02/11/2013 Minutes - Laserfiche WebLink

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written test should be no sooner than April 18"'. Dr, Doverspike can develop a written job knowledge test; however, that could be very expensive. Other companies do have stocked test which would be more reasonable. IPMA tests have components such as budgeting and finances, technical knowledge, fire reports and material, internal management and structure. Their cost is $10 a question and they will give the Commission the source materials needed. In summary, the individual assessment would be comprised of a survey, personal interview and a written test. The location of the assessments will be held at The University of Akron and the written test will be held on April 27t". A general discussion commenced regarding the dates for the individual assessments and was decided the assessments will be from April 18"'through May 11"', Dr. Doverspike will contact IPMA. The outline of the process is as follows: #1 —Initial Screening Interviews, March 27, 2013; #2— Individual Assessment&Testing, April 18, 2013 to May 11, 2013; #3 —Job Knowledge Written Test, April 27, 2013; #4 — Structured Interview Panel, May 18, 2013. As discussed by the Commission, the compliment of the Structured Panel Interview would include a Civil Service Commissioner, an independent fire professional, Human Resources Director, Safety Director, a member from the business community. Dr. Doverspike will facilitate the process and will not be a decision maker. A general discussion commenced regarding the weight of the components for the testing process. Dr. Doverspike mentioned that the Structured Panel Interview is usually weighted the most and indicated that the panel is subjectivity whereas the job knowledge is objectivity which can be given more weight because it is an objective score. However, some candidates are better test takers than other candidates. The individuals' assessment and scoring will be completed by Dr, Doverspike and not disclosed to the Structure Interview Panel until the process has been completed. The individual assessments will consist of 4 components: initial screening interview, the structured interview,the individual assessment and the written job knowledge assessment. Dr. Doverspike will consider a weight for each component. The initial "Meet/Greet" is probably not a lot of _ pressure whereas the panel interview is the last of the process and the candidates would have to prove themselves, After further discussion, the Commission decided on the following weights: 41 —Initial Screening Interview-- 5%; #2—Individual Assessment—30%; #3 —Job Knowledge Written Test—20%; and #4— Structured Panel Interview—45%. There are two (2) other issues that the Commission addressed. First is the jJ2_le cription._T_he Commission wanted to make sure that it was not mandating a Bachelor's Degree. A general discussion followed regarding the Ohio Fire Executive program which does not require a Bachelor's Degree and the National Fire Academy which does require a Bachelor's Degree; therefore, both programs should be desirable and a Bachelor's Degree should be preferred. The second issue is the application form. The Civil Service Entry-Level application form has been modified to fit the Fire Chief promotion which can help the initial screening committee because it walks through some of the requirements taken from the job description. The application and any other documentation that the candidates submit will be mailed or hand delivered. An original signature for the background check consent form is needed. Chairman Barrett motioned, seconded by Commissioner Hayes, to adopt the modified job description as a separate document. Motioned passed unanimously.