1. Purpose:

The purpose of requisitions and applications for employment is to have the procedures documented for the requisition process, appointments, promotions and the hiring process.

 

2. Personnel Requisitions – All Positions:

 

1. The Department Head, or his/her designee, after verifying that the position is authorized in the departmental budget, seeks written approval for the position by the City Manager and/or the City Auditor and Clerk, for their respective employees, before being sent to the Department of Human Resources.

 

2. All requisitions must be received by the Department of Human Resources no later than 5:00 p.m. on Wednesdays, in order to be published in Career Development and/or Employment Opportunities on the following Monday.

 

3. After receiving the requisition, properly processed, the Department of Human Resources will verify that the vacancy is authorized by the organizational plan approved in the Annual Adopted Finance Plan (Annual Budget).

 

4. Requisitions received by the Department of Human Resources that have not been properly processed will be returned to the originating Department.

 

1. Career Development – General Employees:

 

1. Career Development positions will be listed once a properly processed requisition has been completed.

 

2. Available positions for Career Development will be open to all regular full-time employees and will be posted on City bulletin boards. The positions will be open for three (3) days, beginning on Mondays and closing on Wednesdays at 5:00 p.m. In some cases, the Department may request that certain position(s) be listed simultaneously in Career Development and Employment Opportunities.

 

3. The Department requesting positions to be filled in Career Development may request an extension for an extra week. This request must be received in the Department of Human Resources on Wednesday of the week prior to posting no later than 5:00 p.m.

 

4. Only regular full-time employees, having successfully completed their six (6) month probationary period, are eligible to apply for positions in Career Development.

 

5. If the requesting Department is unable to fill the position under Career Development, the Department may request the position be advertised under Employment Opportunities. This can only be done if the Department has rejected and provided sufficient reasons for rejection of all candidates who applied under Career Development. This "rejection" includes notifying the candidates who were not selected.

 

6. Employees who are on disciplinary probation may not apply for positions under Career Development, (See Rule 6.2 B 3).

 

1. Employment Opportunities –General Employees:

 

1. Positions will be listed in the Employment Opportunities bulletin once the Career Development process has been completed.

 

2. Employment Opportunities will be listed until the position is filled or put on hold.

 

3. All City employees may apply for open positions in Employment Opportunities, including new hire probationary, class probationary and disciplinary probationary employees.

 

1. Police Officer Application Process:

 

1. Applicants for Sworn Police Officer will complete a Police Application for employment, and must meet minimum requirements listed on the application.

 

2. A written examination must accompany the application. The examination currently being used is the Test of Adult Basic Education (TABE), complete battery (timed), Form 7/8, Level A. The examination is administered by the Sarasota County Technical Institute. Out-of-City candidates may locate an accredited educational institution and make arrangements to take the examination. The minimum scores required to continue in the application process are:

Reading 9.0

Math 9.0

Language 9.0

 

3. Once a completed application and qualified TABE test results are received, the applicant will be given a Comprehensive Application for completion.

 

4. When the completed Comprehensive Application is received from the applicant, the Department of Human Resources will review for correctness and verify that the required documents are included. The required documents are as follows:

 

1. Form DD-214 Honorable Military Discharge, Form DD-256 Honorable Discharge Certificate and/or Form NGB-22 National Guard Honorable Discharge (if applicable).

 

2. Birth Certificate

 

3. Driver’s License

 

4. Social Security Card

 

5. Transcripts (or diploma) from any high school and/or college you have ever attended.

 

6. G.E.D. transcript and grades (if applicable). Only State of Florida or equivalent G.E.D. will be accepted. If the G.E.D. is from another state, applicant should contact the

 

1. Sarasota County Technical Institute to have the scores evaluated and obtain a Letter of Verification.

 

1. Comprehensive applications will be forwarded to the Police Department for scheduling for Oral Board interview.

 

2. All eligible candidates will go before the Applicant Review Board or Oral Board for consideration. The five (5) member Oral Board will consist of at least one (1) Sergeant or Lieutenant and the remaining members being Officers/Detectives. The Background Investigator(s) and a representative from the Department of Human Resources may also be in attendance.

 

3. The Applicant Review Board will interview and evaluate each eligible candidate in the following areas, but not limited to:

 

1. Maturity

 

2. Judgment

 

3. Decision making ability

 

4. Verbal skills

 

5. Ability to organize ideas

 

6. Confidence/demeanor

 

7. Ability to communicate in a forthright manner

 

8. The Oral Board will either "Recommend" or "Not Recommend" each candidate for further processing by voting. The majority vote will prevail and their decision is final.

 

9. Candidates who are "Not Recommended" may reapply and be able to go through the process not less than one (1) year after the date of their initial Oral Board interview.

 

10. Candidates who are "Recommended" will be placed on an Eligibility List for hire and a background investigation will be conducted.

 

11. If there are no vacancies, candidates will remain on the Eligibility List for one (1) year. If no positions become available within the one (1) year period, candidates may re-apply to complete the entire process again.

 

1. Promotional Examination – Police Officers:

 

1. A promotional examination will be conducted and will be subject to the following additional requirements:

 

1. The promotional examination will comply with the conditions provided for in the Police Benevolent Association (PBA) contract.

 

2. A person is eligible for promotional examination if he/she satisfies all of the announced requirements prior to the closing date provided in the official announcement of the examination.

 

1. Such person must hold regular status as a Police Officer.

 

2. Such person must meet the minimum requirements established for the examination.

 

3. His/her current service merit rating must be satisfactory or better.

 

4. Notices of promotional competitive examinations will be circulated in all departments of eligible applicants.

 

1. Promotional Examinations: Promotional examinations for eligible employees will be held to fill Police Officer vacancies of the City. Notices of competitive promotional examinations will be given by conspicuous posting of bulletins in the offices of the departments whose employees are eligible to compete for not less than one (1) week prior to such examination. This is governed by the Police Benevolent Association (PBA) contract.

 

2. Scope of Promotional Examination: Examinations may consist of job-related written and oral tests, investigation of training and experience, job-related tests of knowledge, manual skill and physical fitness or any combination thereof. No credit will be allowed for service rendered under a temporary or emergency appointment.

 

3. Procedures for Promotional Examinations: The Police Department will be responsible for the execution of all promotional (Police) examinations. The Chief of Police will have no influence upon the placement of the candidates or the final outcome of the promotional examinations.

 

1. No person will be admitted to an examination whose application has not been presented and accepted in accordance with these Rules and Regulations.

 

2. Identification of persons taking competitive written examinations will be concealed through the use of identification numbers instead of names on all test papers; and said identification numbers will be recorded on cards or separate sheets of paper, enclosed in an envelope and sealed on the day of examination; and the identity of each candidate will remain concealed until all the test papers of all candidates have been rated. In case such test papers bear the name or any other identifying mark other than that assigned by the identification card, the test will be rejected and the applicant so notified.

 

3. The Chief of Police and/or the Director of Human Resources will see that proper precautions are taken to prevent any unauthorized person from seeing in advance questions or any other material to be used in any test, unless such question or other material is available for all applicants. They will also take action to prevent the identification by other examiners, if there be any, prior to the completion of the rating of the work of all examinees, of any examinee's work in all tests requiring the concealment of identity.

 

4. Whenever, in the opinion of the Chief of Police and/or the Director of Human Resources, the conditions under which any test or portion of test has been conducted were not such as to be fair to the examinees, they may order that such test or portion of tests be re-administered.

 

1. Results of Promotional Examinations:

 

1. In all examinations, the minimum grade or rating through which eligibility may be earned will be determined by the Police Benevolent Association (PBA) contract. Such final grade will take into consideration all factors of the examination, including where the Chief of Police and/or Director of Human Resources considers it appropriate, credits for training, experience, past service with the City and other qualifying factors as shown in the application of the person examined by oral examinations or by other verified information and as provided for in the Police Benevolent Association (PBA) Contract.

 

2. As soon as the final ratings of an examination for promotion have been completed, an eligibility list will be established showing the relative position of the examinees. Such list will be approved by the Director of Human Resources and sent to the Chief of Police who will post the list in the department. Test papers and such marking thereon of each person examined will be available and open to his/her own personal inspection for thirty (30) days after the date of examination during business hours at any time such inspection will not interfere with the work in the service.

 

1. Maintenance of Promotional Test Records of Examinees:

 

1. Test papers and other work of examinees whose names appear on the eligible list resulting from an examination will be maintained for the term of said eligible list, and term of said eligible list is hereby fixed at two (2) years from date of certification.

 

2. The applications, examination papers and other work of examinees who receive ratings less than the minimum required in any test or group of tests and whose names are not, therefore, placed on the eligible list resulting from the examinations will be maintained for a period of three (3) months or for such period of time designated by Federal and State Laws, whichever is longer.

TO: DEPARTMENT OF HUMAN RESOURCES Date: ___________________

FROM: Department Name: ______________________________ Department No. __________________

In accordance with Rule 3 of the City of Sarasota Rules and Regulations for the Civil Service and General Personnel Systems, a requisition is hereby submitted for the vacancies as described hereon.

Monday, July 23, 2001 10:44:48 PM