Subject TRANSFER/DETAIL/FILLING VACANCIES. 8 February By Order of the Police Commissioner

Transcription

1 Policy 1705 Subject TRANSFER/DETAIL/FILLING VACANCIES Date Published Page 8 February of 11 By Order of the Police Commissioner POLICY 1. Career Development. Duty assignments vary widely within the Baltimore Police Department (BPD) with regard to required skills, knowledge and abilities, benefits, and the potential for advancement and achievement of personal career objectives. 2. Fair and Impartial. It is the policy of the BPD to provide a fair, impartial and nondiscriminatory transfer process that advances personal career goals, and interests, consistent with the efficient and effective use of manpower and delivery of police services to the community. Applicants for transfer will be assessed on their specialized skills, educational background, prior experience, current and past job performance, and seniority. 3. Patrol Experience. The BPD believes that experience as a patrol officer is an important prerequisite to an officer s subsequent assignment to any specialized unit. Therefore, in order to be considered for transfer or detail to any specialized units (including the District Detective Units), members must complete two full years (24 months) of active service as a patrol officer, following graduation from the Professional Development and Training Academy (PDTA), inclusive of the one-year probationary period of uniformed patrol service in the Patrol Division. 4. Suspended Police Powers. A member whose police powers are suspended for any reason shall not be transferred into any position where the nature of the position requires an officer to have active police powers. 5. Applicability. This policy applies to sworn members of the BPD, up to and including the rank of Lieutenant. DEFINITIONS Two-Year Period of Uniformed Patrol Service A period of 24 total months that begins on the date the Police Officer Trainee graduates from PDTA, and serves as a uniformed police officer in any of the nine Baltimore Police Districts. It includes the one-year probationary period of uniformed patrol service as a sworn officer in the Patrol Division. Excludable Absences Time off for absences other than accrued vacation leave, military leave, compensatory time-off (comp time), approved leave under the Family and Medical Leave Act, and approved holidays will not count toward a member s 24-month experience requirement. Similarly, anytime that an officer s police powers were suspended will not count as experience. Satisfaction of this two-year period is a one-time requirement. When completed, the member will be

2 Policy 1705 TRANSFER/DETAIL/FILLING VACANCIES Page 2 of 11 eligible for transfer. Interview Panel A diverse group of individuals (i.e., race, gender, experience, etc.) assembled to interview/assess candidates. The Interview Panel shall consist of a minimum of three members, at least one of which holds the same rank as the applicant. The composition of the Interview Panel shall be determined by the Commanding Officer of the interviewing unit/section. Factors such as technical qualifications, rank, experience, and diversity shall be considered when determining the appropriate members to serve on the Interview Panel. Commanding Officers may utilize individuals from within the BPD, outside agencies or the public to serve on the Interview Panel. Position Posting A notification in writing that a vacancy exists within a specific unit, section, etc. GENERAL Posting for a Vacant Position 1. To fill vacant sworn positions, unit commanders must receive approval from the Deputy Police Commissioner to create a position posting (see Appendix A). Commands that report directly to the Police Commissioner must receive approval from the Police Commissioner or Chief of Staff to create a position posting. Position postings shall: 1.1. Contain a description of the job requirements, working conditions, expectations, responsibilities, shift hours and minimum qualifications for the applicant Provide the opening and closing dates for the postings, not less than five days or more than 14 days in duration. 2. All position postings shall be issued by the Human Resources Section (HRS). Submitting A Transfer Request 1. Complete a Request for Transfer, Form 70 indicating the position requested. 2. Scan/ the Form 70 to: TransferRequests@baltimorepolice.org. Interview and Selection Process 1. Candidates who meet all minimum qualifications will be scheduled for an interview. 2. The Interview Panel will rate and rank the interviewees. Once a selection has been made, the panel must justify the selection and send the justification to HRS and EODS to ensure the selection was made based on merit and not based on discriminatory reasons. Transfer Approval Process 1. Transfers between bureaus (e.g., a transfer from the Operations Bureau to the Strategic Services Bureau) need only be approved by the affected Deputy Commissioners. 2. Transfers from division-to-division within the same bureau (e.g., a transfer from the Patrol Division to the Criminal Investigation Division) need only be approved by the affected Chiefs.

3 Policy 1705 TRANSFER/DETAIL/FILLING VACANCIES Page 3 of Transfers from division-to-division between commands which report directly to the Police Commissioner (e.g., a transfer from Media Relations to Management Services Division) need only be approved by the affected Chiefs. 4. Transfers from unit-to-unit, or district-to-district within the same division (e.g., a transfer from the Eastern District to the Central District or the District Detective Unit to the Homicide Unit) need only be approved by the affected Majors/Directors or Commanding Officers. 5. The Police Commissioner shall only approve or disapprove transfers when the respective Deputy Commissioner or direct report Chiefs cannot agree on the outcome of a transfer request. Detail Orders 1. Detail orders shall not last more than 90 days. The HRS will update locator assignment for individuals on a detail that is greater than 30 days for payroll purposes. 2. At the completion of the 90 day term, HRS will contact the parent command of the detailed member. The parent command must then request an additional detail order be issued, not to exceed an additional 90 days, or the detail will be cancelled and the member shall be returned to their parent command. Human Resource Orders (HROs) 1. No member shall be detailed or transferred without an HRO. 2. HRS shall only issue HROs twice a month, corresponding with the beginning of the pay period. Special Circumstances 1. The requirements of this policy do not apply to members hired by the BPD with the job title of Flight Officer. Members hired as Flight Officers, upon successful completion of both Entry Level Training and the Field Training and Evaluation Program, will immediately assume their assigned duties within the Aviation Unit, Special Operations Section. 2. This policy does not restrict the Police Commissioner, or his/her designee, from promoting or transferring any employee to a duty assignment that is deemed to be in the best interest of the BPD. Member 1. Maintain an accurate record of any days absent from full-duty that will be considered a nonincluded absence and will extend your expected end date. 2. Complete the required two-year period of uniformed patrol service within the Patrol Division before requesting a transfer to any specialized unit (e.g., Bicycle Patrol, Court Liaison, Homicide Unit, etc.). 3. Submit a Request for Transfer, Form 70 to: TransferRequests@baltimorepolice.org.

4 Policy 1705 TRANSFER/DETAIL/FILLING VACANCIES Page 4 of Satisfy all requirements for testing/interview. Interview Panel 1. Schedule for interview all candidates who meet all of the minimum qualifications necessary for the position. 2. Utilize the Applicant Interview Form, 115/16 (Appendix C) to interview all candidates. Only standardized questions contained on the form, or job-related/job-specific questions that have been pre-approved by HRS may be asked of candidates. 3. Rate and rank the interviewees. Once a selection has been made, the panel must justify the selection and send the justification to HRS and EODS to ensure the selection was based on merit. 4. Create a file with all paper and electronic records relating to the transfer or vacancy, the applicants for the position, the process used for selecting the candidates, and the reason(s) for choosing the candidate selected. Transfer the file to HRS at the conclusion of the selection process. Unit Commander 1. Participate as a member of the Interview Panel during the candidate interview/selection process. 2. Consult with HRS, EODS and Legal Affairs with any questions about the process, job descriptions or other legal or Human Resource issues that arise during the process. 3. Review the list of eligible candidates as determined by the results of the test/interview and make a recommendation to the Commanding Officer. Commanding Officer 1. Submit to HRS for review and approval the proposed members of the Interview Panel and any job specific questions (see Appendix C, Applicant Interview Form 115/16) to be asked of candidates. 2. Based upon candidate ranking and a positive reference check, approve/disapprove the Form 70, selecting the best candidate for the position. NOTE: Commanders may, at their discretion, conduct a reference check for the selected applicant. The reference check shall be used to determine the applicant s work ethic, attitude towards colleagues, job performance, etc. (see Appendix E, Reference Check Form 191/17). 3. Ensure an HRO is issued for members selected for transfer, prior to assignment. Human Resources Section 1. Issue all position postings to members through BPD and PowerDMS as well as through the procedures set forth in any applicable MOU.

5 Policy 1705 TRANSFER/DETAIL/FILLING VACANCIES Page 5 of Collect and review all Requests for Transfer, and reject/disqualify those submitted by any member prior to the completion of his/her two-year period of uniformed patrol service within the Patrol Division. 3. Ensure that all members who submit a valid Request for Transfer, Form 70, and meet the minimum job requirements are placed onto a list of potential candidates for the posted position. 4. Review the applicant s work history by contacting the Office of Professional Responsibility (OPR) and Equal Opportunity and Diversity Section (EODS). Document findings on a Applicant Background Investigation Form, 117/16 (see Appendix D) and submit this report to the unit commander prior to the applicant s interview. 5. Work with the unit commander to answer questions and ensure that the transfer policy is administered in compliance with equal opportunity laws. 6. Maintain a file with the job description, internal advertisements of the position, names of all applicants, information received from applicants, information received or reviewed as part of the evaluation of applicants, reason(s) for the selection of an applicant, and all communications with the applicants to advise of the results of the selection process. 7. Confirm that notification of the results of the process is given to all eligible candidates. 8. Comply with this policy regarding the publication of any transfer opportunities. 9. Issue HROs for members selected for transfer. APPENDIX A. Position Posting Template B. Request for Transfer, Form 70 C. Applicant Interview Form 115/16 D. Applicant Background Investigation Form 117/16 E. Reference Check Form, 191/17 RESCISSION Remove from files and destroy/recycle Policy 1705, Transfers/Filling Vacancies, dated 1 August This policy supersedes all other General Orders and Police Commissioner Memorandums regarding Transfers and Filling Vacancies. COMMUNICATION OF POLICY This policy is effective on the date listed herein. Each employee is responsible for complying with the contents of this policy.

6 Policy 1705 TRANSFER/DETAIL/FILLING VACANCIES Page 6 of 11 APPENDIX A Position Posting Template

7 Policy 1705 TRANSFER/DETAIL/FILLING VACANCIES Page 7 of 11 APPENDIX B Request for Transfer Form 70/16

8 Policy 1705 TRANSFER/DETAIL/FILLING VACANCIES Page 8 of 11 APPENDIX C Applicant Interview Form 115/16, page 1

9 Policy 1705 TRANSFER/DETAIL/FILLING VACANCIES Page 9 of 11 APPENDIX C Applicant Interview Form 115/16, page 2

10 Policy 1705 TRANSFER/DETAIL/FILLING VACANCIES Page 10 of 11 APPENDIX D Applicant Background Investigation Form 117/16

11 Policy 1705 TRANSFER/DETAIL/FILLING VACANCIES Page 11 of 11 APPENDIX E Reference Check Form 191/17