Selection Process.pdf

BOCA RATON POLICE SERVICES DEPARTMENT Standard Operating Procedure 31.01 SELECTION PROCESS Revised: December 20, 2022 I. PURPOSE: The purpose of this standard operating procedure is to provide a detailed overview of the process used for the selection and hiring of candidates for employment within...

BOCA RATON POLICE SERVICES DEPARTMENT Standard Operating Procedure 31.01 SELECTION PROCESS Revised: December 20, 2022 I. PURPOSE: The purpose of this standard operating procedure is to provide a detailed overview of the process used for the selection and hiring of candidates for employment within the Boca Raton Police Services Department. II. PROCEDURE: A. STEPS IN THE SELECTION PROCESS: 1. The selection process for individuals applying for positions within the Department consists of the following steps: a. On-line employment application b. A completed Background Information Form c. Oral Interview Board d. B-Pad Behavioral Personnel Assessment Device (Law Enforcement Officer (LEO) only) B. e. Writing sample (LEO only) f. Polygraph examination g. Psychological evaluation (if applicable) h. Background investigation i. Meeting with command staff (LEOs and civilian supervisors) j. Physical examination EMPLOYMENT APPLICATION: 1. APPLICATION PROCESS: a. Candidates shall complete the online process as directed on the Department’s or City’s website. Effective: November 13, 2001 Revised: December 20, 2022 Selection Process SOP No. 31.01 Page 1 of 5 b. A Department background investigator shall maintain contact through email, letters, or telephone with all candidates/applicants throughout the process and Human Resources (HR) will inform each candidate/applicant of his/her final status in writing. 2. LEO CANDIDATES: a. HR Department employees will vet and electronically forward applicable candidates to the Department’s Professional Standards Bureau (PSB) administrative assistant and send a link to the Background Information Form for the candidate to complete. b. Non-certified LEO candidates will be required to attend a Florida Criminal Justice Entry Level Training Program (police academy) selected by the Department. In addition to the Department’s established hiring criteria, candidates must meet all training center entrance requirements and maintain academic and performance standards throughout the course of study. c. State of Florida certified LEO candidates will be selected by the Department using the same selection process as non-certified candidates but will not be required to attend any Florida Criminal Justice Entry Level Training Program. d. Out of state certified LEO candidates will be required to attend an Equivalency of Training (EOT) course 80 hours in length. 3. CIVILIAN POSITION APPLICANTS: a. HR Department employees will vet and electronically forward qualified applicants to the hiring manager. b. The hiring manager shall review the applicants and notify the PSB administrative assistant of the applicants who will continue with the process. c. The PSB administrative assistant will notify HR to either forward the applicants who are moving forward in the process a link to complete the Background Information Form or to notify the other applicants who are not moving forward in the hiring process. At the discretion of the hiring manager, the candidate may be invited to attend the oral interview prior to the Background Information Form link being forwarded. C. BACKGROUND INFORMATION FORM: 1. ALL applicants have two weeks to complete the Background Information Form from time of receipt and submission to the PSB. 2. When the Background Information Form is received by the PSB, it is reviewed for completeness, content, and accuracy. Effective: November 13, 2001 Revised: December 20, 2022 Selection Process SOP No. 31.01 Page 2 of 5 3. The Background Information Form and original application will be reviewed by PSB background investigators to verify that the candidate/applicant possess the minimum requirements dictated by state statute, (if applicable) and that mandatory supporting documentation is attached, e.g., driver license, social security card, proof of high school graduation or GED, and military personnel form DD-214. 4. The information contained in the Background Information Form is compared with the information that was supplied in the application and during the initial interview, if applicable. D. ORAL INTERVIEW BOARD: 1. The oral interview board shall consist of three Department employees. a. The board will be composed of three employees of the Department, preferably at least two of supervisory status. b. With civilian positions, the vacant position’s supervisor will chair the oral review board and actively participate in rating the applicant. 2. The oral interview board uses a standardized question and rating form for every candidate. 3. Upon successful completion of the oral interview process, LEO candidates advance to a behavior-based test (B-PAD). E. B-PAD: 1. The B-Pad is a series of situations on video designed to test how an LEO candidate would react to situations that are common to LEOs. 2. The LEO candidate’s responses are recorded and scored by trained raters. Scoring criteria focuses on social problem-solving behavior, not knowledge of law, policies, or procedures; therefore, scores are not dependent on experience. 3. The LEO candidate must obtain a passing score on the B-Pad to continue the process. F. WRITING SAMPLE: 1. The LEO candidate will provide a writing sample based on a scenario presented in the B-PAD. This will be reviewed by a member of the Training Unit to ensure the applicant has exhibited basic writing skills. G. POLYGRAPH EXAMINATION: 1. All candidates/applicants for employment shall undergo a polygraph examination to be conducted either by Department employees or through an external vendor. Effective: November 13, 2001 Revised: December 20, 2022 Selection Process SOP No. 31.01 Page 3 of 5 2. Candidates/applicants shall have an opportunity to discuss all polygraph exam questions before the test is administered. 3. If a candidate/applicant shows deceptive reactions on his/her polygraph examination, it may be discussed with him/her, giving him/her the opportunity to discuss further the areas to which he/she had reactions, and another polygraph test may be administered. 4. The results of the polygraph shall not be used as the single determinative factor of employment status. H. PSYCHOLOGICAL EVALUATION: 1. Psychological evaluations are required for LEO candidates and certain civilian position applicants, as specified on the job advertisement. 2. The psychological evaluation is administered by a licensed, certified psychologist who maintains validation of all tests given. 3. HR will schedule the psychological evaluation. The evaluation shall be completed prior to the completion of the background investigation. I. BACKGROUND INVESTIGATION: 1. Employees from the PSB will conduct background investigations. 2. If deemed necessary to expedite the background investigation, any PSB supervisor may conduct the investigation. 3. The background investigation conducted by the investigator may consist of personal interviews, telephone interviews, and mail inquiries to past or current employers, past or current neighbors, personal references, local, state, and federal records checks, education verification, a military records check, a credit check, and a social media check. 4. All candidates/applicants’ fingerprints will be retained at the Florida Department of Law Enforcement (FDLE) and the Federal Bureau of Investigation (FBI) for the purpose of providing notice of any subsequent modifications to his/her criminal history record. All candidates/applicants, after May 2, 2022, are required to sign the Applicant Notification and Acknowledgement Form, which will be included in the applicant’s Background Informational Form. 5. The investigator shall complete a written Administrative Review Form summarizing his/her findings. J. MEETING WITH COMMAND STAFF: 1. Upon successful completion of the above steps, LEO candidates and civilian supervisors shall meet with members of the executive command staff. Effective: November 13, 2001 Revised: December 20, 2022 Selection Process SOP No. 31.01 Page 4 of 5 K. PHYSICAL EXAMINATION: 1. The physical examination is performed by a licensed physician who maintains information on all parts of the examination. 2. HR will arrange the physical examinations at the request of the Department using a City of Boca Raton Status Form. The examination shall be administered after the completion of the background investigations. L. SELECTION PROCESS DOCUMENTATION: 1. All documentation collected as part of the selection process shall be included in the employee file of persons hired. 2. All documentation of applicants not chosen shall be stored and retained as described in the State of Florida General Retention Schedule GS2. Effective: November 13, 2001 Revised: December 20, 2022 Selection Process SOP No. 31.01 Page 5 of 5