It is very important that you read the following information, both selection process and selection standards, carefully and completely before applying for any position.

Selection Standards

Eligibility for Employment

To be eligible for employment, an applicant must:

• Meet the applicable educational requirements.
• Be a resident of the City of St. Petersburg as of the employment date or establish primary residence within six months of completing probationary period, if applicable (see selection process).
• Successfully complete the written test given by the Employment Division of the Employee Relations Department, if required.
• Possess a valid driver’s license at time of application and a valid State of Florida driver’s license at time of appointment, if required.
• Successfully complete a pre-employment medical examination as determined by licensed physicians designated by the City, if required.
• Be of good moral character as determined by a background investigation.

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Removal From Eligibility

The decision to remove an applicant’s name from the appropriate eligibility list shall be made by the Employee Relations Director (or designee). It shall be the responsibility of the Employee Relations Director (or designee) to notify the applicant that his/her application will not be further considered.

• Falsification of application.
• Conviction of a felony crime, in accordance with Florida Statutes, 23.068 (4).
• Committing a misdemeanor which involves "moral turpitude." A misdemeanor involves moral turpitude if the crime is contrary to the moral conscience of the general public, in accordance with the rules established by the Florida Police Standards Council. Judgments must be made on a case-by-case basis as to whether particular misdemeanors involve moral turpitude. Intent, malice, knowledge of the gravity of the offense, and provocation are elements to be considered in making these judgments.
•  The following drug uses shall disqualify an applicant:

• Any use or experimentation with drugs classified as controlled substances, or any other illegal drugs, except marijuana, while not under the care of a licensed physician.
• Any use of marijuana within the twelve (12) months immediately preceding application for employment, and any past use must not exceed ten (10) times.

• Any person who has sold, offered for sale, induced or attempted to induce another person in the use of illegal drugs may be disqualified.
• An applicant will be rejected whose present or past associations, voluntarily or involuntarily, are with persons involved in illegal activities, if such involvement could be detrimental to police operations.
• A person who cannot perform the essential functions of the job, with or without reasonable accommodations, will not be considered.
• A determination that an applicant is not of good moral character will result in his/her removal from consideration.
• An applicant will be removed from consideration whose overall fitness is deemed as undesirable. This may be reflected by, but not limited to, such consideration as: illegal gambling; poor employment record; poor credit rating; poor driving record; unlawful sexual behavior; excessive drinking; beliefs which conflict with job duties and deception.

The key in examining these problem areas will be to look for a pattern or behavior not conducive to successful job performance, though the severity of any problem may, by itself, make removal from consideration appropriate.

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