Policy Text
University of California, San Francisco
Police Department General Orders
1
3.37 Promotion: Professional and Legal Requirements
3.37.3 Promotion Procedures (Revised: 2/2/11 )
A. Promotions in the Police Department are based upon merit considering a candidate’s
knowledge, skills, abilities, record of performance, and compatibility with the
organization’s management and operational philosophy as demonstrated through a
competitive se lection process and actual job performance. Promotions or appointments
to Sergeant and Lieutenant are made on the basis of competitive processes managed
locally by each campus police department open to sworn personnel, internally or
externally, meeting mi nimum qualifications.
B. When vacancies exist in supervisory or command positions and a decision to fill the
position is made, a written announcement will be posted on all campuses for at least 30
calendar days prior to any promotional process. The annou ncement will include:
1. A description of the position(s) or job classifications for which vacancies exist;
2. The method of application;
3. A proposed schedule of dates, times, and locations of all elements of the process;
4. A description of eligibility requirements;
5. The numerical weight assigned to each element of the process, and
6. A description of the promotional process to be used in selecting personnel for the
vacancies. The description of the promotional process will be as detailed as
necessary to clearly indicate what is to be expected. Information should include:
a. The expected duration of the entire process;
b. The format, length, and duration of the written examination, if any;
c. A full description of the assessment process.
C. The Chief of Police shall determine the methodology and process to be used for
promotions to supervisor and command personnel. If at least ten current and qualified
University of California Police Officers apply, no external candidates may be considered.
D. An assessment process shall be used to evaluate each candidate’s oral, written, problem
solving, interpersonal, mechanical/manipulative and related skills. Multiple assessors
using clearly defined scoring parameters will be used in all exercises requiring personal
interaction. Writing skills and clearly quantifiable performances may be rated by single
assessors. The Chief may substitute an assessment center to determine suitability for
appointment/promotion in lieu of the written examination. An assessm ent center process
must evaluate candidates on job related criteria such as written communication skills, oral
communication skills, decision making/problem solving, leadership ability, initiative, and
job knowledge.
E. The Chief of Police or his/her des ignee shall coordinate the assessment process, including
the full description of all standardized exercises, in conjunction with the Human
University of California, San Francisco
Police Department General Orders
2
Resources to ensure the assessments use valid, useful, job related and nondiscriminatory
procedures.
F. Lateral Entr y Promotions
1. The Police Department may solicit qualified candidates from outside the agency
to fill advancement opportunities. However, preference shall always be given to
equally qualified Police Department members in promotional opportunities.
2. Lateral entry is permitted for non -sworn positions as well as sworn personnel
hired from other University of California campuses, police agencies or
organizations. Testing criteria for lateral entry candidates shall be the same as for
internal candidates.
3. Determination of lateral entry status and eligibility remains solely at the discretion
of the Chief of Police.
4. When a lateral entry promotional process is opened, advertising will be placed at
a minimum with The San Francisco Chronicle/SF Gate, PORAC , Brass Ring,
POST and Craigslist.
G. Probationary Periods
1. The probationary period is an integral part of the overall examination process for
promoted personnel. It is a period used by the Chief of Police and the Police
Department staff to closely obs erve the performance of the newly promoted
personnel in his/her new position.
2. All internally promoted UC sworn personnel will serve a six month probationary
period. The probationary period for internally promoted personnel is completed
following six mo nths of continuous service at one -half time or more without a
break in service, exclusive of time on paid or unpaid leave. All externally hired
sworn and dispatch supervisor and command personnel will serve a one year
probationary period. The probationary period for externally hired personnel is
completed following twelve months of continuous service at one -half time or
more without a break in service, exclusive of time on paid or unpaid leave.