FAQs and Definitions

After one (1) year of service. Military leave and FMLA are not counted against you at this time.

After 1 year (12 months) of consecutive months of service. Military leave and FMLA are not counted against you in this time.

The provisional period is one year from the date of your swearing in. Military leave and FMLA are not counted against you in this time.

Per CSC policy section 2.22.2. / 3.23.2 Upon determining just cause, the Sheriff or his or her Designee has the authority to return an employee to his or her prior position or rank at any time while an employee is on Provisional Status.

Per CSC policy section 2.24. / 3.25 if TCSO notifies the Commission in writing before the end of the Provisional Status, the Sheriff or the Chief Deputy may impose an extended Provisional Status for up to six (6) more months if the employee’s documented work performance is inadequate, apparently due to a lack of skill, ability, or dedication to duty.

Per CSC policy section 3.24. employees on Provisional Status who receive a notice to return to their prior position may appeal to the Sheriff within fourteen (14) calendar days. After an Appeal, the Sheriff has fourteen (14) calendar days to review and respond to the Appeal. If the Sheriff does not respond, the Appeal is considered denied. The decision of the Sheriff is final.

Per CSC policy sections 3.4.2. / 3.5.2. / 3.6.2. you may begin taking the examination up to six (6) months before the second anniversary of your hire date. If you are unsure of your anniversary date, please contact TCSO HR.

You can call or email the Civil Service Commission Office at civilservicecommission@traviscountytx.gov to schedule an appointment.

As many times as needed to pass.

A passing score is 70.

Study materials will be emailed upon request, or when you schedule your testing appointment. 

Employees who fail to take and/or pass the senior Officer/Deputy/Dispatcher examination within the specified “time limit” (defined in CSC policy section 3.3.), are reviewed for corrective/developmental measures.

Applicants for promotion for the next highest rank must have completed at least twenty-four months of cumulative service within the past thirty months in their current rank no later than 5 working days prior to the date of the exam. Such cumulative service must be within the same career field and does not include leave time taken for FMLA or military.

Per CSC policy section 3.9. applicants who have received disciplinary action greater than a written reprimand in the previous twelve (12) months or have been subject to a Performance Improvement Plan within the previous six (6) months are not eligible to participate or continue in the promotional process.

Per CSC policy section 3.13.4.4.2. after completing the examination, the applicant may submit the Appeal to the Commission Staff in writing no later than 5 p.m. on the second (2nd) Working Day after the examination.

Per CSC policy section 3.15.3. an employee desiring to serve as a member of a Review Panel for Oral Boards may notify the Commission Staff of that when they post the request for Review Panel members for Oral Boards.

Per CSC policy section 2.16.5. an applicant may review his or her individual scores for both the written aptitude examination and the final Oral Board at the Commission Office between 9 am and 5 pm Monday through Friday except holidays or you can send an email request to civilservicecommission@traviscountytx.gov

You must first file with your chain of command. After every level in your chain of command has had a chance to review the complaint and respond in a timely manner (per CSC Policy Chapter 6) your appeal may then pass over to the Civil Service Commission and will be reviewed for acceptance as a grievance.

The supervisor has ten (10) working days in which to respond to a grievance. For further information review Chapter 6 – Grievance Procedure of the CSC policy.

Per CSC policy section 6.01. the employee has ten (10) working days from the date of the action or inaction that gives rise to the grievance, the employee presents the grievance in writing to his/her supervisor, unless by written agreement of both parties waiving such deadlines or for good cause shown to the Commission.

Per CSC policy section 6.06. a notice in writing stating the reason for the appeal must be received by the Commission within ten (10) working days after the employee receives written notice of the disciplinary decision or written notice of the Sheriff’s decision on their grievance.

• The grievance shall include the following information:

o   Grievant’s name, address, and phone number.

o   Cause for grievance.

o   Desired relief requested.

o   Copies of any grievances and responses received from grievant’s chain of command.

Per CSC policy section 6.06. once written notice is received by the Commission’s designee, the Commission has ten (10) working days to conduct any further investigation or to determine if a hearing is warranted and to make such decision known, in writing, to the employee.

You must send an email to civilservicecommission@traviscountytx.gov  with your request.

An action taken by an Office in the form of a written reprimand, or to dismiss, suspend, or demote an employee.

A rule officially adopted by the Travis County Civil Service Commission for Sheriff’s Office Employees.

The act of terminating an employee.

A request, in writing, by an employee addressed to and filed with the appropriate supervisor in the manner and within the time provided by these rules seeking an investigation, review, or hearing of facts.

A session held for the purpose of receiving evidence and reaching a decision with respect to matters or issues appropriately submitted to the Civil Service Commission for determination.

Years, months and days gained by an employee through length of service within a given position or total service with Travis County. Leave time taken for family or medical leave is not included in the calculation of the length of service.

Mandatory career advancement in a particular division: Deputy I to Senior Deputy status, Corrections Officer I to Senior Corrections Officer status and Dispatcher to Senior Dispatcher status.

The means and procedures used each year to determine advancement through the ranks beginning with the announcement to commence such process as it applies to the positions of Detective, Sergeant and Lieutenant collectively, and ending with the posting of those eligibility lists.

Time frame during which the newly assigned, transferred or promoted employee must successfully demonstrate the skills, knowledge and suitability for the position held.

As referred to in 6.06, the selection of a living person to act on behalf of, speak for, and in all respects defend the position of an employee in the appeal hearing by the Civil Service Commission.

Years, months and days gained by an employee through length of service within a given position or total service with the Sheriff’s Office. Leave time taken for family or medical leave is not included in the calculation of the length of service.

The period of time during which an employee, through appropriate disciplinary action, is forbidden to work.