General Order 300-02 Transfer Of Classified Employees Flashcards Preview

General Order 300 Personnel Management > General Order 300-02 Transfer Of Classified Employees > Flashcards

Flashcards in General Order 300-02 Transfer Of Classified Employees Deck (152):
1

What is the Policy of General Order 300-02 Transfer of Classified Employees?

Transfers of classified employees within the
department shall be conducted according to
the policies and procedures outlined in this
General Order and the standard operating
procedures for the department's Employee
Services Division.

The department shall transfer classified
employees to provide the best possible police
services to the citizens of the city of
Houston and to provide officers with opportunities
for career development and professional
experience enhancement.

The Chief of Police may approve any exception
to this transfer policy.

This General Order applies to classified employees only.

2

Bona Fide Occupational Qualification

A qualification reasonably necessary for the
normal performance of duties for a particular
job assignment.

For department purposes, a bona fide occupational qualification does not include race, national origin, religion, age, or sex.

3

Established List.

A list of officers who are eligible applicants classified and grouped as Most Ready or Ready for a specific Method B transfer.

A division creates an established list from among and after screening or assessing the applicants on the transfer application list provided by Employee Services
Division.

An established list is valid for a set period of time.

4

Intra-Divisional Reassignment.

A move from one unit or squad to another unit or
squad within the same division.

5

Involuntary Transfer.

A transfer in which an officer is moved from any assignment within the department at any time upon written approval by the Chief of Police or the
executive assistant chief or assistant chief over the division from which the officer is transferring.

No minimum assignment period shall apply unless it is authorized by the executive assistant chief over the division to which the officer is transferred.

6

Minimum Assignment Period.

The minimum period of time an officer must remain
in an assignment.

The minimum assignment
period for a Method A transfer is one year.

A two-year minimum assignment period is required for Method B transfers.

Other transfers may require a minimum assignment
period.

Exceptions to a minimum assignment period may be approved by the Chief of Police.


7

Officer.

For the purposes of this General Order (excluding section 17), a classified employee holding the rank of police officer, senior police officer, or sergeant.

8

Reckoning Period.

The period of time that previous, same or similar, or combinations of misconduct may be considered for purposes of recommending proper discipline.

The reckoning period begins on the day the
department served the employee with discipline
for the previous misconduct.


9

Rotation Transfer.

A transfer of an officer to a rotation assignment, which is a mandatory assignment for a specified period of
time (usually one year).

The Chief of Police specifies which divisions are considered rotation assignments for both officer and sergeant ranks.

Rotation assignments may be considered voluntary or involuntary transfers.



10

Transfer.

A reassignment of an employee
from one division or command to another
division or command.

11

Transfer Application List.

A list of applicants
who have applied for transfer to a
specific division or command. Employee
Services Division creates this list and forwards
it to the concerned division or command
for consideration.

12

Voluntary Transfer

A transfer for which an
officer has voluntarily applied and been accepted.
Voluntary transfers are either Method
A or Method B and have a minimum
assignment period as defined above

13

EMPLOYEE SERVICES DIVISION

Job Posting

The Police Department's Employee Services
Division (ESD) shall handle all classified
job postings for openings within the
department. ESD shall also maintain the
classified job posting form on the department's
Intranet Portal.

14

EMPLOYEE SERVICES DIVISION

Division Commander of ESD

All classified job postings shall be issued by
the division commander of ESD after review
and approval by the requesting division's
chain of command.

15

EMPLOYEE SERVICES DIVISION

Executive Assistant Chief Level

Divisions shall send their requests with the
completed classified job posting form to the
division commander of ESD via the requesting
division's chain of command through the
executive assistant chief level.



16

EMPLOYEE SERVICES DIVISION

Master File

ESD shall maintain the department's master
file containing all transfer applications and
shall act as the control agency for the Chief
of Police in overseeing transfers and transfer
applications throughout the department.

17

VACANCY ANNOUNCEMENTS

Classified Job Posting

Officer vacancies for which there are no eligible
applicants may be announced in a department
classified job posting.
Classified job postings shall contain information and
requirements specific to the assignment or
job to be performed.

Classified job postings shall not require an applicant to attach a photograph to the application. However, a
photograph may be requested or taken at
the time of an interview.



18

VACANCY ANNOUNCEMENTS

Posted by each Division

All issued classified job postings shall be
posted by each division immediately upon
receipt and made available to all officers.
Classified job postings shall also be accessible
via the department's Intranet Portal.



19

VACANCY ANNOUNCEMENTS

Second Posting

Once a classified job posting has been issued,
selection criteria shall not be changed
without a second posting to allow all prospective
applicants to respond to the new
information.

20

Classified Job Posting Requirements

Method A

Classified job postings for Method A transfers
(see section 12, Voluntary Transfers)
shall inform all officers there are no names
on a division's Method A application list.


21

Classified Job Posting Requirements

Method B

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

22

Classified Job Posting Requirements

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:


A. Rank in which the vacancy occurs.

23

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Division and Unit

B. Division and unit in which the vacancy
occurs

24

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Title of Position

C. Description of the duties to be performed
and the working title of the position,
if any.

25

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Duty Hours

D . Duty hours and days off.

26

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Shift Adjusted operation requirement

E. Notice that shifts may be adjusted
based on operational requirements.

27

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Skills

F. Minimum skills, experience, or education
required (must be applicable to the
position)

28

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Method

G. Method of selection.

29

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Length of Time

H. Length of time the applicants to the
classified job posting shall be considered
for future vacancies.

30

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Date of Posting

I. The period of time during which applications
shall be accepted (minimum: seven
calendar days from the date of the
posting).

31

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Recommendations from current and past supervisors

J. Notice that recommendations from current
and past supervisors shall be
sought.

32

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Performance Evaluations

K. Notice that past performance evaluations
shall be considered.

33

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Internal Affairs Complaint History

L. Notice that an internal affairs complaint
history shall be reviewed and considered.

34

Classified job postings for Method B transfers
(see section 12) shall include, but shall
not be limited to, the following information:

Supervisor information

M. The name and telephone number of a
supervisor whom applicants may contact
to obtain additional information
about the vacant position.

35

Classified Job Posting Method B

Additional Skills

Classified job postings for Method B transfers
may also include information about additional
skills, experience, or education that
would benefit an applicant for consideration
for transfer.

36

TRANSFER DISQUALIFICATION

Sustained Complaint

If a transfer applicant has a sustained complaint
for violation of federal or state law or
local ordinance, or has any other serious
sustained complaint, the applicant shall be
disqualified from transferring to any position
in Investigative Operations, Professional
Standards Command, Criminal Intelligence
Division, Recruiting Division, or Alternative
Dispute Resolution Unit until the department's
prescribed reckoning period and any
other eligibility period has been satisfied.

37

TRANSFER DISQUALIFICATION


Untruthfulness

Officers with a sustained untruthfulness
complaint (Class I or II) are not eligible to
apply for or transfer to any position in Investigative
Operations, Professional Standards
Command, Criminal Intelligence Division,
Recruiting Division, or Alternative Dispute
Resolution Unit for a period of seven years
from the date of discipline for Category D or
E violations and for five years from the date
of discipline for Category A, B, or C violations.




38

TRANSFER DISQUALIFICATION.

Concerned Assistant Chief

Any sustained complaint against an officer
may exclude the employee from remaining in
or transferring to certain assignments as determined
by the concerned assistant chief.


39

TRANSFER APPLICATIONS

Transfer (GF- 0032)

To apply for a transfer, officers shall complete
an Application for Transfer (GF-0032)
form in person at ESD. When completing
the form, officers should be aware that by
requesting a specific unit or shift assignment,
they limit their opportunities for transfer.

For example, officers applying to
Mounted Patrol shall be considered only for
a vacancy in Mounted Patrol, not for any
other vacant positions in Special Operations
Division, and officers who specify day shift
on their applications shall not be considered
for any other shift.



40

TRANSFER APPLICATIONS

All of the following requirements apply to
transfer applications:

No more than 3

A. No officer shall have more than three
active applications on file at any time.

41

TRANSFER APPLICATIONS

All of the following requirements apply to
transfer applications:

Minimum Assignment Period

B. An officer may apply for a transfer before
completing a minimum assignment
period. However, the officer shall not be
eligible to transfer until completing the
minimum assignment period.

42

TRANSFER APPLICATIONS


All of the following requirements apply to
transfer applications:

Method A Non Interview

C. Applications shall be accepted for a
Method A (non-interview process) transfer
to a patrol division whether or not
there is a current open position. This includes
patrol functions within the Special
Operations Division.

43

TRANSFER APPLICATIONS

All of the following requirements apply to
transfer applications:

Method B (Interview Process)

D. Applications for transfers to investigative
divisions or for Method B (interview
process) transfers including the Method
B investigative selection process shall
be accepted only in response to a current
and active classified job posting
announcing a vacancy or an anticipated
vacancy.

44

TRANSFER APPLICATIONS


All of the following requirements apply to
transfer applications:

Division Applications

E. All divisions shall maintain applications
of those who meet the minimum eligibility
requirements for at least six months
from the date received. All applications
shall remain archived indefinitely in
ESD.

45

TRANSFER APPLICATIONS

All of the following requirements apply to
transfer applications:

Division Commander of ESD

F Officers who no longer want a previously
submitted transfer application to remain
on the active transfer application
list shall withdraw their application
through correspondence to the division
commander of ESD or by personally
appearing at ESD and withdrawing the
transfer application.

46

TRANSFER APPLICATIONS

All of the following requirements apply to
transfer applications:


Decline Transfer

G. Applicants declining a transfer offer because
of a temporary situation and wishing
to retain their application and
position on the transfer application list or
established list may write a request and
explanation regarding the situation to
the division commander of ESD. The
explanation must be received by ESD
within seven calendar days after the
transfer decline. The division commander
of ESD in consultation with the concerned
division commander shall review
the explanation and notify the requesting
applicant in writing of the decision.


If the applicant declines a transfer offer
from the same transfer application list or
established list for a second time, the
applicant shall be removed from that list
unless an exception is approved by the
Chief of Police.


47

TRANSFER APPLICATIONS

All of the following requirements apply to
transfer applications:

Each Division Responsibility

H. Each division is responsible for keeping
their transfer application list current and
maintaining it by removing personnel as
outlined above and by removing applicants
that are considered ineligible or
Not Ready in response to a Method B
Job Posting.

48

TRANSFER APPLICATIONS


All of the following requirements apply to
transfer applications:


Applicant Accepts Voluntary Transfer

I When an applicant accepts a voluntary
transfer or promotion, ESD shall cancel
all active transfer applications for that officer.

49

PERSONNELCHANGES FORM

Transfers

A Personnel Changes form shall be completed
for all transfers.

50

PERSONNELCHANGESFORM

Receiving Division Commander

Assistant Chiefs over the sending and receiving division

The receiving division commander shall initiate
the form so assignment information
such as shift and days off may be assigned.

The form shall bear the signature of the affected
officer and the date signed.

The effective date of the transfer shall be left
blank.

The receiving division commander shall then forward the Personnel Changes form to the transferring officer's division commander for signature and for the signatures
of the assistant chiefs over the sending
and receiving divisions.

51

PERSONNELCHANGES FORM

ESD

Executive Assistant Chiefs or their designee at
the Personnel Allocation Committee meeting.


The completed form shall then be sent to
ESD, which shall verify all policy and procedural
requirements have been met.

Forms not bearing the required signatures or other
information shall be returned to the receiving
division.

When the transfer is approved by
the executive assistant chiefs or their designee at the Personnel Allocation Committee meeting, ESD shall enter the date of transfer on the Personnel Changes form and notify the transferring officer and the
sending and receiving divisions




52

PERSONNEL ALLOCATION COMMITTEE

The Personnel Allocation Committee consists
of the department's four executive assistant
chiefs.

This committee is authorized by the Chief of Police to review and approve the orderly transfer of classified employees within the department.

The committee accomplishes this task by considering the authorized, actual, and proportionate
strength of both the transferring and receiving
divisions as it relates to accomplishing
department or division objectives.





53

PERSONNEL ALLOCATION COMMITTEE

Except as Directed by the Chief of Police

Except as directed by the Chief of Police, or
as described in another section of this General
Order, no transfer of a classified employee
is effective until approved by the
Personnel Allocation Committee.

54

PROBATIONARY POLICE OFFICERS
AND NEWLY PROMOTED POLICE
OFFICERS AND SERGEANTS

Vacancy in a Uniformed Division

Unless otherwise approved by the Chief of
Police, probationary police officers and newly
promoted police officers and sergeants shall
be assigned to a vacancy in a uniformed division
for which no applications have been
received or as determined by ESD.


55

PROBATIONARY POLICE OFFICERS
AND NEWLY PROMOTED POLICE
OFFICERS AND SERGEANTS

At Least One Year in their first regular assigned division.

These officers and sergeants shall remain
for at least one year in their first regular assigned
division.

This does not apply to employees
transferred out on a rotation
assignment.

56

PROBATIONARY POLICE OFFICERS
AND NEWLY PROMOTED POLICE
OFFICERS AND SERGEANTS

Newly Promoted Sergeant at least One Year

Unless otherwise approved by the Chief of
Police, newly promoted sergeants shall
serve at least one year in a uniformed division
and may also serve at least one year in
a rotation assignment (see section 14, Rotation
Transfers).

Both assignments shall be
determined by ESD. The assignments must
be completed before the end of the third
year as a sergeant.


57

PROBATIONARY POLICE OFFICERS
AND NEWLY PROMOTED POLICE
OFFICERS AND SERGEANTS

Shall not be assigned to the division from which they promoted

Newly promoted sergeants shall not be assigned
to the division from which they promoted
for one year without a written request
from their chain of command and approval
by the Chief of Police.

58

LIEUTENANTS

The rank of lieutenant is mid management,
and transfers shall be made at the discretion of the Personnel Allocation Committee,
based on the committee's assessment of
the overall needs of the department.

Unless waived by the Chief of Police, lieutenant
vacancies shall be announced via job posting
so interested persons can make their interest
known to the appropriate division
commander as outlined in the job posting.

59

LIEUTENANTS

Division commander

When a division commander has a lieutenant
vacancy, that division commander shall
interview all lieutenants who have appropriately
responded to the job posting.


60

LIEUTENANTS

Newly Promoted Lieutenant

Unless otherwise approved by the Chief of
Police, newly promoted lieutenants shall
serve at least one year in a uniformed division
as determined by ESD. The uniformed
assignment must be completed before the
end of the third year as a lieutenant.

61

COMMANDERS

The rank of captain or above is upper management
and transfers are made at the discretion
of the Chief of Police based on the
Chiefs assessment of the overall needs of
the department.

62

INTRA-DIVISIONAL REASSIGNMENTS

Reassignment of personnel within a division
may be made as limited below at the discretion
of the division commander in order to
improve the division's efficiency or productivity,
or for the benefit of the officer.

Intra divisional reassignment is not considered
an involuntary transfer.


63

INTRA-DIVISIONAL REASSIGNMENTS


Division Commanders

Division commanders may fill a vacancy
with an eligible officer from within the division
giving preference to seniority whenever
possible.

Intra-divisional reassignments are allowed
from an investigative position to another investigative
position and from an investigative
position to an administrative position.


64

INTRA-DIVISIONAL REASSIGNMENTS

Administrative Position

However, intra-divisional reassignments for
police officers or senior police officers are
not allowed from an administrative position
to an investigative position unless one or
more of the following situations applies.

65

INTRA-DIVISIONAL REASSIGNMENTS

However, intra-divisional reassignments for
police officers or senior police officers are
not allowed from an administrative position
to an investigative position unless one or
more of the following situations applies.


The officer:


A. Has held a regular assignment in the division
continuously since January 7,
2002.

B. Entered the division via the investigative
selection process prior to the administrative
assignment.
C. Is selected from the established list for
the position after competing with other
applicants in the appropriate investigative
selection process (see section 17,
Investigative Selection Process).

66

INTRA-DIVISIONAL REASSIGNMENTS


Seven Calendar Days

If a division commander anticipates filling a
position from within the division, a notice of
vacancy shall be prominently posted in an
area accessible to all officers in the division
for a minimum of seven calendar days.

This method of filling a vacancy is an intra divisional
reassignment and not a transfer.

67

INTRA-DIVISIONAL REASSIGNMENTS

No Officer Selected from within the Division

If no officer is selected from within the division,
an applicant from outside the division
may be used to fill the vacancy. The appropriate
job posting and transfer process shall
be utilized.

68

TEMPORARY ASSIGNMENTS

30 Calendar Days or less

31 through 90 calendar days

Extensions beyond 90 calendar days

Most temporary assignments are those lasting
30 calendar days or less.

Only the Chief of Police or an executive assistant chief
may approve a temporary assignment lasting 31 through 90 calendar days.

Extensions beyond 90 calendar days may be
approved only by the Chief of Police.

69

TEMPORARY ASSIGNMENTS

Personnel Changes Form

A Personnel Changes form shall be completed
for temporary assignments.

The signed form must note that the assignment
is temporary and be submitted to ESD.

Appropriate personnel in the temporary assignment
division shall immediately update the officer's schedule as needed in the City's Kronos® Time and Attendance System.



70

TEMPORARY ASSIGNMENTS

Regular Assignment determines

While on temporary assignment, an officer's
regular assignment determines the appropriate
assignment pays, including patrol incentive
pay and shift and weekend pay.

When an employee is on temporary assignment,
all personal leave time and other
absences shall be entered into Kronos by
appropriate personnel from the division to
which the officer is temporarily assigned.
See General Order 300-07, Overtime
Compensation, for guidelines regarding
the entry of overtime while on temporary
assignment. See General Order 300-10,
Transitional Duty Assignment, for guidelines
regarding officers on transitional duty.




71

TEMPORARY ASSIGNMENTS

Personnel Changes form submitted to ESC

When employees return to their regular assigned
division, another Personnel Changes
form shall be submitted to ESD.

Appropriate personnel in the regular assigned
division shall immediately update the
officer's schedule as needed in Kronos.

The officer shall be allowed to return to the officer's
regular days off and shift held prior to
the temporary assignment.


72

VOLUNTARY TRANSFERS

This section outlines the two common types
of voluntary transfers and lists requirements
for proactive investigative assignments.


Method A Transfer

Method B Transfer

73

Method A Transfer

First Come First Serve Basis

A Method A transfer occurs when a division
fills a vacancy from a list of officers who
have applied for transfer to the division by
submitting their names on a first-come, first served
basis.

Applications received in ESD on the same day are ordered by seniority.

ESD shall make a transfer application list of
officers who have applied for transfer to a particular division and forward a copy of the list to the concerned division.

An updated transfer application list shall be sent to the
concerned division when new applications are received by ESD.

Applications shall remain active indefinitely in ESD or until withdrawn as noted in section 4, Transfer
Applications, of this General Order.


74

Method A Transfer

Division Commander

Applicants shall be considered in the order
their names appear on the transfer application
list.

The division commander having a
vacancy shall fill the vacancy with the first
eligible officer appearing on the Method A
transfer application list.

75

Method A Transfer

ESD Transfer Application List

In the event there are no applicants for an
opening in a particular division, a classified
job posting may be issued to notify all employees
of the vacancy.

After the posting period closes, ESD shall prepare a transfer application list that identifies those officers
who have applied for transfer to the vacant
assignment.

Applicants on this list shall be ranked by seniority rather than on a first come, first-served basis.


76

Method A Transfer

General Order 300-03 Seniority

Conflicts arising from the order employees
are placed on a transfer application list shall
be settled according to General Order
300-03, Seniority. Questions about placement
on the transfer application list may be
addressed in correspondence to the division
commander of ESD. ESD's division
commander shall review the list in question
and make changes or corrections if justified.

77

Method A Transfer

Minimum Assignment Period

The minimum assignment period for a Method A transfer is one year.

78

Method B Transfer

Method B Classified Job Posting

A Method B transfer occurs when a division
fills a vacancy requiring specific criteria
normally announced in a Method B classified
job posting.

79

Method B Transfer

Division Commanders

To fill a vacancy through a Method B transfer,
division commanders shall submit their
request, justification for using this method,
and a completed classified job posting form
to the division commander of ESD via the
requesting division's chain of command
through the executive assistant chief level.

After review and approval by the requesting
division's chain of command, ESD shall issue
a classified job posting notifying all employees
of the vacant position.





80

Method B Transfer

ESD

ESD shall make a transfer application list of
officers who have applied for a transfer to
the vacant assignment and forward a copy
of the list to the concerned division.



81

Method B Transfer

Division Commander Screening Process

The division commander with the vacancy
shall conduct a screening process that may
include a review of any of the following for
each applicant: resume, interviews, oral
board reviews, writing samples, tests on related
issues, and physical and psychological
tests.

The division commander may
designate personnel already assigned to
the division to staff the review board or
screening panel.

Division commanders shall
make certain that members of the review
board or screening panel are selected to
ensure diversity and objectivity.


82

Method B Transfer

Concerned Division Produces a List

Based on the screening process, the concerned
division shall produce a list that
classifies and groups eligible applicants as
Most Ready or Ready (established list) and
submit the list to the division commander of
ESD to establish the official beginning and
ending dates.

The division shall also include
with the correspondence to ESD a separate
list of ineligible and Not Ready applicants.

83

Method B Transfer

Applicants on an Established List

Applicants on an established list remain in
consideration for positions in the concerned
division until the pool of eligible applicants
on the list is exhausted but for no longer
than the length of time specified on the related
classified job posting up to one calendar
year from the date the list is established
by ESD.

Each division is responsible for
maintaining the accuracy of current eligible
applicant names on its established lists
and monitoring time restraints.

Once an established list from a Method B job posting
expires, the division is responsible for removing
the remaining names on the list that
did not transfer during that time frame.



84

Method B Transfer

Division Commanders shall ensure all applicants interviewed not in consideration for transfer are notified in writing.

Division commanders shall ensure all applicants
interviewed but not in consideration
for transfer are notified in writing.

Within the written communication there shall be a brief
description of why the applicant shall not be
considered for transfer.

The written communication
shall be sent within ten calendar
days following the beginning date on the
concerned established list.

85

Method B Transfer

Unsuccessful applicant for a Method B vacancy

An unsuccessful applicant for a Method B
vacancy may meet with the concerned division
commander, assistant chief, or executive
assistant chief.

The meeting would be
to review the applicant's performance during
the interview process and to review
documentation used to assess the applicant's
performance.

86

Method B Transfer

Executive Assistant Chiefs and Assistant Chiefs

Executive assistant chiefs and assistant
chiefs shall conduct random audits of the
selection process to ensure compliance
with department policy.

Additionally, executive assistant chiefs and assistant chiefs shall review the selection panel and interview
material before a selection process
begins.

87

Method B Transfer

Transfer shall not be approved if the effective date of the transfer

A transfer shall not be approved if the effective
date of the transfer would occur prior to
the beginning date or after the ending date
on the concerned established list.

88

Method B Transfer

Minimum Assignment Period

The minimum assignment period for a
Method B transfer is two years.

89

Criteria for Continued Assignment in
Method B Assignments

Officers assigned to divisions or units
through a Method B transfer shall meet certain
certain performance criteria on a continuous
basis.
Prior to selection, officers shall be
apprised of the criteria for continued assignment
to the division or unit.

Performance shall be continuously assessed.


90

Criteria for Continued Assignment in
Method B Assignments


General criteria used in evaluating an officer's
suitability to remain in a Method B
transfer assignment shall include, but not
be limited to, the following:

A. Achievement of required productivity
standards.

B. Quality of the officer's work.

C. Officer's overall suitability for the assignment.

D. Job performance review.

E. Well-being of the officer.

F. Best interest of the department.

91

Criteria for Continued Assignment in
Method B Assignments

If the division commander determines that
an officer is not meeting the established criteria
for the assignment, the officer may be
offered an intra-divisional reassignment or
the matter shall be brought to the attention
of the appropriate assistant chief.

If the assistant chief concurs the officer is no longer
suited for the division, the officer shalt be
transferred by any approved transfer method.

Placement may be at the discretion of
the concerned assistant chiefs.


92

Method B Retention Policy for Proactive
Investigators

Evaluate Employee for continued assignment in Method B Proactive investigative postitions

The above listed retention criteria for Method
B assignments along with the additional
policies outlined in this subsection shall be
utilized to evaluate employees for continued
assignment in Method B proactive investigative
positions as well as to facilitate the
reassignment of employees as necessary.

This policy should not be interpreted as a
mandatory rotation policy based on an arbitrary
number of years in an assignment, but
as a more effective way for the Chief of Police
to balance the needs of the department
while keeping in mind the welfare of employees
faced with sensitive, high stress
proactive investigative assignments.




93

Method B Retention Policy for Proactive
Investigators

The following divisions that utilize proactive
investigators are subject to this retention
policy:

Auto Theft

Criminal Intelligence

Gang

Major Offenders

Narcotics

Vice

94

Method B Retention Policy for Proactive
Investigators

Both Reactive and Proactive Investigations

For divisions that maintain both reactive
and proactive investigators, this policy shall
apply to only officers who conduct proactive
investigations including, but not limited to,
undercover operations.

For the purpose of this policy, if an officer conducts both reactive and proactive investigations, the officer
shall be considered a proactive investigator
and subject to the guidelines of this policy.


95

Method B Retention Policy for Proactive
Investigators

Division Commanders

Division commanders shall make the determination
as to which employees under
their command are considered to be proactive
investigators and therefore subject to
the guidelines of this policy.

Administrative personnel in the above listed
divisions are outside the scope of this policy.


96

Method B Retention Policy for Proactive
Investigators

Supervisor Regular Supervisory meetings

Supervisors should conduct regular supervisory
meetings and/or debriefings with
proactive investigators in order to monitor
and discuss issues as they arise.

At the conclusion of every prolonged proactive investigative assignment, supervisors shall
conduct a debriefing session with the involved
proactive investigators.

97

Method B Retention Policy for Proactive
Investigators

After three years in a proactive investigative
assignment, an officer's supervisor:

A. Shall be required to review the employee's
disciplinary history. All complaints shall be reviewed in considering whether a pattern of behavior potentially exists that could be detrimental to the officer or
to the department.

B. Shall review the employee's personnel
file for other items, such as the nature
and number of extra employment positions
and compliance with other department
policies.

98

Method B Retention Policy for Proactive
Investigators

5 Years in a Proactive Investigative Assignment

After five years in a proactive investigative
assignment and every two years thereafter,
proactive investigators shall schedule and
attend a psychological counseling session
administered by HPD's Psychological Services
Division.

The counseling session shall
be confidential and Psychological Services
Division shall not be required to submit a
report to the department unless otherwise
required by law.

Supervisors are responsible
for ensuring that officers working proactive
assignments are scheduled for counseling
as required by this General Order.


99


Method B Retention Policy for Proactive
Investigators

Requirements for Periodic Psychological Counseling


The requirement for periodic psychological
counseling neither supersedes the requirements
and guidelines regarding the Administrative
Personnel Committee outlined in
General Order 300-05, Workers' Compensation
nor prevents a supervisor from seeking
assistance for an employee from
Psychological Services Division as needed.



100

Transferring to a Proactive Investigative
Assignment

Each applicant, including those already assigned
to the concerned division, must do
all of the following when applying for a proactive
investigative assignment:


A. Submit a new resume.

B. Participate in an interview in front of a
panel of supervisors and investigators with
relevant experience in the open position.

C. Take a written test applicable to the job
description.


D. Take a preliminary psychological examination
for a baseline score.

E. Submit to an assignment drug test.

101

Transferring to a Proactive Investigative
Assignment

6 Month Training and Evaluation

Officers accepting a proactive investigative
assignment shall be required to complete a
six-month, structured training and evaluation
period.

Each division shall be responsible
for developing training and submitting
the curriculum to the Training Division for
approval.

The training shall be incorporated
into the division's standard operating
procedures once it is approved by the
Training Division.

This training shall be
documented thoroughly by both the mentoring
officer and the supervisor of the new
employee.

Things that should be documented
include training hours, the tasks
completed, and any observed strengths or
weaknesses.


102

Transferring to a Proactive Investigative
Assignment

Supervisor Shall hold Monthly Meetings

The supervisor shall hold monthly meetings
with the new employee to discuss the training
period.

At the end of the evaluation period,
the supervisor shall provide a
recommendation to either retain the new
employee or return the employee to the
previous assignment or any available similar
assignment.


103

INVOLUNTARY TRANSFERS

Written Approval By the Chief of Police or
The Executive Assistant Chief or Assistant Chief over and officer's current division

Upon written approval by the Chief of Police
or the executive assistant chief or assistant
chief over an officer's current
division, an officer may be transferred from
any assignment within the department at
any time.

104

INVOLUNTARY TRANSFERS

Copy of Correspondence attached to the Personnel Changes Form

Involuntary transfers require a copy of the
correspondence to be attached to the Personnel
Changes form. Placement may be at
the discretion of the Chief of Police.

105

INVOLUNTARY TRANSFERS

Ten Calendar Days

All officers scheduled to be transferred involuntarily
shall be given written notice of
the transfer ten calendar days prior to the
effective date of the transfer when practical.

The ten days shall commence on the date
the officer signs the Personnel Changes
form.

The officer being transferred may
waive the ten-day requirement. If an officer
is involuntarily transferred, no minimum assignment
period shall apply unless noted
elsewhere in this General Order or authorized
by the executive assistant chief over
the division to which the officer is transferred.

106

Involuntarily Transferring an Employee
From a Proactive Investigative Assignment

Not Eligible to Transfer to Another Proactive Investigative Assignment

An officer who is involuntarily transferred
from a proactive investigative assignment
shall not be eligible to transfer to another
proactive investigative assignment for a period
of two years.

An officer involuntarily transferred from a proactive investigative assignment shall be assigned to a uniformed division unless otherwise approved
by the assistant chief of the receiving command.


107

ROTATION TRANSFERS

Chief of Police

Unless otherwise approved by the Chief of
Police, the least senior employee in each
of the police officer and sergeant ranks
who has not worked a rotation assignment
shall be subject as noted below to a rotation
transfer to fill a vacant rotation assignment.

108

ROTATION TRANSFERS

Least Seniority

The police officer with the least seniority
who has completed the department's Field
Training Program and the twelve-month
probationary period shall be identified to fill
a vacant rotation assignment. Excessive
absences during a rotation assignment may
extend the assignment for a police officer.

109

ROTATION TRANSFERS

Least Senior Sergeant

The least senior sergeant who has completed
the Patrol Sergeant Training Program
shall be identified to fill a vacant rotation assignment.

110

ROTATION TRANSFERS

Employee Services Division shall:

A. Administer the rotation transfer process.

B. Maintain a list of divisions considered as
rotation assignments.

C. Identify the least senior employee in
each of the police officer and sergeant
ranks who has not worked a rotation assignment.

D. Maintain a database of all police officers
and sergeants to identify those who
have completed their rotation assignment.

E. Provide a list of vacancies to those officers
and sergeants who have completed
their rotation assignment and are
interested in transferring.


111

Post Rotation Assignment Options

After the minimum assignment period in a
rotation assignment, police officers and
sergeants shall be eligible to transfer utilizing
any of the transfer options outlined in
this General Order or listed below:



A. Accept a position offered by ESD. The
assignment shall not have a minimum
assignment period.


B. Seek an assignment without assistance
from ESD. The assignment shall be
considered voluntary and restrictions of
the minimum assignment period shall
apply.

112

Post Rotation Assignment Options

Approval of Concerned Division Commander


With approval of the concerned division
commander, police officers and sergeants
also have the option of remaining in a rotation
assignment after the minimum period
required.

In this case, the rotation
assignment shall become a regular assignment.

113

INTERNAL AFFAIRS/CENTRAL INTAKE
OFFICE AND INSPECTIONS DIVISION


Only Assistant Chief of Professional Standards Command

Division Commander of IAD or Inspections Division

Only the assistant chief of Professional
Standards Command may authorize assignments
to Internal Affairs/Central Intake
Office (lAD) or Inspections Division.

Decisions may be based on recommendations
from the division commander of lAD or Inspections
Division.


114

Police Officers and Sergeants

Minimum Assignment Period In IAD or Inspections
Division

The minimum assignment period for a police
officer or sergeant in IAD or Inspections
Division is two years.

After completing the two-year minimum assignment in IAD or Inspections Division, police officers or sergeants
wanting to transfer shall have the same options as outlined under subsection "Post Rotation Assignment Options" in section 14 of this General Order.


115

INTERNAL AFFAIRS/CENTRAL INTAKE
OFFICE AND INSPECTIONS DIVISION

Police Officers and Sergeants

IAD sergeants may serve an additional
three years, but shall not serve more than
five consecutive years in that assignment
except as noted below or unless approved
by the Chief of Police.

Sergeants who have served in IAD for five or more consecutive years and who have not been able to transfer out shall be involuntarily transferred except
as noted below.

Upon approval by the Chief of Police, the involuntary transfer shall be based upon the needs of the department.

116

INTERNAL AFFAIRS/CENTRAL INTAKE
OFFICE AND INSPECTIONS DIVISION

Police Officers and Sergeants

Police officers may serve more than five
years in IAD with the authorization of their
division commander.

117

INTERNAL AFFAIRS/CENTRAL INTAKE
OFFICE AND INSPECTIONS DIVISION

Lieutenants

Minimum Assignment Period

The minimum assignment period for a lieutenant
in IAD or Inspections Division is two
years. Assignment extensions beyond that
time in IAD shall be based on the needs of
the department, but shall not exceed an
additional three years except as noted below
or unless approved by the Chief of Police.

Lieutenants are not guaranteed to return to
their previous assignments when transferring
from IAD or Inspections Division.

118

INTERNAL AFFAIRS/CENTRAL INTAKE
OFFICE AND INSPECTIONS DIVISION

Administrative Positions

A lieutenant, sergeant, or police officer who
occupies an administrative position in IAD is
exempt from the five-year assignment limitation.

119

INTERNAL AFFAIRS/CENTRAL INTAKE
OFFICE AND INSPECTIONS DIVISION

Exceptions

Unless otherwise approved by the Chief of
Police, police officers, sergeants, or lieutenants
who have completed a minimum
assignment period in IAD in their current
rank shall not have to serve in Inspections
Division and vice versa.

Additionally, police officers, sergeants, or
lieutenants who have completed a minimum
assignment period in either IAD or Inspections
Division in their current rank shall not
be involuntarily assigned to a rotation assignment
unless approved by the Chief of
Police.




120

SPECIAL TRANSFERS

The following special transfer situations are
exceptions to the voluntary transfer requirements:

One for One Transfer for eligible officers between two patrol divisions.

A. One-for-one transfers of eligible officers
between two patrol divisions.

The exchange may be made even though there
are no vacancies in either division.

Both affected division commanders and the
division commander of ESD must verify
that both officers are eligible to transfer.

Officers must complete the minimum
assignment period in their current division
before a one-for-one transfer shall
be approved.

One-for-one transfers are between two patrol divisions only.

The division commander of the receiving division
shall determine the days off and shift of the transferring officer.

One- for - One transfers shall have a one-year minimum assignment period.

121

SPECIAL TRANSFERS

The following special transfer situations are
exceptions to the voluntary transfer requirements:

Non Rotation Assignment

One Year Minimum

B. Before completing the minimum assignment
period in a non-rotation assignment,
officers who are assigned to
non-patrol divisions may transfer to any
patrol division that has an available position.

This type of transfer to a patrol
division shall have a one-year minimum
assignment period.


122

SPECIAL TRANSFERS

The following special transfer situations are
exceptions to the voluntary transfer requirements:

Transfers to the Office of the Chief of Police,
The Office Of an Executive Assistant Chief or
Assistant Chief, or a Special Assignment

C. Transfers to the Office of the Chief of
Police, the office of an executive assistant
chief or assistant chief, or a special
assignment authorized by the Chief of
Police.

These assignments are at the discretion of the Chief of Police.


123

SPECIAL TRANSFERS

The following special transfer situations are
exceptions to the voluntary transfer requirements:

Transfers from the Office of the Chief of Police

D. Transfers from the Office of the Chief of
Police, the office of an executive assistant
chief or assistant chief, or a special
assignment authorized by the Chief of
Police.

Upon request, officers may return
to their previous regular assigned
division when a vacancy occurs and
with approval by the division commander
of the requested division.

Otherwise, officers may be reassigned through a
Method A or Method B transfer or may
be assigned to any position authorized
by the Chief of Police.


124

INVESTIGATIVE SELECTION PROCESS

For Police Officers and Senior Police Officers applying for investigative positions in the department.

This section outlines the selection process for
police officers and senior police officers applying
for investigative positions in the department.

The selection process for sergeants
applying for investigative positions is governed
by other sections of this General Order.


125

INVESTIGATIVE SELECTION PROCESS

The following definitions apply to this section
only.

Investigative Division.

One of the department's divisions responsible for investigative efforts and subject to the investigative selection process for transfers to an investigative
position.

This includes divisions under Investigative Operations, as well as Criminal Intelligence Division and other divisions as determined by the Chief of Police.


126

INVESTIGATIVE SELECTION PROCESS

The following definitions apply to this section
only.

Investigative Officer.

A police officer or a senior police officer directly responsible for conducting investigative tasks or managing investigations.

Officers working in an administrative
capacity are not defined as investigative
officers.

127

INVESTIGATIVE SELECTION PROCESS



The following definitions apply to this section
only.

Investigative Position.

A position in an investigative division in which the functions of an investigative officer are normally performed.

128

INVESTIGATIVE SELECTION PROCESS

Introduction

The investigative selection process (ISP)
outlined in this section applies to only vacancies
in investigative positions.

Vacancies in administrative positions in
investigative divisions shall be filled according
to procedures outlined in other sections
of this General Order.

Intra-divisional reassignments
to investigative positions shall be
handled according to the policies outlined in
section 10 of this General Order.

129

INVESTIGATIVE SELECTION PROCESS

Investigative Officer transfers

Investigative officers desiring to transfer to
an investigative position in another division
must submit to the investigative selection
process for that division, regardless of the
prior method of selection for their current
position.

130

INVESTIGATIVE SELECTION PROCESS

Method B transfers

Transfers effected through the ISP are considered
Method B transfers.

In addition to the Method B transfer requirements outlined in other sections of this General Order, the
ISP shall be conducted as outlined in this
section.

131

INVESTIGATIVE SELECTION PROCESS

Application and Eligibility

Application.

Applicants for an investigative
position must complete an Application for
Transfer (GF-0032) in person at ESD during
the application period designated on the investigative
division's classified job posting.

Failure to follow directions or provide accurate
information shall be grounds for disqualification
from the process.


132

INVESTIGATIVE SELECTION PROCESS

Application and Eligibility

Attendance

Applicants may be disqualified
if they have exceeded 64 hours of unscheduled
leave within the 12-month period
prior to application, selection, or transfer to
an investigative position. Absences due to
hospitalization, or military, maternity, 100,
ADA, or FMLA leave, or other absences
approved by the Chief of Police shall not be
considered unscheduled in the application
process.

Applicants who have any incident of an unauthorized
absence (e.g., Absent Without
Permission) within 24 months prior to their
application, selection, or transfer to an investigative
position shall be disqualified.

133

INVESTIGATIVE SELECTION PROCESS

Application and Eligibility

Minimum Tenure.

Unless otherwise approved
by the Chief of Police, applicants
shall have a minimum of three years of
sworn service with HPD including a minimum
of two years in a uniformed division.
Tenure shall be calculated from the sworn
date to the date of the concerned classified
job posting.


134

INVESTIGATIVE SELECTION PROCESS

Application and Eligibility

Job Performance.

Applicants shall have an
overall "Strong" or higher rating on each of
their two most recent Report of Employee
Efficiency Ratings.

135

INVESTIGATIVE SELECTION PROCESS

Application and Eligibility

Investigative Training

Applicants shall
complete the Police Department's 40-hour
Basic Investigators School prior to or within
one calendar year of transferring to an investigative
position.

Only the executive assistant chief over the concerned division may approve exceptions to this requirement.

136

INVESTIGATIVE SELECTION PROCESS

Application and Eligibility

Internal Affairs Complaints

Officers with a sustained complaint (Class I or II) with a
discipline Category C, D, or E that is still within
the department's prescribed reckoning period are not eligible to apply for or transfer to an investigative position.

137

Internal Affairs Complaints

Sustained complaint (Class 1 or 11) other than untruthfulness with a Discipline Category A or B

Applicants with a sustained complaint
(Class I or II) other than untruthfulness with
a discipline Category A or B that is still within
the department's prescribed reckoning
period shall be reviewed to determine eligibility
to continue with the selection process.

The Executive Assistant Chief over the concerned
division shall be the final authority
regarding the eligibility of these officers to
participate in the ISP.

However, officers shall not be eligible to transfer to an investigative position until the department's prescribed
reckoning period and any other eligibility period has been satisfied.


138

Internal Affairs Complaints.

Sustained Untruthfulness complaint ( Class 1 or II ) are not eligible to apply

Officers with a sustained untruthfulness
complaint (Class I or II) are not eligible to
apply for or transfer to any investigative position
for a period of seven years from the
date of discipline for Category D or E violations
and for five years from the date of discipline
for Category A, B, or C violations.

139

Internal Affairs Complaints.

Applicants with a Pending Internal Affairs Investigation

Applicants with a pending internal affairs investigation
are not eligible to transfer to an
investigative position but are allowed to
continue with the ISP on a conditional basis
provided that no other disqualifying factors
exist.

140

Internal Affairs Complaints.

If a pending Internal Affairs Complaint

If a pending internal affairs complaint is sustained,
officers shall not be eligible to transfer
to an investigative position until the
department's prescribed reckoning period
and any other eligibility period has been
satisfied.

141

Internal Affairs Complaints.

Additionally, any Sustained cite or Series of Sustained Cites (Criminal Activity, Court Attendance , inattention to duty, conduct and behavior) may be a deciding factor regarding suitability for an Investigative Position.

Additionally, any sustained cite or series of
sustained cites (e.g. criminal activity, court
attendance, inattention to duty, conduct and
behavior) may be a deciding factor regarding
an officer's suitability for an investigative
position and may warrant disqualification
from the ISP.

The Executive Assistant Chief over the concerned division shall be the final authority regarding the eligibility of these officers.

142

INVESTIGATIVE SELECTION PROCESS

Assessment

Following the application period designated
on an investigative division's classified job
posting, the division shall conduct an assessment
of all potentially eligible applicants.

The assessment process shall be
designed to evaluate the applicants' suitability
for an investigative position in the division.

The assessment process may include,
but is not limited to, interviews and analyses
of prior work products, applicant productivity,
supervisor ratings, or specialized training.

Additionally, the investigative division
may develop written and/or oral exercises
designed to test applicants' interpersonal
skills, deductive reasoning, or oral or written
communications.


143

INVESTIGATIVE SELECTION PROCESS

Assessment

Total Score

The investigative division shall then assign
each applicant a total score.

Each investigative division shall maintain a record of
these scores according to their division's
records retention schedule.

Applicants who achieve at least 85 percent of the available points shall be classified and grouped as
Most Ready.

Applicants who achieve at least 70 percent but less than 85 percent of the total available points shall be classified and grouped as Ready.

Applicants who fail to score at least 70 percent are ineligible for the concerned ISP transfer and shall be
classified as Not Ready.

Eligible applicants shall be identified on an established list in either the Most Ready group or the Ready
group.


144

INVESTIGATIVE SELECTION PROCESS

Assessment

Established List

One Calendar Year

Applicants on an established list remain in
consideration for positions in the concerned
division until the pool of eligible applicants
on the list is exhausted but for no longer
than one calendar year from the date the
list is established by ESD.

145

INVESTIGATIVE SELECTION PROCESS

Selection

Under the ISP, division commanders shall
select from among the Most Ready group of
applicants on an established list and proceed
to the Ready group once all of the Most Ready applicants have been transferred,
have twice declined the transfer offer, or
have been otherwise removed from that established
list.




146

INVESTIGATIVE SELECTION PROCESS

Selection

Division commander

A division commander may select an applicant
from the Ready group before the list is
exhausted for the Most Ready group only if
the applicant in the Ready group possesses
a bona fide occupational qualification not
available in any of the Most Ready applicants.

147

INVESTIGATIVE SELECTION PROCESS

Selection

Bona Fide Occupational Qualification

A bona fide occupational qualification for an
investigative position includes, but is not
limited to, language skills, computer
knowledge, or investigative experience.

For department purposes a bona fide occupational
qualification does not include race,
national origin, religion, age, or sex. Only
the executive assistant chief over the concerned
division may approve requests to
by-pass a Most Ready applicant.


148

INVESTIGATIVE SELECTION PROCESS

Selection

Classified Employee based on Race, National Origin, Religion, Age, Sex

If there is a need for a classified employee
based on race, national origin, religion, age,
sex, or other qualification, it must be expressly
and explicitly articulated why that
qualification is reasonably necessary for the
normal performance of duties for the particular
job assignment..

149

Selection

Applicants offered Investigative Positions who fail to meet this requirement or who are deemed Not Ready for the Assignment by Psychological Services Division

Applicants offered investigative positions in
the Homicide, Narcotics, Major Offenders,
Vice, or Special Victims divisions must
complete an evaluation with Psychological
Services Division.

Applicants who fail to meet this requirement or who are deemed Not Ready for the assignment by Psychological
Services Division shall be disqualified
from consideration for that position.


150

INVESTIGATIVE SELECTION PROCESS

Probationary Period

180 Calendar Days


Officers transferred via the investigative selection
process shall have a probationary
period of 180 calendar days.

During the probationary period, the officer's performance in the new position shall be closely monitored.

151

INVESTIGATIVE SELECTION PROCESS

Probationary Period

Officer who fails to meet the divisions established performance standards

If the officer fails to meet the division's established
performance standards for the
position during the officer's 180-day probationary
period, the officer may be offered an
intra-divisional reassignment or the division
commander shall document the weaknesses
and petition in writing to the assistant
chief for the officer's removal from the division.

If the assistant chief concurs the officer is no longer suited for the division, the officer shall be transferred by any approved transfer method.

152

INVESTIGATIVE SELECTION PROCESS

Probationary Period

Officer removed from division because of job performance

Officers removed from a division because of
job performance deficiency are not guaranteed
any specific assignment, shift, or days
off.

Placement may be at the discretion of the Chief of Police.