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will be done. In the past this information would be in the rules themselves, The Commission will have to identify the stakeholders for the Selection Committee. The Committee will have to review the resumes and invite 10 to 15 applicants for a 20 minute interview. Then it can be narrowed down to 5 to 7 candidates. The Commission will be outlining the process and decide what assessments to deploy and what weight the components will be to make this as objective as possible. Poly-Tech will create an objective matrix of scoring based upon the criteria and the job description. Dr. Doverspike mentioned that this is an aggressive timeline and most of the decisions will have to be made tonight. The Commission has expressed an interest in a written knowledge test and the applicants will have to purchase books and should have at least 60 days to study. In the past written tests were not utilized for the higher ranks. The written job knowledge test is more objective and the oral assessment is subjective. Dr. Doverspike said that in terms of individual assessments,he would recommend doing a Personality and Competency test which takes about 30 minutes; a job knowledge test which would be a 2 hour test in which reference books would be used; an interview that would be I hour. The total process would be approximately 4 hours. Dr. Doverspike also mentioned he could do a Training and Experience questionnaire which would be more like a survey. This would assess the applicant if he is claiming education that has been acquired. The problem with in baskets is that they take a lot of time and should be tailored to your situation which can be expensive. Mr, Evans discussed the process further. Once the initial applications/resumes have been reviewed and the Selection Committee narrows the applicant pool, they will identify quickly the next fire chief by virtue of how they present themselves, knowledge of their background, their delivery of personal information and so forth. About 10% to 15% of the candidates will drop out due to the competition. If the Selection Committee narrows their selection to five (5) candidates, the structured interview process could be accomplished in one (1) day. The interview could be one (1) hour to one and one half(1 %2) hour, have time to converse and make a decision. The Commission would have to decide on the competencies and each question could take approximately ten(10) minutes, The Assistant Law Director mentioned that the Selection Committee would be chosen by the Commission and chaired by Mr. Evans. There would be some scoring matrix criteria that is drawn from the job description and then the individual members of the committee would rate applicants and function as a jury and then, as a group, could come to some conclusion. The methodology would be something that Poly-Tech would lead the Commission through. General discussion commenced regarding the Selection Committee. The initial screening interview will be on March 27`"; 1:30 p.m.; 30 minute interviews; notices sent March 15'11 with interview times and the source list; Selection Committee shall consist of the following areas: Law, HR, Public Safety, Fire, testing consultant and a Commission member; one (1) hour training; and consensus scoring. The individual scoring drafts are not the final scoring; therefore,they are not considered a public record. Whereas the final scoring sheets are considered public records; however, research will have to be completed. The individual testing dates would be fiom April 4"' to May and Commissioner Hayes would like to distribute the reference material list to the candidates by March 18"'. Director Farver suggested having the reference material list sent out initially to make the candidates aware should they move on in the process. This will give them more than 30 days prior from the test date to study. The