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DATE: Saturday, October 3Time: 7:30am-11:30amLocation: Burns Road Community Center, 4404 Burns RoadVendor Fee: $25 + tax (per 10x10 space)Rented Table: $10 + tax. Max of 2 per space, limited availability. Shop for great bargains or rent a space to sell your gently used treasures. Free admission for shoppers! Check back here in the Spring for our next Indoor Yard Sale!

Job Opportunities Use the Government Jobs tab to search through your municipality's employment opportunities. Subscribe to job posting notifications to be automatically alerted of the latest career opportunities by clicking on the Notify Me® button. Search Jobs by: Select a Category Filter by category All Categories Building Department (0) City Administration (2) Community Development (0) Finance (0) Fire Department (0) Human Resources (0) INFORMATION TECHNOLOGIES (0) Other Jobs (0) Police Crossing Guard (0) Police Department (0) Police Department Dispatch (1) Police Department Officer (1) Streets/Parks (1) Water/Sewer (1) Search Sorted by Job Title Job Title Post Date Closing Date Steps 1. Listing Information This section is complete 2. Job Details This section is complete 3. Preview and Submit This section is complete Listing Information Category* Advertising and PR Services Aerospace and Defense Banking Business Services Computer/IT Services Construction Education Engineering Services Financial Services Government and Military Healthcare Services Insurance Internet Services Nonprofit Other/Not Classified Printing and Publishing Real Estate Restaurant/Food Services Retail Choose from Full List Display* Display Starts: Display For: 1 week - Free 1 month - Free 3 months - Free 1 year - Free Feature this listing for free What's this? Featured job listings display on the top of all job listings and are designed to stand out from the others. Continue Job Details Job Title* Job ID Description Salary Qualifications Special Requirements Miscellaneous Continue | Go Back Preview and Submit job listing from to Featured Total After completing all the steps, click Preview to open a preview of your listing in a new window or click Proceed to Checkout where you can purchase the listing for the duration you specified. Preview Proceed to Checkout Pay Later Cancel City Administration City Attorney 6/18/2026 8:00:00 AM Posted June 18, 2026 8:00 AM | Open Until Filled Under the administrative direction of the City Manager, performs skilled administrative work serving as the chief legal officer for the City, City Management, and City... Full Description Apply Onlineto City Attorney Human Resources Director 7/22/2026 8:00:00 AM Posted July 22, 2026 8:00 AM | Open Until Filled GENERAL DESCRIPTION: Responsible for the Human Resources functions for the City, including by example, employee relations, recruitment and staffing, labor relations,... Full Description Apply Onlineto Human Resources Director Police Department Dispatch Communications Technician 3/12/2026 8:00:00 AM Posted March 12, 2026 8:00 AM | Open Until Filled TO APPLY FOR ANY JOB WITH THE GROVELAND POLICE DEPARTMENT, SCROLL TO THE VERY BOTTOM AND CLICK "APPLY ONLINE". IN ADDITION TO COMPLETING THE STANDARD APPLICATION, YOU MUST... Full Description Apply Onlineto Communications Technician Police Department Officer Police Officer 1/19/2022 8:00:00 AM Posted January 19, 2022 8:00 AM | Open Until Filled TO APPLY FOR ANY JOB WITH THE GROVELAND POLICE DEPARTMENT, SCROLL TO THE VERY BOTTOM AND CLICK "APPLY ONLINE". IN ADDITION TO COMPLETING THE STANDARD APPLICATION,... Full Description Apply Onlineto Police Officer Streets/Parks Maintenance Worker -Parks 9/1/2026 9:00:00 AM Posted September 1, 2026 9:00 AM | Open Until Filled JOB TITLE: Maintenance Worker I- Athletic Field - Parks Pay Range: 27 (25,009 – 38,764) GENERAL DESCRIPTION: Semi-skilled maintenance work of City... Full Description Apply Onlineto Maintenance Worker -Parks Water/Sewer Deputy Director of Utilities 7/15/2026 8:00:00 AM Posted July 15, 2026 8:00 AM | Open Until Filled Position Summary The Deputy Director of Utilities supports the Director in administration of the Utilities Enterprise. The position assists the director in planning,... Full Description Apply Onlineto Deputy Director of Utilities

Employment Procedures | Bay County, FL Thank you for your interest in employment with Bay County Board of County Commissioners. We hope you find this information useful and informative. Please feel free to contact the Human Resources Department if you have any questions regarding employment that have not been answered. How to Apply Applications may be submitted online or at the Human Resources (HR) kiosk located in the lobby of Human Resources and is available for use during normal business hours Monday through  Friday from 8:00 a.m. to 5 p.m. Resumes by themselves do not satisfy this requirement, yet may be attached to the online application. Applications are accepted for current posted vacancies only. Unsolicited applications/resumes will be electronically denied or returned to applicant. If you are interested in employment in a job classification that is not currently posted, you may complete a job interest card. This job interest card will either be emailed or mailed to you the next time the job classification is open for recruitment. When you receive the notice, you must complete an online employment application to be considered for employment. Pursuant to Florida Public Records Law applications/resumes are subject to public inspection. It is important that your application show all the relevant education and experience you possess. Applications may be rejected if incomplete. Attaching a resume in place of relevant education and experience (required to be completed on the application) will be considered incomplete and may be rejected. Selection Process All applications are screened for qualifications. Applications for candidates who best meet the job requirements are forwarded to appropriate supervisor(s) for review. The county reserves the right to limit the number of qualified candidates to be interviewed. Any misrepresentation, false or incomplete information or omission of facts requested is cause for rejection of the application. Interviews for qualified applicants are scheduled by the supervisor. Applicants not chosen as a finalist will be notified via the email provided on the application. These applications will remain on file electronically in accordance with Florida Records Retention requirements. Upon administrative approval, applicants chosen for employment will be given a Conditional Employment Offer subject to drug testing.  Depending on the position, completion of a Medical History Questionnaire or other testing may also be required. When all testing is cleared, the applicant is contacted with a firm job offer and an employment date is set.

How To Improve Graduation Rates, Salaries & Employment nkithcart Mon, 09/28/2026 - 13:33 The cost of a degree keeps climbing, and so does the debt students carry to earn one. That has put pressure on colleges to prove a program pays off in real jobs at real wages.Sam Dreyfus, Executive Vice President of ECPI University, recently joined The EdUp Experience to argue that colleges should be judged by what happens to their graduates. The EdUp Experience is a higher education podcast hosted by Dr. Jodi Blinco, with co-host Robert Graham, CEO of Poll Everywhere, that features discussions with leaders across colleges and universities.Listen to the full conversation for Dreyfus's take on measuring student success and ECPI University's generational mission that started with Alfred Dreyfus.What makes a college education worth the investment?For Dreyfus, the measure of a college education is what happens to students after they finish their degree. It comes down to a career outcome, whether a graduate lands a job in their field at a wage that makes the degree worth it. Holding a school to that standard puts the burden on the college to prove the result, and the proof needs to be upfront, before a student commits to enrolling."I would label myself a transparency absolutist," Dreyfus says. "I think that someone that is going into school should know their likelihood of success for that program."There are three specific metrics that he points to: graduation rate, employment rate, and median salary, reported program by program. What moves those numbers keeps changing, and right now much of it comes down to AI.Dreyfus points out that a worker who knows how to use AI can be far more effective than one who doesn't, and that employers increasingly want to hire people who already have that skill. That expectation raises the bar for what a program has to teach. The schools that adjust quickly are the ones best positioned to keep their employment and salary numbers strong.How does ECPI University design around student success and outcomes?ECPI University has always built its programs around preparing students for careers in their field. The university meets regularly with employer partners through advisory boards and updates its curriculum based on their feedback. That way, what's being taught is reflective of current industry needs and standards.The technologies today are different, but this approach has stayed the same since the university opened in 1966 to teach computer programming.Preparing students for today's careers increasingly means teaching them to use AI. At ECPI University, that work happens inside the courses themselves, many of which integrate AI as part of the coursework. Students develop general AI fluency and judgment alongside the role-specific skills their field calls for, with AI tutors available as an added resource for support outside class hours.Beyond the classroom, a dedicated Career Services team also helps students prepare for the job search, with support like resume guidance, interview practice, and connections to the employer relationships the university has built. That support continues after graduation, since the goal is rarely the degree itself. How To Improve Graduation Rates, Salaries & Employment

Job Openings The McKean County Sheriff's Office is an equal opportunity employer. We are committed to providing a safe and supportive work environment for all employees. We are currently accepting applications for Deputy Sheriff positions. Please see the "Job Openings" section for more details. We encourage qualified individuals to apply. The application process involves a written examination, physical fitness test, oral interview, background investigation, and psychological evaluation. Deputy Sheriff Job Description: Performs law enforcement duties to ensure the safety and security of McKean County. Patrols assigned areas, responds to calls for service, investigates crimes, makes arrests, enforces laws and ordinances, serves warrants and subpoenas, provides court security, and performs other related duties as assigned. Qualifications: Must be a United States citizen, at least 21 years of age, possess a high school diploma or GED, and have a valid Pennsylvania driver's license. Must be able to meet all requirements for POST certification. Must be able to pass a physical fitness test, written examination, oral interview, background investigation, and psychological evaluation. Prior law enforcement experience is preferred but not required. How to Apply: Applications can be downloaded from the "Forms" section of this website or picked up in person at the Sheriff's Office. Completed applications, along with a resume and copies of any relevant certifications, should be submitted to: McKean County Sheriff's Office 15 West Second Avenue, Suite 201 Smethport, PA 16749 Applications must be received by 4:30 PM on Friday, October 27, 2023.

Miami Shores Village is accepting applications for the position of Village Clerk. The Village Clerk is responsible for maintaining all official records of the Village, administering elections, serving as the custodian of the Village Seal, and attending all Village Council meetings. This position requires a high degree of organization, attention to detail, and excellent communication skills. Experience in municipal government and knowledge of Florida Statutes related to municipal governance is preferred. Minimum Requirements: * U.S. Citizen * Associate’s Degree or equivalent experience * Minimum 3 years of experience in a similar role * Proficient in Microsoft Office Suite * Must pass a background investigation. Salary commensurate with experience. Applications are available on our website: www.msvfl.gov/jobs/ For more information, contact Village Manager Edward L. Drackett at (305) 754-0442 or [email protected].

The Village of Miami Shores is seeking a Part-Time Administrative Assistant to provide support to various departments. Responsibilities include general office duties, scheduling, and assisting with correspondence. This role requires strong organizational skills, proficiency in Microsoft Office Suite, and excellent communication abilities. The ideal candidate will be reliable, detail-oriented, and able to manage multiple tasks efficiently. This is a great opportunity for someone looking for flexible work hours within a local government setting. For application details, please refer to the employment listings on the Village website.

Locations Language | Idioma English Español Select your county below for information on local driver license and motor vehicle service centers, Bureau for Administrative Reviews, Florida Highway Patrol stations, Clerk of the Court offices and motorist services regional offices. Appointments: Many offices require appointments for service. For Tax Collector Offices or License Plate Agents, please visit their own website or call for additional information. Office Closures: Standard business hours are from 9am-12pm and 1pm-5pm. Closed for lunch from 12pm-1pm. For information about temporary or holiday FLHSMV office closures, please visit our Office Emergency and Holiday closure page. Please note: some driver license and motor vehicle services are offered by county tax collectors or license plate agents and may not be impacted by the FLHSMV office closures. For information related to county tax collector office or license plate agent closures, please visit their respective website. Mobile Offices: The Florida Department of Highway Safety and Motor Vehicles’ Florida Licensing on Wheels (FLOW) program is an integral part of FLHSMV’s community outreach initiative. Visit our Mobile Offices (FLOW) page to learn more about what is in your area or to coordinate an outreach event. Kiosks: Self-service kiosks are now available for vehicle registration services. The self-service kiosk is an easy-to-use option for customers on-the-go who want to skip the line or renew their vehicle registration from any available location in Florida. Visit the Kiosk website for requirements, services and locations near you. (Self-service kiosks are provided and maintained by Intellectual Technology, Inc.) AlachuaFranklinLeePinellas BakerGadsdenLeonPolk BayGilchristLevyPutnam BradfordGladesLibertySt. Johns BrevardGulfMadisonSt. Lucie BrowardHamiltonManateeSanta Rosa CalhounHardeeMarionSarasota CharlotteHendryMartinSeminole CitrusHernandoMiami-DadeSumter ClayHighlandsMonroeSuwannee CollierHillsboroughNassauTaylor ColumbiaHolmesOkaloosaUnion DeSotoIndian RiverOkeechobeeVolusia DixieJacksonOrangeWakulla DuvalJeffersonOsceolaWalton EscambiaLafayettePalm BeachWashington FlaglerLakePasco All 50 states and Washington, DC have websites with motor vehicle information for consumers. Some states have separate agencies for driver licensing vehicle, registration and highway patrol (State Police). Go to other states links.

Please fill in the below application to file for an online garage sale permit. Our department will process your request and provide a garage sale confirmation number within one business day. Garage/Yard sale permits are processed free of charge. Sale Signage A garage sale sign is permitted on the sale premises only. The sign shall not exceed six square feet in area. The sale sign must be removed at the end of the sale. Please note: Our office hours are Monday through Friday 8 am - 5 pm. All request for Garage Sale Permits applied for after 5 pm. Friday cannot be issued for that weekend. Supporting Documents Garage Sale Permit Application Online Garage Sale Permit Form This form has been modified since it was saved. Please review all fields before submitting. * indicates a required field First Name* Last Name* Email Address* Confirm Email Address* Telephone Number* Property Address* Start Date*Start Date End Date*End Date Comments Sec. 10-137. At-home sales.(a) Sales on residential property of new or used goods, wares, or merchandise, generally outdoors, and known variously as carport, garage, yard, sidewalk, attic, basement, rummage, tent, estate sales, or any similar sales, shall be held only after a permit for such sale is obtained from the city building department. Such sales on residential property shall be held only by the resident(s) of the property and shall be of no longer duration than six (6) days total for each sale. No more than two (2) such sales shall be held during any twelve-month period by any person or organization. No retail or wholesale merchant shall hold any such sale on residential property. Please Note: Our office hours are Monday through Friday 8:00 AM – 5:00 PM. All request for Garage Sale Permits applied for after 5:00 PM Friday cannot be issued for that weekend. Verification Check*I verify that all of the above information has been reviewed and is accurate. Leave This Blank: Receive an email copy of this form. Email address This field is not part of the form submission. Submit This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Garage Sale Permit | Winter Springs, FL Please fill in the below application to file for an online garage sale permit. Our department will process your request and provide a garage sale confirmation number within one business day. Garage/Yard sale permits are processed free of charge. Sale Signage A garage sale sign is permitted on the sale premises only. The sign shall not exceed six square feet in area. The sale sign must be removed at the end of the sale. Please note: Our office hours are Monday through Friday 8 am - 5 pm. All request for Garage Sale Permits applied for after 5 pm. Friday cannot be issued for that weekend. Supporting Documents Garage Sale Permit Application Online Garage Sale Permit Form This form has been modified since it was saved. Please review all fields before submitting. * indicates a required field First Name* Last Name* Email Address* Confirm Email Address* Telephone Number* Property Address* Start Date*Start Date End Date*End Date Comments Sec. 10-137. At-home sales.(a) Sales on residential property of new or used goods, wares, or merchandise, generally outdoors, and known variously as carport, garage, yard, sidewalk, attic, basement, rummage, tent, estate sales, or any similar sales, shall be held only after a permit for such sale is obtained from the city building department. Such sales on residential property shall be held only by the resident(s) of the property and shall be of no longer duration than six (6) days total for each sale. No more than two (2) such sales shall be held during any twelve-month period by any person or organization. No retail or wholesale merchant shall hold any such sale on residential property. Please Note: Our office hours are Monday through Friday 8:00 AM – 5:00 PM. All request for Garage Sale Permits applied for after 5:00 PM Friday cannot be issued for that weekend. Verification Check*I verify that all of the above information has been reviewed and is accurate. Leave This Blank: Receive an email copy of this form. Email address This field is not part of the form submission. Submit

Employment Opportunities Jupiter Island Utilities is an Equal Opportunity Employer. We are always looking for qualified individuals to join our team. Please check this page periodically for current job openings. If you are interested in applying for any of the positions listed below, please submit your resume and a cover letter to the Human Resources Department at [email protected]. --- --- --- Job Title: Water Treatment Plant Operator Department: Operations Location: Jupiter Island, FL Description: Operates and maintains the water treatment plant to ensure the delivery of safe and reliable drinking water to our customers. Responsibilities include monitoring plant processes, performing routine maintenance, conducting water quality tests, and responding to alarms and emergencies. Qualifications: Florida Grade III or higher Water Treatment Plant Operator license required. Minimum of 3 years of experience in water treatment plant operations. Ability to work rotating shifts, including nights, weekends, and holidays. Valid Florida Driver's License. --- --- --- Job Title: Wastewater Collections System Technician Department: Operations Location: Jupiter Island, FL Description: Performs skilled work in the maintenance, repair, and operation of the wastewater collections system. Responsibilities include inspecting pipelines, performing preventative maintenance on lift stations, responding to service calls, and cleaning and clearing blockages. Qualifications: Florida Grade II or higher Wastewater Collections System Operator license preferred, or ability to obtain within 12 months of hire. Minimum of 2 years of experience in wastewater collections system maintenance. Ability to operate heavy equipment and perform manual labor in various weather conditions. Valid Florida Driver's License. --- --- --- Job Title: Administrative Assistant Department: Administration Location: Jupiter Island, FL Description: Provides administrative and clerical support to the Utility Director and staff. Responsibilities include answering phones, managing correspondence, scheduling appointments, preparing reports, and maintaining records. Qualifications: High school diploma or equivalent required. Associate's degree in business administration or a related field preferred. Minimum of 2 years of experience in an administrative role. Proficient in Microsoft Office Suite (Word, Excel, Outlook). Excellent communication and organizational skills. --- --- --- How to Apply: Please email your resume and cover letter to [email protected]. Please indicate the job title you are applying for in the subject line. Jupiter Island Utilities is committed to diversity and inclusion. We encourage all qualified individuals to apply.

Farmworker Employment Training Skip to Primary Content Home > Community Services > Farmworker Employment Training Farmworker Employment Training Share: The Farmworker Career Development Program provides migrant and seasonal farmworkers and their dependents in Miami-Dade County with quality pathways to career educational and vocational trainings to achieve a high-wage in high-growth employment opportunities. Trainees may receive emergency support services to alleviate financial hardships for food, sustainability, transportation and utilities or rental. Farmworkers and their dependents can receive vocational and employment training services, including career counseling, job placement and more. Recipients must meet federal poverty guidelines. Services include: Career assessment, planning and counseling Vocational and academic training Case management Educational financial assistance Job training Stipend allowance Transportation Job placement and retention Follow-up Aside from meeting federal poverty guidelines, trainees must be: U.S. Citizen or eligible Non-Citizen (Resident with working permit) Must be a farmworker or dependent of a farmworker Males born after Dec. 31, 1959 must be registered with Selective Services Qualified youths must be 14 years of age Must meet federal poverty guidelines 50 percent from farm work or 50 percent of time work in farm work during a 12-month certification period Training Courses Heating, Ventilation and Air Conditioning Certified Nursing Assistant Automotive Service Technician Auto Body Shop Home Health Aide Security Guard Commercial Driver’s License (Class A, B and C) Early Child Education/Childcare Medical Assistant Practical Nurse Pharmacy Technician Culinary Arts Electronic Technology College Courses, as applicable To Apply:Call or visit the program office to explore your educational, vocational and career pathways.Naranja Community Resource Center13955 SW 264th StreetNaranja, FL 33032305-245-5865 Was this page helpful?YesNo Locations and Hours Naranja Community Resource Center 13955 SW 264th Street, Homestead, FL. 33032305-245-5865 All Farmworker Employment Training Locations Naranja Community Resource Center 305-245-5865 Community Services Cathy Burgos, LCSW, DirectorStephen P. Clark Center111 NW 1st Street, Miami, FL 33128786-469-4600 Request Public Records

Psychology Internship Miami-Dade County funds four full-time, pre-doctoral, clinical psychology interns each year. The general training philosophy of the Psychology Internship Program follows a Mentor/Practitioner model. Licensed mentor supervisors train interns to work with clients of all ages. The internship program is accredited by the APA Commission on Accreditation (APA-CoA) and is a member of the Association of Psychology Postdoctoral and Internship Centers (APPIC). The internship stipend is $36,982 per year. All interns are considered temporary Miami-Dade County employees. Preferential consideration is given to applicants who have demonstrated an interest in working with children, adolescents and adults through related coursework, practice, externships and work experience. The Internship Program abides by all APPIC policies, including the APPIC match policies. Requirements to Apply Submit the required APPIC Application for Psychology Internships (AAPI). Include a cover letter indicating any preference for clinical assignment and areas. To be considered for the internship program, you are expected to: Submit a photo identification. Provide a County issued identification. Pass a level 2 background check. Review the policies and procedures manual on an annual basis or more if necessary. Have completed three years of graduate study from an APA-accredited clinical, counseling or school psychology program. Have completed at least 600 practicum hours, 50 assessment hours and three years of clinical experience. Submit completed APPIC application documents. Provide verification of internship eligibility and readiness form from the university’s training director. Internship Admissions, Support and Initial Placement Data Psychology Internship Handbook Program Competencies There are nine areas of competence for the internship program: Research Ethical and legal standards Individual and cultural diversity Professional values, attitudes and behaviors Communication and interpersonal skills Evidence-based assessments Evidence-based interventions Supervision Consultation and interprofessional/interdisciplinary skills Placement of Practicum Students Students (bachelor and master level) in the mental health field can also request placement with the Community Action and Human Services Department to fulfill the clinical experience requirement for their masters or bachelors degrees. All requests for placement will be referred to the Training Director at least three months prior to the beginning of the semester. The Training Director will present all placement requests to the Training Committee to determine if the applicant meets the minimum qualifications. Upon meeting the qualifications, the applicant will be scheduled for an interview. Placement is pending until application is approved by the Division Director and Unit Supervisor. The Division Director and Unit Supervisor will meet with the applicant to confirm desired skills and qualifications for the program. A general overview of goals, nature of tasks, hours and any other information will be provided. The Training Committee will make the final decision for acceptance into the program. If the applicant is not a good fit, he or she may be referred to the Training Committee for another division or unit. Each division unit supervisor will develop a document outlining the applicant responsibilities. Document will be signed and dated by the student and supervisor. All students must have a Miami-Dade County ID. The documentation of supervision form must be completed by the task supervisor or ancillary supervisor. Related Documents Internship Admissions, Support and Initial Placement Data Psychology Internship Handbook Was this page helpful?YesNo Phone Number(s) Psychology Program786-469-4833786-469-4833 Email / Mail [email protected] Locations and Hours Overtown Transit Village North 701 NW 1st Court, Miami, FL. 3313611th Floor Monday 8:00 AM - 5:00 PM Tuesday 8:00 AM - 5:00 PM Wednesday 8:00 AM - 5:00 PM Thursday 8:00 AM - 5:00 PM Friday 8:00 AM - 5:00 PM All Psychology Internship Locations Overtown Transit Village North 11th Floor Monday 8:00 AM - 5:00 PM Tuesday 8:00 AM - 5:00 PM Wednesday 8:00 AM - 5:00 PM Thursday 8:00 AM - 5:00 PM Friday 8:00 AM - 5:00 PM Community Services Cathy Burgos, LCSW, DirectorStephen P. Clark Center111 NW 1st Street, Miami, FL 33128786-469-4600 Request Public Records

Careers at the City of Winter Haven Purpose-Driven Careers Do you want to help people? To make your community better? Regardless of title or responsibilities, those two things are central to every employee's work with the City of Winter Haven. Our mission is to enrich lifestyle through exceptional customer service. Every employee's top focus is serving the citizens of Winter Haven every day. Joining our team means you'll work alongside other dedicated teammates and, together, you will invest your efforts into bettering the Winter Haven community. Click to See Current Job Openings Our Mission Enriching lifestyle through exceptional service. Our Vision To be the best City through relentless pursuit of excellence. Our Values Integrity / Respect Financial Stewardship Inclusive Visionary Exceptional Service Care for Employees City of Winter Haven employees invest in our citizens and community daily, and we, as a City, invest in our employees. Here you will receive a competitive wage, a strong benefits package, numerous educational and advancement opportunities, and a welcoming atmosphere. Benefits Annual Pay Adjustments. Through our Step for Performance Pay Plan employees who receive a satisfactory or higher rating on their annual evaluation will receive a 2.5% pay increase each year on their anniversary date, or a 3.5% pay increase if it is a five-year anniversary date. Paid Time Off. Work and life balance is important. All full time employees receive three types of paid time off. 12 Paid Holidays per year to celebrate with family and friends. Paid Vacation Days to relax, recharge and refresh. This time begins accruing on day one of employment at the rate of one day per month. Employees with five plus years of service will earn additional paid time off each month. Paid Sick Days to recover, care for family, or attend medical appointments. Three of these days may be taken as personal days for any reason. This time begins accruing on day one of employment at the rate of one day per month. Firefighters receive 13 Kelley Days and earn 120 hours of vacation, 144 hours of sick leave and 12 paid holidays per year. Health, Dental, and Vision Insurance. The co-sponsored plans are designed to promote self care and provide coverage in the event of illness or injury for employees and their eligible dependents. Life Insurance (AD&D). All regular full-time employees receive a $10,000 life and accidental death and dismemberment policy paid for by the City, with the option to purchase additional coverage at very affordable rates. Retirement Plan. Every regular full-time employee is enrolled in a great retirement plan preparing for future quality of life after your career. 401(a) Plan. General employees are enrolled in our 401(a) plan to build savings for retirement. Pension Plan. This defined benefit plan is available to Sworn Police Officers and Firefighters. Tuition and Book Reimbursement. Employees who want to earn a degree, pursue a graduate degree, or earn a certification, obtain their CDL license, or pursue another form of professional training related to their career are able to receive up-front funding or reimbursement to cover the cost of the education opportunity. Additional Opportunities for Employee Engagement In addition to the benefits package, the City team is cared for in a variety of fun, engaging, and exciting ways throughout the year. Bright Ideas Program. This program focuses on promoting innovation from all levels of the organization. Ideas that may save the City money, better serve our customers, or otherwise improve service can be submitted by any employee. If an idea is implemented, that employee is eligible for a bonus ranging from $100 to $3,000. Diversity and Inclusion Team. This team of employees from across departments meets monthly and serve as ambassadors to their departments and divisions. They also plan City-wide events promoting understanding, education, and opportunities to create a greater sense of belonging in the workplace. Professional and Personal Development Classes. The Human Resource Department provides ongoing classes in a variety of topics. Learn about customer service, join a book club, participate in a yoga session, or come to a coloring class to team-build and destress! There's something for everyone. Leadership Program at Polk State. The City has partnered with Polk State College to create a leadership development class. Participants from across departments form a cohort and complete formal coursework and projects. They are honored at a graduation ceremony and reception upon completion of the program. Health Fair. Annually employees and insured retirees can participate in a health fair which consists of blood work and results, flu shots, health and safety advice, vendors to share their literature for a healthier lifestyle, and some fun activities. Employee Appreciation Events. These events offer all employees an opportunity to enjoy a meal or activity, creating an environment to socialize and relax with coworkers and those in other departments and relax. Past events have included a summer picnic on the lake with water activities, BBQs, and a festive holiday party. Mentorship and Career Counseling. The City leadership team is dedicated to mentoring employees, providing opportunities for advancement, and helping everyone grow and enjoy a thriving career within our workforce. Additionally, the Human Resource department provides career counseling to all employees. Key Results Area (KRA) Teams. These teams are made up of City employees and are tasked with shaping the future of the City in areas such as employee feedback, process improvement and innovation, training development and succession planning, recruitment and retention, and employee engagement. Click to See Current Job Openings How to Apply Click the Current Job Opening button to review our current openings. Don't see something that fits? Sign up to receive notices when new jobs are posted! Fill out the appropriate application for the position you're interested in. Be sure you have your driver's license, social security, contact information, and previous work history handy to complete the application.General Employees Application Police Application (PDF) Submit the application before the job closing date one of three ways:Submit it online. Email it to the Human Resources Department Bring it to our HR offices at:500 Third Street NWWinter Haven, FL 33881 The human resources team will confirm receipt of your application. If selected for an interview, a member of our team will reach out to schedule the interview. If selected for the position, all offers are contingent on successfully completing a background check and physical at no cost to you. The human resources team will provide you with detailed information on how to complete these steps. The City of Winter Haven covers the cost of these steps. After all requirements above are met, we will coordinate a start date with you and begin the onboarding process. Within the first few months of hire, you will attend Welcome to Winter Haven Day. This is an event put on by Human Resources that serves as an interactive orientation and training day. Click to See Current Job Openings Equal Opportunity Employer

Police Officer Employment | Lake Alfred, FL Thank you for your interest in seeking employment with the Lake Alfred Police Department. We are a Law Enforcement agency comprised of men and women who are committed to serving their community with PRIDE (Professionalism, Respect, Integrity, Diversity, and Excellence). If you are someone who has these qualities, and are looking for a career not just a job, then the Lake Alfred Police Department is the place for you. All new officers will receive extensive training. To be certified as a police officer in the State of Florida, an individual must complete a minimum of 760 hours of basic recruit training provided by a certified police academy training center. After completing the basic recruit training, the aspiring officer must pass a state examination on the principles and techniques learned in the police academy. A new officer must complete the basic training and pass the state examination before being certified as a law enforcement officer. The applicant to the Lake Alfred Police Department must meet the following prior to being accepted: Background investigation and reference checks Oral interview Polygraph examination Urinalysis examination Physical examination and EKG Physical agility test (Sworn Police Officer Applicants) Psychological test (Sworn Police Officer Applicants) Fingerprints submitted If you are a current law enforcement officer from another agency or state and would like information regarding the requirements to become certified in Florida, please visit the Florida Department of Law Enforcement Career Resource Center. Request a copy of your Florida driving history. Request your completed military personnel record. Should you have any questions, please email Chief of Police Art Bodenheimer.

Miami Shores Village is committed to fostering a dynamic and supportive work environment. We are continually seeking talented and dedicated individuals to join our team and contribute to the services we provide to our residents. Below is a list of our current employment opportunities. Please click on the position title for a detailed job description and application instructions. If you do not see an opening that matches your qualifications, we encourage you to check back periodically as new positions are posted regularly. Employment Type: Full-Time Department: Public Works Salary Range: $45,000 - $60,000 Annually Closing Date: Open Until Filled Job Title: Public Works Maintenance Technician Brief Description: Under general supervision, performs a variety of semi-skilled and skilled tasks in the maintenance and repair of Village infrastructure including roads, sidewalks, drainage systems, and parks. Operates a variety of light and heavy equipment. Responsibilities include responding to service requests, performing routine inspections, and ensuring the safety and cleanliness of public areas. Requires a valid Florida Driver's License and a High School Diploma or GED. Experience in public works maintenance preferred. Employment Type: Part-Time Department: Parks and Recreation Salary Range: $15 - $20 Per Hour Closing Date: July 31, 2024 Job Title: Recreation Program Assistant Brief Description: Assists with the planning, implementation, and supervision of recreation programs for all age groups. Responsibilities include supporting program leaders, assisting with participant registration, setting up and breaking down program spaces, and ensuring the safety and enjoyment of participants. Requires a High School Diploma or GED and experience working with children or in recreational settings is a plus. Ability to work flexible hours, including evenings and weekends, is required.

Careers Employment Opportunities Our school provides students the opportunity to get back on track in their learning by building basic skills and meeting requirements for graduation. Looking beyond graduation, we provide extensive career and college readiness training to prepare students with the skills and planning for life after high school. We have an increased need for teachers interested in teaching reading, math, science, special education, and English as a second language in an innovative High School Setting. If you are seeking an opportunity to be part of a mission-driven organization and impact the lives and legacies of students and families, apply now! Growing organization with growth opportunities for interested and high performing employees Significantly smaller typical student load than a traditional high school (average 50 versus 150 in a traditional high school) Minimal daily lesson planning as the core curriculum is computer-driven Opportunity to spend instructional time supporting the individual needs of students Minimal non-instructional assignments (ie. no cafeteria coverage; afterschool sports or activity supervision) 401K with company profit sharing match Daily opportunity for additional hourly stipends for the extended school day Ability to support students from the beginning to the end of their journey (students don't change teachers year-over-year) Careers

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For Immediate Release: For Media Inquiries: Friday, December 15, 2023 Public Communications Officer 407-327-5955 [email protected] City Clerk (407) 327-6560 [email protected] Winter Springs accepting applications for City Chaplain program WINTER SPRINGS, Fla. --On Monday, December 11, the Winter Springs Commission passed Resolution 2022-27 authorizing the creation of a voluntary City Chaplain position. The program will serve residents, City staff, and their families by providing guidance, counseling, consultation, and other forms of human crisis intervention to those in need regardless of religious affiliation, race, gender, sex, or national origin. Chaplains will serve for one year, subject to re-appointment by the Commission. Those interested in participating in the program must complete a volunteer application and submit it to the Winter Springs City Clerk's office by January 11, 2024. To be eligible for the role of City Chaplain, individuals must be residents of the State of Florida, uphold exemplary moral and ethical standards, and exhibit a compassionate and understanding demeanor toward individuals of all backgrounds, irrespective of race, national origin, gender, ability, or religion. Additionally, candidates must be ready and capable of responding to situations necessitating the presence of a City Chaplain. Approval from the City Commission of the City of Winter Springs is required. Application can also be submitted by mail at: City of Winter Springs ATTN: City Clerk 1126 East State Road 434 Winter Springs, Florida 32708 For questions about the program, please contact the City Clerk's Office at (407) 327-6560 or [email protected]. City of Winter Springs 1126 East State Road 434 Winter Springs, Florida 32708 www.winterspringsfl.org  RESOLUTION NUMBER 2022- 27 A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF WINTER SPRINGS, FLORIDA, AUTHORIZING THE CREATION OF A VOLUNTARY CITY CHAPLAIN POSITION; PROVIDING FOR THE REPEAL OF PRIOR INCONSISTENT RESOLUTIONS; SEVERABILITY; AND AN EFFECTIVE DATE. WHEREAS, the City of Winter Springs is granted the authority, under§ 2( b), Art. VI11 of the State Constitution, to exercise any power for municipal purposes, except when expressly prohibited by law; and WHEREAS, it is the intent of the City Commission of the City of Winter Springs, Florida, to create an unpaid, voluntary City Chaplain position within the City government; and WHEREAS, governments operating within the United States have a longstanding history of appointing and working with chaplains at the federal, state, and local level. For example, chaplains are employed federally in the Veterans Administration, Department of Justice, and the Department of Defense. The First Congress of the United States utilized the services of a chaplain, and presently both the United States Senate and the United States House of Representatives have official chaplains. The State of Florida House of Representatives also utilizes the services of a chaplain. Local governments have historically used chaplains as well and continue to do so to the present day. Often local governments appoint chaplains to serve within police departments, fire departments, schools, and/ or hospitals; and WHEREAS, a chaplain may serve many functions which would be beneficial to the City, including: providing counseling and support to City employees; acting as a liaison between the City government and local faith groups; providing invocations before or benedictions after official City meetings or events; coordinating with local faith groups to schedule guest chaplains to provide invocations before City meetings; providing spiritual counseling to City personnel as requested by said personnel; and providing moral support to the City at large during times of crisis; and WHEREAS, in Town of Greece, N. Y. v. Galloway, 572 U. S. 565 ( 2014), the Supreme Court of the United States held that prayer conducted by a chaplain to open town board meetings does not violate the Establishment Clause of the First Amendment of the United States Constitution so long as the government does not dictate what religion the chaplain belongs to or the content of the prayer; and WHEREAS, in Marsh v. Chambers, 463 U. S. 783 ( 1983), the Supreme Court of the United States held that the practice of opening legislative sessions with prayer is a part of the fabric of society deeply rooted in the history and tradition of the nation and therefore does not violate the Establishment Clause; and Resolution Number 2022- 27 City of Winter Springs, Florida Page 1 of 4  WHEREAS, in Kennedy v. Bremerton School District, 142 S. Ct. 2407 ( 2022), the Supreme Court of the United States held that the Establishment Clause must be interpreted by reference to historical practices and understandings, and that the line that governments must draw between permissible and impermissible activities under the Establishment Clause must accord with history and must reflect the understanding of the founders; and WHEREAS, in Williamson v. Brevard County, 928 F. 3d 1296 ( llth Cir. 2019), the Eleventh Circuit Court of Appeals found that a local government violates the Establishment Clause when it chooses chaplains in a manner which categorically excludes members of certain religions, or which otherwise engages in discrimination by expressing a preference for chaplains of one religious denomination over another. The Eleventh Circuit further reasoned that chaplains must be chosen based upon neutral, secular, criteria to comply with the Establishment Clause; and WHEREAS, in Atheists of Florida, Inc. v. City of Lakeland, Fla., 713 F. 3d 577 ( 1 lth Cir. 2013), the Eleventh Circuit found that a City' s selection process for invocation speakers does not violate the Establishment Clause if the selection process does not advance or disparage any particular faith. The Eleventh Circuit further found that the No-Aid Clause of the Florida Constitution, FL CONST. Art. 1 § 3, is not violated where invocation- givers and chaplains are unpaid volunteers and where no religious group receives a pecuniary benefit; and WHEREAS, the City Commission is relying upon the aforementioned legal authority for the purposes of adopting this Resolution; and WHEREAS, the City Commission recognizes that the City Chaplain position must not be used to advance or disparage any particular religion. The City Commission further does not intend for the Chaplain position to create an excessive entanglement of church and state; and WHEREAS, the City Commission recognizes that the City Chaplain position shall be unpaid and voluntary, and that no religious group shall receive a pecuniary benefit in association with the Chaplain position, and that the City will comport with the requirements of FL CoNST. Art. 1§ 3, which provides T] here shall be no law respecting the establishment of religion or that "[ prohibiting or penalizing the free exercise thereof. Religious freedom shall not justify practices inconsistent with public morals, peace or safety. No revenue of the state or any political subdivision or agency thereof shall ever be taken from the public treasury directly or indirectly in aid of any church, sect, or religious denomination or in aid of any sectarian institution;" and WHEREAS, the City Commission recognizes that City Chaplain positions shall be open to persons of all faiths and that the Chaplain shall be chosen via a set of secular selection criteria; and WHEREAS, the City Commission recognizes that the appointment of chaplains whose duty is to serve a governmental entity and to provide support to Government officers, agents, and employees, has a longstanding history and tradition in the United States; and Resolution Number 2022- 27 City of Winter Springs, Florida Page 2 of 4  WHEREAS, the City Commission of the City of Winter Springs hereby finds that this Ordinance is in the best interests of the public health, safety, and welfare of the citizens of Winter Springs; and NOW, THEREFORE, THE CITY COMMISSION OF THE CITY OF WINTER SPRINGS HEREBY ORDAINS, AS FOLLOWS: Section 1. Intent and Purpose. This Resolution is intended to have a secular, non-religious purpose. The intent and purpose of this Resolution is to recognize that there are many functions a City Chaplain may perform which would be a great benefit to both the City at large and to City personnel in an individual capacity. The primary effect of this Resolution is neither to advance nor disparage any particular religion or religious denomination. This Resolution is not intended to promote or support an unconstitutional entanglement of church and state. Section 2. Creation of a City Chaplain position. The City Commission hereby determines that the creation of a voluntary City Chaplain position is consistent with the applicable State and Federal laws, and in accordance with the Policies and Procedures set forth in EXHIBIT A," which is attached hereto and fully incorporated herein by this reference. Accordingly, upon approval by the City Commission, the position of City Chaplain shall be created. A City Chaplain shall be chosen by the City Commission using a secular set of appointment criteria. The City may appoint multiple Chaplains to serve at one time. Chaplains shall serve for terms of one year, subject to re- appointment by the Commission. Section 3. Duties of the Chaplain. The general duty of the City Chaplain shall be to serve the City of Winter Springs during times of need or crisis in accordance with the job task outlined in EXHIBIT " B," which is attached hereto and fully incorporated herein by this reference. Without limiting the foregoing, it is the intent of this Resolution that the City Chaplain be readily available to counsel City personnel, as well their families, and other individuals in the community who may be in need of the Chaplain' s services. The Chaplain shall be responsible for providing on- call guidance, counseling, consultation, and other forms of human crisis intervention to those in need. The Chaplain may provide spiritual counseling only to those who specifically request spiritual counseling. The City Chaplain must express themselves with tolerance and respect for people of all religions. The City Chaplain shall not discriminate against individuals on the basis of race, gender, sex, national origin, ability, or religion. Section 4. Repeal of Prior Inconsistent Resolutions. All prior inconsistent resolutions adopted by the City Commission, or parts of prior resolutions in conflict herewith, are hereby repealed to the extent of the conflict. Section 5. Police Department Chaplain Program. Nothing herein is intended to repeal or modify the City Chaplain Program established by the Winter Springs Police Department. The City Chaplain program established by this Resolution is of more general scope than the one established by the Police Department for police department purposes and shall provide additional chaplain services in addition to and supplemental to the police department' s chaplain program. Resolution Number 2022- 27 City of Winter Springs, Florida Page 3 of 4  Section 6. Severability. If any section, subsection, sentence, clause, phrase, word, or provision of this Resolution is for any reason held invalid or unconstitutional by any court of competent jurisdiction, whether for substantive, procedural, or any other reason, such portion shall be deemed a separate, distinct, and independent provision, and such holding shall not affect the validity of the remaining portions of this Resolution. Section 7. Effective Date. This Resolution shall become effective immediately upon adoption by the City Commission of the City of Winter Springs, Florida, and pursuant to the City Charter. ADOPTED by the City Commission of the City of Winter Springs, Florida, in a regular meeting assembled on the 101h day of October, 2022. KEVIN McCANN, Mayor ATTEST: st. tlL i -, 140 n CH STIAN GOWAN City Clerk 3 •ỳt7? N1 ,` o, APPROVED AS TO LEGAL FORM AND SUFFICIENCY OF WINTER SPRINGS ONLY. THaONYA. GARGANESE City Attorney Resolution Number 2022- 27 City of Winter Springs, Florida Page 4 of 4  EXHIBIT" A" RESOLUTION NO. 2022- 27 CITY CHAPLAIN PROGRAM POLICIES AND PROCEDURES CITY OF WINTER SPRINGS CITY COMMISSION REF. No: TITLE: CITY CHAPLAIN PROGRAM Effective: 10/ 10/ 2022 Revised: STANDARDS OF PERFORMANCE PURPOSE: This directive is to establish guidelines for the operation and management of the City of Winter Springs City Chaplain Program. DISCUSSION: The City Chaplain Program is an unpaid, volunteer position occupied by one or more local clergy members who desire to serve the City during times of distress. The program is intended to provide citywide coverage, with the services of a Chaplain being made available to the employees of the City of Winter Springs on an as- needed basis. POLICY: It is the policy goal of the City of Winter Springs to make readily available counseling services to City personnel, their families, and other members of the community in need of such services, either when needed or upon request. To accomplish this policy objective, the City will maintain a Chaplain Program responsible for providing on- call counseling, consultation, and other forms of human crisis intervention to those in need. The Chaplain may also provide spiritual guidance to those who request such guidance. The goal of the City Chaplain Program is to provide a trusted individual in whom City personnel as well as citizens of the community may confide and from whom City personnel may seek assistance in dealing with personal hardships. In addition, the Program strives to establish and maintain an attitude of cooperation between the City and the local community. CHAPLAIN SELECTION CRITERIA: A. To qualify as a City Chaplain, one must meet the following criteria: 1. Be a resident of the State of Florida. 2. Maintain high moral and ethical standards. 3. Possess a caring and understanding attitude towards all people regardless of race, national origin, sex, gender, ability, or religion. City Chaplain Policies and Procedures City of Winter Springs Page 1 of 4  4. Be willing and able to respond to situations where the presence of a City Chaplain is required. 5. Have the approval of the City Commission of the City of Winter Springs. 6. Consent to signing the City of Winter Springs Hold Harmless Agreement. DUTIES AND RESPONSIBILITIES: A. Assist the City of Winter Springs during times of distress. B. Visit infirm City employees. C. Demonstrate appropriate communication skills in formal settings such as official City meetings, as well as in informal settings. D. Act as a liaison between the City of Winter Springs and the religious groups of all denominations located within the City and the surrounding areas. E. Provide counseling and moral support for City employees, as requested. F. Attend official City meetings and social events, providing invocations and benedictions, as requested. G. Provide spiritual aid and counseling for City employees, as requested. H. Coordinate with local faith groups to schedule guest Chaplains to provide invocations before City meetings. I. Attend City training sessions on a regular basis. J. Engage in ongoing training to enhance the Chaplain' s efficiency in meeting with and assisting people in crisis. K. Periodically attend briefing sessions to familiarize themselves with the operations of the City. L. Remain open and flexible to new concepts and/ or additional duties as deemed necessary by the City Commission. City Chaplain Policies and Procedures City of Winter Springs Page 2 of 4 ADDITIONAL INFORMATION: A. City Chaplains serve on a voluntary basis and at the will of the City Commission. Their services may be terminated at any time by the City Commission for any reason whatsoever if it is felt that their involvement in the program is not in the best interest of the City of Winter Springs. B. The City may appoint multiple Chaplains to serve at one time. Chaplains shall serve for terms of one year, subject to re- appointment by the Commission. C. Any information received by the Chaplain while in the performance of their official duties is to remain in the strictest confidence as allowed by law. D. Chaplains do not act as an extension of their denomination or faith group. A Chaplain position may not under any circumstances be used as an opportunity to preach, proselytize, or otherwise advance any particular religion or belief. E. The Chaplain may only provide religious counseling if requested by the counselee. If the counselee does not request spiritual counseling, only secular counseling and support may be offered. F. A Chaplain should be willing to become involved in training programs that enhance one' s efficiency in meeting and dealing with people in crisis. G. A Chaplain should be familiar with community medical, psychiatric, and other aid resources in the local area. H. The Chaplain' s responsibility is to assist all City employees and their families, upon request, in matters within the chaplain' s professional realm. The chaplain shall not interfere with a City employee, agent, or official, in the performance of that employee' s duty. I. The Chaplain shall not lend their presence to any political or social movement in a manner that may suggest the City' s endorsement of such a movement. Any such endorsement or advocacy must be undertaken only as a civilian member of the clergy. Political and social movements are City Chaplain Policies and Procedures City of Winter Springs Page 3 of 4  clearly distinguishable from civic office. The Chaplain' s role as a public servant must be distinct from their role as a clergy- member. ADMINISTRATION OF THE CHAPLAIN PROGRAM: A. The City Chaplain Program is administered by the City Commission of the City of Winter Springs. B. The City Clerk on behalf of the City Commission shall publish and maintain a current list of approved City Chaplains. Contact information for the City Chaplains is available through the City' s contact directory. C. All employees, officers, and agents of the City of Winter Springs are authorized to make direct contact with the City Chaplain for personal reasons. RELEASING INFORMATION: A. Members of the City Chaplain Program may not, without prior approval of the City Commission or City Manager, discuss with the media or other unauthorized persons official City business in which they may have become involved or have personal knowledge. lot'' Approved by the City Commission by Resolution No. 2022- 27 on this day of October, 2022 City Chaplain Policies and Procedures City of Winter Springs Page 4 of 4  EXMBIT ` B" RESOLUTION NO. 2022- 27 City of Winter Springs Job Task Analysis Position: Department: Pay: Chaplain Citywide Unpaid/ Volunteer General Description: The general duty of the City Chaplain is to serve the City of Winter Springs during rimes of need or crisis. They are to be readily available to counsel City employees, their families, and other individuals in the community in need of support. A Chaplain is responsible for providing on- call guidance, counseling, consultation, and other forms of human crisis intervention to those in need. Chaplains must express themselves with respect for people of all religions. Job Task: Importance Frequency 1. Assist the City of Winter Springs during times of distress. 1 2 3 4 1 2 3 4 2. Visit infirm City employees or members of the community. 1 2 3 4 1 2 3 4 3. Demonstrate appropriate communication skills in formal settings such as official City 1 2 3 4 1 2 3 4 meetings, as well as in informal settings. 4. Act as a liaison between the City of Winter Springs and religious groups of all 1 2 3 4 1 2 3 4 denominations located within the City and the surrounding areas. 5. Provide counseling for City employees and members of the community, as requested. 1 2 3 4 1 2 3 4 6. Attend official City meetings and social events, providing invocations and benedictions, as requested. 1 2 3 4 1 2 3 4 7. Provide spiritual aid and counseling for City employees and members of the 1 2 3 4 1 2 3 4 community, as requested. 8. Coordinate with local faith groups to schedule guest chaplains to provide invocations 1 2 3 4 1 2 3 4 before City meetings. 1234 1234 9. Attend City training sessions. 1234 1234 10. Engage in ongoing training to enhance the Chaplain' s efficiency in meeting with and assisting people in crisis. 1234 1234 11. Periodically attend briefing sessions to familiarize themselves with the operations of the City. These essential job functions are not to be construed as a complete statement or all duties performed. The Chaplain will be required to perform other job- related marginal duties as required. City Chaplain Job Task Analysis City of Winter Springs Page 1 of 2  Required Qualifications: English language fluency. Fluency in Spanish and other languages is helpful. Knowledge of general, nonreligious counseling and/ or crisis intervention. Familiarity with services available in the community to assist persons in crisis, such as local medical and psychiatric resources, as well as other community aid resources. Knowledge regarding spiritual guidance and religious counseling. Demonstrated commitment to showing respect to all persons regardless of race, sex, gender, national origin, ability, or religion. Demonstrated dedication to ethics and professionalism. Basic knowledge of the function of the local government of the City of Winter Springs and the Winter Springs City Commission, or willingness to learn about the function of the City government. Environmental Conditions: Work may be inside in an office environment or outside in the field, as needs dictate. May during the day or at night, as needs dictate. Education and Experience: High school graduate or recipient of an acceptable equivalent diploma. Education and/ or specialized training in providing secular counseling services. Experience and/ or specialized training in theological counseling. A comparable amount of training, education or experience can be substituted for a minimum qualification). Licenses and Certifications: Theological Training Certificate. Certificates in at least one form of non- religious counseling. Approved by the City Commission by Resolution No. 2022- 27 on this 10th day of October, 2022 City Chaplain Job Task Analysis City of Winter Springs Page 2 of 2  CITY OF WINTER SPRINGS VOLUNTEER POLICY A. Purpose. The volunteers of the City of Winter Springs play a vital role in the enhancement of public services provided by each City department. Accordingly, this Policy is designed to guide the intake of City volunteers for placement in the volunteering opportunities throughout the City of Winter Springs. B. Volunteer: Definition; General Policies. 1. Definition: For purposes of this Policy, a volunteer is an individual who performs hours of service in a City department for civic, charitable, health, humanitarian, recreational, public safety or general welfare reasons, without promise, expectation or receipt of compensation for services rendered, except for reimbursement of expenses, nominal fees, or a combination thereof. (i) This policy applies only to non-elected volunteers. This policy does not include volunteers appointed to a City board or committee. (ii) Volunteers do not supplant City employees; they assist paid staff or provide services that constitute elements of major regular positions and augment the established and mandated services of the City. (iii) City employees may volunteer their services to the City as long as the work they perform as a volunteer is outside their scope of duties as City employees. (iv) Individuals or entities that are (1) volunteering or working for independent contractors hired by the City or (2) individuals or associations retained by the City by separate agreement are not volunteers of the City for purposes of this Policy. Such volunteers under separate agreement shall be subject to the terms and conditions of such agreement. 2. Minors: Volunteers who have not reached the age of eighteen years must have the written consent of a parent or legal guardian prior to volunteering. C. City Manager or Commission Approval Required. 1. All City volunteer positions shall require prior approval by the City Manager, the City Manager’s designee, or the City Commission. Such approval shall be based on whether the volunteer position furthers the purpose of a City department. City of Winter Springs Volunteer Policy Page 1 of 7  2. City departments may make requests to the City Manager for volunteer authorization based on the needs of the Department. When making such a request, the Department shall provide the following information: (i) the purpose and scope of proposed duties for the volunteer position; (ii) the Department’s need for the volunteer position; and (iii) any special qualifications required of a successful applicant. D. Application and Enrollment Process. 1. The process for selection of City volunteers is as follows: (i) Applicants must submit a completed Volunteer Application Form to the supervisor of the volunteer position for which the application is submitted (“Supervisor”). The Supervisor shall then forward such applications to the head of the City Department that is seeking to fill such volunteer position (“Department Head”). The Department Head shall forward a copy of all such applications to HR for record-keeping purposes. (ii) The Department Head shall review Volunteer Application Forms received and may select applicant(s) for interview(s). (iii) The Department Head may conduct one or more interviews of each selected applicant, in the discretion of the Department Head. Prior to being assigned to a position, all volunteers will be interviewed to ascertain their suitability for and interest in the position. The interview should determine the qualifications of the volunteer, their commitment to fulfill the requirements of the position, and should answer any questions that the volunteer might have about the position. (iv) Upon making an initial determination that an applicant is qualified for a volunteer position, the Department Head shall request that HR provide the required background checks and screening as set forth in Paragraph E of this Policy. (v) HR shall determine, in its discretion and in accordance with law, whether an applicant’s background checks and screening reveal any disqualifying information. If there is no such disqualifying information, HR shall authorize the applicant for the volunteer work. The applicant may commence work as a City volunteer upon HR’s authorization. 2. Enrollment. All City volunteers shall read, sign, and submit the following forms City of Winter Springs Volunteer Policy Page 2 of 7  prior to commencing their term as a City volunteer: (i) City Volunteer Application form, attached hereto as Exhibit “A”; (ii) City Standard Volunteer Consent form, attached hereto as Exhibit “B”; (iii) City Volunteer Enrollment form, attached hereto as Exhibit “C”; and (iv) City Volunteer Release of Liability form, attached hereto as Exhibit “D”. The Department Head is responsible for forwarding all such forms to HR for record-keeping. 3. HR shall establish record-keeping procedures and maintain City volunteer records as required by Florida Statutes. E. Screening and Background Checks. 1. Sensitive Positions. A criminal background investigation shall be completed on all volunteers applying for a sensitive position, as identified in Section E(2), herein. Each City department has the authority to determine which volunteer assignments constitute sensitive positions. The applicant must sign the statement set forth on the Volunteer Application Form authorizing the City to conduct a criminal background investigation prior to initiation of such background check. A volunteer may not commence volunteer services until after completion of such background check. In evaluating whether a volunteer applicant may be rejected for work placement or transfer to a sensitive position, HR shall consider the following criteria: (i) The nature and seriousness of the offense(s), and the circumstances under which the offense(s) occurred; (ii) The age of the person at the time of the offense(s); (iii) The recency of the offense(s); (iv) The number of convictions; (v) The relationship of the offense(s) to the sensitive position for which application is made; City of Winter Springs Volunteer Policy Page 3 of 7  (vi) Evidence of rehabilitation and maturation, including the volunteers employment record with respect to job responsibility and duration and other volunteer efforts; (vii) Truthfulness in admitting previous record; (viii) Attitude of applicant; (ix) Other factors relevant to the volunteer’s suitability, including but not limited to maturity, attitude and honesty. 2. Guidelines for Identifying Sensitive Positions: A sensitive position may include, but is not limited to, positions that involve access to custody of cash, equipment or confidential information; involves the rendering of services to at-risk persons (such as children or the elderly); or involves dispensing City benefits to the public. 3. Contact with At-Risk Persons. Where volunteers are to be placed in direct contact with at-risk persons (such as children or the elderly), additional screening procedures may be instituted. These procedures may include reference checks, direct background investigation, criminal investigation, etc., as authorized or required by law. Volunteers who refuse permission for conduct of these checks will not be accepted for the volunteer position. 4. Potentially Disqualifying Job-Related Offenses: The following is a list of offenses in general/common terms, which, under certain conditions, may be incompatible with specific functions associated with volunteer work assignments; however, the list is intended only as a guide, is not comprehensive, and does not reference specific statutory terms: (i) List of Offenses Function - Access to funds or negotiable instruments Bribery Embezzlement Forgery Fraud Receiving Stolen Property Robbery Theft City of Winter Springs Volunteer Policy Page 4 of 7 Function - Access to confidential or classified materials Extortion Forgery Fraud Perjury Receiving Stolen Property Robbery Theft Function - Charge of or access to City property Embezzlement Robbery Receiving Stolen Property Theft Function - Protection of persons or property (Law Enforcement) Assault Drug or Narcotics Offenses Child Molestation/Abuse Embezzlement Forgery Fraud Homicide Intoxication Kidnapping Robbery Sex Offenses Theft Function - Individual contact with or care or supervision of minors Assault Child Molestation/Abuse Chronic or Recurrent Alcoholism Drug or Narcotics Offenses Homicide Kidnapping Manslaughter Offenses Against Minors City of Winter Springs Volunteer Policy Page 5 of 7  Sex Offenses Rape Robbery Theft Function - Individual contact with or care or supervision of the elderly Assault Child Molestation/Abuse Drug or Narcotics Offenses Embezzlement Forgery Fraud Homicide Intoxication Kidnapping Manslaughter Rape Receiving Stolen Property Robbery Sex Offenses Theft 5. Certification and Licensing. Violation of any certification or licensing requirements relating to the duties of the position in question may be the basis for disqualification. (A) The City recognizes that in some cases, volunteers must have certification or a license in order to provide certain volunteer services. To the extent that the City requires such a volunteer, and the volunteer does not yet have the required certificate or license, the City Manager may authorize, in the City Manager’s discretion, the expenditure of City funds for the purpose of assisting the volunteer in obtaining such certification or license needed to provide the services required by the City. However, if said funds are paid by the City, the City Manager may require the volunteer to commit, in writing, to providing said services for a specific period of time, or the volunteer will be required to repay the funds to the City. This provision does not obligate the City to expend funds for any volunteer in need of certification or licensing for the performance of any volunteer services. City of Winter Springs Volunteer Policy Page 6 of 7  6. Dishonesty in Application. Dishonesty during the application process for a volunteer position may be the basis for disqualification. 7. Criminal background data obtained for employment screening purposes pursuant to Chapter 435, Florida Statutes, shall be used only for such screening purposes. Such data shall be kept confidential and is exempt from the Public Records Law. 8. Medical Treatments. Any potential volunteer who indicates that they are under the care of a physician for either physical or psychological treatment may be asked to present a certificate from the physician as to their ability to satisfactorily and safely perform their volunteer duties. Volunteers under a course of treatment which might affect their volunteer work will not be accepted without written verification of suitability from their physician. Any volunteer who, after acceptance and assignment by the City, enters a course of treatment which might adversely impact upon the performance of their volunteer duties should consult with their supervisor. F. Orientation and Training. 1. Orientation. All volunteers will receive a general orientation on the nature and operation of the program or activity for which they are recruited, and a specific orientation on the purposes and requirements of the position which they are accepting in that effort. 2. On-the-Job Training. Volunteers will receive specific on-the-job training to provide them with the information and skills necessary to perform their volunteer assignment. The timing and methods for delivery of such training should be appropriate to the complexity and demands of the position and the capabilities of the volunteer. G. Supervision. Volunteers shall be supervised by the Department Head, or the Department Head’s designee. City of Winter Springs Volunteer Policy Page 7 of 7  Exhibit “A” City of Winter Springs Volunteer Application Form Thank you for considering the City of Winter Springs as an opportunity for your volunteer activity. Please provide the following information: Your name: Your organization: Street Address: City State Zip Telephone Choose one: Home Business Cellular Place checks in the following chart to indicate the periods of time which you currently have available for volunteer activity: Morning Mid-Day Afternoon Evening Monday Tuesday Wednesday Thursday Friday Saturday Sunday For what volunteer position(s) are you applying?_________________________________________ What skills do you have, such as typing, use of a computer, artistic abilities, etc.? Are you under 18 years of age?_______ If so, Date of Birth______________________________ Are you currently employed?____________ If yes, where? ______________________________ Are you currently a student?_____________If yes, where? ______________________________ Are you a City employee? ______________Department?_______________________________ Are you a retired City employee?__________Department?_______________________________ I am able to volunteer only until: (date)_______________________________________________ Please describe your areas of interest and describe any related education or work experience. Do you have any prior volunteer experience? _________ If yes, please describe: Are you under care of a medical professional for any physical or psychological treatment that may affect your ability to safely and satisfactorily perform your volunteer duties? Have you ever been convicted of, or pled “nolo contendere” to, a felony? _____________ If yes, please explain: I hereby certify that all statements made in connection with this application for volunteer work are true to the best of my knowledge. Signature ______________________________________ Date: __________________________ Print Name ____________________________________ I hereby authorize the City of Winter Springs to obtain a record of my criminal convictions (including but not limited to pleas of “nolo contendere”) from the Florida Department of Law Enforcement or any other agency that collects records of criminal convictions. Signature ______________________________________ Date: __________________________ Print Name ____________________________________ ______________________________________________ Date: __________________________ Signature of Parent or Guardian (minors only) ______________________________________________ Printed Name of Parent or Guardian (minors only)  Exhibit “B” City of Winter Springs Standard Volunteer Consent I agree to read and abide by the policies relating to appropriate behavior and standards of conduct to be displayed by the City volunteers. I acknowledge that, if at any time such policies are amended, I will be provided the amended policies and at such time will be responsible for abiding by any amended provisions of the policy in addition to those included in the original policy. I further understand and agree to accept the responsibilities of the volunteer position and participate in any training required by the City. I accept the guidance of my supervisor and shall notify my supervisor of absences and incidents of injury. I acknowledge that I freely donate my time without any expectation or promise of compensation. Lastly, I agree to abide by the following in carrying out my duties and understand that a violation of any of the below statements may result in my disqualification or termination: 1. I will keep confidential all information as required. 2. I will refrain from publishing any data gathered during the volunteer term and from disseminating commercial advertisements, press releases, or opinions without prior written consent of the Human Resources Coordinator. 3. I will refrain from any type of solicitation or charging, requesting or accepting any fee, gift, reward or payment of any kind for my volunteer services. 4. I will refrain from offering medical and/or legal advice even though I may be asked for such. 5. I will maintain a current driver’s license and automobile liability insurance if driving is required as part of my volunteer services. 6. I will report immediately any suspected incident of abuse to children, dependent adults, or elders to appropriate authorities and the Human Resources Coordinator. 7. I agree to provide an update to the Human Resources Coordinator of any change to the information I submitted on my application during the term of volunteer period. 8. I acknowledge that I have read and understand the “External Volunteer Policies” attached hereto as Attachment “1", and will not engage in inappropriate and/or illegal conduct or behavior including but not limited to harassment, discrimination, and/or drug or alcohol abuse. Signature ______________________________________ Date: __________________________ Print Name ____________________________________ ______________________________________________ Date: __________________________ Signature of Parent or Guardian (minors only) ______________________________________________ Printed Name of Parent or Guardian (minors only)  Attachment 1. External Volunteer Policies 1. Volunteers are at-will: The City accepts the service of all volunteers with the understanding that such service is at the sole discretion of the City. Volunteers agree that the City may at any time, for whatever reason, decide to terminate the volunteer’s relationship with the City. The volunteer may at any time, for whatever reason, decide to sever the volunteer’s relationship with the City. Notice of such a decision should be communicated as soon as possible to the volunteer’s supervisor. 2. No conflicts of interest: No person who has a conflict of interest under Florida law with any activity or program of the City shall be accepted or serve as a volunteer with the City. 3. Dress Code: Volunteers shall dress appropriately for the conditions and performance of their duties. 4. Inappropriate Conduct, Discrimination and Harassment Prohibited: The City is an Equal Opportunity Employer and is committed to providing a workplace free of any type of unlawful discrimination or harassment. (i) Volunteers are prohibited from engaging in any type of inappropriate conduct, including but not limited to unlawful discrimination or harassment on the basis of race, religion, national origin, ethnicity, age, gender, marital status, pregnancy, disability, veteran status and/or any other legally protected characteristic. (ii) Volunteers are prohibited from engaging in unlawful harassment including verbal, physical and visual conduct based on any of the above legally protected characteristics which create an intimidating, offensive or hostile work environment or that interferes or could interfere with a volunteer’s work performance. Some examples of harassment include racial slurs or jokes, disparaging remarks concerning any protected group, ethnic jokes, distribution or posting of offensive statements, posters or cartoons or other similar conduct. (iii) Volunteers are prohibited from engaging in sexual harassment. Sexual harassment may exist where a volunteer requests sexual favors or makes unwelcome sexual advances towards another individual or makes unwelcome verbal comments or displays physical conduct of a sexual nature to another individual, where the comment or conduct is unwelcome. Sexual harassment may also exist where a volunteer makes derogatory comments to an individual based on or related to such person’s gender. (iv) Volunteers must report any incident involving any perceived discrimination and/or harassment experienced or witnessed by them immediately to their Supervisor and to the Department Head, as defined herein, and to the Human Resources Coordinator (“HR”). Volunteers should recognize that this policy applies equally to harassment or discrimination committed by a fellow volunteer, employee, citizen, elected official, vendor or other third parties with whom the volunteer comes into contact. (v) Every complaint of unlawful discrimination or harassment that is reported will be investigated thoroughly and promptly. Retaliation against any volunteer for making such a complaint is strictly prohibited. The complainant will be made aware of the outcome of the City’s investigation upon completion. If the investigation reveals reasonable cause to believe that unlawful discrimination or harassment has occurred, the City will take prompt remedial action to stop the impermissible conduct, prevent it from occurring in the future and to appropriately discipline the person responsible.  (vi) Any volunteer violating this policy is subject to discipline, up to and including termination of volunteer services. If you have questions regarding this policy or the City’s complaint procedure, please direct your questions to the Human Resources Coordinator. 5. Substance Abuse Prohibited: The City is determined to eliminate the use of illegal drugs, alcohol, and controlled substances at its work sites. Volunteers are prohibited from use of such substances at all City work sites and volunteer sites. Use of illegal drugs, alcohol and controlled substances at City work sites or volunteer sites may result in discipline, up to and including termination of volunteer services.  Exhibit “C” City of Winter Springs City Volunteer Enrollment Your Name _________________________________________________________ Organization _________________________________________________________ Street Address _________________________________________________________ City ____________________________ Zip__________________________ Telephone No. ____________________________ Choose One: Home Business Cellular Date of Birth ____________________________ Emergency Contact Name_____________________________________________ Emergency Contact Phone_____________________________________________ Relationship _____________________________________________ If your volunteer assignment will include driving or operating a vehicle, please provide the following information: Driver’s License:_____________________________ Expiration Date:____________________ Auto insurance company:________________________________________________________ The following information will be completed by the Human Resources Coordinator: Volunteer Assignment Position: _____________________________________________________________ Location: _____________________________________________________________ Supervisor:____________________________________________________________ Start Date_______________________________ End Date______________________ Background Check Required? Yes/No _______________________ Background Check Completion Date: ________________________ Vehicle Required? Yes/No _______________________ Type: ___________________  Exhibit “D” City of Winter Springs City Volunteer Release of Liability In accepting a position as a volunteer with the City of Winter Springs, I agree to accept voluntary Workers’ Compensation coverage as the sole and exclusive remedy for any injuries I might sustain while in such volunteer service. Such voluntary Workers’ Compensation coverage will be in effect to pay for medical attention for actual injuries sustained during volunteer service subject to Workers’ Compensation statutes and regulations. Since volunteer service does not include wages, such compensation does not provide for same. HOLD HARMLESS AGREEMENT: I agree to hold the City of Winter Springs harmless for any such injuries and agree not to pursue legal proceedings against the City for any reason associated with voluntary service except through the Workers’ Compensation Act. __________________________________________ ____________________________ Signature of Volunteer Date __________________________________________ Print Name of Volunteer Print Form 

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