Policy Text
University of California, San Francisco
Police Department General Orders
1
3.17 Recruitment: Administrative Practices and Procedures
3.17.2 Recruitment Program (Revised: 7/18/18)
A. Whenever possible, the Police Department plans recruitment expenses and processes to
coincide with anticipated position vacancies. However, the University prohibits the filling
of anticipated vacancies prior to the actual vacancy date unless otherwise approved .
B. After the Chief of Police has approved the recruit ment process, the PSD Commander will
coordinate the following steps with the FAS HRSC as they apply to a particular position,
such as:
1. Appl ication screening
2. Requests for submittal of any supplemental materials ( e.g., written que stions,
examples of work)
3. Written testing
4. Practical testing and exercises
5. Oral interviews.
C. Upon approval , from the Chief of Police , of the recruitment process, related flyers and
advertisements, the PSD will be responsible for the following recruitment efforts for
Sworn and Dispatch personnel:
1. Marketing an d advertisement for recruitment
2. Background investigation
3. Psychological testing
4. Medical testing
5. Appointment by the Division Manager or Chief of Police.
D. During the annual budget process, Police Department management staff assesses the need
for recruitment processes in the coming fiscal year. This projection includes recruitment
costs and equipment -funding provisions for:
1. Anticipated vacancies such as retirem ent, or newly created positions
2. Potential vacancies created by internal promotions.
E. Upon exhausting the pool of eligible candidates for a given position, the recruitment
process will be formally closed. When a recruitment process is closed, the PSD
Commander will advise Human Resource s of the closure. Any applicants not formerly
eliminated in the recruitment process will be notified of their elimination by the FAS
HRSC.