HomeMy WebLinkAbout2025-05-30 Civil Service Commission Agenda
Civil Service Commission
Friday, May 30, 2025
8:15 a.m.
Helling Conference Room
City Hall
410 E Washington St
Iowa City, IA
1. POST use of calculators
2. Fire Marshal promotional testing
If you will need disability-related accommodations in
order to participate in this program/event, please
contact Karen Jennings, Human Resources at 399-
356-5025 or karen-aenninas(a7iowa-city,ors. Early
requests are strongly encouraged to allow sufficient
time to meet your access needs.
CITY OF IOWA CITYll1 „�
MEMORANDUM
Date: May 28, 2025
To: Civil Service Commission
From: Karen Jennings, Human Resources Administrator
Re: ILEA approved use of calculators
On September 29, 2022 the Civil Service Commission authorized an indefinite extension to their
authorization to administer the police officer candidate recruitment and testing process on a rolling
test cycle basis as proposed in a 9/26/22 staff memo. The authorized rolling cycle recruitment
and testing format has successfully resulted in seven hiring lists certified by the Commission since
its indefinite extension and has better positioned the City to meet the staffing needs of the Iowa
City Police department in a challenging and highly competitive hiring environment.
Effective May 5, 2025, the Iowa Law Enforcement Academy (ILEA) approved the use of
calculators during written POST testing (see attached) of applicants. Through follow-up
communication with Stanard and Associates, Inc., the company that produces the exam and
maintains a database of test results, and informal polling of other law enforcement agencies in
Iowa, we have learned the following:
1. ILEA considers the permitted use of calculators during the POST to be optional, at the
discretion of the testing agency. If a City prefers to adopt a higher standard by not allowing
the use of calculators, they may do so.
2. Stanard will not collect or maintain information indicating whether calculators were
permitted during the POST in their database of test results.
3. All testing agencies responding to our inquiry indicated an intention to allow use of
calculators, to be purchased and made available by the testing agency.
Human Resources has consulted with Chief Liston. We jointly recommend that the authorized
testing process for Police Officer candidates, as described in the attached 9/26122 memo, be
modified to allow use of approved calculators during POST testing as approved by the ILEA. This
will maintain testing standards that align with ILEA requirements and with other law enforcement
agencies in Iowa. It will also enable the City to continue to accept passing POST scores from
other agencies, streamlining the testing process for both candidates and staff.
We will be happy to answer any questions at your upcoming meeting. Thank you.
Cc: Chief Liston
-4 CITY OF IOWA CITY
IT
MEMORANDUM
Date: September 26, 2022
To: Civil Service Commission
From: Karen Jennings, Human Resources Administrator
Re: Rolling Test Cycles for Entry Level Police Officer
On September 21, 2021,the Civil Service Commission authorized City staff to accept applications for Police
Officer on a continuous basis with a new candidate pool established and testing cycle authorized upon
exhaustion of the current certified hiring list.This process was intended to enable the City to more efficiently
meet the staffing needs of the department in an increasingly competitive recruitment environment and was
authorized for a one-year trial period. We have reached the end of that one-year period and are seeking
the Commission's authorization to continue this method of recruiting and testing police officer candidates
on a rolling test cycle basis.
To recap the rolling test cycle process, applications for the position of Police Officer have been accepted
on an ongoing basis through the City's self-services portal. An application deadline and test schedule is
announced when it has been determined that the current civil service hiring list has been exhausted or can
no longer reasonably be relied upon to meet staffing needs. All candidates who have applied during the
current application cycle are eligible to test.Applications received after the deadline are included in the next
subsequent testing cycle. Applicants need to resubmit their application to be eligible for future testing
cycles.
Trial period results: This was a new approach to Police Officer recruitment and testing that was intended
to increase efficiencies, provide more timely testing opportunities for candidates throughout the year, and
to facilitate meaningful recruitment opportunities year-round. Staff believes that these objectives have been
successfully achieved through this process. Over the course of the trial period, we have achieved the
following:
• Completed 2 test cycles and will soon need to initiate a third
• Received 95 applications
• Tested or verified that testing requirements were met for 59 candidates
• Completed 31 interviews
• Recommended 21 candidates to the Civil Service Commission for certification on a hiring list
• Reduced the length of the process from announcement of testing to certification of hiring list by
approximately 40 days
• Eliminated need for reliance on use of outside facilities to accommodate large test groups
• Reduced level of staffing necessary to proctor fitness testing
• Provided flexibility in test scheduling options to candidates
The EEO summaries previously provided to the Commission for the 2 completed rolling test cycles and
from the test process used to create the certified hiring list preceding the trial period are attached for your
reference.
Written Test: Staff recommends continued use of the National Police Officer Selection Test(POST)which
is required for acceptance into the Iowa Law Enforcement Academy(ILEA)and the most widely used entry
level written test in the state of Iowa. The test includes four sections (arithmetic, reading comprehension,
identification of gram marlpunctuation/spelling errors, and writing skills)designed to measure cognitive skill
critical to successfully learning and performing the job of police officer. No prior training or experience in
the job of police officer is assumed of candidates taking this test. A passing score of 70% in each test
section is required. The City will continue to provide, at City expense, one POST study guide and, upon
request, one online timed practice test opportunity for candidates who are required to take the POST. The
POST will be proctored by City of Iowa City Human Resources staff certified as test proctors by the ILEA.
Because the POST is used statewide and a database of test scores is maintained by Stanard and
Associates, Inc., staff recommends continued acceptance passing POST scores for exams administered
within one year of anticipated certification of a hiring list. Candidates with such a score on file or who are
ILEA certified will be excused from having to retake the POST.
Physical Fitness Test: Staff recommends continued use of the physical test regimen established as a
pre-employment standard by the Iowa Law Enforcement Academy Council. The test is administered on a
pass/fail basis and consists of the following: (1) sit-ups; (2) push-ups; (3) one and one-half(1.5) mile run.
Eligible candidates who provide acceptable documentation of having successfully completed the ILEA pre-
employment physical test regimen administered by another law enforcement agency within four months
preceding Iowa City's final test date for the current testing cycle or who are ILEA certified will be excused
from having to complete the fitness test.
Test dates:A testing schedule will be established and announced for each cycle. Depending on the number
of candidates who have applied during that cycle and who still need to complete the POST and/or PT,tests
may be scheduled on an individual, small group, or large group basis. Because it is anticipated that there
will be more frequent testing opportunities under this model and in the interest of reducing the time required
to complete the overall process, there will not be re-test dates built into the testing cycles.
Ora[Interviews: Interviews will be offered to all candidates passing both the POST and the physical fitness
test or with current ILEA certification. Interviews follow a structured interview format with the interview panel
consisting of Human Resources Division, Police Department supervisory staff, and community
representation, pending availability. Interviews will be followed by panel discussion to determine the
composition of the recommended list.
Certification of Hiring List: Rank order lists will be recommended to the Commission for certification upon
the completion of each testing cycle. The Chief will retain the ability to hire candidates from the list in any
order.
Hiring Process: Following certification, all offers of employment will be made only to individuals on the
current hiring list. Any offer of employment is subject to the candidate passing a background investigation
and medical examination conducted in accordance with the protocols developed by Municipal Fire and
Police Retirement System of Iowa(MFPRSI) as mandated by Chapter 411 of the Code of Iowa.
ILEA interpretation of a valid Minnesota Multiphasic Personality Inventory (MMPI) will be required of all
candidates as part of the post-offer medical examination process and could result in a required follow-up
psychological exam. The Minnesota Multiphase Personality Inventory (MMPI) will be administered to all
candidates who do not have a valid result on file with the ILEA in conjunction with the medical examination
process. City of Iowa City Human Resources staff possessing valid proctor certifications from ILEA will
proctor the MMPI for candidates without a score on file and will then forward the exam to the ILEA for
interpretation.
Staff recommendation: Staff respectfully recommends that the Commission extend the authorization
indefinitely to administer police officer candidate recruitment and testing on a rolling test cycles basis. The
Civil Service Commission will continue to meet to for the purposes of certifying hiring lists for the position
of Police Officer and has the authority to add an agenda item to review, modify, or terminate the requested
authorization at any time.
look forward to discussing this process with you at your meeting. In the meantime, please contact me at
356-5025 with any questions.
Thank you.
Cc: Chief Liston
1 (7)WA
FREEDOM TO FLOURISH
STATE OF IOWA
KIM REYNOLDS IOWA LAW ENFORCEMENT ACADEMY
GOVERNOR BRADY CARNEY, DIRECTOR
CHRIS COURNOYER
LT.GOVERNOR
NATIONAL POLICE OFFICER SELECTION TEST (POST)
UPDATE RE: ADMINISTRATION GUIDELINES
EFFECTIVE MAY 5,2025
The Iowa Law Enforcement Academy Council has approved the use of calculators during
POST testing beginning May 5, 2025. Applicants taking the POST exam may use ONLY one
of the following approved calculators during testing:
Casio I-TS-8VA
Casio SL-450S
Casio SL-300SV
Texas histruments TI-503 $V
Texas Instruments TI-108
P.O.BOX 130 f JOHNSTON, IOWA 501311 PHONE 515-331-5778 1 FAX 515-727-3036
. r CITY OF IOWA CITY
+ ink IN
MEMORANDUM
Date: May 28, 2025
To: Civil Service Commission
From: Karen Jennings, Human Resources Administrator
Re: Fire Marshal Promotional process
The Civil Service Commission certified a promotional list for the rank of Battalion Chief— Fire
Marshal on November 9, 2022. Per Chapter 400.11 of the Iowa Code, persons on certified eligible
lists for promotion shall hold preference for two years following the date of certification. This list
has expired. Battalion Chief/Fire Marshal Roth has announced his intention to retire, and a
promotional list will be needed to fill this position.
The Fire Marshal position is a specialty assignment at the Battalion Chief rank. Because the role
and responsibilities of the Fire Marshal assignment differ significantly from the shift Battalion
Chiefs, staff recommends a distinct promotional testing process which will result in a certified list
for the Battalion Chief — Fire Marshal position. This process will be conducted as soon as
practicable to enable the pending vacancy to be filled.
The requirements for the position of Battalion Chief— Fire Marshal includes a bachelor's degree
from an accredited educational institution and three to five years of related experience and five
years as a company officer with the Iowa City Fire Department. Fire Code certification is required
within two years and IAAI Certified Fire Investigator within four years of appointment. A valid
driver's license with satisfactory driving record is required along with compliance with the City's
residency requirement policy.
Human Resources staff has consulted with the Fire Chief and recommends the following process:
1. All eligible candidates will be required to submit a promotional testing application, resume,
and appropriate documentation of the required degree by the application deadline.
Candidates will also be required to submit a completed candidate questionnaire for review
and reference by the selection committee in the interview process.
2. All eligible candidates will be provided the opportunity to interview with a selection
committee to be comprised of City Department Directors, Division Heads, or other internal
stakeholders such as engineering and/or inspection staff and a Fire Marshal from another
fire department. If the Commission wishes to be represented in the process, the
Commission may also appoint a member to the selection committee.
3. Candidates will be required to achieve a minimum passing score in the panel interview
assessment and the rank order of the promotional list will be determined by the score of
the interview assessment.
Staff recommends that Human Resources staff be authorized to administer this promotional
assessment process. Human Resources staff will be involved at all stages of the process to
ensure that legal requirements associated with the hiring process are met.
We will be happy to answer questions at your upcoming meeting. Thank you.
Cc: Chief Lyon