HomeMy WebLinkAbout08-21-2018 Civil Service CommissionAGENDA
CIVIL SERVICE COMMISSION
Tuesday, August 21, 2018
8:15 AM
City Manager Conference Room
City Hall
410 E. Washington St.
Iowa City, IA
1. Selection of Commission Chair
2. Entry level Firefighter testing
3. Entry level Police Officer testing
4. General discussion of Commission policies and
procedures
If you will need disability -related accommodations in
order to participate in this program/event, please
contact Karen Jennings, Human Resources at 319-
356-5025 or karen-iennings(cDiowa-city.org. Early
requests are strongly encouraged to allow sufficient
time to meet your access needs.
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�'rl'V®a7 CITY OF IOWA CITY
' MEMORANDUM
Date:
August 16, 2018
To:
Civil Service Commission
From:
Karen Jennings, Human Resources Administrator
Re:
Entry level Firefighter Test
The existing hiring list for the position of Firefighter was certified on April 24, 2014. Because the
list is over four years old, I am recommending that we test for this position and certify a new list.
The process being recommended is described below.
Written Test: Staff recommends use of an entry-level Firefighter exam developed by the
International Public Management Association for Human Resources (IPMA-HR). The
recommended test is a multiple choice test designed to assess whether candidates have the
most basic abilities to perform on the job and includes both a cognitive and noncognitive
component. The cognitive component measures candidates' ability to learn and perform tasks
required of firefighters including the ability to read, comprehend and properly apply technical
information; the ability to reason and apply logic and sound judgment as problems occur; the
ability to develop mechanical aptitude; and whether they are cooperative, able to work
effectively with others, are thorough and practice good work habits. The noncognitive
component uses a Firefighter Interest Questionnaire to assess a variety of personal traits
consistent with success on the job, including the ability to get along with others and work as part
of a team, interest in community service, conscientiousness, sense of responsibility, and the
desire for a career in firefighting. The noncognitive components are designed to provide a more
complete assessment of candidates while also lowering adverse impact. All candidates with a
passing score will be eligible to participate in the physical fitness test.
Physical Fitness Test: The Candidate Physical Ability Test (CPAT) is a nationally recognized
fitness test in the fire industry which is jointly endorsed by the International Association of
Firefighters (IAFF) and the International Association of Fire Chiefs (IAFC). The CPAT must be
administered by licensed agencies and individuals. The job of a Firefighter requires high levels
of cardiopulmonary endurance, muscular strength and muscular endurance. The CPAT consists
of eight critical physical tasks that simulate actual job duties on the fire ground (stair climb, hose
drag, equipment carry, ladder raise and extension, forcible entry, search, rescue, ceiling breach
and pull). This is passtfail test based on a validated maximum total time of 10 minutes and 20
seconds.
CPAT administration protocols require that we host a candidate orientation session at least
eight weeks prior to the test and two practice sessions within thirty days preceding the test
where candidates can familiarize themselves with the components of the test. Candidates will
also be provided access to a CPAT Preparation Guide.
The City will accept written verification of a passing CPAT score from a licensed CPAT agency
in lieu of requiring the candidate to re -take the CPAT as long as the test was administered no
later than one year prior to the anticipated certification of the hiring list. Candidates must
successfully pass the CPAT or provide acceptable documentation of a passing CPAT score
from another licensed agency to be eligible to continue to the interview phase of the testing
process.
August 16, 2018
Page 2
Oral Interviews: Interviews will be offered to all candidates who have passed the written exam
and successfully completed the CPAT. Interviews will follow a structured interview format with
an interview panel consisting of Human Resources Division and Fire Department command
staff. Because we are committed to interviewing all candidates who successful complete the
testing phase, this process could take in excess of two weeks followed by panel discussion to
determine the composition of the recommended list.
The process will result in a rank ordered list of candidates to be recommended to the
Commission for certification.
The schedule is yet to be determined and will, in large part, be based upon the availability of
facilities. Because we want to allow ample time for promoting the recruitment and because
there are specific timing requirements related to the CPAT, this process will take several months
and will follow a schedule structured similar to the one described below,
Application period: 4-6 weeks
CPAT orientation: 2-4 weeks following application period; must be at least 8
weeks prior to CPAT test
CPAT practice session: within 30 days prior to CPAT test
Written test/CPAT: 3-4 weeks following practice session
Interviews: 2-4 weeks following written test/CPAT
I look forward to discussing this process with you at your meeting. In the meantime, please
contact me at 356-5025 with any questions.
r
CITY OF IOWA CITY
14' MEMORANDUM
Date: August 16, 2018
To: Civil Service Commission
From: Karen Jennings, Human Resources Administrator
Re: Entry Level Police Test
The certified list for the position of Police Officer has reached the end of its useful life, and we recommend
that we test for this position and certify anew hiring list. After consultation with Police Department command
staff, staff recommends the following process.
Written Test: Staff recommends use of the National Police Officer Selection Test (POST) which is required
for acceptance into the Iowa Law Enforcement Academy (ILEA) and the most widely used entry level written
test in the state of Iowa. The test includes four sections (arithmetic, reading comprehension, identification
of grammar/punctuation/spelling errors, and writing skills) designed to measure cognitive skill critical to
successfully learning and performing the job of police officer. No prior training or experience in the job of
police officer is assumed of candidates taking this test. A passing score of 70% in each test section is
required. Candidate information materials will include information on where candidates may purchase
POST study guides or practice tests and study guides will be available for on -site review in the City's Human
Resources office, The POST will be proctored by City of Iowa City Human Resources staff certified as test
proctors by the ILEA.
Because the POST is used statewide and a database of test scores is maintained by Stanard and
Associates, Inc., I recommend accepting passing POST scores for exams administered within one year of
anticipated certification of a hiring list. Candidates with such a score on file or who are ILEA certified will
be excused from having to retake the POST.
Physical Fitness Test: Staff recommends we continue to use the physical test regimen established as a
pre -employment standard by the Iowa Law Enforcement Academy Council. The test is administered on a
pass/fail basis and consists of the following: (1) sit and reach; (2) sit-ups; (3) push-ups; (4) one and one-
half (1.5) mile run. Eligible candidates who provide acceptable documentation of having successfully
completed the ILEA pre -employment physical test regimen administered by another law enforcement
agency in the state of Iowa within four months preceding Iowa City's final test date or who are ILEA certified
will be excused from having to complete the fitness test.
Test dates: The POST test and physical fitness test will be administered twice. The second test date will
provide an alternative testing opportunity for candidates unable to attend on the first date and will also
provide a second chance to candidates who do not pass either the POST or physical fitness test on the first
date. The two testing dates will be held at least 3 weeks apart.
Oral Interviews: Interviews will be offered to all candidates passing both the POST and the physical fitness
test or with current ILEA certification. Interviews follow a structured interview format with the interview panel
consisting of Human Resources Division and Police Department supervisory staff. This process could take
up to two weeks followed by panel discussion to determine the composition of the recommended list.
Certification of Hiring List: A rank order list will then be recommended to the Commission for certification.
Hiring Process: Following certification, all offers of employment will be made only to individuals on the
list. Any offer of employment is subject to the candidate passing a background investigation and medical
examination (including interpretation of the MMPI scores by ILEA) conducted in accordance with the
protocols developed by Municipal Fire and Police Retirement System of Iowa (MFPRSI) as mandated by
Chapter 411 of the Code of Iowa.
August 16, 2016
Page 2
ILEA interpretation of a valid Minnesota Multiphasic Personality Inventory (MMPI) will be required of all
candidates as part of the post -offer medical examination process and could result in a required follow-up
psychological exam. The Minnesota Multiphase Personality Inventory (MMPI) will be administered to all
candidates who do not have a valid result on file with the ILEA in conjunction with the medical examination
process. City of Iowa City Human Resources staff possessing valid proctor certifications from ILEA will
proctor the MMPI for candidates without a score on file and will then forward the exam to the ILEA for
interpretation.
A testing schedule will be established based upon the availability of testing facilities.
I look forward to discussing this process with you at your meeting. In the meantime, please contact me at
356-5025 with any questions.
Thank you.
Cc: Chief Matherly