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HomeMy WebLinkAboutORDINANCES-2012-062-O-12J Effective Date: November 26, 2012 8/30/201210/29/2012 62-0-12 AN ORDINANCE Amending Title 2, Chapter 3 of the City Code to reflect changes in the Civil Service Commission NOW BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF EVANSTON, COOK COUNTY, ILLINOIS, THAT: SECTION 1: That the chapter heading for Title 2, Chapter 3 of the Evanston City Code of 2012, as amended, is hereby amended to read as follows: CHAPTER 3 - PUBLIC SAFETY CIVIL SERVICE COMMISSION AND DEPARTMENT OF ADMINISTRATIVE SERVICES SECTION 2: That section 2-3-2 of the Evanston City Code of 2012, as • amended, is hereby further amended to read as follows: 2-3-2: - CREATION OF PUBLIC SAFETY CIVIL SERVICE COMMISSION AND DEPARTMENT OF ADMINISTRATIVE SERVICES: The following agencies are hereby created: (A) The Public Safety Civil Service Commission (the "Commission"), shall consist of seven (7) citizens appointed in such manner and for such terms as hereinafter described in Section 2-3-3-1. (B) A Department of Administrative Services consisting of a Director of Administrative Services and such other personnel as may be employed and assigned thereto, including a Division Manager of Human Resources. SECTION 3: That section 2-3-3-1 of the Evanston City Code of 2012, as amended, is hereby further amended to read as follows: 2-3-3-1: APPOINTMENT; TERM; QUORUM; QUALIFICATIONS; OATH; REMOVAL (A) 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. 62-0-12 (B) Said Commission members shall serve for three (3) years and until their • respective successors are appointed and qualify. 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. In every year thereafter the Mayor shall, in like manner, appoint one person as the successor of the Commissioner whose term shall expire that year to serve as such Commissioner for three (3) years and until his/her successor is appointed and qualified. The Commission shall annually, on the first meeting of the year, elect a Chairman of the Commission. (C) Four (4) Commissioners shall constitute a quorum. (D) The Commissioners shall hold no office which may create a conflict with the duties to be performed by such Commissioner. (E) Each Commissioner, before entering upon the duties of his/her office, shall take the oath prescribed by Section 1-9-2(B) of Title 1. (F) Removal of any Commissioner shall be in accordance with the provisions of Title 1, Chapter 6, Section 5 of the Evanston City Code 1979. Any vacancy in the office of Commissioner shall be filled by appointment by the Mayor with the approval of the City Council. SECTION 4: That section 2-3-3-2 of the Evanston City Code of 2012, as amended, is hereby further amended to read as follows: 2-3-3-2: POWERS AND DUTIES A The Public Safety Civil Service Commission shall have the responsibility of • overseeing the process of appointment for initial hire of Police and Fire Department candidates. (B) The Public Safety Civil Service Commission shall be responsible for practical and reasonable examinations to determine the fitness of Police and Fire Department applicants for initial hire within the classified service of the City, and may delegate the conduct of such examinations to the Human Resource Division Manager in accordance with the Public Safety Civil Service Commission Rules. (C) On a rotating basis, each Commissioner will participate in structured oral interviews of the candidates. (D) The Public Safety Civil Service Commission will certify the application process for the initial hire to the Fire or Police Department. (E) The Commission is also responsible for the recruitment of qualified local candidates for open vacancies. SECTIONS: That section 2-3-4 of the Evanston City Code of 2012, as amended, is hereby further amended to read as follows: • —2~ 62-0-12 • 2-3-4: DEPARTMENT OF ADMINISTRATIVE SERVICES The Director of Administrative Services shall be the Chief Administrative Officer of the Department of Administrative Services and shall be appointed by the City Manager, and shall serve at the pleasure of the City Manager. The Director of Administrative Services shall be responsible for the general management and control of the Department of Administrative Services in a manner consistent with the ordinances of the City, and the applicable laws of the State, and the United States, and the rules of the Department. The Director of Administrative Services shall have the power and responsibility to: (A) Encourage and exercise leadership in the development of effective personnel administration _within the several departments of the City, and to make available the facilities of the Department of Administrative Services to this end. (B) Advise the City Manager on utilization of employees. (C) Foster and develop programs for the improvement of employee effectiveness including, but not limited to, position classification, salary administration, recruitment, selection, promotion, performance ratings, probationary periods and training. Said programs shall ensure equal employment opportunity for all applicants and employees; including the establishment and maintenance of an affirmative action plan. (D) Investigate from time to time the operation and effect of this Ordinance and the rules made hereunder and to report his/her findings and recommendations to the City Manager. • (E) Establish and maintain records of all employees in the City service, which there shall be set forth as to each employee the classification title, pay and status, and other relevant data. (F) Make an annual report to the City Manager of the work of the Department. (G) Certify that persons named on each payroll have been appointed and employed in accordance with the provisions of this Ordinance and the rules adopted thereunder. No City disbursing or auditing officer shall make, approve or take any part in making or approving any payment for personal services to any person holding a position in the City service unless said payroll voucher or account of such payment bears the certification of the Director of Administrative Services or his/her authorized agent. (H) The Human Resource Division Manager shall act as Chief Examiner, under the direction of the Public Safety Civil Service Commission and at the direction of the Director of Administrative Services. As such, he/she shall supervise all examinations. The Chief Examiner shall be ex officio secretary to the Commission and shall keep the minutes of the proceedings, preserve all reports made to it, keep a record of all examinations held under its discretion and perform such other duties as the Commission shall prescribe. (1) The Human Resource Division Manager shall certify eligible candidates for employment to the City Manager. (J) Apply and carry out this Ordinance and the rules thereunder, and to perform any other lawful act, which may be necessary or desirable to carry out the purposes and provisions of this Ordinance. -3- 62-0-12 SECTION 6: That section 2-3-5 of the Evanston City Code of 2012, as • amended, is hereby further amended to read as follows: 2-3-5: CIVIL SERVICE The Public Safety Civil Service Commission shall only oversee the hiring of the following positions: (A) Initial hire of officers within the Police Department; and (B) Initial hire of firefighters within the Fire Department. SECTION 7: 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 Civil Service Commission Rules in Appendix A are hereby redacted in full and replaced by the Public Safety Civil Service Commission Rules which are attached to Ordinance No. 62-0-12 as Exhibit A and incorporated herein as if fully restated. SECTION 8: That section 2-3-7 of the Evanston City Code of 2012, as • amended, is hereby further amended to read as follows: 2-3-7: PERSONNEL RULES The Human Resource Division Manager shall promulgate personnel rules, with the approval of the City Manager, to administer and implement this Ordinance and such policy guidelines as set by the Public Safety Civil Service Commission, and for the day- to-day operation of the personnel system. Prior to the effective date of such rules, the Human Resource Division Manager shall give notice by posting said notice throughout the departments, and shall transmit said notice to the City Council, and in no case shall such posting and said transmittal be less than fifteen (15) days before the effective date of the proposed rule change or amendment. Such notice shall include information concerning where the rules may be reviewed and where comments may be made. All rules made as herein provided and all changes therein shall forthwith be printed and made available to all employees. SECTION 9: That section 2-3-8 J"Hearing Officer"), 2-3=9 ("Disciplinary Actions"), 2-3-10 ("Discrimination"), 2-3-11 ("False Statements: Acceptance of Money • for Appointment; Penalties:"), 2-3-12 ("Political Activities"), 2-3-13 ("Probationary —4— 62-0-12 • Period"), 2-3-14 ("Retirement"), 2-3-15 ("Reciprocal Agreements"), 2-3-16 ("Review under Administrative Review"), and 2-3-17 ("Severability") of the Evanston City Code of 1979, as amended, are hereby deleted in their entirety. SECTION 10: All ordinances or parts of ordinances in conflict herewith are hereby repealed. SECTION 11: If any provision of this Ordinance 62-0-12 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 12: 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. SECTION 13: This Ordinance 62-0-12 shall be in full force and effect from and after its passage, approval, and publication in the manner provided by law. Introduced: `�._a , 2012 Adopted:,,,/ /- , 2012 Attest: Approved: Eliz eth B. Tisdahl, Mayor Approved as to form: ,2012 • Rgfd ey Gr ne, City Clerk W. Grant Farrar, orporation Co nsel —5— 62-0-12 • EXHIBIT A PUBLIC SAFETY CIVIL SERVICE COMMISSION RULES • • -6- • RULES AND REGULATIONS OF THE PUBLIC SAFETY CIVIL SERVICE COMMISSION These Rules and Regulations of the Public Safety Civil Service Commission (the "Rules"), 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 of the City of Evanston, Cook County, Illinois (the "Commission") 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. 11Page 5. The word "City" shall mean the City of Evanston Cook County, Illinois. • Y � tY, 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. "Personnel Manual" shall mean and refer to the Personnel 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 may be 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 Personnel 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 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. See Section III for further detail and guidance. 2 1 P a g e • 2. Participation on the Interview Panel: On a rotating basis, described further in Section IV, each Commissioner will be expected to participate in structured oral interviews of candidates. The applicants who pass all preceding examination elements shall be required to undergo a structured oral interview with the Interview Panel, further defined in Section IV. 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 four (4) commissioners. 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 3 1 P a g e 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. Personnel 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 Personnel 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 Personnel 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 Personnel Manual. II.ORIGINAL APPOINTMENT PROCESS A. This section outlines each step in the original appointment hiring process for firefighter/paramedic applicants in Paragraph B and police officers in Paragraph C below. Section III provides more detail and direction regarding the hiring of the candidates. B. Summary of Firefighters Process for Appointment: Affirmation of Process: The Commission reviews the process prior to posting for each vacancy or vacancies. 2. Notice of testing process: Posted at least 30 days prior to written test 3. Pre -requisite application (a) Proof of passing score on the physical test • requirements: = CPAT plus Ladder Climb. (b) Age Limits: - 4Page • • 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; and • Cannot be over the age of 34 at time of application (exception: previous full- time experience) (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: Pass/ Fail; scored out of a 100 point scale and passage of the written exam is a score at or above the median score for all applicants participating in the written exam. 5. Preliminary List: Rank by written exam score (only those scoring at or above mean score). Interviews of the applicants under the subjective component are done according to rank on the preliminary list. 6. Subjective Component: Pass/Fail; Score based on merit criteria as determined by the Commission and in consultation with the Fire Chief and Human Resources; the interview will be conducted by the Interview Panel composed of Commissioners, Fire Chief and one additional Fire staff member, and a Human Resources representative and more fully described in Section IV. 7. Initial Eligibility List: Preliminary list with adjustments based on Subjective Component Written exam weighted 60% plus the Subjective Component weighted 40% - Pass/Fail (mean plus 10%) • List posted within 60 days after Subjective Component completed. 5 1 P a g e • The examination components for an is initial eligibility list shall be graded on a 100-point scale. A person's position on the list is determined by: a) applicant's score on the written exam; b) the person successfully passing the physical ability component, and c) the person's results on any subjective component as described in the Act. 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, no more than 30 points may be awarded. (a) Residency: applicant resides within the City — 0-5 points (b) Education — 0-5 points (c) Paramedic Certificate — 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 (can not be used to move above an applicant on the list with veteran points) 9. Final Eligibility List: Valid for two years; and the list will be certified by the Commission prior to posting. In order to qualify for placement on the Final Eligibility List, an applicant's total score, before any applicable preference points are applied, shall be at or above the mean score plus 10%. 10. Appointments from Final List: Highest ranking applicant can be passed over as described in the Act, as amended. 11. Conditional Offer of Employment: 5 days to accept; applicant is allowed to • waive appointment once. 6 1 P a g e • The 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 Fire Chief: • Background - pass/fail • Polygraph — pass/fail • Psychological — pass/fail • Medical exams — pass/fail C. Summary of Police Officers Process for Appointment: 1. Affirmation of Process: The Commission reviews the process prior to posting for each vacancy or vacancies. 2. Notice of testing process: Posted at least 30 days prior to written test 3. Application requirements: (a) 60 Credit Hours from an accredited college or university (b) Age Limits • applicants who are 20 years of age and who have successfully completed 2 years 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; and • Under 35 years of age at time of application (up to 10 yrs credit for active military service) 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. 7 1 P a g e 4. Physical Exam: Illinois POWER Test — Pass/Fail • 5. Written Exam: Pass/Fail exam; scored out of 100 point scale. Passage of the written exam is a score at or above the score of 70. 6. Preference Points: (a) Veteran Status: Applicant is given 5 extra points (one year active, honorable discharge); and (b) Residency: applicant resides within the City — 0-5 points. Note: Preference points for residency cannot move a candidate above a veteran on the Preliminary List. 7. Preliminary List: The list of qualified candidates will be posted within 60 days of written test. 8. Subjective Component: (a) Pass/Fail score; and (b) Test components of score: Structured Interview with Subject Matter Expert(s) ("SME") (80%), written assessment (20%). 9. Initial Eligibility List: (a) Posted within 60 days after Subjective • Component completed (b) Candidates will be ranked based on their Subjective Componentscore (c) Candidates certified by the Illinois Law Enforcement Training Standards Board or other State accepted training certification will be moved to the top of list over candidates who are not certified (d) Candidates currently employed with a different municipal or state police department will also be moved to the top of the list over candidates with no experience. 10. Additional Professional Testing: Appointments are subject to the following professional examinations (which are not subject to appeal rights) performed by outside consultants appointed by the Commission: (a) Background: Pass/Fail (Chief s review); • (b) Polygraph: Pass/Fail (Chief s review); • C] • (c) Psychological: Pass/Fail (non -medical, job -preparedness, job compatibility) (Chief s Review). 11. Structured Interview: Pass/Fail; the interview will be conducted by a Panel composed of Commissioners, Chief and one additional Police staff, and a Human Resources representative and more fully_ described in Section IV. 12. Final Eligibility List created: Valid for two years from posting of Initial Eligibility List and the list will be certified by the Commission prior to posting. 13. Appointments from final list: Highest ranking person — by category 14. Conditional Offer of Employment: (a) 5 days to accept offer; (b) allowed to waive once; (c) subject to passage of medical/drug test exam; and (d) POWER test if over one year: Pass/ Fail III. 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 Division of Human Resources and advertised at least thirty days preceding the examination. Each notice must include the time, place, scope, merit criteria for subjective components and the fee for every examination. The notice must also be published in a local newspaper or on the City's website. Examinations may be postponed; however the Division of Human Resources shall state the reason for such postponement and shall designate a new date for said examination. Applicants shall be notified of the postponement of any examination and of the new date fixed for said examination. 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 for position shall be filed according to directions provided by the Division of Human Resources and applicants must comply with the requirements . set forth in the application in every respect. Every applicant must be of good moral 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 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. The examination 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") which is a pre -requisite for the application. 2. Police department candidates will be required to pass the State of Illinois designed • Peace Officer Wellness Evaluation Report ("POWER Test") which is a requirement to enter the police training academies. F. Written Examinations: All examination papers and testing results shall be and remain the property of the Commission and the City of Evanston 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 Resource 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 Section II. • 101Page • 2. A dated copy of the Initial Eligibility List shall be posted within sixty (60) days after the subjective component is completed. H. Preference Points: Preference points may be added to scores of candidates as follows and added to the scores in accordance with the process outlined in Section II. Preference points must be claimed in writing within 10 days after the posting of the initial eligibility register, or the claim is waived. The following are the categories of possible preference points: l . 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 #4, DD 214 Copy 41 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 Resource Division Manager. is passed Residency: Firefighter/paramedic applicants who are qualified persons and have passed all phases of an examination, and who have resided in the City of Evanston for a continuous twelve-month period prior to testing shall be granted preference in entrance examinations and given 0-5 preference points. 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 five 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. 11 JPage I. Additional Professional Testing: The order with which additional professional • testing occurs varies depending on the department to which the applicant is applying, see Section II. J. Structured Interview: In conducting the structured interview, the Interview Panel, as more fully described in Section IV below, shall conduct structured interviews with all candidates passing the written examination or as many candidates (starting with the highest written score and preceding in descending order of scores) as deemed appropriate by the Interview Panel. Pre -determined questions will be asked of each candidate that will enable the commissioners sitting on the Interview Panel to properly evaluate the candidate. On completion of each structured interview, the Commissioners will discuss the candidates' abilities and each Commissioner will then evaluate the candidate. Candidates who fail to successfully complete the structured interview will be notified and eliminated from all further consideration. K. Final Eligibility List and Probationary Appointment 1. The Final List shall include the preference points granted to the applicant, as described in Paragraph (G) (1)-(6). The candidates will be listed in numerical order based on their final weighted score for firefighter/paramedic candidates and by categories for police officer candidates. 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. 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 by 12Page • category. The offer of probationary employment shall be conditioned on the satisfactory passing of a medical examination which shall include, but not be limited to, a drug test and medical exam and a retake/passing of the POWER test if it has been over one year since original test issued by the City. IV. INTERVIEW PANEL A. Structure: The interview panel shall consist of five (5) participants: two (2) Commissioners, the Human Resource Division Manager or his/her designee, the chief of the respective hiring department, and a sworn member from the police department or fire department designated by the respective chief. Collectively the representatives shall be referred to as the "Interview Panel". B. Rotation of Commissioner Panel Participation: The two commissioners for the Interview Panel will rotate among the seven commissioners. The rotation will commence at the beginning of each interview process and rotated in cooperation with the panelists' schedules. The Chair of the Interview Panel will rotate among the Commissioners serving on the respective panel during the interview process. C. Structured Interview: The Human Resource Division Manager or his/her designee shall select a number of the highest ranked candidates in descending order from the Initial Eligibility List to participate in the structured interview phase of testing. Pre - selected questions shall be asked of the candidate to enable the Interview Panel to • properly evaluate 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. D. Grading of the Structured Interview: 1. On completion of each oral examination, the interview panel will discuss the candidate's abilities using the traits listed above in Paragraph (C). 2. Police Department applicants: Each member of the Interview Panel must assign a "Pass" or "Fail" score for the candidate based on their overall performance in the interview. Each of these grades will be added together and the candidate must receive higher than three (3) or more "Pass" grades in order to move forward in the process. 3. Fire Department applicants: The Interview will be pass/fail and each member of the Interview Panel must score the Candidates based on previously established merit criteria with point allotment as determined by the Commission and in consultation with the Fire Chief and Human Resources. The interviews will be scored on a 100 point scale and the passing score will be determined at the beginning of the interview process in • accordance with Rule I (E)(1) to move the candidate forward in the interview process. 13 JPage 4. For either a Police or Fire Department applicant, there is no appeal rights for an is applicant to any examination conducted during the course of the application process. • is 141Page