02/27/2012 Minutes - Laserfiche WebLink

Home Browse Search

Interview ISSG and Barrett & Associates The representatives from ISSG are William Evans and Diana Clarke. Mr. Evans reviewed his background. ISSG is a subsidiary to Poly Tech and approximately 86 various communities over the past few years have used their services. Employing a management type of component, obtained a better person capable of engaging interpersonal skills, managing people and so forth. When selecting Police or Fire Chiefs, they look at more for the managerial skills. Ms. Clarke is an organizational psychologist and is licensed in the State of Ohio. An organization psychologist perform assessments, leadership development, succession planning, developing tests, validating tests, making sure that they are legal, liable and defensible. Regarding Entry -Level positions, what ISSG looks for is the Adverse Impact which means that what you are looking for is something that will assess all candidates equally and not have a negative impact upon a minority group that isn't job related and that you might be testing something and put them at a disadvantage. A general discussion commenced regarding promotional hiring; home rule authority; selecting a candidate; ranking by virtue of a subject methodology in conjunction with a management assessment tools from a psychological stand point; panel. ISSG believes involving people from the department that will address the future issues. For example, the Chief s position, the Administration should be looking for leadership, the ability to work with the community, handling large budgets and projections and goes by the competency and then chooses the appropriate assessment tools that will measure that. The last thing they would use is a panel interview. They can put together a panel or train a panel which could consist of people from the community. The questions are based on the issues in the community. ISSG has partnered with ErgoMetrics for Entry -Level testing for Police and Fire. A general discussion followed regarding their list of tests; creating our own test; applicant practice online modules, video based assessments; accommodate large groups; applicant signs up through ErgoMetrics and pays a fee; City has an annual $150 fee to belong to the network; set up testing sites; proctor the tests; 2 hours or so to administer test; agility test. The Commission would stili be able to act as the gateway of being able to take the test. ISSG also uses ErgoMetrics for Promotional testing due to a video base tool. For positions under the rank of Chief, they use a more standardized performance appraisal, assessment and then a standard panel interview. A general discussion commenced regarding the panel; Mr. Evans and/or Ms. Clarke are on the panel along with other people in the community that are involved with the hiring process. An in/out basket is an exercise often used as part of an assessment center. Other elements in an assessment center are a given scenario; stress interview; and can customize the test. A general discussion commenced regarding the fee structure; potential hiring of a Fire Chief in 2013; panel. In the past, ISSG used the Mayor, Assistant Fire Chief and anyone else who has interest and input about the position. In order to obtain a hybrid chief that could manage and lead in the City of North Olmsted, you have to review their competencies and go from there. Dr. Barrett of Barrett & Associates was introduced to the Commission. He has had a great deal of experience in testing and has worked with many different cities. Each project is unique. The job analysis is the starting point. They tend to use a lot of computers, has a server, record or video tape which gives them an opportunity to go back and review. An example for the Entry -Level Firefighter exam would be a written test that is basically a reading comprehension test and computation. Promotional exams with the lower ranks may consist of written and oral assessment