Lateral Entry. On the recommendation of the Department Head, applicants with more than one (1) year of continuous, full time law enforcement experience may be approved to begin employment at a pay grade higher than Step “A” on the Police Pay Plan. This recommendation will be based on the applicant’s years of experience as a certified law enforcement officer, the applicant’s current base salary, and the state which has issued the applicant’s law enforcement certification. In all other respects, applicants eligible for hire under this section will be treated as a new hire without prior experience. These applicants will not receive any additional credit in computing seniority, vacation time or longevity pay. These applicants may also be subject to participation in the Academy and Field Training Program and will be considered probationary appointees for six (6) months from the date of hire. Employees hired through the lateral entry program will be eligible to advance to the next step in the merit pay scale annually from the date of original classification of police officer.
Lateral Entry. An officer who is employed as a full or part-time, sworn police officer at another state, county, or municipal police agency at the time of hire by MUPD will receive credit for his/her experience in determining the starting rate of pay. Credit will not be given for military police experience, auxiliary or volunteer experience, experience that preceded a break in service of more than one (1) year, or experience earned entirely as a probationary employee. Credit will be awarded using the table in section C. (Experience/Performance Increase) of this article, with the number of years of experience determining the experience/performance increase the officer will receive.
Lateral Entry. In order to attract and recruit qualified and experienced applicants, new employees with prior law enforcement may be paid at a level above the normal starting salary.
Lateral Entry. Newly hired police officers who possess Maine Criminal Justice Academy certification or equivalent certification and other subsequent law enforcement experience may be placed on a pay level up to the five (5) to ten (10) year pay level at the discretion of the Chief of Police commensurate with that individual’s prior experience and competence. This shall be for the purpose of determining salary only and shall not be construed as to affect their level of seniority. After such initial placement, the individual shall progress on the salary schedule in accordance with its terms.
Lateral Entry. (a) The initial placement on the salary schedule in the classification of Patrol Officer for a new hire with prior experience as a sworn law enforcement officer shall be made according to the following table which provides service credit based on the years of prior consecutive service and the size of the department in which the person served: More Than 3 But Not More Than 5 Consecutive Years of Prior Service More Than 5 But Not More Than 10 Consecutive Years of Prior Service More Than 10 Consecutive Years Of Prior Service Small Department (Less than 50 sworn personnel) Step 1 Step 2 Step 2 Medium Department (More than 49 but less Step 2 Step 2 Step 3 than 600 sworn personnel) Large Department (More than 600 sworn personnel) Step 2 Step 3 Step 3 (b) Transfers between the Minneapolis Police Department and the Minneapolis Park Police Department are not permitted. However, sworn personnel employed by the Minneapolis Police Department may be eligible to be considered as a lateral entry candidate for the classification of Park Patrol Officer in accordance with the terms set forth herein. Notwithstanding any provisions of Section 7.7 (a), to the contrary, if a Minneapolis Police Officer is hired as a Park Police Officer, time served in the Minneapolis Police shall be included as Department seniority for the purpose of determining the employee’s vacation accrual and placement on the salary schedule. Time served in the Minneapolis Police Department will not count toward fulfilling in-service time requirements for competing in promotional examinations; computing seniority in promotional examinations; determining the order of bids for vacations; determining the order of layoffs; or determining other priorities among employees.
Lateral Entry. The parties mutually agree that offering a lateral entry program further increases the quality and depth of the candidate pool. Candidates who possess verified prior fire service experience and receive a formal offer of employment with the Xxxxxx Fire Department shall be offered the chance to begin at Step A-D of the current Fire Pay Plan (Exhibit A) contained in this agreement. The step they are placed on shall correlate with the completed number of whole years of fire service experience, up to four (4), as a fully certified structural firefighter and assigned to that role. To qualify for this program, candidates must have been employed with a Texas Commission on Fire Protection (TCFP) regulated entity, or similar out of state organization, as a structural firefighter at the time application for employment with the City of Xxxxxx is made. The following additional stipulations are placed on this program: • Verified prior fire service experience is defined as being employed with an agency that is of equivalent size/number of stations/personnel; operational tempo; operational deployment model; Advanced Life Support (ALS) Emergency Medical Services (EMS) provider and/or First Responder Organization. • Candidates who meet all of the above criteria are not subject to the upper age limitations as specified in the Local Civil Service Rules as adopted by the City of Xxxxxx.
Lateral Entry. Where it can be demonstrated that no suitably qualified internal applicant (as per clause 49.1, 49.2 and Schedule 6) exists and after advertising internally on two occasions, CFA will seek to fill the vacant position through: - internal appointment of a person who does not meet all the requirements of schedule 6; or - lateral entry of an external applicant in accordance with the outcomes of consultation or, if not resolved, by determination of the Commission of a competency based lateral entry process. A determination of the Commission pursuant to this clause will be effective only for the classifications covered by this agreement and only for the life of this Agreement. SCHEDULE 1
Lateral Entry. 29.1 When the occasion arises that the City decides to hire experienced employees, the City may use a lateral-entry process for hiring. The recruitment and selection process will be conducted by the Human Resources Department according to the City's Policies and Procedures and/or Civil Service Rules.
Lateral Entry. The required transitional training program and induction requirements will be included in the training framework as Appendix B when finalised by EBIC. Table 1: Alignment between the National Modular Training Framework & Firefighter/Fire Officer Promotional requirements Certificate II in Firefighting Operations (Public Administration) (AFC Level 1 1994) Qualification Requirement 20 Modules Certificate III in Firefighting Operations (Public Administration) (AFC Level 2 1994) Qualification Requirement 23 Modules Certificate IV in Firefighting Operations (Public Administration) (AFC Level 3 1994) Qualification Requirement 15 Modules Diploma of Firefighting Management (Public Administration) (AFC Level 4 1994) Qualification Requirement 19 Modules Advanced Diploma of Firefighting Management (Public Administration) (AFC Level 5 1994) Qualification Requirement 10 Modules CORE MODULES 1.01 Health & Fitness 1.02 Preparation & Maintenance Of Equipment, Appliances & Facilities 1.06 Occupational Hazards 1.07 Personal Protection 1 1.08 Occupational Stress 1.16 Casualty Assistance 1.22 Fire Agency Awareness 1 1.23 Work Team Communication 1.24 Writing Skills For Work CORE MODULES 2.02 Inspect & Test Equipment 2.04 Operate Pumps 2.05A Emergency Life Support Techniques 2.07 Occupational Hygiene 2.24 Fire Agency Awareness 2 2.25 Present Information (Public Education) CORE MODULES 3.01 Occupational Health & Safety 3.09 Workplace Trainer Category A 3.10 Writing Workplace Documents 3.11 Public Speaking 3.12 Dealing With Conflict 3.13 Negotiation Skills 3.15 Supervising Teams CORE MODULES 4.02 Pre-Incident Planning 1 4.03 Operational Management 4.04 Incident Control System – Agency Specific 4.07 Fire Prevention 2 4.11 Communication 1 4.12 Interviews 4.13 Workplace Trainer Category B 4.16 Leadership & Team Management CORE MODULES 5.02 Incident Planning 5.03 Logistics Management 5.04 Incident Management Skills 5.05 Operational Analysis 5.06 Project Management 5.09 Team Performance ELECTIVE MODULES 1.04 Driving Vehicles 1 1.05 Alarms & Sprinklers 1.09 Map Reading 1 1.10 Building Structures 1 1.11 Fire Suppression 1 1.12A Wildfire Behaviour 1 1.12B Wildfire Suppression 1 1.13 Vehicle Rescue 1.14 Search & Rescue 1.15 Breathing Apparatus (Open Circuit) 1.17 Emergency Care (Certificate) 1.19 Communication Systems 1.20 Computer Skills 1.21 Workplace Communication 1.25 Rope Rescue 1 ELECTIVE MODULES 2.03 Operate Vehicles (A,B,C) (2.03ADrive Vehicles on Road(Legislation) 2.05B Operate Lif...
Lateral Entry. Applicants who have a minimum of four years of commensurate experience and possess a valid Missouri POST License prior to appointment, may be hired in at Police Officer II. “Commensurate experience” shall be determined by the Police Chief, and shall be objectively applied.
