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SFSECIS PROMO: Difference between revisions
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<h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">INITIAL TRAINING:</h4> | <h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">INITIAL TRAINING:</h4> | ||
<div style=" font-weight: normal; color: white; font-size: | <div style=" font-weight: normal; color: white; font-size: 20px;"> | ||
As a condition of continued employment, Probationary Agents must successfully complete the following:<br> | As a condition of continued employment, Probationary Agents must successfully complete the following:<br> | ||
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<h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">PROBATIONARY AGENT TRAINING PATHWAY:</h4> | <h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">PROBATIONARY AGENT TRAINING PATHWAY:</h4> | ||
<div style=" font-weight: normal; color: white; font-size: | <div style=" font-weight: normal; color: white; font-size: 20px;"> | ||
Phase I – Physical Efficiency Battery<br> | Phase I – Physical Efficiency Battery<br> | ||
Phase II – Pre-Basic Agent Orientation at the SFSECIS Headquarters<br> | Phase II – Pre-Basic Agent Orientation at the SFSECIS Headquarters<br> | ||
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<h3 style="font-family: 'Trebuchet MS'; color: royalblue; font-size:60px; font-weight: bold;">SFSECIS PROMOTION GUIDELINES</h3> | <h3 style="font-family: 'Trebuchet MS'; color: royalblue; font-size:60px; font-weight: bold;">SFSECIS PROMOTION GUIDELINES</h3> | ||
<h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;"> | <h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">INTRODUCTION:</h4> | ||
<div style=" font-weight: normal; color: white; font-size: | <div style=" font-weight: normal; color: white; font-size: 20px;"> | ||
The SFSECIS Executive Staff is always seeking to identify junior field agents and support staff to quickly fill supervisory and command roles as they become vacant and has adopted a Career Program to meet that goal. The objective of the Career Program is to provide and maintain a staff of well qualified service personnel to accomplish the SECIS mission with maximum effectiveness. The Career Program provides a systematic approach to the development and advancement of professionally qualified personnel in the field and support/technical roles.</div><br> | The SFSECIS Executive Staff is always seeking to identify junior field agents and support staff to quickly fill supervisory and command roles as they become vacant and has adopted a Career Program to meet that goal. The objective of the Career Program is to provide and maintain a staff of well qualified service personnel to accomplish the SECIS mission with maximum effectiveness. The Career Program provides a systematic approach to the development and advancement of professionally qualified personnel in the field and support/technical roles.</div><br> | ||
<h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">POLICIES:</h4> | <h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">POLICIES:</h4> | ||
<div style=" font-weight: normal; color: white; font-size: | <div style=" font-weight: normal; color: white; font-size: 20px;"> | ||
The Service maintains stringent ‘up or out’ policy in all divisions with a dual purpose of supporting proactive career advancement while ensuring employees do not remain stagnant in their role. As natural attrition occurs and billets become vacant, those who have met time in grade, demonstrated excellence in their current role and achieved a minimum required score on their Personnel Evaluation Report (PER) will be presented to and evaluated against other candidates by the Promotions Board.<br> | The Service maintains stringent ‘up or out’ policy in all divisions with a dual purpose of supporting proactive career advancement while ensuring employees do not remain stagnant in their role. As natural attrition occurs and billets become vacant, those who have met time in grade, demonstrated excellence in their current role and achieved a minimum required score on their Personnel Evaluation Report (PER) will be presented to and evaluated against other candidates by the Promotions Board.<br> | ||
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Likewise, those not able to advance within 5 years will be granted a 1-year probationary status in their current grade. At the end of which, the employee must advance or will be administratively separated from the Service.</div><br> | Likewise, those not able to advance within 5 years will be granted a 1-year probationary status in their current grade. At the end of which, the employee must advance or will be administratively separated from the Service.</div><br> | ||
<h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">PROMOTION GUIDELINES - FIELD & SUPPORT GRADES:</h4> | <h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">PROMOTION GUIDELINES - FIELD & SUPPORT GRADES:</h4> | ||
<div style=" font-weight: normal; color: white; font-size: | <div style=" font-weight: normal; color: white; font-size: 20px;"> | ||
{| | <center> | ||
| | {| border=1 style="border: 10px solid silver; border-radius: 20px; border-collapse: separate;" cellpadding="2" cellspacing="0" | ||
| | !width="130" bgcolor="#008080" style="color: black"|'''GRADE''' | ||
! | !width="310" bgcolor="#008080" style="color: black"|'''REQUIREMENT''' | ||
|- | !width="330" bgcolor="#008080" style="color: black"|'''ASST DEPUTY DIRECTOR<br>WAIVER CRITERIA ''' | ||
| AG-1/SP-1 || Automatic upon graduation || N/A || | !width="100" bgcolor="#008080" style="color: black"|'''MINIMUM PER SCORE''' | ||
|- | |- style="color:White; text-align: center;" | ||
| AG-2/SP-2 || 1 year as AG-1/SP-1 || 6 Months | | AG-1 / SP-1 || Automatic upon graduation || N/A || N/A | ||
|- | |- style="color:White; text-align: center;" | ||
| AG-3/SP-3 || 1 year as AG-2/SP-2 || 6 Months | | AG-2 / SP-2 || 1 year as AG-1 / SP-1 || 6 Months time in position waiver || 90% | ||
|- | |- style="color:White; text-align: center;" | ||
| AG-4/SP-4 || 1 year as AG-3 / SP-3 || 6 Months | | AG-3 / SP-3 || 1 year as AG-2 / SP-2 || 6 Months time in position waiver || 90% | ||
|- | |- style="color:White; text-align: center;" | ||
| AG-5 / SP-5 || 1 year as AG-4 / SP-4 || 6 Months | | AG-4 / SP-4 || 1 year as AG-3 / SP-3 || 6 Months time in position waiver || 92% | ||
|- | |- style="color:White; text-align: center;" | ||
| AG-6 / SP-6 || 2 years as AG-5 / SP-5 || 1 | | AG-5 / SP-5 || 1 year as AG-4 / SP-4 || 6 Months time in position waiver || 94% | ||
|- style="color:White; text-align: center;" | |||
| AG-6 / SP-6 || 2 years as AG-5 / SP-5 || 1 Year time in position waiver || 96% | |||
|} | |} | ||
</ | </center> | ||
</div> | |||
<h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">PROMOTION GUIDELINES - EXECUTIVE GRADES:</h4> | <h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">PROMOTION GUIDELINES - EXECUTIVE GRADES:</h4> | ||
<div style=" font-weight: normal; color: white; font-size: | <div style=" font-weight: normal; color: white; font-size: 20px;"> | ||
Promotion to the Executive Grades of DI-7 thru DI-9 is an exceptionally competitive process. Candidates are identified by the Director In Charge after a formal vetting process. Once identified, candidates will prepare a Professional Portfolio to be presented to the Federation Joint Intelligence Committee (FJIC), following a panel interview.<br> | Promotion to the Executive Grades of DI-7 thru DI-9 is an exceptionally competitive process. Candidates are identified by the Director In Charge after a formal vetting process. Once identified, candidates will prepare a Professional Portfolio to be presented to the Federation Joint Intelligence Committee (FJIC), following a panel interview.<br> | ||
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<h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">FREQUENTLY ASKED QUESTIONS:</h4> | <h4 style="font-family: 'Trebuchet MS'; color: royalblue; font-size: 40px; font-weight: bold;">FREQUENTLY ASKED QUESTIONS:</h4> | ||
<div style=" font-weight: normal; color: white; font-size: | <div style=" font-weight: normal; color: white; font-size: 20px;"> | ||
<b>Is prior military service and/or law enforcement experience a prerequisite?</b><br> | <b>Is prior military service and/or law enforcement experience a prerequisite?</b><br> | ||