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Home My WebLink About1998-08-05 PACKET 12.B.REQUEST OF CITY COUNCIL AGTION COUNCIL AGENDA MEETING ITEM # DATE 8/5/98 1 � • �• PREPARED BY Adr�inistration Michelle Wolfe ORIGINATING DEPARTMENT STAFF AUTHOR * * k 'k k * F > 'k A * * * # % k * * * * * * * 'k * * * * W 'k * * * * k # * 'k * * * * R * :M * * * COUNCIL ACTION REQUEST: Advise staff of any changes desired in the Public Safety Director recruitment process. BUDGET IMPLICATION SUPPORTING DOCUMENTS: BUDGETED AMOUNT ACTUAL AMOUNT � MEMOiLETTER: Memo from Michelle Wolfe dated July 30, 1998 ❑ RESOI.UTION: ❑ ORDINANCE: ❑ ENGIPJEERING RECOMMENDATION: ❑ LEGAL RECOMMENDATION: � OTHER: Outline of recruitment process Description of exam and interview components ADMINISTRATORS COMMENTS: ? � / � City Administrator Date # t k * 4� h * * * * i` k i * k 4 'k * * * * * :t Yr * rt * * k * 'k * # + d * k 'k # * k * 'k h * t * * COUNCIL ACTION TAKEN: ❑ APPROVED ❑ DENIED ❑ OTHER F:\f3RC1UPS�?Ek ECON\MANJ�CC Items\Pub Safety Recrultmerd Gcver.doc � � To: Honorable Mayor and City Council Ryan R. Schroeder, City Administrator From: Michelle A. Wolfe Date: 07I30/98 Re: Director of Public Safety Recruitment BACKGROUND At the City Council meeting of July 15, you reviewed a report, prepared by the City Admi�istrator and me, regarding the Public Safety Director position. After discussion, there were some ideas generated regarding the recruitment process. Since that meeting, I have prepared a more specific plan for the recruitment of a Public Safety Director. CHANGES SINCE JULY 15 Education: At the last meeting, staff proposed that the minimum requirements for the position include a requirement for an Associates Degree, with a Master's Degree preferred. However, since that time, we have decided to recommend that the minimum education requirement be a Bacheior's Degree or completion of the FBl Academy. I looked at the education requirement for all cities in the Stanton report, 10,000 and up. Even in the small cities, a majority requires a bachelor's degree. In addition, we felt that the qualifications Frawley, with members of the department, list of qualifications recommended that Captain and Director positions. prepared jointly by former Assistant Kelly should be foilowed for consistency. That a Bachelo�'s degree be required for the Advertisinq: I have done some research and have developed a revised recommendation for recruitment advertising: \\CG_FSt\SYS\GROUPS�PER_ECOMMAVJ�HIRWG1Public Safery Director�ProcessMemo.dx ♦ Targeted mailings, to Police Departments in the State. We will likely target all departments of a certain size, with a certain number of swom personnel. We may also include some departments from outside Minnesota, in the Midwest states. ♦ Ad in the South Washington County Bulletin as our o�cial City pubiication, ♦ Ad in the Minneapolis STAR Tribune ♦ Ad in J.O.B., a national publication from ICMA targeted for women and minorities in government ♦ Ad in the League of Minnesota Cities newsletter ♦ Ad with Minnesota Chiefs weekly newsletter (depending on cost.) RECRUITMENT PROCESS Attached is an outline of the proposed process. I spoke with severai cities that had recently recruited a new Police Chief or Public Safety Director. I asked them what worked well for them and what did not. I reviewed these ideas with Administrator Schroeder, and then prepared the attached outline. In addition, i have attached a "Description of Exam and Interview Components" which describes some of components in more detail. As of this writing, I am waiting from a proposai from Personnel Decisions, Inc., in terms of the cost on some of the items. I wili definitely have that information before Wednesday's meeting. RECOMMENDATION Please advise staff of any changes Council would like to see in the attached recruitment process. �i�L•U�/ \\CG_FS�\SYS\GROUPSV'ER_ECOMMAIMHiRINGIPublic Safery DirectoilProcessMemo.doc • Page 2 PUBLIC SAFETY DIRECTOR RECRUITMENT PROCESS Review applications for minimum requirements II. If ineet minimums, send more detailed T& E(training and experience) questionnaire, rate on 100-point scale, appiy Veteran's preference points. (MAW) ill. Narrow to top 15. Options: In-basket exercise (MAW, PDI) Written essay questions (Jointiy scored by PDi, MAW) IV. Narrow to top 5-8. consisting of those for each item. They proceed to a day of interviews and testing, listed below. We would develop scoring and weighting ♦ Community panel ♦ Staff panel ♦ Simulation (PDI) ♦ Reception ♦ Optional: Role Play Exercise (PDI) V. Narrow to top iwo or three (2-3). They proceed to final process, which would include the following: ♦ Interview with City Administrator, Assistant Administrator, and two Council members ♦ Personality, aptitude tests (PDI) Possibly, at this time, we would also proceed with Background investigations on the top 2-3. (The City of Maplewood will perform the background investigations. PDI could be asked to do a press search.) The other option is to wait until a top candidate is selected before conducting the background investigation. VI. Once a top candidate is selected by the City Administrator, recommended to City Council, and approved, a contingent job offer would be made. At that time, the candidate would proceed to a psychological examination, a physical examination, and a drug screen. \\CG_FS1\SYS\GROUPS\PER_ECON\MAIMHiRINGIPublic Safety DirectorlRECRUITMENT PROCESS.doc DESCRIPTION OF EXAM AND INTERVIEW COMPONENTS T& E(Training and Experience Rating) Use a supplemental questionnaire to gather information relative to the dimensions we decide are important. it is used as a screening tool to rate aIl applicants who meet the minimum qualifications. It rates applicants based on education and experience that is important to successful pertormance. Can be done by intemal staff. In-Basket Exercise This exam can measure administrative skilis, judgment, decision-making, written communications skills, and interpersonal communication skills. Recommend using PDI, expected cost $250 plus $85/candidafe. Essay Questions A couple of cities used written essay questions to screen candidates. These questions usually related to things like leadership. In all cases, the answers to the questions were reviewed by both the Personnel Director and PDI. Then, a joint decision was made to narrow down the list of candidates. (Joint process, PDI and intemal staff.) Community Panel Based on previous input from the City Council, this panel would likely include one or iwo community members who have a law enforcement background, a Police Chief or law enforcement o�cial from another City or cities, a resident, and a corporate representative. I also would recomrnend considering a representative from the school district. (Could be handled by intemal staff; could ask PDl assistance.) Staff Panel This panel wouid include representatives from the Public Safety Department. (Could be handted by intemal staff,� could ask PDI assistance.) SimuOation Each candidate would be asked to make a budget presentation of some kind to a panel. The panel wouid be made up of one or two City Gouncii members, and maybe someone from staff (City Administrator or Assistant, for example.) PDI would videotape the presentation and score them. • Page 3 DESCRIPTION OF EXAM AND INTERVIEW COMPONENTS Page Two Reception with Feedback The reception would include the candidates, the Department Heads and City Administrator, and the City Council. The candidates would introduce themselves and tell the group about themselves. The department heads and City Council would do the same. After these presentations, all would "mingle". Following the event, City Council and Department Heads would complete feedback forms and provide them to the City Administrator. Can be handled by internal staff. Role Play This could involve, for example, a supervisory scenario or a di�cult resident scenario. Several dimensions can be rated within those two scenarios. PDI would administer and score. Expected cost, $250 plus $85 per candidate. Final Interview Standard interview administered by internal staff. Personality and/or Aptitude Tests These would be administered by PDI. I do not have very specific information about these at this time, but expect more information when i receive the proposal from PDI. \\CG FSASYS\GROUPS�PER ECOMMAVJ�HIRING�PublicSafery�DirectorV'rocessMemo.doc PP � • Page 4