Executive Board (MCOLES Flowchart, 5/14/2024)

**Executive Summary**

This document outlines the hiring process for a Deputy position, contingent upon the existence of an open position within approved staffing levels or pending Board of Commissioners (BOC) approval. The process begins with recruitment, followed by BOC approval of a grant submission. If an open position doesn’t exist, the document seeks BOC approval for a recruit’s employment to overlap with the grant submission process. Irrespective of the position status, the hiring protocol includes testing, interviews, background checks, and medical assessments before selecting a recruit or employee.

After selection, a grant is submitted to the Michigan Commission on Law Enforcement Standards (MCOLES) for processing, followed by BOC approval to accept the grant. The recruit then undergoes standard HR onboarding and signs an individual employment contract, which includes a 16-week academy under the contract terms and union terms. The document further specifies the financial obligations related to the MCOLES grant, requiring the county to refund unexpended funds if a recruit quits during the academy. The recruit will be covered under workers’ compensation for injuries sustained during the academy.

Upon graduation, the recruit becomes a full-time equivalent (FTE) employee and enters a 14-week Field Training Officer (FTO) program. The county has the right to seek re-payment of expenses if the employee voluntarily leaves for another law enforcement job after graduation. The repayment schedule decreases over time, with 100% repayment in the first year, 75% in years 1-2, and 50% in years 2-3. After the fifth year, the employee is free to leave without penalty. Termination of employment, regardless of cause, releases the employee from any financial obligation.