HomeMy WebLinkAboutORDINANCES-2015-100-O-15• Effective Date: August 8, 2015
100-0-15
AN ORDINANCE
Amending Title 2, Chapter 3 of the City Code
to reflect changes in the Public Safety
Civil Service Commission Rules
7/2/2015
NOW BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF
EVANSTON, COOK COUNTY, ILLINOIS, THAT:
SECTION 1: That section 2-3-6 of the Evanston City Code of 2012, as
amended, is hereby further amended to read as follows:
2-3-6: RULES AND REGULATIONS OF THE PUBLIC SAFETY CIVIL SERVICE
COMMISSION
The Evanston Public Safety Civil Service Commission Rules attached to Ordinance 62-
. 0-12 as Exhibit A are hereby redacted in full and replaced by the Public Safety Civil
Service Commission Rules which are attached to Ordinance No. 100-0-15 as Exhibit 1
and incorporated herein as if fully restated.
SECTION 2: All ordinances or parts of ordinances in conflict herewith are
hereby repealed.
SECTION 3: If any provision of this Ordinance 100-0-15 or application
thereof to any person or circumstance is held unconstitutional or otherwise invalid, such
invalidity shall not affect other provisions or applications of this Ordinance that can be
given effect without the invalid application or provision, and each invalid application of
this Ordinance is severable.
SECTION 4: The findings and recitals contained herein are declared to
be prima facie evidence of the law of the City and shall be received in evidence as
provided by the Illinois Compiled Statutes and the courts of the State of Illinois.
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100-0-15
SECTION 5: This Ordinance 100-0-15 shall be in full force and effect
from and after its passage, approval, and publication in the manner provided by law.
Introduced: lu�� ? 2015
mel
Adopted:-41 (_I L 2015
Attest:
1
Rod ecity
Clerk
Approved: �q
Cal. 1 '2015
jElriaeth B. Tisdahl, Mayor
Approved as to form:
W. Granr, Corporation Counsel
—2—
• EXHIBIT A
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PUBLIC SAFETY CIVIL SERVICE COMMISSION RULES
-3-
100-0-15
RULES AND REGULATIONS OF THE
PUBLIC SAFETY CIVIL SERVICE COMMISSION
These Rules and Regulations ("Rules") of the Public Safety Civil Service
Commission, as amended, replace all prior versions in their entirety, by adoption by the
Public Safety Civil Service Commission and the City Council of the City of Evanston.
I. ADMINISTRATION
A. Purpose: The Public Safety Civil Service Commission ("Commission") of the
City of Evanston ("City"), Cook County, Illinois makes original appointments (of entry-
level police officers and firefighters) in accordance with the Civil Service Act, 65 ILCS
5/10-1-1 et seq. (the "Act"). The purpose of the Commission is to promote fair and equal
treatment and opportunity under the law.
B. Effective Date: The Rules, as amended, shall take effect upon the adoption by the
City Council and subsequent approval by the Mayor of Ordinance 62-0-12. The final
eligibility lists in place as of the Effective Date of the passage of these Rules (for either
the Police or Fire Department candidates for initial appointment) shall not be impacted by
the revisions to the Rules. After the expiration of the current final eligibility list(s) and
the commencement of a new hiring process, these Rules shall be implemented.
C. Authority: The Commission derives its power and authority from the Act and
from Title 2, Chapter 3 "Public Safety Civil Service Commission and Division of Human
Resources," as amended. The Act and these Rules govern the procedures by which the
Commission must operate and appoint candidates. Adherence to the Act and all other
applicable federal, State, and local regulations are of paramount concern and
consideration, including but not limited to rules and regulations of the U.S. Equal
Employment Opportunity Commission.
D. Definitions:
1. The word "Commission" shall mean the Public Safety Civil Service Commission.
2. The word "Officer" shall mean any individual holding a permanent office as a full
time sworn member of the Police Department of the City of Evanston as described under
the provisions of the Code of Ordinances of the City of Evanston, Cook County, Illinois,
as amended. It shall include probationary members, except when otherwise specified.
3. The word "Firefighter" shall mean any firefighter/paramedic holding a permanent
office as a full time sworn member of the Fire Department of the City of Evanston as
described under the provisions of the Code of Ordinances of the City of Evanston, Cook
County, Illinois, as amended. It shall include probationary members, except when
otherwise specified.
4. Any time reference is made to the "Police Chief' or "Fire Chief," the terms shall
include any person duly acting in place of the Police Chief or Fire Chief.
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5. The word "City" shall mean the City of Evanston, Cook County, Illinois.
6. "Corporate Authorities" shall mean the Mayor and City Council of the City of
Evanston.
7. "City Code" shall mean the City of Evanston Code.
8. "Commissioner" shall mean a member of the Public Safety Civil Service
Commission.
9. "Employee Manual" shall mean and refer to the Employee Manual of the City of
Evanston which sets forth the established procedures to implement and carry out the
policies of the City of Evanston regarding the personnel system as contained in the City
Code, Title 2, Chapter 3, and further contained in the Rules of the Public Safety Civil
Service Commission.
10. "Competitive Examination Process" shall mean and refer to the specific
preference points and questions agreed upon by the Commissioners prior to the
commencement of the application process of original appointment for either the Fire
Department or Police Department.
E. Commissioners: The Mayor, with the approval of the City Council, shall appoint
• seven (7) persons who shall constitute and be known as the Public Safety Civil Service
Commission. The Commission shall annually, on the first meeting of the year, elect a
Chairman. Those holding office at the time of the effective date of this Ordinance shall
continue in office until the expiration of the terms to which they have been appointed.
After the expiration of the terms of the existing Commissioners, the Mayor shall, in like
manner, appoint person(s) as the successor of the respective Commissioner whose term
will expire that year to serve as such Commissioner for three (3) years and until his/her
successor is appointed and qualified. At the discretion of the Mayor, each Commissioner
maybe reappointed for just one (1) additional term. Human Resource Division Manager
or assigned designee will function as the secretary for the Commission.
F. Duties of the Commission:
1. The Commission shall review and approve the Competitive Examination Process
for original appointment of police officers and firefighters. All other hiring will be
conducted by the Human Resource Division Manager at the direction of the City
Manager or his/her designee and completed in accordance with the Employee Manual
and other rules, regulations and laws. The Commission's role during the Competitive
Examination Process includes the task of reviewing and affirming the process
contemplated by the Human Resources Division Manager and Fire Chief or Police Chief
for the appointment of the respective vacancy or vacancies prior to commencement of
any acceptance of applications for said vacancy. See Section III for further detail and
• guidance.
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2. Participation on final Commission interviews: On a rotating basis, described
further below, each Commissioner will be expected to participate in final Commission
interviews of candidates. The applicants who pass all preceding examination elements
shall be required to undergo a final Commission interview as discussed below.
3. The Commission shall be responsible for the certification of persons for initial
hire to the Fire Department and Police Department. The Commission shall certify these
candidates of the Departments in accordance with, and to the extent provided in, these
Rules.
4. The Commission is also charged with the recruitment of qualified local candidates
for open vacancies for initial hire to the Police and Fire Departments.
G. Meetings:
1. Meetings may be scheduled at the mutual convenience of the Commission
members as needed. Notice shall be posted and meetings shall be open to the public and
conducted in accordance with the Illinois Open Meetings Act, 5 ILCS 120/1 et seq.
2. Special meetings shall be open. Notice of a special meeting shall be posted forty-
eight (48) hours prior to convening. A meeting may be called by the filing of a notice, in
• writing, with the secretary and signed either by the chairperson of the Commission or, in
the event of the absence of the chairperson, a member of the Commission. This notice
shall contain a brief statement of the business to be submitted for the consideration of the
Commission at such special meetings. It shall set forth the time and place of such special
meeting. No other business shall be considered at such special meeting unless if a
quorum of Commissioners is present.
3. During any regular or special meeting, a closed session may be held upon a
proper motion made by any single member of the Commission for the purpose of
discussing personnel. No closed session meetings shall be held at a special meeting
unless the closed session is noted on the agenda. Closed sessions may be limited to
Commission members and such invited persons as the Commission may deem necessary.
The secretary will record the motion to close the meeting and keep minutes of the closed
session. Closed sessions shall be taped, audibly or visually, with said tapes being
maintained for a period not less than 60 days.
H. Quorum: A quorum of the Commission shall be a majority of the commissioners
appointed.
I. Order of Business: The order of business shall be dictated by a packet and
agenda prepared and presented to the Commission in advance and the order of business
shall typically be as follows:
• I. Approval of the minutes
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• II. Communications
III. Chief Forum and updates from the Departments
IV. Old Business
V. New Business
VI. Adjournment
J. Rules of Procedure: The Commission shall be guided by parliamentary law as
prescribed in Roberts Rules of Order, as amended, unless in conflict with these Rules and
Regulations.
K. Amendments to the Rules: Proposed amendments to these Rules may be made at
any meetings of the Commission and shall be done in consultation with the City Manager
and the Corporation Counsel. The proposed amendments shall be posted on the City of
Evanston website prior to adoption by the Commission no later than 30 days prior to a
meeting set to review any amendments. Any and all amendments adopted by the
Commission shall be posted on the City's website. The City Council shall be advised by
the City Manager of any amendments approved by the Commission.
L. Employee Manual: In the event of any conflict between the City of Evanston
Code restrictions and regulations and these Rules, the City Code shall prevail. In the
event of any conflict between the restrictions and provisions set forth in the Employee
Manual and the Public Safety Civil Service Commission Rules, the terms and conditions
• of Public Safety Civil Service Commission Rules shall supersede, prevail and dictate.
Any term or condition within the Employee Manual not addressed within the Public
Safety Civil Service Commission Rules shall remain in full force and effect. Pursuant to
the City Code, the Commission has no authority to revise or amend the Employee
Manual.
II. ORIGINAL APPOINTMENT PROCESS FOR FIRE DEPARTMENT
This section outlines each step in the original appointment hiring process for
firefighter/paramedic applicants.
1. Affirmation of Process:
The Commission reviews the process prior to posting for each vacancy or
vacancies.
2. Notice of testing process:
Application, job description, testing processes will be posted at least 30 days prior
to the administration of the written examination.
3. Minimum requirements:
(a) Proof of passing score on the CPAT and Ladder Climb.
• (b) Possession of at least a high school diploma or GED.
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(c) Age Limits:
• Applicant must be at least 21 years of age at time of hire, but can be 20
years of age at the time of application and testing.
• Cannot be over the age of 34 at time of application (exception: previous
full-time experience as a firefighter/paramedic).
(c) Other pre -requisites may be recommended by the Fire Chief and approved by
the Commission during the affirmation of the process, see Section III (A).
(d) Disqualifications: an applicant's criminal record, depending on the nature of
the offense(s), can disqualify a candidate, as more fully described in the Act,
as amended.
4. Written Exam:
Scored on a 100 point scale; requires passage of the written exam. The cut-off score for
the written examination will be based on the recommendation of the developer of
the written examination and will be consistent with the minimally qualified
performance in the firefighter position. Applicants who do not receive a
minimum passing score on the written exam will be disqualified and removed
from further consideration.
5. Preliminary List:
Names of applicants shall be placed on the Preliminary List in rank order of
written exam score, highest first (and only those scoring at or above the minimum
. score established by the Commission prior to the test in consultation with the
developer of the exam). Interviews of the applicants under the Subjective
Component are done according to rank on the preliminary list, starting with the
highest scoring applicant.
6. Subjective Component:
Scored on a 100 point scale, based on merit criteria as determined by the
Commission and in consultation with the Fire Chief and Human Resources; the
structured interview will be conducted by an Interview Panel comprised of the
Fire Chief or designee and two additional Fire sworn staff members. The
minimum passing score of the Subjective Component is 70. Candidates who do
not receive a passing score on the Subjective Component will be disqualified and
removed from further consideration.
7. Initial Eligibility List:
An applicant's position on the list is determined by the following examination
components, graded on a 100 point scale, based on the following:
• Written exam score weighted 60%, and
• Subjective Component score weighted 40%.
Initial Eligibility List will be posted within 60 days after Subjective Component
• completed.
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8. Preference Points:
The City or its assigned testing agent shall send written notice to qualified
applicants on the Initial Eligibility List of the opportunity to apply for preference
points within 10 business days of posting the Initial Eligibility List.
At least 10 points but no more than 30 points may be awarded as follows:
(a) Residency: applicant resides within the City — 0-5 points
(b) Education — 0-5 points
(c) Paramedic License — 0-5 points
(d) Other — 0-5 (bilingual, cadet program, etc.)
(e) Veteran Status — 5 points (one year active, honorable discharge)
(f) Experience — 0-5 points (cannot be used to move above an applicant on the list
with veteran points)
10. Final Eligibility List:
The list will be certified by the Commission prior to the posting and will be valid
for two years. An applicant's position on the Final Eligibility List will be based
on the applicant's total score, with any preference points included.
• In the event a Final Eligibility List is exhausted prior to the expiration of the
Preliminary List, the City may return to the Preliminary List and interview
additional applicants under the Subjective Component in accordance with this
subsection. Appointments will be made from the Final Eligibility List according
to rank or passed over as described in the Act, as amended.
11. Conditional Offer of Employment:
An applicant who has been made a conditional offer of employment has 5
business days to accept; applicant is allowed to waive appointment once.
If more than one year has passed since an applicant submitted to the CPAT and
Ladder Climb in Section I1.3 above, the applicant must submit to and pass an
additional CPAT and Ladder Climb before additional professional testing will
take place. Applicants who fail the CPAT and Ladder Climb will be disqualified
and removed from further consideration.
12. Additional Professional Testing:
Employment is subject to the following professional examinations (which are not
subject to appeal rights) performed by outside consultants appointed by the
Commission in consultation with the Chief or designee:
• (a) Background: Pass/Fail
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• (b) Polygraph: Pass/Fail
(c) Psychological: Pass/Fail
(d) Medical: Pass/Fail
13. Final Commission Interview:
Pass/Fail; the final Commission interview will be conducted by a Panel composed
of 5 panelists, including 2 Commissioners, Fire Chief or designee, one additional
sworn Fire staff member, and a Human Resources representative. Each panelist
must assign a Pass or Fail for the candidate based on the overall performance
during the interview. A candidate must receive 3 or more Pass scores to be
considered. A candidate who fails the final Commission interview will be
disqualified and removed from further consideration.
III. ORIGINAL APPOINTMENT PROCESS FOR POLICE DEPARTMENT
This section outlines each step in the original appointment hiring process for police
officer applicants.
1. Affirmation of Process:
• The Commission reviews the process prior to posting for each vacancy or
vacancies.
2. Notice of testing process:
Application, job description, testing processes will be posted at least 30 days prior
to the administration of the written exam. Instructions on how to apply for
preference points will be included in this notice.
3. Minimum requirements:
(a) 60 Credit Hours from an accredited college or university.
(b) Age Limits:
• Applicants who are at least 20 years of age and who have successfully
completed 60 credit hours of law enforcement studies at an accredited
college or university may be considered for appointment to active duty
with the police department; however, if the candidate is appointed to
active duty, he/she shall not have power of arrest, nor shall the applicant
be permitted to carry firearms, until he or she reaches 21 years of age.
• Applicants must be under 35 years of age at time of application (up to 10
years credit for active military service) and must be under 36 years of age
at time of appointment (up to 10 years credit for active military service).
(c) Disqualifications: an applicant's criminal record, depending on the nature of
the offense(s), can disqualify a candidate, as more fully described in the Act,
as amended.
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3. Physical Fitness Exam:
Pass/Fail; applicants must pass a physical fitness test administered by the City.
This physical fitness test will be comparable to the Illinois POWER test in
physical requirements. Applicants who do not pass the physical fitness test will
be disqualified and unable to proceed through the process.
4. Written Exam:
Scored on a 100 point scale; passage of the written exam is a score at or above the
score of 70. Applicants who do not receive a minimum passing score on the
written exam will be disqualified and removed from further consideration.
5. Preference Points: A maximum of 10 preference points
may be awarded as follows:
(a) Veteran Status — 5 points (one year active, honorable discharge)
(b) Residency: applicant resides within the City — 5 points
Preference points cannot be awarded to applicants who do not receive passing
scores on the written exam. Preference points for residency cannot move a
candidate above a veteran on the Initial Eligibility List.
6. Initial Eligibility List:
Names of applicants shall be placed on the Initial Eligibility List in rank order of
written exam score, including preference points. Interviews of the applicants
under the Subjective Component are done according to rank on the Initial
Eligibility List.
Candidates currently employed as full-time sworn law enforcement officers by a
municipal or state police department will be moved to the top of the list.
Candidates currently certified by the Illinois Law Enforcement Training
Standards Board or other reciprocal state training boards as full-time sworn law
enforcement officers but not currently employed as sworn law enforcement
officers will also be moved to the top of the list and placed under candidates who
are currently employed as full-time sworn law enforcement officers.
The Initial Eligibility List will be posted within 60 days of administration of the
written exam.
7. Subjective Component:
Scored on a 100 point scale; examination components will consist of a structured
interview and a written assessment. The structured interview will be conducted
by an Interview Panel comprised of the Chief of Police or designee and two
additional sworn officers. The minimum passing score of the Subjective
Component is 70. Candidates who do not receive a passing score on the
Subjective Component will be disqualified and removed from further
consideration.
8. Final Eligibility List:
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• An applicant will be placed, by ranked score, on the Final Eligibility List as
graded on a 100 point scale, determined by the following examination
components:
• Written Exam score weighted 40% and
• Subjective Component score weighted 60%.
In the event a Final Eligibility List is exhausted prior to the expiration of the
Initial Eligibility List, the City may return to the Initial Eligibility List and
interview additional applicants under the Subjective Component in accordance
with this subsection.
The Final Eligibility List will be certified by the Commission and will be posted
within 60 days after completion of the Subjective Component and is valid for 2
years from posting. Appointments will be made from the Final Eligibility List
according to rank.
9. Conditional Offer of Employment:
An applicant who has been made a conditional offer of employment has 5
business days to accept; applicant is allowed to waive appointment once.
• If more than one year has passed since an applicant submitted to the physical
fitness test in Section III.3 above, the applicant must submit to and pass an
additional physical fitness test before additional professional testing will take
place. Applicants who fail the physical fitness test will be disqualified and
removed from further consideration.
10. Additional Professional Testing:
Employment is subject to the following professional examinations (which are not
subject to appeal rights) performed by outside consultants appointed by the
Commission in consultation with the Chief or designee:
(a) Background: Pass/Fail
(b) Polygraph: Pass/Fail
(c) Psychological: Pass/Fail
(d) Medical: Pass/Fail
11. Final Commission Interview:
Pass/Fail; the final Commission interview will be conducted by a Panel composed
of 5 panelists, including 2 Commissioners, Chief of Police or designee, one
additional sworn Police staff member, and a Human Resources representative.
Each panelist must assign a Pass or Fail for the candidate based on the overall
performance during the interview. A candidate must receive 3 or more Pass
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• scores to be considered. A candidate who fails the final Commission interview
will be disqualified and removed from further consideration.
12. Appointment:
Candidates who are certified as sworn law enforcement officers will be
immediately appointed to active duty.
Other candidates will be required to successfully complete a certified basic police
recruit academy, which will require the following:
(a) Illinois POWER Test (if candidates should fail any portion of the POWER
test, they will be given one chance to retake the failed portion(s); if they fail
the retake, they will be disqualified and removed from further consideration;
(b) Firearms qualification;
(c) Graduation from the police academy; and
(d) Passage of the Illinois Police Officer's State Certification Exam (if candidates
should fail the State Certification Exam, they will be given two chances to
retake it; if they fail both retakes, they will be disqualified and removed from
further consideration).
IV. EXAMINATIONS/OVERVIEW OF PROCESS COMPONENTS FOR
• ORIGINAL APPOINTMENT
A. Affirmation of Process: The Commission shall review and affirm the process
contemplated by the Human Resource Division Manager and Fire Chief or Police Chief
for the appointment of the respective vacancy or vacancies prior to commencement of
any acceptance of applications for said vacancy or vacancies. For fire department
applicants, the affirmation of process and emphasis on certain preference points can
change based on each testing process.
B. Notice of Examinations: Examinations shall be held on the dates fixed by the
Human Resources Division and advertised at least thirty days preceding the written
examination. Each notice must include the time, place, scope, merit criteria for
subjective components and any required processing fees. The notice must also be
published in a local newspaper or on the City's website. Examinations may be postponed
but the Human Resources Division must state the reason for such postponement and shall
designate a new date for said examination and notify applicants of the postponement and
new date. In addition, to cover the costs of administering such examinations and
posting eligibility lists, the applicants may be required to pay a processing fee at the time
their application for employment is tendered.
C. Application: Applicants for examination must be citizens of the United States (65
ILCS 5/10-1-7). Applications shall be submitted according to directions provided by the
Human Resources Divisions and applicants must comply with the minimum requirements
• set forth in the application in every respect. Every applicant must be of good moral
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• character, of temperate habits, of sound health and must be physically able to perform the
duties of the position applied for. The burden of establishing these facts rests upon the
applicant alone.
D. Type of Examinations: Applicants will be required to participate in a physical
aptitude test, written, oral and other examinations as determined by the Commission and
as more particularly set forth in subparagraph E below. No examination shall contain
questions regarding an applicant's political or religious opinions or affiliations. The
examination and qualifying standards shall be based on mental aptitude, physical ability,
preferences, moral character and health. The mental aptitude, physical ability and
preference components determine the applicant's qualification for and placement on the
final register of eligibles. Examinations will include a subjective component based on
merit criteria.
E. Physical Examination: The physical ability component requires all candidates to
undergo an exam of their physical ability to perform the essential functions of the job.
These exams are to be open, competitive and based on industry standards to test physical
abilities.
1. Fire Department candidates will be required to pass the State of Illinois designed
Candidate Physical Ability Test ("CPAT") and Ladder Climb test which are minimum
requirements for the application.
• 2. Police Department candidates will be required to pass a physical exam similar to
the Illinois Peace Officer Wellness Evaluation Report ("POWER") Test which is a
requirement to enter the police training academies.
F. Written Examinations: All examinations and testing results shall be and remain
the property of the Commission and the City and the grading thereof by the Commission
or its designee shall be final and conclusive and not subject to review by any person, any
other board or tribunal of any kind. Candidates who fail to achieve a passing grade, or
passing testing result in any category, will be notified and eliminated from all further
consideration. Scoring of the written examinations for firefighters will be based on the
Act, as amended. Scoring of the written examination for police officers will be on a 100
point scale.
G. Initial Eligibility List:
1. The Human Resources Division Manager shall prepare an Initial Eligibility List
of the candidates successfully completing the physical ability test, written test, and the
subjective component. The order of the testing components and the qualifiers needed for
the Initial Eligibility List for either a police officer or a firefighter/paramedic applicant is
outlined in Sections II and III.
2. A dated copy of the Initial Eligibility List shall be posted within sixty (60) days
• after the subjective component is completed.
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H. Preference Points: Preference points may be added to scores of candidates as
follows and added to scores in accordance with the process outlined in Sections II and III.
Preference points must be claimed in writing or the claim is waived. Directions on how
to apply for preference points will be provided on the notice of testing process. The
following are the categories of possible preference points:
1. Military Service: For either Fire Department or Police Department candidates,
any person who is engaged in the military service of the United States for total period of
at least one year and who was honorably discharged therefrom, or who is now or may
hereafter be on inactive or reserve duty in such military service for at least one year shall
upon request, be awarded five (5) preference points. It shall be the responsibility of the
Applicant to provide evidence of qualifying military service as listed above with the
original application for employment in order to be considered for preference points.
Acceptable evidence of qualifying military service shall be an official Department of
Defense document, such as a DD 214 Copy 44, DD 214 Copy #1 and proof of honorable
service from the Department of Defense such as a DD 256 A/N/AF or other official
Department of Defense documentation as deemed acceptable by the Human Resources
Division.
2. Residency: Applicants for the Fire Department or Police Department who have
resided in the City of Evanston for a continuous twelve-month period prior to testing
• shall be granted preference in accordance with the process outlined in Sections II and III.
3. Education: An applicant for a firefighter/paramedic position who has successfully
obtained an associate's degree in the field of fire service or emergency medical services,
or a bachelor's degree from an accredited college or university may be preferred for
appointment to and employment with the fire department. No person who does not
possess at least a high school diploma or an equivalent high school education shall be
placed on an eligibility list.
4. Paramedic Certificate: Firefighter/paramedic applicants who have an Illinois
paramedic certificate shall be granted 0-5 preference points.
5. Past Experience: Firefighter/paramedic applicants with experience as a full-time
or part-time firefighter/paramedic with another municipality or fire protection district
may be given 0-5 preference points. No application of experience preference points may
allow a non -veteran candidate to pass a veteran on the Final Eligibility List.
6. Other: Firefighter/paramedic applicants may be given 0-5 preference points for
other job related categories, such as bilingual status or past cadet program participation at
the discretion of the Fire Chief in consultation with the Commission.
I. Additional Professional Testing: The order with which additional professional
testing occurs varies depending on the department to which the applicant is applying; see
• Sections II and III.
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J. Structured Interview: In conducting the structured interview for the Subjective
Component, the Interview Panel shall conduct structured interviews with candidates
passing the written examination. Pre -determined questions will be asked of each
candidate that will enable the Interview Panel to properly evaluate the candidate on merit
criteria and grade the candidate on speech, alertness, ability to communicate, judgment,
emotional stability, self-confidence, social skills and general fitness for the position. The
questions will be delegated among the persons on the Interview Panel for the structured
interview. On completion of each structured interview, the Interview Panel will discuss
the candidates' abilities and each panelist will then evaluate the candidate. Candidates
who fail the structured interview will be notified and eliminated from all further
consideration.
Each member of the Interview Panel must assign a score for the candidate based on their
overall performance in the interview. The interviews will be scored on a 100 point scale,
and a candidate must receive a passing score, as described in Sections II and III, in order
to move forward in the process.
There are no appeal rights for an applicant to any examination conducted during the
course of the application process.
K. Final Eligibility List and Probationary Appointment
• 1. The Final Eligibility List shall include candidates listed in ranked order based on
their final weighted score.
2. Firefighter/Paramedic appointment: Upon the request of the Fire Chief to fill an
authorized vacancy, the City Manager, at the recommendation of the Fire Chief, shall
issue a conditional offer of probationary employment to the candidate with the highest
total score on the Final Eligibility List, unless the highest ranking candidate fails to meet
the minimum standards for the position or an alternate candidate would better serve the
needs of the department. If this exception applies, the City Manager may pass over the
highest ranking candidate and appoint either: (1) any candidate with a ranking in the top
5% of the register of eligibles, or (2) any candidate among the top 5 highest -ranked
candidates if the number in the top 5% is less than 5 people. Any person whose name
appears on the Final Eligibility List may decline appointment one (1) time without being
stricken from the Final Eligibility list.
The offer of probationary employment shall be conditioned on the satisfactory
passing of a psychological examination, a polygraph examination, a background
investigation, and a medical examination which shall include, but not be limited to, a
drug test and medical exam.
For firefighters on the final eligibility list who have not been appointed within one
year of their physical ability examination, the City Manager may require the firefighter to
• submit to a second physical ability examination prior to appointment.
13Ilagc
7;2:'21)15
•
3. Police Officer appointment: Upon the request of the Police Chief to fill an
authorized vacancy, the City Manager shall issue a conditional offer of probationary
employment to the candidate with the highest total score on the Final Eligibility List.
The offer of probationary employment shall be conditioned on the satisfactory passing of
a retake of the physical fitness test (if over one year), psychological examination, a
polygraph examination, a background investigation, and a medical examination which
shall include, but not be limited to, a drug test and medical exam. Any person whose
name appears on the Final Eligibility List may decline appointment one (1) time without
being stricken from the Final Eligibility List.
3.
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