DENVER SHERIFF DEPARTMENT
Office of the Sheriff
 Department Order
1.00.5011
 Previous Revision:
July 2021		  Current Revision:
March 2024		  Reviewed:
March 2023		  Effective Date:
March 8th, 2024
Related Standards:
CALEA: 31.5.1; 34.1.3
Career Service Rules (CSR): 3, 5
Colorado Revised Statutes (C.R.S.): §16-2.5-102; 16-2.5-103 
Collective Bargaining Agreement
Related (referenced) Department Orders:
1.00.2006; 1.00.2027
 Subject:
LATERAL HIRES FOR DEPUTY SHERIFF
  1. Purpose: The purpose of this order is to provide Denver Sheriff Department (“DSD” or the Department”) policy and guidelines for hiring candidates with previous experience as a peace officer (including certified peace officers, certified or non-certified deputy sheriffs, correctional officers, or detention officers) or candidates with relevant military police experience as a lateral hire under the provisions outlined in this policy. 
  2. Policy: The DSD employs lateral hiring practices that include a combination of thorough screening, examination, and training to ensure sworn staff are able to perform their roles competently. 
  3. Cancellation: This order supersedes and cancels previous versions of Department Order 1.00.5011.
  4. Explanation: 
    1. Candidates who have demonstrated recent and reliable success in their performance as peace officers (including certified peace officers, certified or non-certified deputies, correctional officers, or detention officers as outlined in Colorado Revised Statutes (C.R.S.) §16-2.5-102 and 16-2.5-103 (1) and (2)) or as military personnel for the United States Armed Forces (as defined in Appendix A) have gained valuable experience that translates to the work of a Denver deputy sheriff. The lateral hire program is designed to provide compensation for the knowledge, skills, and certifications garnered from previous experience and training.
    2. A candidate's approval for lateral hire and/or lateral pay will be considered on a case-by-case basis at the discretion of the Sheriff.
      1. The Sheriff, at their discretion, may approve candidates for lateral pay without approval of lateral hire.
  5. Guidelines and Implementation:
    1. Initial application:
      1. Candidates who wish to be considered as a Denver SD lateral hire shall meet the following minimum criteria: <CALEA: 34.1.3>
        1. be currently employed as a peace officer (further defined as a certified or non-certified deputy, correctional officer, or detention officer) or active duty law enforcement-related military occupations or have been separated from such occupations for one (1) year or less (with the exception of candidates who have taken steps to maintain active Peace Officer Standards and Training (POST) certification);
        2. have a minimum of one (1) calendar year of experience with a law enforcement or correctional agency or related military occupation by day one (1) of the DSD Basic Training Academy;
        3. be free from any active or pending internal affairs investigation(s);
        4. be free from sustained discipline for at least three (3) years; and
        5. be able to perform the essential functions of a deputy sheriff.
      2. Candidates must submit an employment application to the City and County of Denver ("CCD" or the "City") Office of Human Resources (OHR). 
      3. DSD shall coordinate with OHR to determine if the candidate meets the initial eligibility requirements for a lateral hire and/or lateral pay.
      4. Eligible candidates will be instructed to complete an assessment process established by the agency.
      5. Assessments shall be evaluated and scored by the OHR testing assessment team and will be used to create an eligibility list.
      6. The eligibility list shall be sent to the Department of Safety recruiting team to be processed.
    2. DSD Initial Examination and Evaluation: <CALEA: 31.5.1; 34.1.3>
      1. General:
        1. All eligible candidates must complete and submit a personal history statement and provide the required documentation and previous training certificates to the Department of Safety recruiting team.
      2. Exams:
        1. Candidates recommended to proceed in the hiring process shall be invited to participate in the required exams listed below. Successful completion of each event is required to continue to the next exam phase.
          1. Integrity Interview:
            1. A one-on-one interview designed to ascertain the candidate’s integrity and basic background.
          2. National Crime Information Center (NCIC) and Colorado Crime Information Center (CCIC) Check:
            1. A report used to check the candidate’s criminal history and driving record. 
          3. Polygraph Examination:
            1. An investigative technique used in conjunction with other investigative tools in making a hiring decision.
          4. Job Suitability Assessment:
            1. An assessment designed to determine suitability for the position the individual is applying for. Results in the form of a level score or suitability recommendation accompanied by a written report are provided by the evaluating psychologist.
          5. Background Investigation:
            1. A comprehensive investigation performed by an investigator to verify the information provided regarding the candidate’s job history, personal habits, criminal history, driving record, illegal drug use, and any additional areas of concern.
            2. A written report containing the investigator’s findings and recommendations will be provided by the investigator to the DSD.
          6. Physical Fitness Exam:
            1. A test given that simulates the working conditions of a deputy to the candidate's ability to perform job-related tasks. 
          7. Agency and Executive Review:
            1. A review of all documentation collected thus far. 
      3. Pay:
      4. Academy:
        1. For lateral academy requirements, refer to Procedure Manual 3.09.5031 - Training Academy.
    3. Conditional Offer of Employment and Subsequent Examinations: 
      1. After successfully passing the preliminary investigative process and examinations, a conditional offer of employment may be extended to selected candidates to further the continuance of the application process.
      2. After the conditional offer is given, the candidate shall complete the following:
        1. Psychological testing
        2. Medical examination and Tuberculosis screening
        3. Drug screening
      3. After successful completion of required exams, the candidate will be considered for final review.
      4. Selection to enter any DSD Training Academy shall be made by the Executive Director of Safety or designee. 
        1. Refer to Department Order 1.00.2006 – Employee Training.
      5. Appointment to the position of Denver Sheriff Deputy shall occur upon successful completion of a DSD Training Academy.
    4. Uniform:
      1. Lateral hires will be authorized to wear hash marks that account for all prior service. See Department Order 1.00.2027 - Uniform and Professional Appearance Policy for more information.
  6. Accountability:
    1. It shall be the responsibility of all employees to be familiar and to comply with this order.
    2. It is the responsibility of each division chief or their designee to establish procedures not covered in this Department order as they relate to their specific division.
  7. Responsibility: 
    1. Training: 
      1. The Training Academy shall ensure that the curriculum of all currently existing classes and any newly developed classes are compliant with this order.
    2. Management: 
      1. The division chief/unit commander or unit manager of any division or unit affected by this policy shall:
        1. ensure that existing procedures and all newly developed orders are in compliance with this order;
        2. ensure that all affected personnel are made aware of this policy; and
        3. ensure this policy is reviewed annually for compliance with all federal, state, and local laws and standards.
    3. Supervisors: 
      1. All supervisors shall ensure that the provisions of this policy are being followed.
    4. Staff: 
      1. All employees shall comply with the provisions of this policy.
  8. Effective Date: This order will become effective on March 8th, 2024.  
  9. Approval: This document has been reviewed, approved, and electronically signed by the Sheriff of the City and County of Denver prior to its publication.
 APPENDIX A

  1. The following occupations within the military (Military Occupation Specialties (MOS), Air Force Specialty Code (AFSC), Navy Enlisted Classification (NEC)) will be eligible to apply as a lateral hire candidate. 
    1. Army MOS: 31-Series, Military Police
      1. 31A, Military Police Officer
      2. 31B, Military Police
      3. 31E, Internment/Resettlement Specialist
      4. 31Z, Senior Military Police Sergeant
    2. AFSC: 3P0X1-Series, Security Forces
      1. 3P0X1, Security Forces
      2. 3P0X1A, Military Working Dog Handler Specialty
      3. 3P0X1B, Combat Arms Specialty
    3. United States Marine Corps MOS: 58-series, Military Police
      1. 5811, Military Police
      2. 5831, Correctional Specialist
    4. Navy Rate/NEC: Master-At-Arms (MA)
      1. Corrections Specialist
      2. Independent Duty Master At Arms
      3. Security Force Specialist
  2. Any peace officer as defined in  C.R.S. §16-2.5-102 and 16-2.5-103 (1) and (2) will be considered for lateral hire. Peace officers not defined in the listed statutes can be considered on a case-by-case basis at the discretion of the Sheriff.