2016-29285 Reso RESOLUTION NO. 2016 - 29285
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH AUTHORIZING THE CITY MANAGER, AND/OR HIS
DESIGNEE, AND CITY CLERK TO EXECUTE A CONTRACT TO BE
PREPARED BY THE CITY ATTORNEY, AND ANY AMENDMENTS OR
ADJUSTMENTS AS TO SCOPE AND CONTENT, WITH POTENTIAL
TRAINEES FOR THE MIAMI BEACH POLICE DEPARTMENT PILOT
PROGRAM TO ATTRACT POLICE OFFICERS WITH NO PRIOR LAW
ENFORCEMENT EXPERIENCE, BUT WHO MEET NEWLY APPROVED
MINIMUM STANDARDS, INCLUDING HAVING ATTAINED TWENTY-ONE
YEARS OF AGE AT THE TIME OF APPLICATION AND ACQUIRED A
BACHELOR'S DEGREE PRIOR TO HIRING, AS NOTIFIED TO THE MAYOR
AND CITY COMMISSION THROUGH LETTER TO COMMISSION 385-2015
DATED SEPTEMBER 28th, 2015.
WHEREAS, the new minimum requirements for potential trainees of the Miami Beach
Police Department (MBPD) include that, at the time of application they must be at least twenty-
one years of age and, prior to hiring, must have been awarded a Bachelor's degree from an
accredited college or university; and
WHEREAS, the MBPD will conduct a pilot training/educational opportunity for a group of
approximately ten interested and otherwise qualified candidates who, upon successful
completion of the Police Academy Basic Recruitment Course and State Certification
Examination, will be guaranteed full-time positions as police officers and upon successful
completion of the eight-week MBPD Post-Academy Orientation and subsequent swearing-in will
also be reimbursed their tuition fees for the Police Academy; and
WHEREAS, the City Manager, and/or his designee, and City Clerk will enter into a pre-
employment contractual agreement with trainees wherein each trainee must satisfy all of the
contractual contingencies including, upon selection for training, signing a written consent form
allowing the City of Miami Beach to obtain all necessary information for the trainee to undergo
and pass a City of Miami Beach background and medical screening for purposes of the MBPD
police officer job classification; meeting all other eligibility requirements, getting accepted to, and
successfully completing the Miami-Dade School of Justice Police Academy; and successfully
passing the State Certification Examination; and
WHEREAS, they will not be employees of the City of Miami Beach until such time as
they commence their duties as police officers; and
WHEREAS, any officer who leaves employment before the end of their probationary
period may be required to reimburse the City of Miami Beach the money paid to them as
reimbursement for their Police Academy tuition fees; and
WHEREAS, the MBPD will be able to train new officers according to local needs,
challenges and demands; and
s ,
WHEREAS, the aim of the pilot program, if successful and fully implemented, is to
enhance the quality of policing in the City of Miami Beach.
NOW, THEREFORE, BE IT DULY RESOLVED BY THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA, AUTHORIZING THE CITY
MANAGER, AND/OR HIS DESIGNEE, AND CITY CLERK TO EXECUTE A CONTRACT TO
BE PREPARED BY THE CITY ATTORNEY, AND ANY AMENDMENTS OR ADJUSTMENTS
AS TO SCOPE AND CONTENT, WITH POTENTIAL TRAINEES FOR THE MIAMI BEACH
POLICE DEPARTMENT PILOT PROGRAM TO ATTRACT POLICE OFFICERS WITH NO
PRIOR LAW ENFORCEMENT EXPERIENCE, BUT WHO MEET NEWLY APPROVED
MINIMUM STANDARDS, INCLUDING HAVING ATTAINED TWENTY-ONE YEARS OF AGE
AT THE TIME OF APPLICATION AND ACQUIRED A BACHELOR'S DEGREE PRIOR TO
HIRING.
PASSED and ADOPTED this /o day of FEBRUARY, 2016.
ATTEST BY:
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MAYOR PHIL;' irl E/
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CLERK 4
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. APPROVED AS TO
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City Attorney Dote
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COMMISSION ITEM SUMMARY
Condensed Title:
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY OF MIAMI
BEACH AUTHORIZING THE CITY MANAGER, AND/OR HIS DESIGNEE, AND CITY
CLERK TO EXECUTE A CONTRACT TO BE PREPARED BY THE CITY ATTORNEY,AND
ANY AMENDMENTS OR ADJUSTMENTS AS TO SCOPE AND CONTENT, WITH
POTENTIAL TRAINEES FOR THE MIAMI BEACH POLICE DEPARTMENT PILOT
PROGRAM TO ATTRACT POLICE OFFICERS WITH NO PRIOR LAW ENFORCEMENT
EXPERIENCE, BUT WHO MEET NEWLY APPROVED MINIMUM STANDARDS,
INCLUDING HAVING ATTAINED TWENTY-ONE YEARS OF AGE AT THE TIME OF
APPLICATION AND ACQUIRED A BACHELOR'S DEGREE PRIOR TO HIRING, AS
NOTIFIED TO THE MAYOR AND CITY COMMISSION THROUGH LETTER TO
COMMISSION 385-2015 DATED SEPTEMBER 28th, 2015.
Key Intended Outcome Supported:
Insist on Police Department accountability and skilled management/leadership.
Supporting Data (Surveys, Environmental Scan, etc.):
N/A
Item Summary/Recommendation:
The MBPD proposes to change its hiring and training processes in order to blend the benefits of
previous hiring methods whilst eliminating the drawbacks. The project will require sponsored
recruits to pay for their academy expenses,with the agreement that upon successful completion
they will be offered probationary employment as police officers and be reimbursed their tuition
and associated costs. They will receive no salary or benefits until they are hired as probationary
employees. The proposal will enable the MBPD to provide career development opportunities to a
diverse group of interested parties,and train them in policing methods appropriate to the unique
environment of the City. Essential to achieving the project's goal is the contract that potential
recruits will sign prior to commencement of their studies.
It is recommended that the Resolution be adopted.
Advisory Board Recommendation:
Personnel Board formally approved the revised description for a police officer trainee on September 25,
2015.
Financial Information:
Source of Amount Account
Funds: 1 N/A
2
3
OBPI Total
Financial Impact Summary:
City Clerk's Office Legislative Tracking:
Chief of Staff Wendy Rich-Goldschmidt ext. 3054
Sign-Offs:
Department Director Assistant City Manager City Manager
Chief Daniel J. Oates fff:D
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MIAMI BEACH AGENDA ITEM C 1
DATE Z'/V-(L
MIAMI BEACH
City of Miami Beach, 1700 Convention Center Drive,Miami Beach,Florida 33139,www.miamibeachfl.gov
COMMISSION MEMORANDUM
TO: Mayor Philip Levine and Members the City 1•mmission
FROM: Jimmy L. Morales, City Manager
DATE: February 10, 2016
SUBJECT: A RESOLUTION OF THE MA R AND CITY COMMISSION OF THE
CITY OF MIAMI BEACH AUTHORIZING THE CITY MANAGER,
AND/OR HIS DESIGNEE, AND CITY CLERK TO EXECUTE A
CONTRACT TO BE PREPARED BY THE CITY ATTORNEY, AND ANY
AMENDMENTS OR ADJUSTMENTS AS TO SCOPE AND CONTENT,
WITH POTENTIAL TRAINEES FOR THE MIAMI BEACH POLICE
DEPARTMENT PILOT PROGRAM TO ATTRACT POLICE OFFICERS
WITH NO PRIOR LAW ENFORCEMENT EXPERIENCE, BUT WHO
MEET NEWLY APPROVED MINIMUM STANDARDS, INCLUDING
HAVING ATTAINED TWENTY-ONE YEARS OF AGE AT THE TIME
OF APPLICATION AND ACQUIRED A BACHELOR'S DEGREE
PRIOR TO HIRING, AS NOTIFIED TO THE MAYOR AND CITY
COMMISSION THROUGH LETTER TO COMMISSION 385-2015
DATED SEPTEMBER 28th, 2015.
ADMINISTRATION RECOMMENDATION
The Resolution is adopted.
HISTORY/ BACKGROUND
For nearly ten years, the Miami Beach Police Department (MBPD) has hired only
trained and certified officers. `Trained and certified' in this context means an
individual who, at minimum, has successfully passed all requirements of the
police academy and subsequent field training. In a minority of cases, applicants
are hired having successfully passed the Florida Department of Law
Enforcement's (FDLE's) equivalency examination (applicable when the individual
is a certified officer in another state and wishes to become an officer in Florida).
The current hiring system is a low cost option, however when officers are hired
they are relatively indoctrinated in key aspects of policing. The City of Miami
Beach has a very transient community that requires a different style of policing.
There are challenges in 'retraining' officers who have worked in other agencies
and have been trained to follow the agencies' standard operating procedures,
which may be very different from those in Miami Beach.
Over a decade ago, the MBPD recruited potential officers, hired them as police
officer trainees and paid their wages while they attended the police academy.
This option gave the MBPD an opportunity to train newly hired officers in policing
Commission Memorandum
Police Officer Recruitment
February, 2016 Page 2 of 3
methods and skills more pertinent to the communities they serve; however it was
a high cost option. The police academy course is currently 22 weeks in duration
and consists of 16 modules. The overall cost per student, at today's cost, is
approximately $27,000 (wages $20,000 and course fees $7000).
The MBPD proposes a pilot project that will blend the benefits of previous hiring
methods while eliminating the drawbacks. The project will involve the MBPD
sponsoring a select group of individuals who will attend the police academy. This
partnership will require the sponsored candidate to pay his/her own academy
expenses, with the agreement that upon successful completion the individual will
be offered probationary employment as a police officer and be reimbursed their
tuition and other associated costs (approximately $8000 per student in total). The
individual will receive no salary or benefits until he/she is hired as a probationary
employee. All candidates will complete a thorough background check prior to
sponsorship.
MBPD proposed changes to the job description, changing minimum
requirements, that the Personnel Board approved on September 25, 2015.
Changes to the minimum requirements include that the applicant must be at least
21 years-of-age at time of employment and possess a four-year college degree,
awarded prior to their hiring. In the case of certified officers only, the four-year
college degree requirement may be substituted for three years military service
with an honorable discharge.
The benefits to the new approach to recruitment and training include:
• An opportunity to develop and shape inexperienced candidates who may
have otherwise not considered a career in law enforcement, and those
who are particularly interested in working for the MBPD. These elements
are critical to the pilot program as the MBPD will be able to monitor and
guide the students' and subsequent new officers' exposure to attitudes or
behaviors that are consistent with MBPD expectations. Furthermore, the
candidates will be supported by a training program that consistently
models specific best practices in policing.
• The potential to employ individuals who are more mature as a result of
their life experience and exposure to people from across the demographic
spectrum. These individuals will also have demonstrated a high level of
commitment to their personal learning and academic achievement.
• A more cost effective approach.
• The ability to attract and hire a more diverse pool of potential police
officers.
If the pilot is successful the MBPD will consider adopting this career development
process for all prospective police officers.
Commission Memorandum
Police Officer Recruitment
February, 2016 Page 3 of 3
In order to commence recruitment for the first group of candidates for the pilot
program it will be necessary to develop a contract binding to all parties. Clearly,
the contract will need to cover all contingencies to ensure both fairness and the
efficient use of tax dollars. The proposed key elements of the contract are:
1 The term `tuition and other associated costs' will be clearly defined and
reimbursement will be subject to successful completion of the academy
and state examination.
2 A maximum time limit will be set between execution of the contract and
completion of the academy and state examination.
3 Students will not be eligible to become City of Miami Beach employees
until such time as they commence their duties as police officers. This
will be upon completion of all requirements related to hiring, training
and certification.
4 Any probationary officer who participated in the pilot program will be
required to pay back to the City any reimbursement received towards
their tuition fees, if they leave employment, or are terminated, for any
reason, before the end of their probationary period (18 months from
date of hire).
FISCAL IMPACT:
There is no financial impact as the MBPD has $120,000 set aside in the budget
for auxiliary officers. The maximum cost would be $80,000 this fiscal year.
CONCLUSION
The project, if successful, will yield significant benefits in terms of the quality of
policing. Essential to the pilot program, and perhaps future hiring and selection
processes, will be the development of a robust contract. It is therefore
recommended that authority is given to craft and implement the new contract.
Ya
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1915 . 2015
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OFFICE OF THE CITY MANAGER
NO. LTC# 385-2015 LETTER TO COMMISSION
TO: Mayor Philip Levine and Member; of the City i l ommission
FROM. Jimmy L. Morales, City Manage ►I
iw
DATE: September 28, 2015
SUBJECT: New Hiring Standards for C.1 didates Seeking Employment as Police
Officers in Miami Beach
This Letter to the Mayor and City Commission is to provide an update on the new hiring
standards for candidates seeking employment as police officers in the City of Miami
Beach.
On September 25, with the support and advocacy of the Police Chief, Human Resources
Director, and City Manager, the Personnel Board unanimously passed two significant
changes to the standards for police officer appointment in the Miami Beach Police
Department. These two changes were the increase in the minimum age for
appointment, from 19 to 21 years of age, and the imposition of a four-year college
degree requirement. For the first time in 10 years, the Department is also planning to
hire an entire 10-person class of candidates with no prior police experience, another
significant change in its hiring model.
The Miami Beach Police Department (MBPD) has, for over a decade, hired only trained
and certified officers. These have been individuals who have successfully passed all
requirements of a Florida police academy and are already licensed by the state to be
employed as police officers. Most of these candidates have been "lateral" candidates, or
experienced police officers working in other agencies in Florida. In a small number of
cases, the applicants have come from outside the state but have successfully passed the
Florida Department of Law Enforcement's (FDLE's) equivalency examination (applicable
when the individual is a certified officer in another state and wishes to become an officer
in Florida).
The current hiring system has saved money for the Department, as the persons hired
have already been academy trained either at their own expense or while on the payroll of
another department. The disadvantage has been that these officers come from other
agencies that have varying policing models, approaches, training and cultures that are
different than what may be required or most suitable for Miami Beach. There are
challenges in retraining these already certified and experienced officers. While the
majority of these officers have performed well, there have been some breakdowns and
performance failures that have led to serious discipline, terminations and embarrassment
to the Department.
With these issues in mind, the Miami Beach Police Department was intent on pursuing
higher standards for admission to the Department. In addition, the Department planned
to pilot a new hiring program in the FY 15-16 in which 10 recruits with no prior law
enforcement experience would be hired and trained as a group. The Department is also
hopeful that these changes, combined with an aggressive new recruiting campaign, will
further improve the diversity of the Department.
Over a decade ago, the MBPD recruited potential officers and paid their wages while
they attended the police academy. This option gave the MBPD the opportunity to train
newly hired officers in the policing methods and skills most pertinent to our community.
However, it was, and still would be, a high-cost option. The police academy course is
currently 22 weeks in duration and consists of 16 modules. The overall cost per student
is approximately $26,000 —this consists of wages ($20,000) and course fees ($6,000).
Instead, the MBPD will run a pilot project in FY 15-16 that will blend the benefits of
precious hiring methods while avoiding some of the cost of the earlier model. The
project will involve the MBPD sponsoring 10 individuals to attend the police academy
together, with an experienced MBPD police officer as their teaching assistant/mentor.
This partnership will require the sponsored recruit to pay for his/her own academy
expenses, with the city's agreement that upon successful completion, the individual will
be offered probationary employment as a police officer. The individual will receive no
salary or benefits until he/she is hired as a probationary employee. However, once
hired, the recruit will also be reimbursed for his/her cost to attend the academy,
approximately $6,000. All candidates will complete a thorough background check prior
to being selected and placed into the academy.
As part of this new hiring process the MBPD proposed to the Personnel Board on
September 25 that it approve new minimum criteria for the selection of candidates. The
first will be that an applicant must be at least 21 years-of-age at time of employment, an
increase in the current minimum age requirement of 19 years of age. The second will be
that an applicant must possess a four-year college degree to be appointed as a police
trainee. If being appointed as an already certified officer, the candidate must have a
four-year college degree or have three years military service with an honorable
discharge (or both). The Personnel Board approved these changes unanimously.
The benefits to the new approach to recruitment and training include:
• The ability to attract and hire a more diverse pool of potential police officers. The
plan includes a significant emphasis on recruitment at local college campuses,
which are reflective of the diversity of South Florida.
• The potential to employ individuals who are more mature as a result of their age,
have more life experience and have been exposed to a diversity of thought and
perspective that comes with a typical four-year college experience. These
individuals will also have demonstrated a high level of commitment to their
personal learning and development through academic achievement.
• In the case of police trainees, a cost effective approach in which the candidates
are invested heavily enough in a career in the MBPD to attend the academy
without being paid yet are reassured that their costs and fees will be covered by
the Department once they graduate and are appointed police officers.
• In the case of police trainees, an opportunity to develop, shape and grow
inexperienced officers in the desired MBPD mold. This aspect is critical to the
police trainee pilot, as the MBPD will be more able to limit the trainees' exposure
to attitudes or behaviors not conducive to good policing and, in contrast, expose
new recruits to attitudes, behaviors, expectations and positive role modeling of
what an ideal police officer should be in the City of Miami Beach.
If the police trainee pilot project is successful, the MBPD hopes to more fully adopt this
new hiring and selection process for all future police officers in coming years.
The Department also determined to make the 21-year and 4-year college degree
requirements mandatory for experienced police officer ("lateral") candidates for the same
reasons of maturing and diversity of thought, perspective and life experience. There will
be one exception to the college degree requirement for certified officers only. As an
alternative to a college degree, three years of military experience with an honorable
discharge will be accepted, in deference to the special skills, training and discipline these
veterans have always brought to the police profession.
The MBPD presented the full proposal to the City of Miami Beach Personnel Board on
Friday, September 25th, and provided detailed information on the issues mentioned
above. In that presentation, the Department cited a recent study that showed that over a
recent six-year period in Florida, police officers across the state who possessed four-
year degrees accounted for only 11 percent of the loss-of-certification discipline cases,
even though they made up 24 percent of all Florida officers. By contrast, officers with
only a high school diploma, who were 58 percent of all Florida officers, accounted for 75
percent of loss-of-certification disciplines. The Department also produced other similar
national data for the Personnel Board's consideration.
The new Police Officer and Police Officer Trainee job descriptions are attached. The
Personnel Board voted to approve these new job descriptions at the September 25
meeting. They will be used in the test announcements and recruitment period that is
coming this fall.
One of the reasons most police departments have resisted going to the four-year degree
requirement is that it is generally thought to be harder to recruit college students to police
work. The four-year degree requirement will pose new challenges for the Department to
meet its hiring targets. We should know after one or two recruiting cycles whether we
can meet our hiring needs even while requiring the college degree. Deputy Chief
Lauretta Hill will lead the Department's recruiting effort.
The proposal will have no fiscal impact on the MBPD other that what is already budgeted
for FY 15-16. This project will, if successful, bring significant benefits in terms of the
quality of policing.
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Attachment
MIAMIBEACH
Police Officer
Job Code: 501 1
EEO Class Code: Protective Services
Union Status: FOP
FLSA Code: Non-exempt
Salary Grade: dO2a
NATURE OF WORK
General police functions in the prevention of crime, protection of life and property and apprehension of criminal offenders,
through the enforcement of laws and ordinances and the maintenance of community order through the performance of
numerous human services, as well as providing general information and assistance to the public.
ILLUSTRATIVE EXAMPLES OF ESSENTIAL DUTIES
• Patrols and prevents crime and answers a wide variety of calls and complaints and arrests those engaged in any
violation of a criminal law or ordinance.
• Maintains community order by responding to calls and situations which may escalate from minor disputes, (social
crises, or personal problems) to community disorders and resolves these insofar as possible, through application
of personal skills or through referral to proper social agencies.
• Enforces traffic laws and investigates traffic accidents,
• Directs traffic, participates in canine and harbor patrol duties and assignments.
• Answers questions asked by the public and gives directions.
• Issues summonses and warnings and serves subpoenas and warrants.
• Assists in controlling crowds; testifies in court; checks doors and windows of commercial establishments after
closing hours.
• Performs duties and assignments in coordination with the Investigations Division.
• Participates in Civil Defense programs.
• Prepares reports and records of prescribed duties.
• Acts as a community outreach officer; utilizes firearms, communication equipment, electronic detectors,
audiovisual equipment and the like.
• Works at Report Control Center screening requests for service and answering telephone.
• Performs various clerical and administrative tasks, as required.
• Oversees custody, care and control of prisoners when assigned jailor duties.
• Explains laws, ordinances and general information to citizens.
• Conducts investigations at the scene of a crime or accident, gathers, preserves and correlates evidence, locates
witnesses, issues citations, or makes arrests.
• Transports and receives property, evidence and prisoners.
• Advises and directs elderly and indigent persons.
• Maintains daily activity logs; maintains surveillance of known criminals or persons suspected of criminal activity;
interviews suspects; prepares cases against suspect.
• Investigates cases of juvenile delinquency and submits reports to juvenile court; assists in the supervision of
juveniles held in custody.
• Coordinates and functions with other operational units and functions as a part of such unit when assigned.
• Performs related tasks as required.
KNOWLEDGE, SKILLS AND ABILITIES
• Knowledge of the rules and regulations of the Police Department.
• Knowledge of applicable federal and state laws and City ordinances.
• Knowledge of the modern methods and practices of crime prevention and criminal investigations and
identification.
POLICE OFFICER
• Knowledge of first aid techniques.
• Knowledge of practical public and human relations.
• Skill in the use and care of firearms and related police equipment.
• Ability to express ideas clearly and concisely, both verbally and in writing, to individuals or to groups.
• Ability to establish and maintain effective working relationships with departmental officials, City officials, other City
employees, officials of other agencies, professional groups, and the general public.
• Ability to work effectively in emergency situations.
• Ability to comprehend and retain knowledge of various fields relative to police function, including but not limited to
interviews, criminal law, laws of arrest, search and seizure, rules of evidence and court procedures.
• Ability to interact and inter-relate with people and help in resolution of collective and individual problems.
• Ability to understand and carry out complex oral and written instructions.
• Ability to work effectively in emergency situations and under little direct supervision.
• • Ability to analyze situations quickly and objectively, to determine proper course of action and to prepare reports.
• Good social and general intelligence and emotional stability.
• Ability to establish good working relationships with fellow employees, the general public and other agencies.
• Ability to obtain and apply (way finding) knowledge of City geography.
• Ability to perform simple mathematical computations and reason logically.
• Ability to demonstrate an awareness and appreciation of the cultural diversity in the community.
• Willingness to work various shifts and be on 24-hour call, as needed.
• Ability to develop sources of information and referral.
• Ability to work in a potentially hazardous environment.
GUIDELINES
Guidelines include federal laws and regulations; Florida State Statutes; Miami-Dade County ordinances; City of Miami
Beach ordinances; and Departmental Standard Operating Procedures. These guidelines are generally clear and
specific, but may require some interpretation in application.
COMPLEXITY/SCOPE AND EFFECT
• The work consists of related law enforcement duties. The need to respond to dangerous, high-profile, and
unexpected or unusual events contributes to the complexity of the position.
• The purpose of this position is to participate in patrol or investigative activities or in the performance of specialized
and technical police functions. Success in this position results in the enforcement of laws and the increased safety
of life and property in the City of Miami Beach.
CONTACTS
• Contacts are typically with other City personnel; representatives from other law enforcement agencies;fire and
other emergency response personnel; and members of the general public.
• Contacts are typically to give or exchange information, resolve problems, and provide services.
PHYSICAL REQUIREMENTS/WORK ENVIRONMENT
• Must have the use of sensory skills in order to effectively communicate and interact with other employees and the
public through the use of the telephone and personal contact.
• Physical capability to effectively use and operate various items of office related equipment, such as, but not limited
to, computers, calculator, copier, and fax machine.
• Some crawling, reaching, handling, sitting, standing, pushing, and pulling.
• Physical capability to pass police physical agility entrance tests.
• Physical capability to run, walk, and climb over rough and unfamiliar terrain, fences and other obstacles for
extended periods of time.
• Bend, accessing attics, crawl spaces, and other recesses of buildings.
Revised: September 2015 2 of 3
POLICE OFFICER
• Operate motor vehicle for long periods of time,
• Control_persons resisting arrest; to move a disabled or combative t e individual.
SUPERVISION RECEIVED
• General and specific assignments are received as to beats or detail.
• Work is normally performed under supervision as required with some latitude for the use of independent judgment
in the selection of work methods and procedures, subject to close review for compliance with the departmental
standards and objectives, through reports, personal inspection and discussion.
SUPERVISION EXERCISED
None
MINIMUM REQUIREMENTS
• Must meet one of the following criteria:
- Have a State of Florida Basic Law Enforcement Certification-active and in good standing; or
- Have completed Basic Law Enforcement Training and received PASSING results in all sections of the
- State Certification exam; or
- Have a State of Florida Corrections Cross Training Certification or Compliance Certification; or
- Be currently attending a Basic Law Enforcement Training Academy.
* Be at least 21 years of age at time of application.
• Bachelor's Degree or 3 years active Military service with an Honorable Discharge at time of hire.
• Be a United States citizen prior to appointment. Fla Stat. 943.13(2). Applicants who are not United States citizens
must have applied for citizenship by application closing date.
• Complete a course of basic recruit training approved by the CJSTC unless exempt and achieved an acceptable
score on the officer certification exam in accordance with Florida Statutes..Fla Stat. 943.13(9)and (10).
• Comply with Section 943.135, Florida Statutes, and CJSTC continuing training and education requirements. Fla.
Stat. 943.13(11).
• Valid, appropriate driver's license
• Acceptable driving record.
Job Description Approval:
Human Resources Director: Date:
Sylvia Crespo-Tabak
Assistant City Manager; Date:
Mark Taxis
City Manager: Date:
Jimmy L. Morales
{
Revised: September 2015 3 of 3
MIAMIBEACH
POLICE OFFICER TRAINEE
Job Code: 8001
EEO Class Code: Protective Services
Union Status: FOP
FLSA Code: Non-Exempt
Salary Grade: dO8a
NATURE OF WORK
General work as a City sponsored student enrolled in a basic recruit training program at one of the Criminal
Justice Standards and Training Commission (CJSTC) certified training schools.
ILLUSTRATIVE EXAMPLES OF ESSENTIAL DUTIES
• Timely attends and participates in all lectures, demonstrations, applications, formations, inspections,
examinations, and any other gatherings conducted as a part of Basic Law Enforcement Courses and remedial
training.
• Studies, comprehends, retains, and successfully demonstrates attained knowledge and skills garnered from
all lectures, texts, material, data, and any other sources of information on subjects presented by the institute.
• Successfully demonstrates proficiency in all the designated high liability areas.
• Maintains a healthy physical condition and demonstrates the skills necessary to agilely accomplish arduous
and aqueous tasks, goals, assignments, etc.
• Adapts and adheres to the conduct and attitudes required by training advisors, instructors, and administrators
of the basic recruit training program at the CJSTC certified training school.
• Is appropriately attired at all times as designated by the institute's Trainee Orientation Manual.
• Performs and submits related work as required.
KNOWLEDGE, SKILLS AND ABILITIES
• Ability to study, comprehend, retain, and successfully demonstrate knowledge of various fields of law
enforcement in the curricula of regularly scheduled Basic Law Enforcement Courses, or remedial academic or
remedial in all high liability areas at a basic recruit training program at the CJSTC certified training school.
• Ability to achieve and maintain a physical condition and skills to successfully complete any and all physical
requirements included within those courses or training.
• Ability to become proficient in all high liability areas.
• Ability to adjust behavior patterns and attitudes.
• Ability to follow oral and written instructions,orders, and regulations.
• Ability to maintain working relationships with peers and supervisors.
• Ability to demonstrate an awareness and appreciation of the cultural diversity in the community.
GUIDELINES
Guidelines include Southeast Florida Institute of Criminal Justice standards and requirements; federal laws and
regulations; Florida State Statutes; Miami-Dade County ordinances; City of Miami Beach ordinances; and
Departmental Standard Operating Procedures. These guidelines are generally clear and specific, but may require
some interpretation in application.
COMPLEXITY/SCOPE AND EFFECT
The work consists of related trainee law enforcement duties.
The purpose of this position is to become trained to participate in patrol or investigative activities or in the
POLICE OFFICER TRAINEE
performance of specialized and technical police functions. Success in this position results in the enforcement of
laws and the increased safety of life and property in the City of Miami Beach.
CONTACTS II
Contacts are typically with other institute instructors and administrators, other trainees, law enforcement
personnel, and the general public.
Contacts are typically to give or exchange information, resolve problems,and provide services.
PHYSICAL REQUIREMENTS/WORK ENVIRONMENT
• Must have the use of sensory skills in order to effectively communicate and interact with other employees and
the public through the use of the telephone and personal contact.
• Physical capability to effectively use and operate various items of office related equipment, such as, but not
limited to, word processor, calculator, copier, and fax machine.
• Some crawling, reaching, handling, sitting, standing, pushing, and pulling.
• Physical capability to pass police physical agility entrance tests,
• Physical capability to run, walk, and climb over rough and unfamiliar terrain, fences and other obstacles for
extended periods of time.
• Bend,accessing attics, crawl spaces, and other recesses of buildings.
• Operate motor vehicle for long periods of time.
• Ability to control persons resisting arrest; to move a disabled or combative individual.
SUPERVISION RECEIVED
• Assignments are outlined in detail and work is subject to close supervision.
SUPERVISION EXERCISED
• None
• May be assigned by Training Advisors to temporary leadership roles within the class.
MINIMUM REQUIREMENTS
• Be at least 21 years of age at time of application.
• Bachelor's degree must be obtained by time of hire.
• Be a United States citizen prior to appointment. Fla. Stat 943.13 (2). Applicants who are not United States
citizens must have applied for citizenship by the time they submit their application. Not have been convicted
of any felony or of a misdemeanor involving perjury or a false statement, or have received a dishonorable
discharge from any of the Armed Forces of the United States. Any person who, after July 1, 1981, pleads
guilty or nolo contendere to or is found guilty of any felony or of a misdemeanor involving perjury or a false
statement is not eligible for employment or appointment as an officer, notwithstanding suspension of sentence
or withholding of adjudication. Notwithstanding this subsection, any person who has pled nolo contendere to a
misdemeanor involving a false statement, prior to December 1, 1985, and has had such record sealed or
expunged shall not be deemed ineligible for employment or appointment as an officer. Fla. Stat 943.13 (4).
• Must pass State guidelines as determined by the Florida Department of Law Enforcement for entrance into
the police academy. Currently an individual must pass a Commission-approved Behavioral Abilities Test
(BAT)prior to entering a basic recruit training program.)
• Complete a course of basic recruit training approved by the CJSTC unless exempt and achieved an
acceptable score on the officer certification exam in accordance with Florida Statutes. Fla. Stat. 943.13(9)
and (10).
Revised: September 2015 2 of 3
POLICE OFFICER TRAINEE
• Comply with Section 943.135, Florida Statutes, and CJSTC continuing training and education requirements.
Fla Stat. 943.13(11).
• Possess a valid Florida driver's license.
Job Description Approval:
Human Resources Director: Date:
Sylvia Crespo-Tabak
Assistant City Manager: Date:
Mark Taxis
City Manager: Date:
Jimmy L. Morales
Revised: September 2015 3 of 3