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HomeMy WebLinkAboutO-3126-12-12ORDINANCE NO. 3126-12-12 ' AN ORDINANCE OF THE CITY COUNCH. OF THE CITY OF ALLEN, COLLIN COUNTY, TEXAS, AMENDING THE PERSONNEL POLICY FOR THE CITY OF ALLEN POLICE DEPARTMENT; PROVIDING A REPEALING CLAUSE; PROVIDING A SEVERABILITY CLAUSE; AND PROVIDING FOR AN EFFECTIVE DATE. WHEREAS, the City Council of the City of Allen previously adopted Ordinance No. 2265-2-04 and 2836-6- 09 approving and adopting selected personnel policies for the City of Allen Police Department that contained General Orders for the Police Department; and, WHEREAS, the Allen Police Department Personnel Policy establishes policies and procedures for the Allen Police Department which insures professionalism and appropriate training; and, WHEREAS, the City Council of the City of Allen desires to amend the General Orders contained within the Allen Police Department Personnel Policy as provided in Exhibits "A, B, C and D" which are attached hereto and incorporated herein for all purposes. NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF ALLEN, COLLIN COUNTY, TEXAS, THAT: SECTION 1. Ordinance No. 2836-6-09 adopting the General Orders contained within the Personnel Policy for the City of Allen Police Department is hereby amended, as provided in Exhibits "A, B, C and D" to meet the needs of the police department. SECTION 2. All Ordinances of the City of Allen in conflict with the provisions of this Ordinance shall be, and the same are hereby, repealed; provided, however, that all other provisions of said Ordinances not in conflict herewith shall remain in full force and effect. SECTION 3. Should any word, sentence, paragraph, subdivision, clause, phrase or section of this Ordinance or of the Code of Ordinances, as amended hereby, be adjudged or held to be void or unconstitutional, the same shall not affect the validity of the remaining portions of said Ordinance or the Code of Ordinances, as amended hereby, which shall remain in full force and effect. SECTION 4. This Ordinance shall take effect immediately from and after its passage and publication as required by law. DULY PASSED AND APPROVED BY THE CITY COUNCIL OF THE CITY OF ALLEN, COLLIN COUNTY, TEXAS, ON THIS THE 11'ra DAY OF DECEMBER, 2012. APPROVED: 4,u X .jo�p Stephen Terrell, MAYOR APPROVED AS TO FORM: ATTEST: ete-- r� CITY ATTORNEY Shelley B. GeoiW, TRMC, CITYJSECRETARY EXHIBIT A t GO 300 Changes Section III Previously read The Department recognizes that its personnel are often subject to intense pressures in the discharge of their duties. The employee must remain neutral under circumstances that are likely to generate tension, excitement, and emotion. In such situations, actions, and events frequently result in misunderstanding and confusion. It is to the advantage of all employees to have a procedure for the investigation of the more serious allegations and underlying circumstances so that complaints can be resolved in light of the complicated pressures of police work. Now reads B. The Department recognizes that its personnel are often subject to intense pressures in the discharge of their duties. The employee must remain neutral under circumstances that are likely to generate tension, excitement, and emotion. In such situations, actions, and events frequently result in misunderstanding and confusion. It is to the advantage of all employees to have a procedure for the investigation of serious allegations and underlying circumstances so that complaints can be resolved in light of the complicated pressures of police work. Section Iv Previously read B. Disciplinary Action - Punitive measures taken against an employee as the result of a complaint(s) of one or more violations which have been sustained by administrative investigation. These measures include written reprimand, suspension, demotion or termination. D. Complaint Defined - Any allegation of conduct by an employee which is E. Misconduct - shall be defined as any non-compliance with any rate or procedure in this General Orders Manual, other Departmental or City orders, administrative regulations or the City of Allen Personnel Policies and Procedures Manual that may result in disciplinary action. F. Non -Disciplinary Action - Oral or written counseling given to employee to bring attention to noted job performance deficiencies or chronic regulation infractions in an effort to induce voluntary compliance. G. Personnel Incident Form (APD -28) — A Form used by the supervisor who initially receives information, to report details of alleged employee misconduct or to report favorable actions of an employee. H. Preliminary Investigation — To determine if the allegation is valid by a person(s) with personal knowledge. Ordinance No. 3126-12-12, Page 2 Section VIII Previously read ' B. Level 11 complaints shall be initiated by generating a Personnel Incident Form (APD -28) or memoranda and will be conducted at shift, unit or division level with prior approval from the respective Deputy Chief or his designee and with appropriate staff supervision from the Internal Affairs Division. Ordinance No. 3126-12-12. Page 3 7. Serious Rule Infractions - Complaints such as disrespect toward a supervisor, intoxication on duty, sleeping on duty, neglect of duty, false statements, malingering, reckless or dangerous driving. Now reads B. Disciplinary Action - Punitive measures taken against an employee as the result of one or more violations which have been sustained by administrative investigation. These measures include written reprimand, suspension, demotion or termination. D. Complaint - Any allegation of conduct by an employee which is: E. Misconduct - shall be defined as any noncompliance with any rule or procedure in this General Orders Manual, other Departmental or City orders, administrative regulations or the City of Allen Personnel Policies and Procedures Manual. F. Non -Disciplinary Action - Oral or written counseling given to employee to bring attention to noted job performance deficiencies or policy infractions in an effort to induce voluntary compliance. G. Personnel Incident Form (APD -28) — A Form used by supervisors to report details of alleged employee misconduct or to report favorable actions of an employee. ' H. I. Preliminary Investigation — An initial investigation to determine if an allegation is valid. 7. Serious Rule Infractions — Complaints including, but not limited to disrespect toward a supervisor, intoxication on duty, sleeping on duty, neglect of duty, false statements, malingering, reckless or dangerous driving. Section V Previously read D. Internal Affairs Division personnel may serve as the complainant of an externally originated complaint that cannot or will not be made by the original complainant as outlined in paragraph A of this Section. This, however, will only be done upon the showing of substantial evidence that a significant violation has occurred. Now reads D. With approval from the Chief of Police, Internal Affairs Division personnel may serve as the complainant of an externally originated complaint that cannot or will not be made by the original complainant as outlined in paragraph A of this Section. This, however, will only be done upon the showing of substantial evidence that a significant violation has occurred. Section VIII Previously read ' B. Level 11 complaints shall be initiated by generating a Personnel Incident Form (APD -28) or memoranda and will be conducted at shift, unit or division level with prior approval from the respective Deputy Chief or his designee and with appropriate staff supervision from the Internal Affairs Division. Ordinance No. 3126-12-12. Page 3 C. Level B complaints can be investigated at the shift, unit or division level with approval from the respective Deputy Chief and the Internal Affairs Division Commander, these ' investigations will be referred to as Division Level Investigations. Now reads B. Level II complaints shall be initiated by generating a Personnel Incident Form (APD -28) or memoranda and will be conducted at shift, unit or division level with prior approval from the respective Deputy Chief or his designee. C. Level II complaints can be investigated at the shift, unit or division level with approval from the respective Deputy Chief and the Chief of Police, these investigations will be referred to as Division Level Investigations. Section IX Previously read A. 2. Any employee who gains knowledge of a reported infraction shall immediately submit a memorandum outlining the details of the reported infraction to his supervisor as soon as practical. B. 3. Violations designated as Level I infractions shall be forwarded directly to the Internal Affairs Division in a detailed Personnel Incident Form or memoranda through thein chain of command. 4. Any employee who initially becomes aware of another employee's involvement in a Level I incident shall inform the on -duty supervisor. If the violation is of a serious nature, the on -duty supervisor shall notify the respective Deputy Chief and the Internal Affairs Division Commander through the chain of command. The Deputy Chief shall notify the Chief of Police directly. The Chief of Police or his designee will then determine whether to relieve the accused employee from duty. C. 4. Internal Affairs personnel shall exercise staff supervision over all complaints and Division Level Investigations as outlined in Section Vlll of this General Order. loll Supervisors who initially become aware of complaints from citizens regarding a dispute over points of law regarding their guilt or innocence in the issuance of a traffic citation or subsequent to an arrest shall be documented as prescribed by the Chief of Police. However, if a citizen can furnish sufficient evidence that a violation of law or Departmental policy has occurred the complaint, at the discretion of the Chief of Police, may be investigated. Now reads A. 2. Any employee who gains knowledge of a reported infraction shall immediately notify ' his or her supervisor of the details of the reported infraction as soon as practical, B. 3. Violations designated as Level I infractions shall be forwarded in a detailed Personnel Incident Form or memoranda through their chain of command to the Chief of Police. Ordinance No. 3126-12-12, Page 4 4. Any employee who initially becomes aware of another employee's involvement in a Level I incident shall inform the on -duty supervisor. If the violation is of a serious nature, the on -duty supervisor shall notify the respective Deputy Chief through the chain of command. The Deputy Chief shall notify the Chief of Police directly. The Chief of Police or his designee will then determine whether to relieve the accused employee from duty. C. 4. Internal Affairs personnel shall exercise staff supervision over all complaints and Division Level Investigations as outlined in this General Order. D. Supervisors who initially become aware of complaints from citizens regarding a dispute over points of law regarding their guilt or innocence in the issuance of a traffic citation or subsequent to an arrest shall be documented as prescribed by the Chief of Police. However, if a citizen furnishes sufficient evidence that a violation of law or Departmental policy has occurred the complaint, at the discretion of the Chief of Police, may be investigated. Section X Previously read A. 2. C. A "How to File a Complaint" brochure will be given to the complainant. 1. Citizens who telephone or appear in person between 0800 and 1700 hours on weekdays and wish to make a complaint against an employee shall be referred to the Internal Affairs Division, who will determine if the complaint is to be referred to the employee's supervisor. Now reads A. 2. C. An Allen Police Department "How to File a Complaint" brochure will be given to the complainant. B. 1. Citizens who telephone or appear in person between 0800 and 1700 hours on weekdays and wish to make a complaint against an employee shall be referred to the Internal Affairs Division for initial processing, who will then determine if the complaint is to be referred to the employee's supervisor. Section XI Previously read A. The supervisor who initially becomes aware of an alleged or suspected Level I violation shall immediately notify their respective Deputy Chief and the Internal Affairs Division ' Commander through the chain of command, and shall submit a memorandum detailing the allegation. B. Investigative personnel of the Internal Affairs Division will examine the memoranda, detailing the content of the allegation, to determine if the requirements of a complaint, i.e. Ordinance No. 312612-12, Page 5 allegations of a violation of law, the General Orders of the Department or the City of Allen Personnel Policies and Procedures, are stipulated. ' Now reads A. The supervisor who initially becomes aware of an alleged or suspected Level I violation shall immediately notify their respective Deputy Chief through the chain of command, and shall submit a memorandum or Personnel Incident Form (APD -28) detailing the allegation. B. Investigative personnel of the Internal Affairs Division will examine the allegation(s), to determine if the requirements of a complaint, i.e. allegations of a violation of law, the General Orders of the Department or the City of Allen Personnel Policies and Procedures, are stipulated. Section XII Previously read F. 1. In some cases, a complainant may undergo a polygraph test to substantiate his allegations made against an employee in an affidavit. When the test reveals no deception on the part of the complainant, the accused employee may be ordered to submit to a polygraph test. 2. Should the accused employee refuse to take the test, after being ordered by the Chief of Police or other competent authority, the accused employee may be subject to ' disciplinary action up to and including termination for refusal to obey a lawful order, insubordination. 3. Should the investigation originate from an internal allegation, the involved employee(s) may be ordered to take the polygraph examination, when in the best interest of the Department. Section F (2) above shall apply. Now reads E. (Previous section F redacted) 3. In some cases, a complainant may be requested to undergo a polygraph test to substantiate his allegations made against an employee in an affidavit. Section XV Previously read D. All proposed or initial drafts of disciplinary recommendations shall be reviewed by the Police Legal Advisor prior to submission to the Deputy Chief. E. When all recommendations have been received by the Deputy Chief, a meeting will be held, with all personnel involved in the recommendation process, to conduct a final review and analysis of all recommendations received. ' F. A final decision will then be rendered by the Deputy Chief. 1. If recommendations of discipline on an employee(s) involve termination or demotion, the Chief of Police will solicit recommendations from each Deputy Chief and a final decision will be rendered by the Chief of Police. Ordinance No. 3126-12-12, Page 6 Now reads D. All proposed or initial drafts of disciplinary recommendations shall be reviewed by the Police Legal Advisor. E. When all recommendations have been received by Internal Affairs Division, a meeting will be held, with all personnel involved in the recommendation process, to conduct a final review and analysis of all recommendations received. F. A final decision will then be tendered by the Deputy Chief. 1. If the seriousness of the sustained complaint may involve termination or demotion, the Chief of Police will solicit recommendations from each Division Deputy Chief and the employees' chain of command. 2. A final decision will be rendered by the Chief of Police. Section XVI Previously read C. 1. The following types of disciplinary actions can be assessed by the employce's respective Deputy Chief unless the action results in Demotion or Termination, which will be administered by the Chief of Police or his designee. a. Written Reprimand b. Suspension; C. Demotion; d. Termination. Now reads C. Suspensions and written reprimands can be assessed by the employee's respective Deputy Chief. 2. Demotions and Terminations will only be administered by the Chief of Police. Section XVD Previously read A. 1. All criminal investigations involving Departmental employees shall be conducted by Personnel of the Criminal Investigation Division, unless otherwise directed the Chief of Police. The Chief of Police may, at his discretion, direct Internal Affairs personnel or an outside law enforcement agency to conduct a criminal investigation involving a Department employee. ' 2. When an employee of the Department is apprehended in the act of committing a criminal violation, the following shall apply: Ordinance No. 312612-12, Page 7 a. If the offense is a Class C misdemeanor and the employee is issued a citation, the officer who issues such a citation shall inform his supervisor, who will forward a copy to the Chief of Police though the chain of command. b. If the employee is subject to custodial arrest, the employee shall be taken to the proper detention facility and booked on the appropriate charge. The arresting officer shall immediately notify his supervisor who shall then immediately notify his respective Deputy Chief and the Internal Affairs Division Commander through the chain of command. The Deputy Chief will make notification to the Chief of Police. Now reads A. All criminal investigations involving Departmental employees shall be conducted by personnel of the Criminal Investigation Division, unless otherwise directed the Chief of Police. The Chief of Police may, at his discretion, direct an outside law enforcement agency to conduct a criminal investigation involving a Department employee. 2. When an employee of the Department is apprehended in the act of committing a criminal violation, the employees' chain of command will be notified immediately. Section XIX Previously read ' C. Who May undergo a Behavioral Cause Investigation Now reads C. Who May be subjected to a Behavioral Cause Investigation Ordinance No. 3126-12-12. Page 8 EXHIBIT B ' GO 1600 Changes Section II Previously read This policy will set forth guidelines to provide to the degree possible, counseling, training and professional development opportunities to members of the Department to prepare and progress in their job assignments as well as individual growth opportunities. Now reads This policy will set forth guidelines to provide professional development opportunities to members of the Department. The goal of these opportunities is to prepare and progress employees in their job assignments as well as individual growth opportunities. Section III Previously read Career Development — The progression from a simpler or lower to a more advanced, mature, complex stage of a profession or occupation. ' Now reads Career Development — The progression to a more advanced, stage of a profession or occupation through education, training, or experience. Section IV Previously read B. Each employee's career development plan will be initiated and discussed with them by supervisory personnel during quarterly review discussions, and especially at annual performance review. C. It is each employee's responsibility to monitor and update his career development plan, and follow-up on prior training requests for which he has submitted, but has not received written response, concerning the status of the request. Now reads B. Each employee's career development plan will be initiated and discussed with them by supervisory personnel during annual performance reviews. C. It is each employee's responsibility to monitor and update his or her career development ' plan, and follow-up on prior training requests for which he has submitted, but has not received written response, concerning the status of the request. Ordinance No. 3126-12-12, Page 9 Section VI ' Previously read C. This type of training can be achieved through specialized training, in-service training, field training programs and formal education. 1 Now reads C. Training can be achieved through specialized training, in-service training, field training programs and formal education. Ordinance No. 3126-12-12, Page 10 Section I Previously read Now reads EXHIBIT C GO 1700 Changes The purpose of this General Order is to provide employees with a basic structure of the hiring process utilized by the Allen Police Department. This is not a rigid structure and is flexible in some areas according to needs within the department. The purpose of this General Order is to provide employees with a basic structure of the hiring process utilized by the Allen Police Department. Section II Previously read To establish guidelines for the hiring process used by the Allen Police Department in an effort to create a fair and impartial system to ensure that the best -qualified applicants are found for the department. Now reads ' To establish a set of guidelines for the hiring process used by the Allen Police Department in an effort to create a fair and impartial system to ensure that the best - qualified applicants are found for the department. Section III Previously read C. 1 The Hiring Process is one of the most important aspects in a professional, contemporary law enforcement agency. The Hiring Process will consist of twelve phases, with each phase cultivating its own standard; therefore each phase must be successfully completed prior to proceeding to the next phase. Swom applicants must have a minimum passing score of 70 or above in each section of the test to successfully pass the examination. b. Scores will be posted at the testing site immediately following the examination once all tests have been graded. All applicants who pass the examination will be told to proceed to the physical assessment testing site. Ordinance No. 3126-12-12, Page 11 b. Non -Sworn applicants will have a preliminary background interview scheduled and will complete preliminary interview questionnaire. Critical position applicants will complete a preliminary interview questionnaire marked critical (APD -322) and non-critical position applicants will complete the preliminary interview questionnaire marked non-critical (APD -323). C. Personal History Statements will be given to each sworn applicant who ' successfully passes each phase of the physical assessment and preliminary interview. The applicants will be given 10 days to return the completed Personal History Statement to the Internal Affairs Division. Late or Incomplete Personal History Statements will be rejected. Ordinance No. 3126-12-12. Page 12 C. Non-Swom applicants will be administered an exam that is designed for ' the particular position applied for, i.e. typing tests, communications testing, math testing and criminalist exams. All applicants who successfully pass the administered testing will proceed to the next phase of the process applicable to the position. D. 1. Physical Assessment for Swom applicants: a. The physical assessment will be conducted following the written examination. All applicants who successfully passed the written examination will be allowed to take the physical assessment. b. During This phase of the testing there is a pass / or fail score. All applicants must successfully pass each phase of the physical assessment within the guidelines set forth. Each applicant will be given two (2) attempts at each phase before a failing score is administered. 1. 1.5 mile run 16:28 2. 300 meter ran 71.0 3. Vertical Jump 16.0" 4. 1 rep maximum bench press 64% of the body weight 5. Sit-ups (in one (1) minute) 29 6. Push-ups (in one (1) minute) 25 d. This testing is normally for sworn positions only, but could be used for testing ofjailer applicants who may have to perform some of same physical functions that a sworn officer would have to do during tour of duty. E. 1. a. Sworn applicants will undergo a preliminary background investigation immediately following the physical assessment phase. Applicants will complete a preliminary interview questionnaire (APD -322) and will then be interviewed by a member of the background investigation team and / or recruiter. b. Non -Sworn applicants will have a preliminary background interview scheduled and will complete preliminary interview questionnaire. Critical position applicants will complete a preliminary interview questionnaire marked critical (APD -322) and non-critical position applicants will complete the preliminary interview questionnaire marked non-critical (APD -323). C. Personal History Statements will be given to each sworn applicant who ' successfully passes each phase of the physical assessment and preliminary interview. The applicants will be given 10 days to return the completed Personal History Statement to the Internal Affairs Division. Late or Incomplete Personal History Statements will be rejected. Ordinance No. 3126-12-12. Page 12 F. d. A Personal History Statements will be given to non -sworn applicants after they successfully pass the type of testing designed for the particular position applied for and the preliminary interview, they will be given 10 days to return the completed Personal History Statement to the hdernal Affairs Division. In some instances, Personal History Statements may be disseminated to non -sworn applicants prior to testing if there is a delay in scheduling for the testing date. Late or Incomplete Personal History Statements for non -sworn applicants will be rejected. Oral Interview Board for sworn and applicable non -sworn positions. a. Each applicant must have a minimum score of 14.0 to successfully pass the oral interview board. d. Non-critical, non -sworn positions may have an oral interview with the applicable Deputy Chief or his designee in lieu of a formal oral interview board. Non-critical positions include records technicians, property technician, administrative assistants and animal control officers. G. C. Each applicant who is rejected from the process due to the results of the background investigation will be notified in writing by the Internal ' Affairs Division. Applicants who me temporarily rejected from the process will be given a time frame in which he may re -apply with the Allen Police Department. H. 1. Polygraph Examination for sworn and critical such as communication technicians, detention officers, public safety officers, victims advocate, and criminalists. Property Technicians and quartermaster will also be administered a polygraph examination. Psychological Examinations for sworn and critical non -sworn positions, such as communication technician, detention officer, public safety officer, victims advocate and criminalist: 7. Physical Examination conducted by the physician. a. The Physical Capacity Assessment is usually conducted for sworn positions, but could be used for other positions that might require the use of their physical strength to perform the duties of their position. Now reads The Hiring Process is one of the most important aspects in a professional, contemporary ' law enforcement agency. The Hiring Process will consist of twelve phases, with each phase holding its own values; therefore each phase must be successfully completed prior to proceeding to the next phase. Ordinance No. 3126-12-12, Page 13 C. 1. ' a. Sworn applicants must have a passing score as indicated by the validated testing instrument guidelines to successfully pass the examination. b. Scores will be posted at the testing site immediately following the examination once all tests have been graded. All applicants who pass the examination will proceed to the physical assessment testing site. C. Non -Sworn applicants will be administered exams that are designed for each particular position. For example typing tests, communications testing, math testing and criminalist exams may be administered. All applicants who successfully pass the administered testing will proceed to the next phase of the process applicable to the position. D. 1. Physical Fitness Assessment for sworn applicants: a. The physical fitness assessment will be conducted following the written examination. All applicants who successfully passed the written examination will be allowed to take the physical assessment. b. This phase of the testing is pass / fail. All applicants must successfully ' pass each phase of the physical assessment within the guidelines set forth. Each applicant will be given two (2) attempts at each phase before a failing score is administered. E. 1. 1.5 mile run 15.54 minutes 2 300 meter run 66.0 seconds 3. Vertical Jump 15.5 inches 4. One rep maximum bench press 78% of body weight. 5. Sit ups (in one minute) 30 6. Push-ups (in one minute) 25 Physical fitness testing is normally for sworn positions only, but may be used for the testing of other applicants who may have to perform some of same physical functions that a sworn officer would have to do during tour of duty. 1. a. Sworn applicants will undergo a preliminary background investigation following the physical assessment phase. The preliminary background investigation may be immediately following the physical assessment phase, or scheduled at a later date. Applicants will complete a ' preliminary interview questionnaire (APD -322) and will then be interviewed by a member of the background investigation team and / or a recruiter. Ordinance No. 3126-12-12, Page 14 b. Non-swom applicants will have a preliminary background interview ' scheduled and will complete the applicable preliminary interview questionnaire for the position applied. C. A Personal History Statement will be given to each sworn applicant who successfully passes each phase of the physical assessment and preliminary interview. The applicants will be given 10 days to return the completed Personal History Statement to the assigned Background Investigator. Late or Incomplete Personal History Statements will not be accepted. F. d. A Personal History Statement will be given to non -sworn applicants after they successfully pass the type of testing designed for the particular position applied for and the preliminary interview, they will be given 10 days to return the completed Personal History Statement to the assigned Background Investigator. In some instances, Personal History Statements may be disseminated to non -sworn applicants prior to testing if there is a delay in scheduling for the testing date. Late or Incomplete Personal History Statements for non -sworn applicants will not be accepted. 1. Oral Interview Board for sworn and non -sworn positions. ' a. Each applicant must successfully pass the oral interview board. G. C. Each applicant who is rejected from the process due to the results of the background investigation will be notified in writing by the assigned Background Investigator. Applicants who are temporarily rejected from the process will be given a time frame in which he may re -apply with the Allen Police Department. H. Polygraph Examination for sworn and applicable non -sworn positions will be administered. d. Police Service Technicians and other non-swom positions that are not routinely exposed to sensitive material (i.e. weapons, contraband, criminal histories, etc.) will not be administered polygraph examinations. Psychological Examinations for sworn and applicable non-swom positions will be administered. C. Police Service Technicians and other non -sworn positions that are not ' routinely exposed to sensitive material (i.e. weapons, contraband, criminal histories, etc.) will not be administered psychological examinations. Ordinance No. 3126-12-12, Page 15 Medical Examination conducted by the physician. ' a. The Medical Examination is usually conducted for sworn positions, but could be used for other positions that might require the use of their physical strength to perform the duties of their position. Section IV Previously read A. Each applicant will be notified in writing if he failed any portion of the hiring process. Applicants who are temporarily rejected from the process will be given a time frame in which they may re -apply with the Allen Police Department. The time frame will be determined on a case-by-case basis and will depend on the severity of why the applicant was disqualified or rejected. Now reads A. Each applicant will be notified in writing if he or she failed any portion of the hiring process. Applicants who are temporarily rejected from the process will be given a time frame in which they may re -apply with the Allen Police Department. The time frame will be determined on a case-by-case basis and will depend upon the reason for the disqualification or rejection. ' Section V1 Previously read A. Police Officers who are hired with prior experience will be designated as a lateral entry. The level in which they fall into as a lateral entry will be determined on a case-by-case basis with recommendations from the respective Deputy Chief and approval from the Chief of Police or his designee. To be considered for a lateral entry each applicant must successfully pass each phase in the hiring process. Now reads A. Police Officers who are hired with prior experience may qualify for a lateral entry starting pay. The starting pay level in which they fall into as a lateral entry will be determined on a case-by-case basis with recommendations from the respective Deputy Chief and approval from the Chief of Police or his designee. To be considered for a lateral entry each applicant must successfully pass each phase in the hiring process. Section VII Previously read A. The Background Investigator will be under the direct supervision of the Internal Affairs Division, and will receive proper training in background investigative topics to include an initial background investigative school. The Background Investigator will continue to receive updated training on background investigations throughout his assignment in the unit. Ordinance No. 3126-12-12, Page 16 ' Now reads A. Background Investigators will be under the direct supervision of the Deputy Chief in the division responsible for the hiring process. Background Investigators will receive proper training in background investigative topics to include an initial background investigative school. The Background Investigator will continue to receive updated training on background investigations throughout his assignment in the unit. Section VIII Previously read B. The Recruiting Officers will be under the direct supervision of the Internal Affairs Division, and will receive the proper training in the recruitment of personnel once assigned to this position. The Recruiting Officers continue to obtain updated information to enhance the Recruitment Program. The Recruiting Officers will also obtain training on background investigations and interviewing techniques. Now reads B. The Recruiting Officers will be under the direct supervision of the Sergeant assigned to the recruiting unit, and will receive the proper training in the recruitment of personnel once assigned to this position. The Recruiting Officers continue to obtain updated ' information to enhance the Recruitment Program. The Recruiting Officers will also obtain training on background investigations and interviewing techniques. Ordinance No. 3126-12-12, Page 17 EXHIBIT D ' GO 3700 Changes Section VI Previously read A. b. Oral Interview Board, which shall count 50% toward the candidate's total score. Candidates must score a minimum of 14 out of a possible 25 point, to continue to the next phase of the promotional process. Longevity points will be added to final overall combined written examination percentage and oral board percentage some. Candidates shall receive one half (Yz) point per year of service with the Allen Police Department up to five (5) points. The calculation of longevity points will take place from the last day in February each year. I:1 ' b. Oral Interview Board, which shall count 50% toward the candidate's total score. Candidates must score a minimum of 14 out of a possible 25 points, to continue to the next phase of the promotional process. Now reads W C. Longevity points will be added to final overall combined written examination percentage and oral board percentage score. Candidates shall receive one half ('/2) point per year of service with the Allen Police Department up to five (5) points. The calculation of longevity points will take place from the last day in February each year. b. Oral Interview Board, which shall count 50% toward the candidate's total score. Candidates must score a minimum of 24.5 out of a possible 35 points, or 70%, to continue to the next phase of the promotional process. ' C. Longevity points will be added to final overall combined written examination percentage and oral board percentage score. Candidates shall receive one half ('h) point per year of service with the Allen Ordinance No. 312612-12, Page 18 Police Department up to five (5) points. The calculation of longevity ' points will take place from the last day in December each year. B. 1 C b. Oral Interview Board, which shall count 50% toward the candidate's total score. Candidates must score a minimum of 24.5 out of a possible 35 points, or 70%, to continue to the next phase of the promotional process. Longevity points will be added to final overall combined written examination percentage and oral board percentage score. Candidates shall receive one half (%2) point per year of service with the Allen Police Department up to five (5) points. The calculation of longevity points will take place from the last day in December each year. Ordinance No. 3126-12-12, Page 19