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Home My WebLink About1976-10-14 CSB MINUTES' PRESENT: ABSENT: ALSO PRESENT: / MINUTES Board of Career Service Commissioners October 14, 1976 H.R. Hosanna, Jo Ellen Turner, William Hanson, Bob Brundage, Ed White None Richard Lorig, William Hamilton, Hugh Brown, Lloyd Cox, Margaret Freeman, Robert Holmes, Jerald Vaughn, Joe Helfer, Dr. Dave Fletcher, Stan Sloeck, Dr. Chuck Fischer The minutes of the meeting of September 16, 1976 were approved as presented. * * * * William Hamilton was present to speak to the proposed procedures for recruiting new Firefighters. He stated that the prerequisites will remain the same, but the test will be streamlined because of such features as only giving the oral and agility tests to those applicants who score in the top 15% of the written, or are among the top 20 applicants, whichever number is greater~ When asked about the need for a polygraph test for Firefighters, Mr. Hamilton stated that it was not necessary for this position. Rev. Hosanna pointed out that any reference to gender should be eliminated from the testing procedure document. MR. HANSON MOVED, AND MRS. TURNER SECONDED, TO APPROVE THE PROPOSED CHANGES AS AMENDED. Ayes: Nays: The motion carried. Hosanna, Turner, Hanson, Brundage, White None * * * * The third item on the agenda was a request to change the requirements and testing procedure for Police recruits. Chief Robert Holmes was present to explain the reasons for this request. Among the changes requested were schooling (2 years of college instead of high school diploma), the weight given to the written in the overall score, and a polygraph test, to be used only as a tool for the oral testing. He stated that the testing procedure would consist of the written exam, oral, physical testing, multi-phasic, polygraph, and psychological evaluation. Rev. Hosanna asked if the findings of a polygraph test can be challenged, to which Mr. Holmes replied that they probably could not and that we are about the only municipality in the state that does not give a polygraph. Further discussion of the issue ensued. 280 MR. BRUNDAGE MOVED, AND MR. WHITE SECONDED, TO ADOPT THE PROPOSED CHANGES IN THE POLICE RECRUITING AND TESTING PROCEDURE. (see attached) Ayes: Nays: The motion carried. Hosanna, Turner, Hanson, Brundage, White None * * * * Chief Holmes also spoke to his request for changes in the testing procedure for Police Sergeant promotional exams. He stated that he had discussed the proposed procedure with the Englewood Police Benefit Association and it met with their approval. The association has presented a couple additional proposals that the Chief felt were sound. Mrs. Turner asked if citizens can continue to serve on oral boards, she felt they were an asset. Both Mr. Lorig and Chief Holmes agreed that there were several reasons for not having a citizen serve . They felt that citizens tend to ask questions that can be challenged because they have no real knowledge of the position. Also, it is very difficult to find people with time to serve. Orals for the upcoming test will probably take all of three days or more. Further discussion ensued. MR . WHITE MOVED, AND MRS. TURNER SECONDED, TO APPROVE THE CHANGES RECOMMENDED BY CHIEF HOLMES, ALONG WITH THE TWO PRESENTED BY THE EPBA. (see attached) Ayes: Nays: The motion carried. Hosanna, Turner, Hanson, Brundage, White None * * * * The Board set aside the evening of November LJrJ for a hearing on the proposed job classification plan presented by the Intergovernmenta l Personnel Act. The hearing will take place in the Council Chambers, commencing at 7:00 p.m. It was also decided that there would be no regular Career Service Board meeting on November 18th. * * * * Under employee associations' choice, EEA president, Margaret Freeman, asked how the employees would be notified of the new classification plan. Mr. Lorig told her that the employees would receive a copy of the new plan on October 22nd. * * * * Under Personnel Director's Choice, Mr. Lorig told the Board that a new application for employment form is being printed and will include the statement that the Board had requested at a previous meeting regarding the fact that all information in the application is open to public view. * * * * 281 , e MRS. TURNER MOVED, AND MR. BRUNDAGE SECONDED, TO DECLARE VACANT THE POSITION OF MAINTENANCEWORKER IN THE TRAFFIC DIVISION. The motion carried. Personnel Actions: NAME New employees: Ard, James DeLia, Thomas Anniversary Increase: Bittner, Lyman Blanchard, John Bruns, Brian Doss, Desmond Gosselink, Kenneth Groditski, Walter House, F. Stueven McLain, Ronnie Petau, Richard Trunck, Stephen Tyson, Gary Ayes: Nays: Hosanna, Turner, Hanson, Brundage, White None * * * * DEPT. & TITLE Maintenanceworker -Parks effective 10/1/76 Bookmobile Driver effective 8/18/76 Building Inspector effective 11/1/76 Firefighter 3rd Class to Firefighter 2nd Class effective 10/1/76 Firefighter 4th Class to Firefighter 3rd Class effective 11/16/76 Firefighter 3rd Class to Firefighter 2nd Class effective 10/1/76 Maintenanceworker -Traffic effective 10/16/76 Firefighter 3rd Class to Firefighter 2nd Class effective 10/1/76 Associate Planner effective 11/1/76 Firefighter 3rd Class to Firefighter 2nd Class effective 10/1/76 Firefighter 3rd Class to Firefighter 2nd Class effective 10/1/76 Firefighter 3rd Class to Firefighter 2nd Class effective 10/1/76 Maintenanceworker -Traffic effective 11/16/76 GRADE & STEP 7E to 7F 2C to 2D 8D to BE 2C to 2D Request for denial of Anniversary Increase: Brunton, David Assistant to Library Director 282 Probationary to Permanent Status with increase in pay: Frank, Karen Havener, Gary Sawdon, Robert Terminations: O'Connell, Terry Wood, Jeffrey Emergency Communicator effective 10/16/76 Assistant Director -Parks effective 11/1/76 Police Officer 4th Class to Police Officer 3rd Class effective 10/6/76 Maintenanceworker -Parks effective 9/24/76 Maintenanceworker -Traffic effective 9/23/76 4A to 4B llA to llB ------------------------------------------ Return to Normal Position: Gruninger, Michael Return from Leave of Absence: Gosselink, Kenneth Request for Leave of Absence: Webster, Eden Progress Reports: Wilson, Eddie Brokate, William Kingsbury, Charles Gamet, Kenneth Rahn, Warren Lawler, Frank Staples, Ernest Acting Driver/Opr/Engineer to Firefighter 3rd Class effective 8/16/76 Maintenanceworker -Traffic effective 9/27/76 Clerk-Steno -Housing 4~ days effective 9/X'J /76 Police Co de Enforcement Servicenter Fire Police Police police 2C TI1ere being no further business to discuss, the meeting was adjourned at 8:30 p.m. Secretary Herbert R, Hosanna -Chairman 283 .-· ; / . ---~------ MEMORANDUM TO: Career Service Board FROM: Ch lef Robert R. Ho I mes DATE~ August 16, 1976 SUBJECT: PROPOSED POLICE RECRUIT SELECTION PROCESS INTRODUCTION The selection of the best qua I !fled personnel Is at the root of the successfu l management function within any organization. The management, the organization, or the service provided by the organization Is only as good as the aggregate of the organization's Individual members. From a purely economical viewpoint, the selection process which allows the hiring of personnel who are phys I cal ly or mentally unfit, or otherwise Incompetent ts expensive. The City of Englewood Police Department Pension Fund has recently experienced tremendous financial drain due to the premature pensioning of several personnel who were probably unfit at the time they were hired. During 1975, five officers were retired from the force for physical reasons not necessarl ly job related. Since the beginning of this year, one officer was retired for physical reasons . and one for emotional lnstabl I tty which could have been detected prior to his selection. Since 1973, a total of five officers have resigned for personal reasons based on errotlonal problems, attitude or Immaturity. The police department has had numerous additional experiences In recent years of costly Investigations stemming from personnel problems of a slml lar nature. Much of this expense and time could have been avoided If better selection techniques had been employ~d in the past. PROBLEMS OF DEVELOPMENT There are no piecework, routine production, or assembly I lne duties In the police service. The police function Is typically a complex one for which performance criteria cannot be speclfical ly Identified. The quantity of work to be done Is difficult to measure and, when measured, is not necessarl ly Indicative of desired performance. The qual tty of performance, which Is the most desirable objective, Is often never realized untl I long after a task Is completed. Evaluation of that performance can only be based upon the eventual outcorra of a situation which wl I I probably be further compounded by other social variables. Police recruit selection and testing deals primarl ly with the abstract factors of attitude, personal tty, and ab! I lty to function rationally under stress. The kind of personallty profile which will presurnebly determine the best kind of police officer has not yet been determined or, at least, agreed upon. Therefore, In the absence of an establh;hed personal tty and physical profl le, I feel It Is necessary to revert to my many y'ears of experience In th Is area . -2- EXPERIENCE CONSIDERATIONS In an effort to protect Its citizens from the fear and suffering produced by crime, the threat of crime, or traffic mishap, society has placed Its police "off I cer on the front I I ne. It Is he who d I rect I y con fronts the crl ml na I or potential criminal on the street. It Is he who must sense the tragedy resulting from violence, and It Is he to whom the pub I le turns for help in t I mes of stress and d I sorde r. To many merrbers of society, the uniformed police officer Is the "establishment" personified. He Is the nost conspicuous representative of authority In govern- ment and their Individual contact with h i m Is often the only personal association they ever experience with government. This Is a unique and precarious position as ~t also qual !fies the pol Ice officer as the most vulnerable target upon which society focuses blame for social upheaval and oppression or corruption In govern- ment. The majority of situations in which pol Ice officers are forced to Intervene are not criminal In the common interpretation. They are, however, potentially explosive In terms of their importance to the people Involved and their eventual effect on the corrmunity as a whole. It Is difficult to overstate the Importance of this aspect of the modern pol Ice function as It must be considered In determin- ing their select Ion and training needs. The pol Ice officer becomes Involved In the rrost Intimate faml ly and business relationships and must maintain confidence In matters which, If known to others, could destroy the reputati ·ons of al I concerned. The pol Ice officer must deal with people when they are both threatening and vulner- able; when they are angry, frightened, desperate, or violent; when they are Injured, ~ I II, ashamed, or Intoxicated and irrational. Consequently, every police decision or action can affect In some way the health, self-respect, sense of privacy, consti- tutional rights, or dignity of other huma n beings. Some decisions can change the course of another I lfe or end it. Perhaps even more Important, the pol Ice officer must have the acute abl I tty to sense the pulse of a community and evaluate and analyze the desires of the dominant .social forces. Joseph Lohman, Dean of the School of Criminology of the University of Cal lfornla at Berkeley, who was once a police officer himself, wrote: "The pol Ice function Is to support and enforce the Interests of the dominant pol It I cal, social, and economic Interests of the town, and only Incidentally to enforce the law." When the dominant Interests are challenged or misinterpreted, pol Ice decisions or actions appear wrong in the eyes of the community. PREREQUISITES FOR EMPLOYMENT ' A. Candidate must be at least 21 years of age. B. Completion of at least 90 quarter hours or 60 semester hours or a combination thereof, equivalent to two years of acceptable (average or above grades) college work from an accredited col iege or university. C. Must be free of any felony criminal convictions. (Required by state st at ute for cert i f i cat ion ) . . I -3- O. Weight must be In dcceptable proportion t·o height and age according to; the attached chart. E. Must be In excel lent phys I cal health and condition. F. Must possess a val id driver's I lcense and have an acceptable driving record • .= G. Must not be related by blood or marriage to any person currently employed with the City of Englewood Pol Ice Department. H. Applicants must be of good moral character with a reputation of honesty and moral Integrity. They wt I I be required to undergo a polygraph examination and thorough, extensive background Investi- gations, Including retail credit checks. SELECTION PRcx:ESS I. Apel !cation This process includes basic data on each applicant. Additional Information requl red Is: A. Fl le hand printed city employment appl I cation with City of Englewood Personnel Department. B. Birth record or Baptismal certificate (copy must accompany application). C. Ml lltary service record (00214) If applicable (copy must accompany app 11 cat Ion>. D. College transcripts and high school graduation certificate {copy must accompany appl icatlon). II. Written Testing I I I • A. Written test wl I I consist of the International Per5onnel Management Association Police Aptitude Test. B. Written test to be scheduled, administered and graded by the City of Englewood Personnel Department. C. Written testing to occur every six rronths with an ellglblllty llst duration of six months. Cln the event of special needs, testing to be done as required). D .. Consideration for further fxamination wi 11 only be given to those candidc3tes sco ring in th e i o p 15% u f i"h e t otal applicants ~osted, or the 20 persons sco ring hi ghest over 70%, if less than 20 people are in the top 15%. No applicant s c oring lower than 70% wil I be considered, Polygraph Examination A. A polygraph examination wl 11 be given to those candidates scoring In the top 15% of appl I cants tested on the written test. -4- B. The polygraph examination Is conducted to provide the oral board examiners with immediate Information on the candidate's background. It ls not a qual lfylng test In that no one ls el lmlnated except by refusal to take the test. IV. Oral Interview wt I I be conducted for al I candidates given the polygraph. This phase of testing is the first critical test where candidates may fal I and be eliminated from further consideration. A. The polygraph examiner's report wl I I be made aval I able to the oral Interview examiners. B. Oral Interviews will be conducted for all candidates by the same I ntervl ewers. C. The oral interview examiners wt I I consist of one police captain, one pol ice 1 leutenant, one pol ice sergeant, and one pol ice patrolman. D. Oral Interviews wt I I be scheduled for one and one-half hours for each candidate. The fol lowing criteria is considered: 1. Candidate's appearance, demeanor 2. Reasoning abi I lty in verbal confrontations 3. Candidate's abi I lty to relate to board members his goals and personal ideals, bel lefs and opinions. E. Minimum passing score Is 70% (without veteran's points, If appl I cable). V. The written test score wll I be averaged with the oral examination score. The oral examination score wl I I count 75% of the final grade with the written counting 25%. VI. Veteran's Points A. Veteran's points wl I I be applied to the total examination score in accordance with Section 5, Chapter 3, Paragraph 3, of the City of Englewood Municipal Code. VI I. Al I tests conducted to this time show: VI 11. IX. A. Veracity B. Reason C. J udgernent D. Handwriting A background investigation wt I I be conducted on candidates successfully COl?l>letlng the oral examination In accordance with current department procedure. Candidates passing the oral interview wl I I be scheduled for a Multlphasic physical examination. . e :e x . -5- Physical agi I ity testing. A series of tests are given to determine the candidate's physical condition and stamina. Additionally, ft has been Indicated that there is a positive correlation between physical fitness and mental functions such that people with greater fitness are more stable In psychological characteristics. The fol lowing Is a description of the most meaningful fitness evaluations appropriate to the pol Ice officer. A. Laboratory Fitness Tests 1. Stress ECG on treadml 11 a. Oxygen consumption measured b. Blood pressure monitored 2. Pulmonary functions a. Vital capacity measured b. Forced expiratory volume -1 sec. determination 3. Body composition a. Sklnfold fat test b. Hydrostatic weighing 4. I sometrl c strength a. I sometrl c grl p strength b ... Isometric quadricep contraction strength 5. Speed a. 100 yard dash 6. Endurance a. 12 ml nute run XI. Candidates successfully completing the Multlphaslc physical examination and · the physical agi llty testing wi I I be scheduled for psychological and personal tty tests. These tests are given to appl I cants in order to give .the department some further insight Into the candidate's personal lty and motivation. Candidates are class i fied as "High Rlsk 11 , "Border! lne", and "Acceptable". The results are confidential. Candidates may discuss these tests with the psychologist, if they desire. The fol lowing tests are given In a three-hour"_period: -6- A. The Strong Vocational Interest Blank: This Is an Interest Inventory that provides a co mparat ive description of the candidate's Interests In regards to oc c up ati ons. school subjects, non -work activities and recreations, types of people, etc. B. Sentence Completion Form: This Is a projective technique wherein the ca nd id ate Is asked to complete a number of sentences expressing his t hou gh t s, beliefs, opinions, and behavior with the goal being t o e xp ress h i s lndlvld- ual ity so that the evaluator might understand him better. _ C. Minnesota Multiphasic Personal lty Inventory: An objective diagnostic psychologlcal instrument ut i ll zed In diagnosing pathology or tendencies toward pathology In adults. This I s a 566 Item inventory which supplies diagnostically descripti ve traits across ten cl lnlcal scales and three val ldlty scales. The M.M.P.I. has been utl Ii zed In a decade of patrolman psychological screening and has been found to be one of the most useful tests In desig nat i ng pathological tral ts. The second phase requires the candidate to be prese nt fo r a two-hour face- t o-face evaluation session with a psychologist. At t his phase the psychologist ad ml n I sters: A. The Rorschach Inkblot Technique: A projective psychological technique that enables the psychologist to diagnose the candidate's Internal covert psychologi c al dynamics, (I.e., the extent to which his behavior Is governed by ratio nal thought processes, as opposed to behavior precipitated from emotional reactions). B. Two Subsections of the Wechsler Adult Intel I l gence Scale: One evaluates the candidate's abll lty to asslml late and repeat auditory data in proper sequence -Important for pol Ice of ficers handling data over a radio. This particular subtest also Is a n In dicator of anxiety Induced concentration problems, and possible bra i n dysfunction. The other subtest evaluates the candidate's ability t o separate essential from non-essential visual detai I -an abl I lty necessary In Investigative ob se rvat ion. C. Cli n ica l Interview: The candidate's background, upbringing, educ at i on al , occupatlonal, marital and faml ly histories are explored for covert o r l atent psycho- 1 og I ca I a noma I I es. The evaiu?tfon ls completed with a ful I detal le d r eport from the evalu- atin g ps ychologist to the Chief of Police and Ci ty Personnel Director with do c umented recommendations for or ag a i nst considerat i on of employ- ment , which the department can uti I lze In Its f inal dec i s i on. ,• XII. -7- Establish the el iglbll tty I 1st at this point and submit the top three candidates who have successfully completed al I phases to the Chief of Pol Ice. Pol Ice needs, modern administrative concepts, and the potential of each candidate are considered before final selection. PROBATIONARY PERIOD Any meaningful selection and testing program should not necessarl ly end with the placeroont of an Individual In a pos i tion. For pol Ice, the testing process shoul·d continue throughout the candidate's recruit training, lncludlng on-the- Job training he receives fol ION In g graduation from the recruit academy. The concept would Include a one-year probationary period to assure that only those recruits that have successfully completed the entire program remain on the job. ~~~ Ch I ef of Po I Ice R-l/ez att: -· • 1i°•·· \'.:'; ~ :.:: i"''· .. """•· ~:~:,. ". \' 'l _, ... . ~ ,... ' Diet Based on Knowledge '• i ·: jl,' WE1CHT 1s Potmcs AccoRDINC TO FRAME . ~ .' ..... (In Indoor Clothing) ·.·:I MEN OF AGES 25 AND OVER .,. 1',! H~ht \' .;'~' ~ . :;·. with shoes on ·' (.» ·, 1-inch heels Small Medium Large Feet lnche1 Frame Frame Frame ... -.:. 5 2 112-120 118-129 126-141 ;•,··· 5 3 115-123 121-133 .,-..:-~\ 129-144 5 4 118-126 124-136 132.-148 ~:~ 5 5 121-129 12i-139 135-152 :~. 5 6 124-133 130-143 138·156 •.•', -~·,• 5 i 128-137 134-14i 142·161 :·, .. · ,. 5 8 132-141 138-152 147-166 .: l · !!: 5 9 136-145 142-156 151-170 • 5 lO 140-150 155-174 .. 146-160 " 5 11 144-1~4 150-165 159-li9 ,\ J · .:.· 6 0 148-158 154-170 164-lR: " .. ~~. i ~~·' 6 1 152-162 158-175 168-189 ,·. ' ~ : 6 2 156-16i 162-180 173·194 \"' f} 6 3 160-171 167-185 178-199 ! . .': 6 .. 164-li5 172-190 182-204 " ·~ ~·,:. ~ .. d•~( . '! '" Height \VO~IEN OF ACES 25 A~D OVER •,· ;:.,. with shoes on r 1f r{~·. 2-inch heels Small Medium Large i.' .·i Feet lnche1 Frame Frame Frame '. 4 IO 92-98 96-lOi 104-119 4 II 94-101 98-1 JO 106-122 "'., 5 0 96-104 101-113 109 -125 5 99-107 104-116 112-128 5 2 102-1 JO llJi .119 115-131 5 3 105 -113 110-122 118-134 5 4 H'''.) 16 113-126 121-138 5 5 111-119 116-1 '30 125 -1 42 5 6 114-123 l~O-lJ5 I ~9-146 5 i 118 ·1~7 12-1 -139 131-150 5 8 ! 22~1 .31 I :28-J.13 187-154 5 9 126-1 :).'j 13:2-147 141-158 i;, I 5 10 110 -140 136-151 14.5 -163 ' . ... 5 11 134 -14-t 140-1.55 J.19-168 6 0 138-1 -18 14·1-159 153-173 For girls l>t'twer11 18 and 25, s11h tract l pound for e.1l·h \'t'Jr under 2.5 . . ,, "' TO: Rich Lorig, Personnel Director F.ROM: Wm. A. Hamilton, Fire Chief DATE: September 9, 1976 SUBJECT: PROCESS TO ESTABLISH AN ELIGIBILITY LIST FOR FIRE FIGHTER Consistent with local and federal restraints, each year we have revised and updated our selection process (examinations) to in- sure to some reasonable degree selecting the most qualified ~ applicants, with an overview of the applicants long range con- tribution to the fire service. The number of well qualified applicants interested in Fire De- partment careers has been increasing over the past few years at an extremely rapid rate. In fact, the number of applicants has been overwhelming our hiring potential. To examine large numbers of applicants in all five (5) categories (written, oral, phy$ical, agility and background check) each year to establish a reasonable list of eligibles has become extremely costly and time consuming. We are recommending changes in our selection process to screen and reduce applicants to a more realistic number for the total examination, from which our eligibility list will be established.-Such revisions may also enhance our ability to select the best qualified potential candidate for the fire service future. It is my recommendation that until such revisions can be approved and finalized, the present eligibility list be held over to ful- fill any unforeseen needs that might occur. Sincerely, WAH/ms A. Candidate mu::t l>e at Least ..!l years o f age. B. High School Diploma or the equivalent. C. Must be free of any felony criminal convict ions, D. Weight must be in acceptable proportion to height and age according to standard physical charts. E. Must be in excellent physical health and condition , F. Must possess a valid driver's license and have an acceptable driving record. PRELIMINARY SELECTION I. Application -This process includes basic data on each applicant, Additionally, the following is required: A. A hand printed city employment application filed with the City of Englewood Personnel Department. B. Birth record or baptismal certificate -to be furnished upon request. C. Military Service Record, if applicable (DD 214) -to be furnished upon request. A. The written test will be selected, scheduled, administered and graded by the City of Englewood Personnel Department . B. Written testing will occur every twelve months, with an eligibility list duration of twelve months. (In the event of special needs, testing will be done as required.) C. Consideration for further examination will only be given to those candidates scoring in the top 15% of the total applicants tested, or the 20 persons scoring highest over 70%, if less than 20 people are in the top 15%. No applicant scoring lower than 70% will be considered. III. Oral Interview -will be conducted for all candidates designated e1igl"bTe-by -the writ ten test. A. Oral i11tervi('W" will hP. cu11dt11:tcJ f'or nLI ennd i.dnt es by tl!c same interviewers. B. Th e oral interview examiners will cons ist of one fire department battalion chief, one fire department capta in and one fire depart- ment lieutenant. , -, C. Oral interviews will be scheduled for thirty minutes for each candidate. The following criteria is to be considered: 1. Past work experi e nce 2. Candidate's appearance, demeanor J. Reasoning ability in verbal confrontations 4. Candidates ability to r e late to oral board members his goals and personal objectives and opinions. D. Minimum pas sine s c or e is 70% (without veteran's points, if applic- able.) ·IV. The written test score will count as 33-1/3% of the final grade; the oral score will count as 33-1/3% of the final grade and the physical agility score will also count as 33-1/3% of the total grade. V. Veteran's Points -will be applied to the total examination score in accordance with Section 5, Chapter J, Paragraph three of the City of Englewood Municipal Code. VI. A background investigation will be conducted by the Englewood Police Department. VII. Physical_Agility Testing VIII. We will continue to use the established job related physical agility test, to be conducted by Englewood Fire Department personnel. We will establish a grading system for this testing since the applicants may pass, or fai~ or be graded at various levels. We will also continue to revise this portion of the testing to make it as job related as possible. Psychological and personality test will be given to those candidates who successfully complete the above testing procedures and a multi- phasic health examination. The psychological and personality test will be given to applicants in order to give the department some further insight into the candidate's personality and motivation. Candidates are classified as "High Risk", "Borderline 11 , and "Acceptable". The results are confidential. Candidates may discuss these tests with the psychologist if they desire. The following tests are given in a three-hour period: A. The Strong Vocational Interest Blank: This is an intere st inventory that provides a comparative descrip- tion of the candidates interests in regards to occupations, school subjects, non-work activities and recreations, types of people, etc. B. Sentence Completion Fo~: This is a proj e ctive t ec hnique wh e rein the candidate is asked to complete a nw nb e r o f sentences expressing his thoughts, beliefs, op1n1ons, and behavior wi th the goal being to express his individ- uality so that the e valuator mi ght understand him better. C. Minnesota Multiphasic Personality Inventory : An objective diagnostic psychological instrument utilized in diagnosing pathology or tendencies toward pathology in adults. This is a 566 item inventory which supplies diagnostically descriptive traits across ten clinical scales and three validity scales. The M.M.P.I. has been utilized in a decade of patrolman psychological screening and has been found to be one of the most useful tests in designating pathological traits. The second phase requires the candidate to be present for a two-hour face- to-face evaluation session with psychologists. At this phase the psycho- logist administers: A. The Rorschach Inkblot Technique: A projective psychological technique that enables the psychologist to diagnose the candidate's internal covert psychological dynamics, (i.e., the extent to which his behavior is governed by rational thought processes, as opposed to behavior precipitated from emotional reactions). B. Two Subsections of the Wechsler Adult Intelligence Scale: One evaluates the candidate's ability to assimilate and repeat auditory data in proper sequence -important for firefighters handling data over a radio. This particular subtest also is an indicator of anxiety induced concentration problems, and possible brain dysfunction. The other subtest evaluates the candidate's ability to separate essential from non-essential visual detail, C. Clinical Interview: The candidate's background, upbringing, educational, occupational, marital and family histories are explored for covert or latent psycho- logical anomalies. The evaluation is completed with a full detailed report from the evalu- ating psychologist to the Chief and City Personnel Director with documented recommendations for or against consideration of employ- ment, which the department can utilize in its final decision. PROBATIONARY PERIOD Any ~eaningful selection and testing program should not necessarily end with the placement of an individual in a position . For Fire, the testing process should continue throw;hout the candidate 's recruit training, including on-the.- job training he receives. The concept would include a one-year probationary period to assure that only those recruits that have successfully completed the entire program remain on the job. ·-- . .. ;. #· : . ,/ / -~ .. , •! ·~ ·~ ·~ ,ll l 1 ! ·I J -~ f J I ,"i, ') I ' j f • I ~ 1 ·1 l ,. ~ .! \ .t ·' ·~ , :! ~ 'I • PREREQUISITES FOR EMPLOYMENT A. Candidate must be at least 21 years of age. B. High School Diploma or the equivalent, C. Must be free of any felony criminal convictions, D. Weight must be in acceptable proportion to height and age according to standard physical charts, E. Must be in excellent physical health and condition, F. Must possess a valid driver's license and have an acceptable driving record. PRELIMINARY SELECTION I. Application -This process includes basic data on each applicant, Additionally, the following is required: A. A hand printed city employment application filed with the City of Englewood Personnel Department. B. Birth record or baptismal certificate ~ to be furnished upon request. C, Military Service Record, if applicable (DD214) ~ to be furnished upon request . II • ' Wr'i t ten Testing A. The written test will be selected, scheduled, administered and graded by the City of Englewood Personnel Department. B. Written testing will occur every twelve months, with an eligibility list duration of twelve mo nths, (In the event of special needs, testing will be done as re quired.) C. Consideration for further examination will only be given to those · candidates scoring in t he top 15% of the total applicants tested, or the 20 persons scoring highest over 70%, if less than 20 people are in the top 1 5%. No applicant scoring lower than 70% will be considered. III. 'oral Interview -will be conduct e d for all candidates designated eligible by the written t e s t. A. B. Oral interviews will be c on ducted for all candidntes by Lh e SA.me interviewers. The oral interview examiners will consist of one fire department battalion chief, one fire department captain and one fire depart~ ment lj.e'U,tenant. C. Oral interviews will be scheduled for t hirty minutes for each candidate. The following criteria i s t o be considered: 1. Past work experience 2. Candidate's appearance, demeanor 3. Reasoning ability in verbal confronta tions 4. Candidates ability to relate to or al board members his goals and personal objectives and op i n ions . D. Minimum passing score is 70% (without ve t eran's points, if applic- able.) ·I V. The written test score will count as 33-1 /3% of the final grade; the oral score will count as 33-1/3% of the final grade and the physical agility score will also count a s 33 -1/3% of the total grade. V. Veteran's Points -will be applied to the t otal examination score in a ccordance with Section 5, Chapter 3, Paragr aph three of the City of Englewood Municipal Code. VI. A background investigation will be conduc t e d by the Englewood Police De p artment. VII. Physical Agility Testing We will continue to use the established job r e l ated physical agility tes t, to be conducted by Englewood Fire Depart ment personnel • . We· will establish a grading system for thi s t estin g since the applicants may pass, or faii or be graded at various leve l s. We will also continue t o revise this portion of the testing to make it as job reiated as possible. VIII. Psychological and personality test will be g i ven to those candidates who successfully complete the above testing procedures and a multi- p hasic health examination. The psychological and personality test will be given to applicants in order t o g ive the department some further insight into the candidate's p ersonality and motivation. Candidates are classified as "High Risk", "Borderline", and "Acceptable". The results are confident i a l. Candidates may discuss these tests with the psychologist if they desire. The following t ests are given in a three-hour period: ·A. The Strong Vocational Interest Blank: This is an interest inventory that provide s a comparative descrip- tion of the candidates interests in r e ga rds to occupations, school subjects, non-work activities and r ec r e ations , types of people, etc. B. Sen t ence Completion Form: Thi s is ·a:.-~projective technique whe re i n the candidate is asked to c omplete a n umb er of sentences exp r e ssing his thoughts, beliefs, opin ions,. -and behavior with the go a l b e ing to express his individ- uality s o t hat the evaluator might understand him better. - . ·,, _·,· .. -1 . ·I. ~.·"I! ::-'t_t,. r C •. ~·;~ . ·~: Minnesota Multiphasic Personality Inventory: An objective diagnostic psychological instrument utilized in diagnosing pathology or tendencies toward pathology in adults. This is a 566 item inventory which supplies diagnostically descriptive traits across ten clinical scales and three validity scales. The M.M.P.I. has been utilized in a decade of patrolman psychological screening and has been , . found to be one of the most usefui tests in designating pathological . · ·· traits. :<_, .. -. ~·\i~' -Tb$ second phase requires the candidate to be present for a two.;.hour face-. tQ~face evaluation session with psychologists. At this phase ,the psycho -}: ; . lf>list administers: A. :. 'l'he Rorschach Inkblot Technique: ·:: .. ··"·. 'l· . :' '• ;.j,/ A.projective psychological technique that enables the psych,ologfst to i~;. J .diagnose the candidate•s internal covert psychological dynamics, (i.e., L ' ~<ere extent to which his behavior is governed by rational thought processes~- -as oppo~ed to behavior precipitated from emotional reactions). B.: Two Su~sections of the Wechsler Adult Intelligence Scale: . ·; -~ •. :: One evaluates the candidate's ability to aasimil,te and repeat audito-ey ,-;·J . _ ·~~( dat@ in proper sequence .. important for j'irefi$,~.ers5hancU~ . data ove~ ~.: 1; ' .• ~:k· This particular subtest also is an incH.cator o~j~iety ~- ·\ induce<! concentration problems, and possible brain dyafuno~ion •. The · .· { othe~ subtest evaluates the candidate's ability .to separatp essential;,; . Jt.; from :non.-ettsential visual detail , :r. .. , .. ::~~r. t ·.~· ~-\ C,} Clinical Interview: 'Y' ).tr· , ·-t~· .The oandidate 's background, upbringing, educati~nal, occupational, . :'~:marital alld family histories are explored for covert or latent psycho· ·-:<.r logieal anomalies. . . · t · .· ·:~r ~ -. 'i: .. · ,;. -...• ~, :.:, The evaluation is completed wi t h a full detailed report from the evalu- -~. ating psychologist to the Chief and City Personnel Director with documented recOlIDllendations for or against consideration of employ~ ·.;; ment,, which the department can utilize in its fi+ial decision, ~ ~-:: i;~~ . PBtlBATIC$.RY PERIOD -,~·· . ."'\" _·:; Ant !QSaningful selection and testing program e~d ~t necessarily end with the Placement of an individual in a position. For F:;z.e, the testing process should continue throughout the candidate's recruit training, including on-the~ job training he receives. The concept would include a one-year probationary period to assure that only those recruits that have successfully completed the· entire program remain on the job . . · . .:f .: ~· ' . . ;J .. . ·l',~~· ' · ~'t! .r·f; ~f<l:f )!J. ' ~I• i I. ~ ; ,, I~> ': .-.. , ~ ·' {\' -~· ·~ ·;~i ' , ..... l,j \-.. ·· ... ,. ... ... , . ~ 'J. MEMORANDUM TO: Career Service Board FffiM: Robert H. llolmes, Ch ief ot Pol ice DATE: September J(,, 1976 SUBJECT: PRO~DTIONAL EXAMINATION PROPOSAL In an effort to create a more effective promotional process, the command staff of the pol ice department has developed the fol lowing pr6posal and is submitting It to you for your consideration. We have recognized for some time the many problems that have existed with written examinations. First, with having to find a competent person to try to write an examination, anticipating the inevitable challenges; second, the problem with the structure of the examination being limited. Finally, the problem of a final score dependent upon one person writing and grading the ' examination. M:>st· written questions are very impersonal, therefore al lowing no qua Ii fi- cation of answers or a possibility for questions to be clarl tied. They do not' l')ecessari ly determine the candidate's knowledge or understanding of a subject, nor do they provide a 11¥.:lans by which a candidate can explain an answer to hl5 own satisfa c tion. The oral examinations have also drawn some criticism. However, we feel this ls ·;partly the result of the I imlted amount of time and the subject matter covered In an unstructured oral as us ed in the past. As a result of our study and research, we suggest Incorporating the written and the oral into one 90-minute oral examination designed to evaluate technical and conceptual knowledge, as wel I as the candidate's ability to communicate that knowledge to subordinates, and his total command potential. The oral examination board would be composed of seven members, each with a specified, assigned subject to exam i ne. Each member would be required to submit in written form 10 question s on th~ assigned subject, along with his acceptable c;inswers, documented with reference sources, prior to the convening qt th~ oral board. Th e q uesti ons and answers would be placed In a booklet form so that each boarJ rnErn1LJE~r ha s a Li ooklut containing the 70 questions, source,·and acceptable a nswer s from which the candidate is to be tested. The quest·ions may be direct or situ a tional so as to test the complete knowledge of the candidate about a specific subject. , .. ·. . \.'!" -~ ;I•' l . '··j. • '' 1 ;:.~ : _!~f~~ . ··~:.·· Each candidate would be al lowed 90 minutes examination time before the board . The structure of the exam would be such that each board member would be allowed 10 minutes In which he would ask those questions presented by him in a sequential ;.j order without interruption from the other board members. After each board merri:>er has Inquired of the candidato, the b oard memhers then may reinqulre to clarify any questions or situation, al lowin g t he candidate the opportunity to elaborate on know ledge or qua I i fy answers given. After a I I pre pared quest I on i ng is co~ I eted, the=candldate would be al lowed to bring to the attention of the board anything about himself which would L>e helpful to the board In determining his qualifications. Each individual member of the board would rate the candidate as to the answers given to the quest ions asked of him by a 11 the board members, s i nee each member has a ~PY of acceptable answers presented by all board members. The board wi 11 evaluate not only the answer, but the manner in which the answer . was presented and the overa 11 present at ion of the cand I date before the board. After al I cand I dates have been exam I ned by a I I board members, the score w I 11 be tallied to ·give an average score for each candidate. No examiner will be allowed :~.to submit his score unti I all examinations are complete. The examination structure as out I ined provides for the fol lowing: Provides for candidate's technical and conceptual knowledge to be evaluated , by rrore ·than a single person, and in the presentation of his answers the :. candidate has the opportunity to qualify an answer or elaborate on the -'subject. In the case where there may be source differences In opinions .. as to the best answer, no single person makes the evaluation. Rather, •!each board member can independently evaluate each answer. ,. /It Is obvious that there wi 11 be some questions asked of some candidates .>,i.that wi 11 be predicated on the candidate's answer to the primary question, ··:r but the closely structured board wi 11 minimize the possibl I ity of ambiguity. The cand '~date can get the true meaning of the question. He has the opportunity to have the quest i on clarified. Situational questions can be .. dealt with in a more appropriate manner . . An examination of this type el lm i nates guess work on the part of the ,, .. ~candidate that is present with either a true or false examination or a . >.multiple choice examination, and yet al lows an equal number of questions ,~"and equal tine for each candidate. Testing In this manner tests the ~andidate's abil tty to corrmunlcate, and does not I imlt the candidate as _ roost oral examinations have in the past. Subjects to be covered and board make up: l. · ·Law Questions either direct or sj.tuational regarding Criminal Law, Colorado Revised Statutes, Constitutional Law, case decisions that aHe2.j .. pol ice operations, and Ci vi I Rights; Judicial Rules that Je<.11 ·,~ii-th ihn Judi c ial System, the Administration of Justice, and the Rl,\l .~s ot Criminal ~'rocedur-e. --.... ___ .... r·· i·-i. ,, . ' , "· ' ~. ·.:::. .. ::~ .. :~r ··~ ·i.::.,;.::· . ·~· ·t. J:" -"": t{(..) ~;-.) ~ ..... · .''"~-- ~.r;· ~·: :Y: ;frJ :.~' . ?. -':' 2. The board mernber to be a member of a district attorney's staff other than the Distric.:t Attorney's Office serving the 18th Judicial District. Uue to the working relationship of selected members of the department, it is felt that to have their office represented could create a challenge based on bias. Management Pri nc i p I es and Concepts Questions eitllt:r direct or sil·uatlonal geared to determine the candidate's knowledge and understanding of management styles, principles, personnel rnanagernent, and concepts and interpersonal relations . Board member -Dr. Uavid Fletcher, Associate Professor of Management, College of Business Administration, University of Denver. 3. Traffic Questions either direct or situational to determine the appl lcant's knowledge and understandin g of the problems related to traffic enforcement, accidents, accident investigati on, and general traffic supervision and administration. Board member to be a command pol ice officer outside the Englewood Po I ice fhpartrnuni. 4. Invest i gat I on Questions either di-recto r situational to determine the candidate's knowledge and understandi ng of investigatory technology, crimlnal- istics, case preparation and case ti I ing, collection and preservation ot evidence dnd fhb understandinsi of the Uniform Crime Reporting and Crime Index. Board member -Command poi ice officer outside the Englewood Police Department. 5. Supervision Questions either direct or situational to evaluate candidate's knowledge and understanding of basic principles of supervision, concepts, terminology, and working operation s of the Englewood Poi ice Department. Uoard member -A member of the command staff of the Englewood Pol ice Uepdrtment. .,. ... .. - .e ... \, •·, .. ~ ,;_: >. -4- 6. Po l i cy and Procedure r' 7. ~· . " ..... , . ; .. :;· '. Questions either di red or situational to determine the candidate 's knowledge and understandi n g of departmental pol icy and procedures, their effect on city government and citizens • Board member - A member of the command staff of the Englewood Pol I ce Department. CI ty -Government Questions either direct or situational to de t ermine the candidate's ~nowladge and understanding of the make up of the City of Englewo0d, budget process, and municipal ordinances and City Charter • Board member to be a department head from within the city • . :: . :; 'f.l.~\,;.,:; 1.: Chnc1 u$ i on : ~- -·~··: >·';'\ ;·:·· . ' 1f:fs 'felt ,that In the preparation of this proposal, the construction of th~ i~; · -'.·d;:·>' .;, ori;i''fi;,,board with the guide I ines set forth above wi I I create a promotlonal process ., l,:_:,_ ";~_._:.·.; .• ·;.·._::·.·.1_.···::• •. :_.:_•:_:_·-.. ·;·:_.·._ •. ~._ •. -. __ .• :,: •...• ·'.·,, •. ;,·_·._:·:"··._:: ••.. · .• ~:.,:·.···:.·.:':·~:_.·:_._~-.•,.·.· :_ ~1· ~iE :; : ~:: ':,.";: s! ~e best man tor the pas I t i on w h i I e ma I n to 1 n I ng the h; ghes t •i . ~ ... ·.· .f ft ·>~6Jl'd 'be _noted that the board is composed of a balance of examiners represent• . . ·i.frig ;,xpertlse -ln each of the subjects being rated. It also reflects a balance of ·. 1 .··.· ..... ·_·~.,;.,~-,·~·:_:,_ ... ;:·:_._'. · ,,: I nt~rest to Insure equa Ii ty In judgement w I ;h two ~xam l nersf from w I thdl n the ddepa~- . . -·ment .~avi·ng some knowledge of the candidates previous per ormance an recor an1o1 · representing the interest of the department; one member of the City Staff, two . · ... "~.; command .officers from outside th e department, a professor from D.U., and an attorney ~.:"<>'.~:x~:'. noO:~(ot whom would have any previous knowledge of the candidate being examined. ;:·: .. -~:~~(.Y ·' ... 3?·,. ' -~,:i'.i~:. ' <i; i . ~i1'j'. ~.-· -;~11~~t;; . : .'.. . : ~·-~.-.-.:_.\~. _.i .. i v/.f?.4s_,{:;1t,."J·t~i;: . .f; .;~~ . .,. "" ~ :1\~ -~~ ~ 1;; ,t ' ;>(\'.-••. -~ ,,f .. ,,. ,... ;-_:._.,. ·•: ~ ;~tr: )~t~ft~~~; ' .. ~ .. \~;t l )~!"'" ... "' .• ,, "' ..... , J ·'., i ::f ~:~-i'.;'.:f.~~:~f '• .:~ ~-~·-~~~"f""-::iC~~ .... ~-"-"i.---:-- '. '~f \'·~;~,;~;i:f· ··;i. ~-~R. Holmes . ~'ll· '~.· · Ch lef of Police •i-·. .~--~ ".i,. . ~/ez < • ·,.-.• ·:~ '·. 1' ' -~. :: . ·~: -~~··: ... ....;_._ .... ~ -·r ~··-. I ,, M E M 0 R A N D U M .. TO: VIA: FROM: DATE ': SUBJECT: Career Service Hoa rd Richard Lori g, Personne I Di rector Robe rt R. Ho I mes, Chi et of Po I ice October 1, 1976 ADDENDUM TO PROtvOTIONAL EXAMIN ATION PROPOS AL DATED SEPTEMBER 16, 1976 On September 26, 1976, I invited al I members of the pol ice department to attend a meeting for the purpose of discussing the promotion examination proposa I I submitted to the Career Service Board on September 16, 1976. There were approximately 40 members in attendance, including most of the candidates eligible for the upcoming sergeant's promotion. After a presentation of the proposal and lengthy discussion, the consensus appeared to be ful I approval of the plan with two revisions. In item #7, referring to the subject of City Government, the membership suggested that the examiner be selected from another city to assure a minimum chance of prejudice. The rationale was that a department head or assistant city manager from another metro area city would have the same basic knowledge and expertise that a department head from Englew ood would have, but would most probably not have had any previous contact or deal lngs with any of the candidates. They felt this was val id since there would be two members from this department that would have previous knowled ge and that should be sufficient. The second, and in my op1n1on more significant rev1s1on suggested was in the scoring procedure. They suggested that in order to preclude the possibi I ity of any one board member grading any candidate extremely low or extremely high, that at the time the city personnel department computes the final scores the highest and the lowest scores for each candidate be dropped, and only the remaining five scores be averaged to determine the final score. This procedure has been, established and proven acceptable for many years in worldwide athletic competition in the events which require collective evaluations by several judges. RECEJVED UC T 0 5 19?6 ·~·. I. 1. r · . . ,,, .· ,"\ .,_ ' ·"' -2- I have studied these rev1s1ons and d i s cussed them with the command staff of the department and Mr. Lorig, and i t is my opinion that they wi I I ·:improve the original proposal. Therefore, I support them and request , that they be officially i mplemented as p a rt of the original proposal. ~~~ ............... Ch i e f of Po I i ce R-1/ez ----~··-·1 ... ,, ..... -··~······