HomeMy WebLinkAbout08-08-2014 Civil Service CommissionAGENDA
CIVIL SERVICE COMMISSION
Friday, August 8, 2014
8:15 AM
Helling Conference Room
(Lobby Conference Room)
City Hall
410 E. Washington St.
Iowa City, IA
1. Police Department promotional testing
2. Certification of amended hiring list for the position
of Firefighter
Scheduling of Fire Department promotional
testing
4. Old business
5. New business
Any late handouts will be included in the meeting minutes.
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Date: August 6, 2014
To: Civil Service Commission
From: Karen Jennings, Human Resources Administrator
Re: Police Department Promotional Testing
The certified lists for promotional positions in the Police Department expire on October 30,
2014. To enable the Chief to fill future vacancies, we need to hold a new promotional process.
The requirements for the position of Police Captain have been updated to include a Bachelor's
degree in Criminal Justice/Law Enforcement or a related field from a DOE accredited institution
and six years in law enforcement including four years minimum experience at the rank of
Sergeant or higher. A Master's Degree in Criminal Justice/Law Enforcement or Public Service
Management from a DOE accredited institution is preferred.
The requirements for the position of Police Lieutenant include an Associate's Degree or a
minimum of 60 hours of college credit in Criminal Justice/Law Enforcement or a related field
from a DOE accredited institution and five years in law enforcement including two years
minimum as a Sergeant. A Bachelor's Degree in Criminal Justice/Law Enforcement or a related
field from a DOE accredited institution is preferred.
The requirements for the position of Police Sergeant include an Associate's Degree or 60 hours
of college credit from a DOE accredited institution and three years as an ICPD Police Officer.
We are recommending assessment centers be used in the selection process for each of these
positions. An assessment center is a process whereby assessors who have held command
staff positions in other law enforcement agencies evaluate candidates for a position based on
candidate performance in exercises designed to simulate situations encountered by a person in
the rank they are seeking to hold. Previous assessment center exercises have included a
number of the following: problem -solving, training presentation, citizen complaint, tactical, oral
presentation, in -basket, employee interview or other job related situations. A consultant with
police administration background and experience in administering civil service promotional
testing processes will be hired to design and administer the assessment centers. Exercises are
selected based on the position being tested and are developed in conjunction with input from
police personnel and human resources. Following completion of the assessment center the
consultant will be available to meet with candidates to provide feedback regarding the
candidate's participation in the assessment center. This is the opportunity for candidates to
hear the assessors' comments regarding their strengths and weaknesses. This type of
feedback is valuable to candidates as it provides them with information they can use in their
professional development.
We recommend that Chief Jeff Cayler be authorized by the Civil Service Commission to
administer the promotional assessment centers. Chief Cayler has had a lengthy career in law
enforcement, having served as Police Chief in Carroll, Iowa for over 29 years. He has been
administering assessment centers for law enforcement agencies for approximately 18 years and
has served as an assessor in past City of Iowa City police promotional testing processes.
August 6, 2014
Page 2
The Iowa Code allows up to 10 names to be certified for promotional positions. All candidates
would be eligible to participate in the assessment center.
Because of the potentially large candidate pool for the position of Sergeant, we are
recommending a written test be the first step in that process. The written test will be the basis
for narrowing the pool to those candidates who will then proceed to the assessment center.
We recommend using a promotional test developed by the International Personnel Management
Association (IPMA) for candidates for the position of Sergeant and that City Human Resources
staff be authorized to administer this exam. This test is a multiple-choice test designed for entry
level law enforcement supervisors. It consists of questions in the following areas: laws related
to police work; police field operations; investigative procedures; supervisory practices; and
reports, records and paperwork. Any candidate who meets the education and experience
requirement for the position and submits an application form in a timely manner will be eligible
to participate in the written test. IPMA suggests that applicants be given study time. Testing will
be scheduled to allow candidates a minimum of 60 days study time. To assist candidates in
preparing for this test the City will provide multiple copies of the books on the recommended
reading list. It is recommended that the top 15 applicants who score 70% or higher on the
written test be eligible to participate in the assessment center. The final score for candidates
will be based on a weight of 25% written test and 75% assessment center.
As with all Civil Service testing Human Resources staff will be involved at all stages of the
process to ensure that legal requirements associated with the hiring process are met. Testing is
tentatively planned to take place in November.
cc: Chief Hargadine