential will relate specifically to the duties and responsibilities of the class for which candidates are
being examined.
B. Oral interviews, either as part of an assessment center or as a stand-alone element, are a required part
of every promotional process. The promotional process may also include a variety of other instruments
such as:
1. Assessment centers,
2. Assessing a candidate's training and educational background,
3. Reviewing previous work experience,
4. Written examinations,
5. Oral examinations,
6. Physical agility or performance testing, and
7. Reviewing a candidate's personnel file to include disciplinary and commendatory actions.
V. PROMOTIONAL ANNOUNCEMENTS:
A. Any employee in the classified service who meets the eligibility criteria set forth in Chapter III (and as
documented in the Civil Service Act) may participate in the promotional process.
B. Promotional announcements publicizing the holding of examinations and the creation of eligibility lists
to fill current and/or future vacancies shall be distributed and posted throughout Sheriff's Office
facilities and in such other places as to ensure the widest possible exposure.
1. The promotional announcement will specify the position and title;
2. The minimum qualifications for eligibility;
3. The manner of making application and applicable instructions:
a. All sworn candidates wishing to make an application for participation in the
promotional process shall sign up for the process through the procedures established
in the promotional announcement. Civilian candidates wishing to participate in a
promotional process shall submit a Transfer Request form to the Human Resources
Division.
b. The sign up or application process for sworn, and the Transfer Request form for
civilians do not require chain of command approval or acknowledgement by the
GENERAL ORDER
Promotional Process
GO # 40 PAGE 2 OF 7\n\n--- Page 3 ---\n\nchain of command. Applications and Transfer Request forms are submitted directly
to the Human Resources Division.
4. The closing date for receipt of the application; and
5. The general elements of the promotional process and other pertinent information as
determined by the Director of the Human Resources Division.
C. Candidates who meet the minimum qualifications for the position and who submit their Application or
Transfer Request form by the closing date listed in the promotional announcement will be notified in
writing of the elements of the promotional process to include:
1. Date, time, and location of each element of the promotional process;
2. A brief description of the promotional process elements and measurement instruments to be
used, including cut off scores and rating scales, if applicable; and
3. A bibliography of resource materials, if applicable.
D. Candidates may withdraw from the promotional process at any time after the initial application without
prejudice.
VI. PROMOTIONAL PROCESS ELEMENTS FOR SWORN LAW ENFORCEMENT AND CERTIFIED
CORRECTIONS RANK PROMOTIONS:
The determination of appropriate written, performance, or other testing methods, the method of evaluating
experience, education, training, and seniority will be determined by the Director of the Human Resources
Division in cooperation with the Civil Service Board.
A. Written examinations, if used, will be in multiple choice formats. The minimum established cut off
score will be 80% or greater of the questions answered correctly.
1. Examination questions will be restricted to the material covered in the published bibliography.
Bibliographies will be prepared and updated periodically by the Human Resources Division.
Written examinations are considered content valid.
2. Bibliography materials will include, but are not limited to, currently issued General Orders,
Policy and Procedures, other written directives as specified, Florida Statutes, and other
reading material that is generally available to all employees.
3. Successful passage of the written examination will move the candidate to the next phase of the
promotional process. Candidates who do not achieve a passing score on the written
examination are eliminated from the remaining elements of the promotional process.
4. Written examination scores are considered a successive hurdle for movement to the next
phase of the process and are not used to determine a cumulative score or for ranking purposes.
B. The assessment center method, if used in the promotional process, is a two-step process consisting of
observing and recording behavior exh