HomeMy WebLinkAbout12-08-14 Packet
AMENDED AGENDA
CITY OF MAPLEWOOD
POLICE CIVIL SERVICE COMMISSION
Monday, December 8, 2014
8:00 a.m.
Council Chambers—Maplewood City Hall
1830 County Road B East
1. Call to Order
2. Roll Call
3. Approval of Agenda
4. Approval of Minutes:
March 6, 2014
5. New Business
a. Approval to Vacate Existing Police Officer Eligibility List
b. Approval of Proposed Internal Police Officer Recruitment Process
and Posting
6. Unfinished Business
7. Visitor Presentations
8. Commission Presentations
9. Staff Presentations
10. Adjourn
MINUTES
CITY OF MAPLEWOOD
POLICE CIVIL SERVICE COMMISSION
Thursday, March 6, 2014
5:00 p.m.
Council Chambers—Maplewood City Hall
1830 County Road B East
1. Call to Order
2. Roll Call
Commissioners: Jim Meehan, Chair, present
Debra Birkholz, Commissioner, present
Lisa Liddell, Secretary, absent
Others: Terrie Rameaux, Staff Liaison, present
Paul Schnell, Police Chief, present
3. Approval of Agenda
Commissioner Birkholz motioned to approve the agenda.
Commissioner Meehan seconded. Ayes: All
The motion passed.
4. Approval of Minutes:
a. February 3, 2014
Commissioner Birkholz motioned to approve the Meeting Minutes for February 3,
2014.
Commissioner Meehan seconded. Ayes: All
The motion passed.
6. New Business
A. New Business
a. Accept Exam Results for Police Commander; Establish Police
Commander Eligibility List; Certify Eligibility List
Ms. Rameaux and Chief Schnell addressed the commission and went over the
report and answered questions.
Commissioner Meehan motioned to accept the listed candidate for Police
Commander.
Commissioner Birkholz seconded. Ayes: All
The motion passed.
b. Review and Approve Updated Job Descriptions for Police Sergeant
and Police Lieutenant
Ms. Rameaux and Chief Schnell addressed the commission and went over the
report and answered questions.
Commissioner Birkholtz motioned to approve the updated job descriptions for
Police Sergeant and Police Lieutenant.
Commissioner Meehan seconded. Ayes: All
The motion passed.
7. Unfinished Business
8. Visitor Presentations
9. Commission Presentations
Commisioner Birkholtz asked when they would be creating a new eligibility
list.
Chief Schnell and Ms. Rameaux answered the question by saying that they
will come to the commission when we can see an impending need.
10. Staff Presentations
Chief Schnell would like to address the commission at an upcoming meeting
regarding alternative recruitment opportunities and creative ideas for new
candidates that will address our diversity needs.
11. Adjourn
Commissioner Meehan motioned to adjourn the meeting at 5:14 pm.
Commissioner Meehan seconded. Ayes: All
The motion passed.
Agenda Item 5.a
AGENDA REPORT
TO: Police Civil Service Commission
FROM: Terrie Rameaux, Human Resource Coordinator/Staff Liaison
SUBJECT: Approval to De-certify Current Police Officer Eligibility
DATE: December 4, 2014
Background
Police Chief Schnell is requesting that the Commission de-certify the existing police
officer eligibility list. Under Section 10 (d), as amended in December 2013, “an eligibility
list will be maintained from the date approved by the Commission until a
recommendation from staff to de-certify the list is brought before the Commission for
their consideration.” The list was certified over 1 year ago—November 18, 2013.
Recommendation
After discussion, recommend the Commission de-certify the existing eligibility list dated
November 18, 2013.
Agenda Item 5.b
AGENDA REPORT
TO: Police Civil Service Commission
FROM: Terrie Rameaux, Human Resource Coordinator/Staff Liaison
SUBJECT: Approval of Proposed Internal Police Officer Recruitment Process
and Posting
DATE: December 4, 2014
BACKGROUND
Police Chief Schnell is requesting that the Commission review and approve the initiation
of a new internal recruiting process for police officer to establish a new eligibility list.
There is currently one police officer vacancy with another one imminent.
Attached are: 1) the draft job posting, and 2) a summary of the proposed process for an
internal police officer recruitment. Chief Schnell will explain in more detail the proposed
recruitment process.
RECOMMENDATION
After discussion, recommend the Commission approve: 1) the draft posting, and 2) the
proposed internal recruitment process for police officer.
Attachments—
#1 – Draft Posting-Police Officer
#2 – Proposed Internal Police Officer Recruitment & Hiring Process
Attachment #1
POSTING DATE: December 8, 2014 CLOSING DATE: December 19, 2014
MAPLEWOOD POLICE CIVIL SERVICE COMMISSION
CITY OF MAPLEWOOD, MINNESOTA
NOTIFICATION OF INTERNAL EXAMINATION PROCESS
FOR
POLICE OFFICER
ANNUAL SALARY: Starting Salary - $50,783; Top Patrol - $72,547, plus longevity pay.
CANDIDATE ELIGIBILITY/MINIMUM REQUIREMENTS: Current full-time, part-time, temporary/seasonal,
casual part-time Maplewood employees and current Maplewood Reserve Officers;
AND
Must have an Associate Degree in law enforcement, criminal justice or equivalent and must be P.O.S.T. licensed or
have taken and passed the P.O.S.T. licensing exam by December 31, 2014. Applicants must be a citizen of the United
States and possess a valid Minnesota driver’s license or equivalent out-of-state license. Copy of license or letter from
P.O.S.T. Board indicating you passed the licensing exam will be required by December 31, 2014 to be placed on
the eligibility list.
DUTIES OF POSITION: Performs responsible police work involving the protection and safety of the community
through prevention and control of crime, preserving peace, regulating traffic, and providing emergency medical
services; enforces federal, state, and local laws; and performs related duties as required.
ESSENTIAL AREAS OF ACCOUNTABILITY
1. Responds to radio, distress and emergency calls.
2. Patrols in a squad car, on bicycle or on foot as required to enforce laws, detect and prevent crime, and protect life
and property.
3. Investigates complaints involving violations of City ordinances, state and federal laws.
4. Handles traffic flow problems and directs traffic to relieve congestion and aid in the prevention of accidents.
Enforces traffic and parking laws, operates radar, runs license checks, and issues warnings and citations as
necessary.
Conducts field sobriety tests; may administer blood alcohol concentration tests.
5. Makes legal searches, apprehends and arrests law violators, prepares reports of incidents and arrests, and safely
transports prisoners as may be required in accordance with approved departmental policies.
6. Responds to accident scenes and fires, provides emergency medical services, directs traffic flow, investigates
accidents, prepares reports, and transports to medical facilities as needed.
7. Assists other agencies such as the county, area communities, and the State Patrol as needed; maintains contact and
cooperates as appropriate.
8. Maintains high visibility while on patrol; takes actions or mediates disputes as necessary to prevent crime.
9. Prepares a variety of reports covering investigations and other assignments in an accurate and thorough manner so
that a proper record and basis for follow-up is assured.
10. Maintains skills proficiency as required by the Minnesota P.O.S.T. Board and Maplewood Police Department.
ESSENTIAL KNOWLEDGE, SKILLS, AND ABILITIES
* Considerable knowledge of law enforcement procedures and techniques including rule of evidence, arrest, search
and seizure, use-of-force continuum, etc.
* Considerable knowledge of federal, state, and local laws and department policies.
* Considerable knowledge of community policing problem solving and quality of life issues.
* Considerable knowledge of medical response at first responder level.
* Considerable knowledge of City layout including important buildings and the street system.
* Considerable skill and proficiency in handling and discharging firearms in an efficient and safe manner.
* Considerable skill to expertly drive a motor vehicle, sometimes under emergency and adverse road conditions
and at high speeds.
* Considerable skill in applying available resources and tools to subdue a suspect or effect an arrest.
* Considerable ability to analyze situations and determine appropriate action.
* Considerable ability to respond quickly and appropriately to crisis and emergency situations.
* Considerable ability to cope with situations firmly, courteously, and with respect for citizens and their rights.
* Considerable ability to use force appropriately and in accordance with department policy.
* Considerable ability to apply laws to specific incidents.
* Considerable ability to see, hear, and remember people, evidence, facts, and circumstances at all times of the day
and night requiring night vision.
* Considerable ability to communicate effectively with others both orally and in writing and maintain strict
confidentiality.
* Considerable ability to understand and successfully carry out written and verbal instructions.
* Considerable ability to perform all duties with courtesy, tact, and professionalism in order to achieve and
maintain the trust and respect of the public and fellow officers.
* Considerable ability to work independently, without direct supervision.
* Considerable ability to stand, walk or sit for long periods of time when on patrol and bend and stoop as needed.
* Considerable ability to chase and subdue suspects or law violators as needed.
* Considerable ability to work different shifts, weekends and holidays, and occasionally be able to respond to calls
during non-work hours.
* Working ability to use large motor skills to lift and either push, pull, drag, or carry evidence, property, and
people weighing up to 150 pounds; may be required to lift heavier items/people on occasion, with assistance.
* Considerable ability to operate radar, in-car video, radios, telephones, computers, medical equipment, other
department equipment and vehicles.
* Considerable ability to read and follow department policies and to read police reports and a computer screen.
* Considerable ability to drive safely and legally, to follow emergency driving protocols, and maintain a good
driving record.
* Working ability to operate a laptop and pc with standard office software.
* Working ability to use fine motor coordination to prepare accurate and thorough reports and to enter data into a
mobile data computer.
Working ability to investigate crimes and accidents.
* Working ability to occasionally work with or around irritants, fumes, infectious disease and hazardous chemicals
at an accident or fire scene involving vehicles or chemical plants.
* Working ability to pull, push, twist and turn as needed in apprehending suspects or assisting at an accident scene.
* Working ability to work outside as needed in all types of weather.
* Working ability to use senses of smell and touch to evaluate conditions at a scene.
WHY A CAREER IN THE MAPLEWOOD POLICE DEPARTMENT?
The City of Maplewood is a rapidly growing suburban community with a population of approximately 38,018,
covering 19 square miles. We are located in the northeast corner of Ramsey County adjacent to the City of St. Paul.
The Maplewood Police Department offers new police officers a comprehensive field training program that builds on
individual strengths to enhance skills and professional development. The department values and prides itself on
providing responsive and effective service. The department is committed to training that grows a professional police
officer’s capabilities and capacity to effectively respond to and solve problems that affect the safety and livability of
the community. Current authorized strength is 40 Officers, 7 Sergeants, 1 Lieutenant, 2 Commanders and 1 Chief.
The Maplewood Police Department offers a range of interesting and challenging assignments and/or career
development opportunities including:
* Patrol Officer * SWAT Team Member
* School Resource Officer * Canine Officer
* Drug Task Force Agent * Investigator
* Field Training Officer * Crisis Negotiation Team
* Firearms & Defensive Tactics Instructor
TO APPLY: Must complete City application and supplemental questionnaire. Available at the main receptionist area
at Maplewood City Hall, 1830 East County Road B, Maplewood, Minnesota, 55109. Office hours: 8:00 a.m. - 4:30
p.m., Monday – Friday. Application packets are also available from the Human Resources Department at City Hall.
To request an application packet, contact Terrie Rameaux at terrie.rameaux@ci.maplewood.mn.us. Mailed, emailed
or faxed application materials must be postmarked/time stamped no later than 4:30, Friday, December 19, 2014.
THIS EXAMINATION WILL CONSIST OF THE FOLLOWING:
EXAMINATION COMPONENTS
Phase 1: Training & Experience Evaluation—Weighted 20%
Phase 2: Three structured panel interviews; 2 of the panels will each consisting of: Maplewood Police
Officer, Maplewood Police Sergeant and 2 Community Members. Scoring for this phase is based on
combined average score of the three panels—Weighted 50%
Phase 3: Cooper Institute Physical Fitness Test—Pass/Fail (Passing score is performance at or above 30th
percentile of the Cooper Public Safety Standard without regard for gender or age.
Phase 4: Timed Writing Assessment (25 points) and Chief’s Interview (75 Points)—one combined score—
Weighted 30%
Final ranking will be based on the total weighted scoring of components listed above and will result in a
ranked eligibility list to be certified by the Commission.
MEDICAL EXAMINATION, PSYCHIATRIC EXAMINATION, & BACKGROUND INVESTIGATION:
Applicants must pass a qualifying medical examination—which includes a physical agility component, a psychological
examination, and a background investigation. In accordance with the State regulations, no applicant who has been
convicted of a felony or other selected crimes as defined by P.O.S.T. Board standards may be appointed as a police
officer.* The medical and psychological exams will be scheduled only after a contingent offer of employment is
made.
DEADLINE FOR APPLICATION MATERIALS: Application & questionnaire for this position must be received
(post-marked, emailed or faxed) in the City of Maplewood Offices, 1830 East County Road B, Maplewood,
Minnesota, 55109, no later than Friday, December 19, 2014.
VETERAN’S PREFERENCE: The Minnesota State Veteran’s Preference Law will apply. Points will be allocated at
the Training and Experience Evaluation in Phase 1.
Maplewood Police Civil Service Commission
*NOTE: See attached rejection criteria for background investigations along with special certification rules
that apply to the eligibility list.
The City does not discriminate on the basis of race, color, creed, religion, ancestry, national origin,
sexual or affectional orientation, marital status, status with regard to public assistance, political affiliation,
sex or age (except where sex or age is a bona fide occupational qualification), or disability in employment.
An Equal Opportunity Employer
If you need any type of accommodation to participate in any examination, please contact the ADA
Coordinator at (651) 249-2054 at least 7 days prior to the examination.
POLICE CIVIL SERVICE
COMMISSION
RULES AND REGULATIONS
(Excerpt)
III. APPLICATIONS, EXAMINATIONS, ELIGIBILITY LISTS
SECTION 6. APPLICATIONS
(a) A person seeking employment as a licensed police officer shall be required to:
(1) Submit a complete written application on the forms prescribed by the Commission within the time
period designated by the Commission.
(2) Comply with all minimum job-relevant requirements established for the Position.
(3) Comply with all selection and promotion procedures required by the Commission.
(4) Submit evidence of special qualifications, if requested by the Commission.
(5) Be a citizen of the United States.
(6) Meet all qualifications as of the date of application, unless otherwise noted on the application
forms.
SECTION 7. REJECTION OF APPLICATIONS
The Commission or City Manager, with approval of the Commission, may reject an application for any of the
following reasons:
(a) Failure to meet the minimum requirements for the position as set forth in the approved job description;
(b) Past record of crime, disgraceful conduct or disqualifying background information (see attached
Background Rejection Criteria);
(c) Giving false information, engaging in fraudulent conduct or attempted deception, or conspiring with others
to do so;
(d) Formal dismissal from public or private service for delinquency or misconduct.
(e) See BACKGROUND REJECTION CRITERIA for Police Officer candidates (attached).
SECTION 9. REVIEW OF EXAMINATIONS
No examination or papers connected therewith may be reviewed by the applicant or the public. The Commission
may correct clerical errors of examiners prior to preparing an Eligibility List.
SECTION 10. CREATION AND MAINTENANCE OF ELIGIBILITY LIST
(a) After rating the job-relevant examinations, the Commission shall notify each candidate of his/her initial
relative ranking on the list.
(b) The names of all candidates who pass the examinations shall be placed on an Eligibility List ranked
according to the candidates’ total scores including veteran’s preference points. Veterans’ preference
points will be awarded at the first selection cut-off decision, based on a 100-point scale.
(c) An Eligibility List will be maintained from the date approved by the Commission until a recommendation
from staff to de-certify the list is brought before the Commission for their consideration.
IV. CERTIFICATION AND APPOINTMENTS
SECTION 12. CERTIFICATION
(a) When a vacancy in the Department occurs, the City Manager will request the Commission to establish a
list of eligibles. If there is an existing list from which the City Manager wishes to fill the vacancy, the
Manager will request certification of the appropriate number of candidates for consideration.
(b) Upon receipt of the request, the Commission shall certify to the City Manager the names of the top three
eligible persons from the Eligibility List with respect to the Position to be filled.
(d) When a need for more paramedics is identified by the Police Chief due to insufficient numbers of
paramedics available for street duty, and the City Manager concurs, the Commission will certify up to two
additional candidates who have completed paramedic training.
(f) When a need for a special skill is identified by the department (such as translation skills, etc.) for the
position of police officer, up to two additional names may be certified from applicants possessing those
skills.
SECTION 13. APPOINTMENTS
(a) The City Manager has complete discretionary judgment and is the sole authority in selecting one of the
candidates certified to fill the opening based upon a comparison of the candidates’ job-relevant
qualifications, test scores, and other job-relevant information available. Prior to making a selection, the
City Manager may obtain any additional job-relevant information deemed necessary to complete the
appointment, including recommendations from the Chief of Police. The City Manager may, in his/her sole
discretion, reject any or all candidates submitted by the Commission.
(c) Up to the time of actual appointment and after an appointment has been made by the City Manager, the
candidate’s name may be removed from the Eligibility List by the Commission or the appointment
withdrawn by the City Manager if it has been determined that:
(1) The application form has been falsified,
(2) The candidate has behaved dishonestly in preparing for or taking the examination(s),
(3) The candidate does not meet the minimum job-relevant requirements established for the position,
(4) The candidate has a physical or health condition that, even with reasonable accommodation by the
Department, renders the candidate unable to perform the essential functions of the Position.
APPENDIX A
BACKGROUND REJECTION CRITERIA FOR POLICE OFFICER CANDIDATES
The following will result in the rejection of police applicants:
Felony conviction (including pardons)
Felony and gross misdemeanor drug conviction
Criminal sexual conduct conviction
Gross misdemeanor conviction in last five (5) years
Conviction of assaulting or eluding a police officer
Evidence that the applicant has misrepresented or falsified any material information to the
department
The following may result in the rejection of the applicant:
D.W.I., Implied Consent or B.A.C. over .08 on the driver record in the five (5) years
Misdemeanor conviction (including traffic convictions, D.A.R. and D.A.S.) in last three (3) years
Dismissal from a police agency or negotiated resignation in lieu of termination
An undesirable discharge from the military or an honorable discharge which indicates the
applicant is not eligible for reenlistment
More than two (2) “At Fault” motor vehicle accidents in the past two (2) years
Documented instances of misconduct by prior employers
Documented instances of undesirable work habits
Documented pattern of unfitness or patterns of misconduct
Documented history of behavior which indicates that the applicant will not succeed as a
Maplewood police officer
Insufficient references or unsatisfactory references or unsatisfactory personal qualifications
All applicants considered for rejection will be reviewed by the Chief of Police and Maplewood Police
Civil Service Commission.
Attachment #2
Maplewood Police Department
2014 Police Officer Recruitment & Hiring Process
Internal Candidate Testing/Selection Process
Eligible Candidates/Requirements:
Associate degree in law enforcement, criminal justice or equivalent.
Current full‐time, part‐time, season, temporary city employees are presently eligible for Peace
Officer licensure by the Minnesota POST Board or will be eligible by December 31, 2014.
Current Maplewood Reserve Officers who are presently eligible for Peace Officer licensure by
the Minnesota POST Board or will be eligible by December 31, 2014.
Additional requirements:
Valid Minnesota Drivers License
First Responder level first aid certification
PHASE ONE:
Components: 1: Determination of eligibility based on above standards and
Education: (Application/Resume Review):
AA Degree: 90 points*
OR
BA/MA Degree: 95 points*
*May only receive credit for highest classification
Language skills:
Fluency in a language other than English, including Sign Language: 5 points
Military:
Veterans Preference: 5 points*
*added on top of base training and experience score
PHASE TWO:
Components: 2: Three structured panel interviews (combined and averaged scores of all panelists and
panels comprise final score with maximum possible 100 points)
Two structured panel interviews comprised of the following:
One police sergeant
One police officer
Two community members (at least one panel shall include a youth representative)
OVER →
One structured panel interview comprised of the following:
Two police commanders
One police Lieutenant
Interview panels operate simultaneously. Each interview panel is 20 minutes in length after which the
candidate is rotated. Each candidate is interviewed by all three panels. Final Phase Two scoring is based
on the combined average score for the panels.
PHASE THREE: Phase Three will occur immediately following panel interviews
Components: 3: Cooper Institute physical fitness test – pass/fail. A passing score is performance at or
above the 30th percentile of the Cooper public safety standard without regard for
gender or age.
PHASE FOUR: Phase Four will occur within 2 to 5 days of score tabulation from Phase 2/3
Components: 4a: Timed writing assessment – 25 points
4b: Chief’s Interview – 75 points
Final ranking will be based upon the weighted scoring scheme as follows:
1. Phase 1 – Weighted at 20%
2. Phase 2 – Weighted at 50%
3. Phase 3 – Pass/Fail
4. Phase 4 – Weighted at 30%