ii-27Promotions

Revisions or additions are highlighted 1 (04/21/2022 ) ST. PETERSBURG POLICE DEPARTMENT GENERAL ORDER Subject: PROMOTION S Index as: Accredited College or University Promotion, Educational Requirements Educational Requirements Promotional Examination Eligibility List Promotional Process Equivalent Foreign Educational Credit Promotional Test Review and Appeal Process Job Analysis Review and Appeal of Prom otional Decisions Lateral Entry Selection Process for Civilian Supervisory and Professional Positions Probationary Period Skills Accreditation Standards: 34.1.1, 34.1.2, 34.1.3, 34.1.4, 34.1.5 , 34.1.6, 34.1.7 , CFA 1 1.01, 11.02, 11.03, 11.04 Cross Reference: City of St. Petersburg Rules and Regulations of the Personnel Management System Sun Coast Police Benevolent Association (PBA) Union Contract s SEIU Florida Public Services Union (FPSU) Contract s §943.22, F.S.S., Salary Incentive Program for Full -time Officers Replaces : G.O. II -27, Educational Requirements for Promotion (April 2 8, 201 6) Training Division SOP III -2 Training Division SOP III -3 Chief’s Memo 08 -01 Selection Process for Civilian Supervisory and Professional Positions (August 28, 2017 ) This Order establishes the requirements and process for the promotion of personnel within the St. Petersburg Police Department. It consists of: I. Purpose II. Policy III. Definitions IV. Lateral Entry V. Promotion Eligibility VI. Job Analysis VII. Promotion Process VIII. Review and Appeal Procedure IX. Probationary Period for Newly Promoted Supervisors I. PURPOSE A. This Order establishes policies for the Department ’s role in the promotion process, to identify the authority and responsibility for administering the promotional process, and to describe the procedures and responsibility for each element of the promotional process. It speaks to the Department’s position on the importance of education and training and details education requirements for promotions. It explains the use of the job analysis as a to ol to evaluate candidates for promotion, the use of the written job announcement as an element of the promotional process , and criteria and procedures for the development and use of eligibility lists. In addition, it describe s the Training Division’s role during the probatio nary period DATE OF ISSUE EFFECTIVE DATE NUMBER August 2017 Immediately II-27 Distribution: All Employees General Order II -27 Revisions or additions are highlighted 2 (04/21/2022 ) for newly promoted S upervisors, establish es a review and appeal process of adverse decisions concerning eligibility for, or appointment to, promotional vacancies. II. POLICY A. Educational Philosophy 1. Effective management of the complex demands of society and the challenges of modern law enforcement is best provided by leaders who are well -rounded and well -educated. The need for higher educational standards for law enforcement professionals is accelerating as pol ice departments, involved in community policing, find that better educated personnel apply new ideas and problem -oriented strategies more effectively. 2. The St. Petersburg Police Department is committed to providing the community it serves with quality leadership personnel to meet the challenges of the future. Police personnel must be well -rounded and increasingly well -educated to assist a diverse and better educated public. Police leaders must also possess many skills that fall outside the scope of traditional police training. 3. To this end, all personnel, regardless of their interest in competing for promotions, are encouraged to cont inually improve themselves through higher education, professional training, and/or professional association affiliations. B. Testing 1. In accordance with City of St. Petersburg Rules and Regulations of the Personnel Management System, 2 -5.A, the Department tests and develops promotional list for the positions of Police Sergeant and Police Lieutenant. An open and competitive selection process will be used to determine the best candidate. 2. The Chief of Police shall appoint the promotional process de velopment team which shall be responsible for the development of the written examination, assessment center exercises , if any, and the administration of the promotional process. The Administrative Services Bureau Assistant Chief maintains staff responsibil ity for the process and team coordination. The team members shall include Training Division representative(s), a Human Resources staff member and select members of the Chief’s Staff. C. Job-related and Non -discriminatory The Department shall ensure the process is job -related and non -discriminatory to identify and select the most highly qualified candidate(s) for promotion. Employees who wish to assume more responsibility and advance to a leadership position are encouraged to participate in the process. III. DEFINITIONS A. Accredited College or University – A college or university recognized by one of the following national and/or regional accrediting agencies for higher education: 1. Southern Association of Colleges and Schools. 2. Accrediting Council for Independent Colleges and Schools. 3. Middle States Association of Colleges and Schools. 4. New England Association of Schools and Colleges. 5. North Central Association of Colleges and Schools. 6. Northwest Commission on Colleges and Universities. 7. Western Association of Schools and Colleges. General Order II -27 Revisions or additions are highlighted 3 (04/21/2022 ) B. Appointed Exempt Management Position