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. 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.
A. The step at which new employees enter the salary schedule shall be determined by the Police Chief and the HR Director.
B. New employees shall not receive any consideration for seniority, except as outlined in Article 14, "Seniority", of this Agreement.
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. (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 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. 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. 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. The Administrator may recommend to the Trustee’s that a new employee be appointed to a vacant position within the bargaining unit, above the probationary pay level. A new employee starting above the entry level will be expected to have a comparable level of knowledge and skill of an employee at the pay grade at which the new employee is placed.
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.
29.2 Because of the experience required, a Corrections Officer who is hired through the lateral-entry process will be hired as a 2nd Class Corrections Officer. Upon the successful completion of a trial service of twelve (12) months for Corrections Officer, the employee hired in the respective position will advance to 1st Class.
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.
Lateral Entry. The Village has the right to hire experienced police officers through lateral entry. Those officers hired under this practice shall be paid at the eighteen (18) month rate until his or her years of experience with the Village of Cottage Grove Police Department catch up to the next higher experience level. The compensation and vacation entitlement may, at the Chief’s discretion, be at a higher step than the Start rate but shall not exceed the applicant’s actual prior years of full-time law enforcement experience. The wage step at which the applicant is placed shall determine the amount of vacation allotment the applicant is entitled to. Laterally hired employees will accrue one day of vacation for each full month worked for the Village during the year of hire. Thereafter the lateral hire will be credited with the full amount of vacation that correlates with the wage step at which they were hired.
