West Palm Beach Police Department Promotional Process Policy I-7 PDF

WEST PALM BEACH POLICE DEPARTMENT Policy I-7 PROMOTIONAL PROCESS Revised: May 9, 2024, I. POLICY: The West Palm Beach P...

WEST PALM BEACH POLICE DEPARTMENT Policy I-7 PROMOTIONAL PROCESS Revised: May 9, 2024, I. POLICY: The West Palm Beach Police Department has established standards specifying conditions for the evaluation and selection of sworn candidates for promotion. The promotional process was designed to ensure fairness in the selection of sworn members for promotion and to advance the most qualified candidates. Promotional standards for civilian (non-sworn) personnel are set by the Human Resources Department. The promotional process for all members may be governed by terms contained in any applicable collective bargaining agreement. II. DEFINITIONS: Assessment Center - An exercise or process designed to elicit behavior related to job skills requiring participants to respond to situational stimuli resembling the work environment. Examination - An exercise designed to measure and test a candidate’s knowledge and skill. Non-Discriminatory - A commitment and effort that the promotional process satisfies legal and administrative requirements designed to ensure oral and written questions reflect job content and have minimum adverse impact. Oral Interviews - The process of conducting a personal interview to determine job related knowledge and the ability to demonstrate verbal skills. Review/Appeal - The process by which a candidate may review and challenge an examination or scored elements of the process or appeal a decision concerning eligibility for or appointment to a promotional vacancy. Original issue: September 8, 1989, Promotional Process Revised: May 9, 2024, Policy I-7 Page 1 of 7 III. ELIGIBILITY REQUIREMENTS AND POSITIONS FOR SWORN PERSONNEL: A. The ranks of sergeant and lieutenant are attained through the promotional process that is outlined in this procedure. All other positions are by special appointment through the Chief of Police. The West Palm Beach Police Department does not permit lateral entry promotions. 1. POLICE SERGEANT - No person is admitted to an examination for the promotion to police sergeant until he or she has served at least 4 years in a full-time regular (non- probationary) status as a City of West Palm Beach Police Officer prior to the expiration of the previous promotional list. Applicants with 4 years of regular status employment must have an associate degree or equivalent semester credit hours (at least 60) from an accredited college or university. When an employee does not meet the 4 year requirement and does not possess an associate degree or 60 semester credit hours as outlined in this section, but wishes to sit for the promotional examination, then that employee must have 6 years of regular non-probationary status employment as a City of West Palm Beach Police Officer and (30) college credits from an accredited college or university. If the employee will obtain the 6-year requirement by December 31, in the year that the test is to be given then the employee will be admitted to sit for the examination. 2. POLICE LIEUTENANT - No sergeant is admitted to an examination for the promotion to police lieutenant until he or she has at least 1 year full-time regular (non-probationary) status employment. Applicant must have a bachelor’s degree from an accredited college or university as of the closing date for the acceptance of applications. When a sergeant does not meet the requirements as outlined in this section but wishes to sit for the police lieutenant promotional examination, then that sergeant must have 4 years of regular non-probationary status employment as a City of West Palm Beach sergeant prior to the expiration of the previous promotional list and (60) credits from an accredited college or university. If the sergeant expects to obtain the 4-year requirement by December 31, in the year that the test is to be given then the sergeant will be admitted to sit for the examination. 3. POLICE CAPTAIN - All appointments to the position of captain are made by the Chief of Police from the rank of lieutenant within the West Palm Beach Police Department. IV. PROMOTIONAL ANNOUNCEMENT: A. The Director of Human Resources or a designee is assigned the responsibility and authority to supervise all facets of the promotional process. B. The Director of Human Resources or a designee will conduct promotional examinations as deemed necessary in compliance with the applicable collective bargaining agreement. 1. The examination is designed to ensure the content is equitable and nondiscriminatory. Original issue: September 8, 1989, Promotional Process Revised: May 9, 2024, Policy I-7 Page 2 of 7  2. The designated Human Resources representative will maintain security of all promotional materials. C. The Director of Human Resources or a designee will issue a written Promotional Opportunity Announcement at least 90 days prior to the testing date. The announcement will: 1. Delineate the position available and state eligibility requirements and provide a job summary. 2. Indicate dates, times and locations of all elements of the process. 3. Specify how the test is to be administered. 4. State an application deadline. 5. State where and when applications are accepted. 6. Specify the selection process. 7. Provide any additional pertinent information. D. A study list of the reading material and information pertaining to the examination and elements of the assessment center is attached to the announcement. E. Study and reference material is made available to candidates through the Staff Services Section. F. Only job related and nondiscriminatory promotional examinations are used. G. The announcements are to be posted throughout the Police Department and applications are made available to prospective candidates. H. The Professional Standards Division Commander or designee is responsible for administering the agency’s role in the promotion process for sworn members. V. PROMOTIONAL TESTING PROCESS: A. The written examination for promotion is administered by a representative of Human Resources in the following manner: 1. All written tests are developed by in-house members, Human Resource personnel, and/or an outside test preparation vendor. 2. All tests are graded using the answer key created by the personnel who developed the test. 3. Test scores are emailed to the candidates after completion of each portion of the promotional process. Original issue: September 8, 1989, Promotional Process Revised: May 9, 2024, Policy I-7 Page 3 of 7  4. A passing score of 70% on the written test will entitle the candidate to proceed in the promotional process. No other credit is used to attain this minimum passing grade. B. The assessment process consists of scenarios based on Department Policy and Procedure, Florida State Statutes, Florida Legal Guidelines and a leadership and/or supervisor book(s) selected by the Promotional Review Committee. 1. The candidate must obtain a passing score of 70% in the written test and assessment process portions of the examination to be eligible to participate in the oral interview. 2. The scores on the written test and the assessment process are included as weighted components in the calculation of the final ranking. C. The oral interview Promotional Review Committee is selected by the Chief of Police or his or her designee and consists of 4 police representatives from a pool of assistant chiefs, captains and a representative from the Human Resources Department, who serves as the committee’s facilitator. 1. The score on the oral interview will not eliminate candidates, but it will be included as a weighted component in the final ranking calculation. 2. The oral interview will be structured so all candidates are asked the same questions by the oral interview Promotional Review Committee. 3. Candidates will not contact each other or reveal the content of the oral review. Doing so may result in disciplinary action. D. The numerical weight assigned to each portion of the test is determined by the current collective bargaining agreement. E. Applicants must complete the written test, assessment center, and the oral interview to be eligible for promotion. VI. WRITTEN EXAMINATION CHALLENGE PROCESS: A. The candidate shall have the opportunity to review the exam questions and answers and submit a written challenge to exam questions they believe to be a “bad” question. B. The vendor shall provide a three-person committee to review any challenges against the resource material. C. The committee will be accompanied by a Human Resources representative and subject matter expert(s) from the test committee. Original issue: September 8, 1989, Promotional Process Revised: May 9, 2024, Policy I-7 Page 4 of 7  D. One challenge review session shall be scheduled by Human Resources. Candidates are allowed to attend a three hour review session to review the written examination and a copy of the examination answer sheet during this session. E. The applicable resource material shall be made available for reference during the review session. F. A candidate may protest any portion of the written examination. The candidate shall submit in writing any claims of errors to the test administrator at the time of the test review session. G. Within five (5) business days of the review session, the committee shall consider all claims of error and shall render their decision, which shall be final. H. The answer sheets shall then be graded in accordance with any and all changes made by the committee. I. The committee shall make their final determination as to any challenged question and then proceed to score the written exam. VII. ASSESSMENT CENTER REVIEW PROCESS: A. Candidates must schedule an appointment with the designated HR representative within 10 business days to review his or her assessment process. B. Candidates may review the video recording (if applicable), a copy of the score sheet, and the scoring criteria at this session. VIII. DEVELOPMENT OF PROMOTIONAL ELIGIBILITY LISTS: A. The establishment of a promotional eligibility list occurs after the written test, assessment center and oral interview are completed for all eligible candidates. The following factors are taken into consideration: 1. The candidate’s score on the written examination. 2. The candidate’s score on the assessment center. 3. The candidate’s score on the oral interview. 4. Seniority points pursuant to the applicable collective bargaining agreement. Original issue: September 8, 1989, Promotional Process Revised: May 9, 2024, Policy I-7 Page 5 of 7  5. Veteran’s Preference per Florida State Statute 295 and the City’s Human Resources Veteran’s Preference Guidelines (RSOP-3.0). 6. Any other factors included per the applicable collective bargaining agreement. B. Candidates’ names are placed on the eligibility list in the order of their total score. 1. This list is posted on bulletin boards throughout the Department. 2. Each candidate is provided with his or her final aggregate test score of the written test, assessment center and oral review to include all applicable points. IX. USE OF PROMOTIONAL ELIGIBILITY LISTS: A. Promotional examinations are administered every 2 years for the positions of Police Sergeant and Police Lieutenant. 1. Once a candidate’s name has been placed on the eligibility list, it will remain active for a period not to exceed 2 years from the date the eligibility list is certified. 2. All candidates must reapply each time a promotional opportunity announcement is published. 3. All promotions are made by utilizing a “rule of five” and/or in accordance with the current applicable collective bargaining agreement. X. PROBATIONARY STATUS: A. All newly promoted employees will serve a probationary period per the current collective bargaining agreement. 1. During this period, the progress of the employee will be monitored and evaluated by his or her immediate supervisor. 2. Unsatisfactory performance should be noted at the earliest possible moment and brought to the attention of the affected employee. 3. Repeated unsatisfactory performance may result in the return of the employee to his or her former position. B. Probationary status is pursuant to Civil Service Rules and Regulations. Original issue: September 8, 1989, Promotional Process Revised: May 9, 2024, Policy I-7 Page 6 of 7 XI. REFERENCE: Civil Services Rules and Regulations IV, Sections 10. Current applicable collective bargaining agreements Approved: Signature on file May 9, 2024 Frank Adderley, Chief of Police Date: Original issue: September 8, 1989, Promotional Process Revised: May 9, 2024, Policy I-7 Page 7 of 7