STANDARD OPERATING PROCEDURE
ISSUED ___________ EFFECTIVE ___________
S.O.P. 3-1 PERSONNEL ISSUES
The Agency abides by the personnel practices established and promulgated by the local governing authority that designates ______________________ as the hiring authority. The Agency's Chief Executive Officer is responsible for _____________________. Further, the City/County's personnel practices address the following: organization, definitions, selection, performance appraisal, leave and benefits, employment rules, progressive discipline, grievance and appeals, separations, classification plan, compensation plan, records and working environment.
ATTENTION CEO: Due to the diversity of local government personnel management systems, this S.O.P. is provided in OUTLINE FORM ONLY. It includes a listing of personnel management topics which should be addressed in the Agency's Manual. Of course, the provisions of the Manual should be in compliance with your jurisdiction's personnel policies and procedures.
Assistance in either updating or developing personnel policies
and procedures is available from the Georgia Department of Community
TABLE OF CONTENTS
ATTENTION CEO: For additional information on determining which positions are exempt from the Fair Labor Standards Act (FLSA), see The Police Chief, December 1995, Chief's Counsel by Elliott Spector, page 12.
Gifts and Gratuities
Conflict of Interest
Employment of Relatives
Use of Intoxicants
Abuse and Misuse of Equipment and Supplies
Appointment Procedures/Selection Process (Job Related)
- physical agility assessment;
- medical exam, including drug screening;
- psychological screening;
- oral interviews;
- background investigation; and
- other testing, e.g., polygraph, truth/honesty testing.
ATTENTION CEO: For more information regarding medical hiring standards and the Americans with Disabilities Act (ADA), see The Police Chief, March 1995, Chief's Counsel by Jeffery Higginbotham, page 12.
Types of Appointment
Equal Employment Opportunity Statement
ATTENTION CEO: Background investigations on potential employees should include: identifying the purpose of the investigation, identifying potential sources of information, using the information collected, controlling the distribution of collected information, and purging the records.
ATTENTION CEO: An Agency policy should be developed that regulates the release of employment information. Former employees who are discharged or resigned involuntarily present a dilemma for law enforcement administrators when prospective employers inquire about them. One way to avoid this dilemma is to require the prospective employer to furnish an executed release from the former employee authorizing the disclosure of information. The release should authorize: 1) the release of information contained in the personnel files (including performance evaluations, disciplinary records and any other relevant information pertaining to past employment); 2) a liability waiver releasing the jurisdiction from any and all liability arising from the disclosure; and 3) a consent to an oral interview of the former employer. It should be remembered; however, it is always safer to put any character reference in writing so there is no dispute as to what was said. (See The Police Chief, May 1994, Chief's Counsel by George E. Wattendorf, page 12.)
ATTENTION CEO: Much of the information contained in a government employee's personnel file are subject to the Open Records Act (OCGA 50-18-70).
Request for Leave
Leave Without Pay
NOTE: Chapter 6 contains the same outline for Discipline, Grievance and Appeal as listed below.
ATTENTION CEO: For a brief legal review of the importance of
progressive discipline, see The Police Chief, January 1996,
Chief's Counsel by John M. Collins, page 10.
Cause of Actions
Types of Actions
Notification of Response
Employee Response to Proposal
Notice of Final Action
Postponement of Deadlines
Notification and Scheduling
Review and Reporting
Allocation of Positions
Definition (Job or Position)
Interpretation of Classification - Description / Specifications
Maintenance of Plan
Maintenance of Plan
Other Step Increases
Pay Plan in Effect
Step Increases/Merit Increases
Duty Tours (8, 9, 10 or 12 hour shifts)
ATTENTION CEO: For a review of some of the various scheduling options(9,10 or 12 hour shifts), see The Police Chief, December 1995. The Georgia Department of Community Affairs (404-656-3851) is also available to assist with a comprehensive staffing analysis and with shift scheduling.