doc_2673026

WINDERMERE POLICE DEPARTMENT GENERAL ORDER This order consists of the following: 1. Purpose 2. Policy 3. Procedures 1. Purpose The purpose of this policy is to confirm the hiring and transfer of employees through a valid and fair selection process. 2. Policy It shall be the policy of the Windermere Police Department to attract and recruit qualified candidates, in accordance with the applicable job description. 4. Procedures A. The Windermere Police Department shall provide equal opportunity for all to compete for employment. Standards and procedures shall be: 1. Job related . 2. Uniformly applied . 3. Comply with all applicable statutes, laws, rules, and guidelines as promulgated by state, local and federal governments or regulatory agencies. 4. Available positi ons within the agency shall be posted by Human Resources. Effective Date: October 14, 202 5  Rescinds  Amends 18.5 (October 1, 202 5) Number: 18.5 SUBJECT : Selection Process of Personnel Print Date: 10/14/25 Distribution: All Personnel Review Month: October 18.5, Page 2 5. Job descriptions are kept on file by Human Resources. B. All elements of the selection process shall be administered, scored, and interpreted in a uniform manner. [9.01 -(B)]. C. All components of the selection process shall be job related and non - discriminatory. [9.01 -(A)]. D. Applicants must meet all requirements under FS 943.13. E. Falsifying information will result in termination of the application process. F. Applicants shall meet the minimum requirements set forth in the current job posting. G. The agency selection process shall be as follows: 1. Applicant completes a preliminary pre -screener on -line. 2. Applicant completes and submits a notarized application to the agency background investig ator. 3. Background investigator conducts the investigation. If at any time during the application process, information is discovered that would disqualify the applicant from employment, the application process shall be discontinued, and applicant will no longer be considered for hire. 4. Sworn applicants will have an interview with the Chief of Police. 5. Sworn applicants are required to take a Polygraph examination conducted by a certified Polygraph operator, and results shall be placed in the background investigative package for review. 6. Sworn applicants are required to take a psychological examination conducted and assessed by a licensed professional. [9.02M -(A)] Results from the psychological e xam shall be maintained in accordance with Florida Statute. [9.02M -(B)] If the results of the exam show the individual to be, in the opinion of the psychological examiner, not fit for duty as a law enforcement officer, the applicant processing shall be ter minated. 7. A drug screening shall be administered to all applicants, except for volunteers. 8. All sworn and crossing guard applicants shall take a physical examination. 18.5, Page 3 a. The exam shall be conducted at a location as directed by the agency. b. The exam ination shall be conducted by a licensed medical doctor. c. If the physician does not approve the applicant for law enforcement activity or a positive drug screening is returned, the applicant processing shall be terminated. d. Additionally, any volunteer may be required to complete a physical examination as directed by the Chief of Police , based on the essential job duties of the volunteer . 9. Upon completion of the background investigation, the complete investigation package is presented to the Chief of Police for hiring recommendation.