12/21/1998 Minutes - Laserfiche WebLink

Home Browse Search

r the candidates at the door, Personnel Selection Services would like to take over from that point. Their monitors are professional people from the general area, but not the immediate area and they are usually people at least a rank above the candidates being tested. Before Personnel Selection Services can administer an agility test, they would need to do a validation study that would be applicable to the department. The price of the validation study would be $3,000 to $5,000 depending on how many people would be in the department They would be able to use that information for about 4-5 exams or 8-10 years. The cost to administer the test would run $700.00 for the first 6 candidates. Mr. Cummings questioned the secretary about the cost factor of St. John's WestShore Hospital doing the agility test and approximately how much we have been spending on the testing. The secretary indicated to Mr. Cummings the cost is $75.00 per candidates and we normally test 20 candidates the total cost of the agility test for the 20 candidates would be $1,500.00. Mr. Michalko indicated there isn't a lot to test police on, as far as agility goes. , The 5 areas they would test are flexibility, coordination, strength, agility and balance, building events around that. They have had few protests. Mr. Michalko indicated that if candidates were satisfied with what was on the written test as far as being job related, they would do far less protesting. Chief Osterhouse indicated he would like to know more about the oral assessment of the fire department testing since he didn't know about the police department. What was the length of time for the oral assessment? Mr. Michalko indicated they tailor make all oral assessments and use a combination of background, previous experience, supervisor experience, tactics experience and they like to use internal documents rather than just text books. The length of the oral assessment would vary depending on what the department wanted. Mr. Cummings suggested that an advantage to using Personnel Selections Services, Inc., was the fact they furnished all the monitors and the security would be better as their would be less handling on the part of the Civil Service Commission. E. Cummings motioned to accept Personnel Selections Services, Inc. To administer the written portion of the Police Entry Level test. Seconded by J. Thomay and unanimously approved. The discussion was then opened to decide what percentage to use for the written test. It has been a standard practice to use 70% which seemed to work out so far. Mr. Michalko indicated that their test scores curve out at 70%, some places use 80% but he felt 70% was more accurate. Mr. Michalko indicated that a lot of jurisdictions don't use the phrase pass or fail they put everyone on the list, whether they pass or fail and telling someone they failed could leave yourself open for protests. The secretary indicated that we do not use the word fail we normally tell them they are not on our eligibility list. Mr. Michalko indicated if your list last for two years then 70% should be a good number if you have 700 - 800 people talking the test you need to make the percentage higher so you don't have such a long list on file. E. Cummings motioned to make the cutoff at 70%. Seconded by J. Thomay, unanimously approved. B) The commissioners will need to review the ad that will be placed in the Plain Dealer, as well as the application packets for the entry level Police Officers test. E. Cummings motioned to accept the Plain Dealer ad as written as well as the application packets. Seconded by J. Thomay and unanimously approved. N