07/15/2013 Minutes - Laserfiche WebLink

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Department rules and regulations and the contract in the written portion and the assessment components should include leadership capabilities, solving problems, counseling, speeches, etc. In the original proposal that was submitted by Poly-Tech, the Ergometrics system was going to be utilized in part and might be costly. The Commission may want to use an already developed written test from IPMA, 1/0 Solutions or Ergometrics. A discussion followed concerning the amount of questions on the written test and more emphasizes on rules and regulations. Dr. Doverspike suggested the first thing to do is update the job analysis and then he would like to meet with the Chief to discuss the sources and have his input on the written and oral assessment. The source materials are mostly standard and a sixty(60) day window to study is common. Chairman Barrett opened up a discussion regarding the oral assessment. In the past, the oral assessment utilized Chiefs of Police that were employed by Ramsey & Associates. They did not know the candidates and vice versa and were involved in a few different types of exercises. For Dr. Doverspike's previous experience he indicated that whoever takes the written test and passes will advance to the oral assessment. The Commission decides the number of candidates that will proceed to the oral assessment with the budget in mind. Dr. Doverspike suggested to limiting the oral assessment to two (2) exercises due to our budget constraints. Chairman Barrett requested a proposal including a cost and the Assistant Law Director recommends including all trends. Dr. Doverspike will discuss this with Bill Evans and suggested one (1) approach for the candidates where they can go through the materials provided and then do a written report and then an oral presentation on that report. This will keep the time limit to a minimum which would keep the cost to a reasonable amount. Dr. Doverspike mentioned that a lot of jurisdictions are now using different stakeholders on the panel instead of just Chiefs. For example, members might be one chief, a Human Resources personnel or a professional in the community. However, further discussion commenced and the ideal panel would be three (3) chiefs with controlled questions and graded all the same. The Police Chief stated that some individuals are not good test takers but perform very well during the oral assessment and vice versa. The likelihood of promoting six (6) candidates in the past was not likely; however, the Police Department will be changing in the next three to five years and believes six (6) candidates is a reasonable number. Dr. Doverspike inquired about extra credit and when the Commission is planning on testing. Efficiency and seniority credit are added to the candidates passing score at the end of the process and the Police Sergeant's examination would likely be held in October, 2013. The Secretary will check with St. Clarence availability. Dr. Doverspike also inquired about challenges. Commissioner Ubaldi indicated that the candidate can appeal only if they think their score has been erroneously calculated and is stated in Rule IV, Section lb. This applies to Entry-Level and Promotional and there was a specific process that was in the ORC for Fire only; therefore this is no longer in the Commission's rules and regulations. A general discussion commenced regarding finalizing the process at the August 19th meeting, identifying the source list, locations, paperwork, deciding on the weight and the passing score. The Commission will wait to hear from Dr. Doverspike regarding the proposal.