Application Process: Interested applicants are required to apply for the position of Special Agent on-line through People First (https://jobs.myflorida.com) or by contacting the PeopleFirstServiceCenter at 1-877-562-7287.

The Headquarters Human Resource Coordinator(s) (HHRC) will determine if applicants meet the minimum qualifications for the position. Applicants eligible for Veterans’ Preference are entitled to special consideration as indicated below (also refer to Section XII of the Selection Guidelines):

Applicants eligible for Veterans’ Preference Categories 1 and 2:
 

1. A summary of the components of selection process is emailed to the veteran and the veteran is notified that, if selected, he/she will be required to successfully complete the Florida Law Enforcement Basic Recruit Training Program and achieve a passing score on the State Officer Certification Examination, at their own expense.

2. If the veteran desires to proceed in the selection process, he/she is sent the supplemental application to be returned within the specified time frame along with the required documents listed below.

3. The veteran takes the agility test and basic skills exam. If the veteran does not pass the agility test, the basic skills exam is not graded. A detailed justification memo is submitted to the HR Administrator or designee who will coordinate with the Office of General Counsel to review the justification memo before a final decision is made regarding the applicant. (see Attachment 4 – Item C – Example of Justification Memorandum for Categories 1 or 2, in the Selection Guidelines)

4. If the applicant does pass the agility test and basic skills exam, the Oral Board panel interview and written exercise are scheduled. If the veteran does not pass either of these, a detailed justification memo is submitted to the HR Administrator, or designee, who will coordinate with the Office of General Counsel to review the justification memo before a final decision is made regarding the applicant. (see Attachment 4 – Item C – Example of Justification Memorandum for Categories 1 or 2, in the Selection Guidelines)
 

Applicants eligible for Veterans’ Preference Categories 3, 4 and 5:

If at any stage in the selection process it is determined that a Category 3, 4, or 5 veterans’ preference applicant is not qualified to advance to a subsequent step in the selection process or will not be offered the position, a detailed justification memorandum must be submitted to the Human Resource Administrator or designee to discuss with a reviewing management member. The Office of General Counsel must review the justification memorandum before a final decision is made regarding the applicant. This review must take place within three business days of receipt by the reviewing members. The Human Resource Administrator or designee, or a representative from the Office of General Counsel will notify the HRC and/or supervisor within three business days of the final decision. (see Attachment 4 – Item F – Example of Justification Memorandum for Categories 3, 4, or 5, in the Selection Guidelines)

Applicants meeting the minimum qualifications will be notified via email to provide the documents specified below.

The documents should be returned as a complete package within 30 days in order for the applicant to be given further consideration. Incomplete packages will be returned to the applicant. Those applicants not meeting the minimum qualifications will be notified via email.

The duration of the application and selection process may take up to 180 days.

Disqualifiers: FDLE has specific guidelines pertaining to the criminal history, illegal drug use, credit history and employment history of each of its Special Agents. These guidelines will be used to identify patterns of behavior not becoming of an FDLE Special Agent. Each applicant applying for a Special Agent position within FDLE will be evaluated based on information provided in the applicant’s supplemental application. Occurrence of any action referenced in this standard is grounds for removal from consideration of a Special Agent position. The applicant will be notified in writing and will be provided a copy of the disqualifier list (ATTACHMENT A).

Initial Screening Process: After receipt of the required paperwork, the HHRC will forward the completed application packages to the Screening Board which will interview the applicant by telephone in order to determine the appropriate skill/experience level of the applicant

The initial screening will primarily consider the applicant’s reported experience and education. If applicants (internal and external) do not have law enforcement experience, the Screening Board will contact previous employers or college professors to determine their quality of work, work habits, and adaptability to the work of a Special Agent.

The Screening Board will classify applicants in the following categories based on an assessment of their experience.
 

All elements of the screening and selection process use only those rating criteria or minimum qualifications that are job-related. The Screening Board will make recommendations regarding which applicants should proceed through the selection process. Applicants not recommended will be notified via email.

Applicants who are recommended to be considered further in the selection process will be placed in the Regional Testing Tracking database to be scheduled for physical agility testing and the basic skills exam. Applicants who successfully pass both the physical agility test and basic skills exam will be placed in a “ready to interview” pool where they can remain for up to two years. At the end of the two year period, non selected applicants may reapply.

Physical Fitness Assessment: Applicants will undergo a physical fitness assessment which will evaluate the applicant’s physical agility through a series of tests. All applicants must achieve the minimum requirement (see chart below) on each test in order to pass the overall process.

 

 

It is recommended that applicants drink plenty of liquids and eat something prior to the physical agility testing.

Applicants must also pass a basic skills exam prior to progressing to the next step in the hiring process.

Oral Board Interview/Written Exercise: Based on the needs of the Department, applicants from each experience/skill level may be selected from the “ready to interview” pool to participate in the oral board interview and written exercise.

Applicants will appear before a four-member oral board team comprised of Assistant Special Agents in Charge (ASAC) and Special Agent Supervisors (SAS). The oral board interview will consist of a series of questions specifically designed for the skill level of the applicant and will be based upon a numerically scored system. A written exercise will also be given in conjunction with the oral board interview and will be graded on a number of elements including content, organization, spelling, grammar and punctuation. The location of the oral board interview and written exercise will be rotated throughout the state.

Applicants not passing the physical assessment, basic skills exam, oral board interview and/or written exercise will be notified in writing, including information about re-applying for the position. Applicants failing the oral board will not be eligible for another interview for one calendar year.

Background Investigation: Following the basic skills exam, physical fitness assessment, oral board interview and written exercise, all applicant packages will be sent to the HHRC, who will update the applicant’s status (Pass or Fail) in the Applicant Tracking Database. Based on the needs of the Department, applicants passing all phases of the selection process will be referred to the Office of Executive Investigations for a background investigation.


The background investigation shall include the following, pursuant to Section 943.133, Florida Statutes:

Eligibility Pool: Those applicants successfully passing all phases of the selection process and background investigation will be placed in the “ready to hire” pool where they may be selected to fill vacancies as they occur. After one year, the applicant must notify the HHRC of his/her desire to remain in the hiring pool for a second year. The notification must include written notification of any updates to the applicant’s background information. At the end of the second year, hiring pool applicants must re-apply and begin the selection process anew.

Hiring: As vacancies occur, applicants may be selected from the approved hiring pool based upon the Department’s needs. Applicants will generally be hired in conjunction with the pre-established quarterly hiring dates established by the Department. Upon selection, a conditional offer of employment will be made. At that time, the applicant will be required to pass a law enforcement psychological screening test performed by a Department-approved psychologist. The psychological examination shall include, but not be limited to:
Minnesota Multiphasic Personality Inventory - 2
California Psychological Inventory
State-Trait Anger Expression Inventory
Rotter’s Incomplete Sentences
Social History Questionnaire
A clinical evaluation

Applicants approved for hire will also be required to have a physical examination at their own expense.

If an applicant declines an offer of employment, he/she may be removed from future consideration for hire.

Based on the needs of the Department, applicants who do not possess current Florida Law Enforcement Certification may be selected to attend a Basic Recruit Class that will be paid for by FDLE.

FDLE Special Agent Training Academy: Applicants hired for the position of Special Agent will be required to attend the FDLE Special Agent Training Academy. This academy consists of eight weeks of classroom and tactical training.

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This information is current as of the date of posting. It is provided for informational purposes only and is subject to change without notice. Applications will be processed in accordance with, and any subsequent employment will be governed by, then current policies, procedures, rules or laws.