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CITY OF NORTH OLMSTED "TOGETHER WE'CAN MAKE A DIFFERENCE!" CIVIL SERVICE COMMISSION AGENDA - APRIL 15, 2002 COUNCILS CONFERENCE ROOM 7:00 PM I. ROLL CALL: Chairman Thomay called the meeting to order -at 7:00 P.M. PRESENT: Board members, J. Thomay, R. Giesser, and P. Martin ALSO PRESENT: Assistant Clerk of Commissions, A. Kilbane, D. Kapusinski and Ron Carobine of PRADCO II. DISPOSITION OF MINUTES: The Civil Service minutes dated March 18, 2002 and the Civil Service minutes dated March 1, 2002 have been submitted for approval. J. Thomay made a motion to approve the minutes of the March 1, 2002 Civil Service special meeting. The motion was seconded by R. Giesser and unanimously approved. J. Thomay motioned to approve the minutes of the March 18, 2002 Civil Service meeting. The motion was seconded by P. Martin and unanirnously approved. III. REPORTS: There were six (6) correspondences received and zero (0) correspondences sent out. J. Thomay motioned to approve the correspondence received. The motion was seconded by P. Martin and unanimously approved. OLD 13USINESS: Commissioners need to continue review of the Civil Service Handbook Mr. Thomay requested the review of the handbook be tabled V. NEW BUSINESS: Presentation by David Kapusinski and Ron Carobine of PRADCO regarding evaluation services. Mr. Kapusinski indicated PRADCO provides evaluation services for many communities in the area of police and fire department hiring. There are eight people in the practice. They have been in business since :1955 and have seen thousands of police and fire candidates. They have handled everything from - entry level personnel up to chiefs of police and fire. They use a three -pronged approach to their evaluations. They first have a candidate complete an instrument called a Personal Profile. They then do testing in their office and conduct an interview. Finally, they write up a report on the fitness of the individual for the position. They look at more than what might be called "psychological soundness." They look at a person's work approach, their initiative, interpersonal skills, decision making and judgement. They look at the things that would make a person effective or ineffective on the job. He added that someone who might be psychologically sound, might not be a good fit for an organization so they would not recommend that individual. Historically, they recommend- 50-60% of the people they see. There is an instrument they use for pre-screening individuals. It can be used to give a quick overview of a person to see how they fit with individuals currently in a department. They like to develop a model of the strongest people and then compare potential candidates against that model. The idea is to get a good fit for what the community is looking for and for what leads to success.. Mr. Carobine asked if the board members were familiar with the process that has been used in North Olmsted to this point. Mr. Thomay indicated the individual the city had been using to conduct psychological evaluations will be retiring. He said the board provides a list of candidates and they talk with the person conducting evaluations. Mr. Kapusinski commented that they typically look at whatever candidates are sent over, and the numbers vary depending on the number of positions open. He said the testing is sometimes handled through a civil service commission and other times it is