HomeMy WebLinkAbout092121 agenda
Agenda
Civil Service Commission
Tuesday, September 21, 2021
3:30pm
Emma J Harvat Hall
City Hall
410 E Washington St
Iowa City, IA
1. Fire Chief recruitment
2. Entry level Police Officer testing
If you will need disability-related accommodations in
order to participate in this program/event, please
contact Karen Jennings, Human Resources at 319-
356-5025 or karen-jennings@iowa-city.org. Early
requests are strongly encouraged to allow sufficient
time to meet your access needs.
Date: September 17, 2021
To: Civil Service Commission
From: Karen Jennings, Human Resources Administrator
Re: Fire Chief Recruitment
Fire Chief John Grier has announced his intention to retire on February 11, 2022 and, as a
result, we must begin the selection process to hire his successor.
Human Resources staff has consulted with the City Manager to discuss the most efficient and
effective method for recruiting a new Fire Chief and the following process is being
recommended:
1. Recruitment information will be posted on a Fire Chief Recruitment page on the City’s
website and the position will be advertised via trade-specific and general recruiting
websites, media release, email notification to the City job notification subscribers, and
through both the Iowa and National Association of Professional Fire Chiefs.
2. A detailed recruitment brochure will be made available from Human Resources or the
Fire Chief recruitment webpage. All candidates will be required to complete the online
City of Iowa City employment application, a resume, and cover letter by the application
deadline. We anticipate accepting application materials over an approximately 5-6 week
period.
3. Following the deadline, candidate materials will be reviewed by Human Resources staff
and the City Manager’s Office. Questionnaires will be sent to a selected group of
applicants with a deadline for response. After reviewing the questionnaire responses, the
City Manager will select a group of semi-finalist candidates.
4. A selection committee will be appointed by the City Manager. If the Commission wishes
to be represented in the process, the Commission may appoint a member to the
selection committee. Other City Manager appointees may include fire service officials,
public safety and emergency management professionals, and other community
stakeholder group representatives. A community tour and discussion with a
representative of the City Manager’s Office and a City Council representative(s) will also
be conducted. After receiving feedback from those involved in the process, the City
Manager will announce one or more finalist candidates.
5. Reference checks and criminal background checks will be completed at an appropriate
time in the process and additional interviews and opportunity for public comment may be
added.
6. The process will result in the creation of a hiring list for Civil Service Commission
certification from which the City Manager will make an appointment subject to City
Council approval.
We anticipate completing the process in time for an early 2022 appointment, although
timeframes are subject to change.
I look forward to discussing this proposed process at your upcoming meeting and will be happy
to answer any questions. Thank you.
Cc: Geoff Fruin, City Manager
Date: September 17, 2021
To: Civil Service Commission
From: Karen Jennings, Human Resources Administrator
Re: Rolling Test Cycles for Entry Level Police Officer
The existing certified list for the position of Police Officer will soon be exhausted with additional vacancies
remaining. We, therefore, need to conduct a new recruitment and testing process to create a new certified
hiring list. To enable the City to more efficiently meet the staffing needs of the department in an increasingly
competitive recruitment environment, we are recommending that an application and testing process be
implemented in which a new application cycle begins immediately following the application deadline for the
current cycle.
Applications for the position of Police Officer will be accepted on an ongoing basis through the City’s self-
services portal. An application deadline and test schedule will be 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 will be eligible to
test. Applications received after the deadline will be included in the next subsequent testing cycle.
Applicants will need to resubmit their application to be eligible for future testing cycles.
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 grammar/punctuation/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 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 in the state of Iowa
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.
Oral 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.
Trial period: This is a new approach to Police Officer recruitment and testing that is intended to increase
efficiencies, provide more timely testing opportunities for candidates throughout the year, and to facilitate
meaningful recruitment opportunities year-round. Staff is optimistic that this approach will be a positive
change but acknowledges that it is unproven. Therefore, we respectfully request approval for a one-year
trial period.
I 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