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HomeMy WebLinkAbout01/21/1982 Civil Service Commission January 21, 1982 Chairperson Pro Tem Giesen called the meeting to order. Members present: Giesen, Eibey, Fergurson Absent: Braun Others Present: Roger Mogle, Jim Rodemeyer, Vic Kennedy, Attorney for the Commission, Asst. Police Chief Dolan, Charles Marbles, Michelle Temeyer, and Larry P. Burger, Clerk of the Commission Motion by Eibey to approve the minutes of the December 10, 1981 meeting as written. Seconded by Giesen. Motion carried. Jim Rodemeyr, Asst. Personnel Director, reported on the Police Recruitment Program for the Spring of 1982. Rodemeyer continued that the Personnel Office would recommend that the application process be set up as it has been in the past. The Commission should use Personnel Decision out of Minneapolis, Minnesota for the written exam and have the same physical agility test from Cedar Rapids with the oral interview conducted by the Commission. Rodemeyer stated that a decision will have to be made on the amount of weight that will be placed on each portion of the test. If we have veterans apply and any people with past police experience, what consideration should the Commission give to these applicants? No date has been set for testing. Discussion followed regarding each position of the test. Braun now present. Rodemeyer presented a suggested procedures guide for the Commission. (See attached) This item will be placed on the next agenda for further update. Kennedy reported that he has prepared for the Courts a declaratory judgment asking that the promotions of Larry Dolan, Michael Beener, Harry Helgeson, Randall Schoenfelder and Robert Shafer is proper and not subject to any further litigation by reason of defective certification list from which they were promoted. Kennedy continued that he also has spoken with Harry Zanville to get his reaction to the declaratory judgment, and was told that Zanville will not be handling the case for Larry Hahn, Robert Anton, Kenneth Burrington, and William Trammell . Braun stated that she was in favor of filing the document immediately with the Courts. Motion by Eibey to instruct the Commission's Attorney Kennedy to file the declaratory judgment with the Court immediately. Seconded by Braun. Motion carried. Braun asked if there was any further business. There was none. Motion by Eibey to adjourn. Seconded by Braun. Motion carried. Larry P. Burger Clerk, Civil Service Commission • CIVIL SERVICE CC;•!:ISSIOty Cr'v __ice �, 4 PROCEDURES GUIDE I i)i. l i3 1 . APPLICATIONS A. FORMS. APPLICATION FORMS PREPARED BY THE PERSONNEL DEPARTMENT AND REVIEWED BY THE AFFIRMATIVE ACTION OFFICE SHALL PROVIDE FOR INFORMATION CONCERNING TRAINING, JOB EXPERIENCE, REFERENCES AND SUCH OTHER DATA AS MAY BE REQUIRED IN THE EVALUATION OF JOB APPLICANTS. IN ADDITION TO THE FORMAL APPLICATION, JOB SEEKERS ARE ASKED TO COMPLETE A WAIVER FORM FOR USE IN BACKGROUND INVESTIGATIONS. B. DISTRIBUTION. APPLICATIONS ARE AVAILABLE FROM THE MAIN CITY PERSONNEL DEPARTMENT AT THE PUBLIC SAFETY BUILDING (FIFTH AND KELLOGG ) AND THE HOSPITAL PERSONNEL OFFICE. REQUESTS FOR APPLICATIONS MAY BE MADE IN PERSON OR THROUGH THE MAIL. C . MAINTENANCE OF APPLICATIONS . APPLICATIONS ARE MAINTAINED IN THE PERSONNEL DEPARTMENT FOR AT LEAST ONE YEAR TO BE CONSIDERED AS OPENINGS OCCUR. D. JOB QUALIFICATIONS . APPLICATIONS ARE INITIALLY SCREENED IN THE PERSONNEL DEPARTMENT TO DETERMINE THE MINIMUM QUALIFICATIONS OF APPLICANTS . BASIC JOB QUALIFICATIONS ARE ESTABLISHED IN THE CITY JOB SPECIFICATION PLAN AND ARE A PRIMARY FACTOR IN REVIEWING A PERSONS APPLICATION. ENTRANCE TO AN EXAMINATION IS BASED UPON WHETHER THE PERSON MEETS BASIC JOB QUALIFICATIONS. THE CODE OF IOWA PROVIDES SOME VERY GENERAL QUALIFICATIONS FOR EMPLOYMENT WHICH INCLUDE : 1 . GOOD MORAL CHARACTER 2 . ABILITY TO READ AND WRITE THE ENGLISH LANGUAGE 3. IS NOT A. LIQUOR OR DRUG ADDICT E. JOB ANNOUNCEMENTS. FORMAL JOB LISTINGS ARE MAINTAINED AND POSTED IN CITY BUILDINGS OUTLINING JOB TITLE , HOURS, FULL TIME OR PART TIME, NATURE OF WORK AND MINIMUM QUALIFICATIONS. SUCH JOB ANNOUNCEMENTS ARE UPDATED AS NEEDED. JOB ANNOUNCEMENTS ARE DISTRIBUTED INTERNALLY TO ALL DEPARTMENTS ALONG WITH A MAILING TO VARIOUS OUTSIDE ORGANIZATIONS , PARTICULARLY WITH EMPHASIS TO AFFIRMATIVE ACTION RECRUITING. IT IS THE GENERAL POLICY OF THE CITY TO POST JOBS AT LEAST TEN CALENDAR DAYS BEFORE MAKING A JOB OFFER. THESE TIME LIMITS MAY BE LESSENED IN CASES WHERE AN EMERGENCY REQUIRES QUICKER ACTION. F. FALSE STATEMENTS. FALSE STATEMENTS OF MATERIAL FACTS IN AN APPLICATION OR THE PRACTICE OF FRAUD IN SECURING ELIGIBILITY SHALL BE GROUNDS FOR DISQUALIFICATION. REASONS FOR SUCH DIS- QUALIFICATION SHALL BE WRITTEN UPON THE APPLICATION FORM. G. EXCESSIVE APPLICATIONS. IN CASES WHERE A LARGE NUMBER OF APPLICANTS MAKE FORMAL APPLICATION FOR A CERTAIN POSITION, THE PERSONNEL DEPARTMENT IS AUTHORIZED TO SELECT THE TOP TEN APPLICANTS BASED UPON INFORMATION SUPPLIED BY THE INDIVIDUAL AND INFORMATION READILY AVAILABLE CI .E. REFERENCES, PRIOR EMPLOYMENT RECORDS ) FOR FORMALIZED TESTING AND PROCESSING. 4 II . EXAMINATIONS A. NATURE AND TYPE . THE SELECTION TECHNIQUES USED IN THE EXAMI - NATION PROCESS SHALL BE IMPARTIAL AND SHALL RELATE TO THOSE SUBJECTS WHICH FAIRLY MEASURE THE RELATIVE CAPABILITIES OF THE APPLICANTS EXAMINED TO PERFORM THE DUTIES AND RESPONSIBILITIES OF THE POSITION TO WHICH HE/SHE SEEKS APPOINTMENT . EXAMINA- TIONS SHALL CONSIST OF TECHNIQUES WHICH WILL FAIRLY TEST THE QUALIFICATIONS OF CANDIDATES , SUCH AS, BUT NOT NECESSARILY LIMITED TO ACHIEVEMENT AND APTITUDE TESTS, OTHER WRITTEN TESTS , PERSONAL INTERVIEWS , PERFORMANCE TESTS, PHYSICAL AGILITY TESTS , EVALUATION OF TRAINING, JOB EXPERIENCE AND PERFORMANCE , WORK SAMPLES, MEDICAL TESTS , OR ANY COMBINATION OF THESE OR OTHER TESTS . B. PROMOTIONAL EXAMINATIONS. PROMOTIONAL EXAMINATIONS SHALL BE CONDUCTED WHENEVER QUALIFIED CANDIDATES ARE AVAILABLE WITHIN THE COMPETITIVE SERVICE. PROMOTIONAL EXAMINATIONS MAY INCLUDE AN EVALUATION OF PRIOR JOB PERFORMANCE, EDUCATION AND TRAINING ACHIEVEMENT, AND ANY OF THE SELECTION TECHNIQUES SPECIFIED ABOVE. ONLY PERMANENT OR PROBATIONARY EMPLOYEES WHO MEET THE REQUIREMENTS SET FORTH IN THE PROMOTIONAL EXAMINATION ANNOUNCE- MENT MAY COMPETE IN PROMOTIONAL EXAMINATIONS. C. OPEN-COMPETITIVE EXAMINATIONS . OPEN-COMPETITIVE EXAMINATIONS MAY BE ADMINISTERED PERIODICALLY FOR A SINGLE CLASS AS THE NEEDS OF THE CITY REQUIRE. NAMES OF INDIVIDUALS WHO TOOK THE SAME OR A COMPARABLE EXAMINATION ON DIFFERENT DATES MAY BE RANKED FOR PURPOSES OF CERTIFICATION IN ORDER OF THEIR FINAL EARNED RATING. ONE TEST SCORE MAY BE APPLIED TOWARD CERTIFI- CATION OF AN APPLICANT FOR MORE THAN ONE CLASSIFICATION PROVIDED THAT: ( 1 ) THE TEST AND CLASSIFICATIONS F©R- WHICH CERTIFIED ARE CLOSELY RELATED, AND ( 2 ) TEST SCORES ARE APPLIED TOWARD LOWER LEVEL RELATED CLASSIFICATIONS. D. CONDUCT OF EXAMINATION. THE PERSONNEL DEPARTMENT SHALL ASSIST THE CIVIL SERVICE COMMISSION IN ARRANGING FOR THE CONDUCT OF EXAMINATIONS. THE CITY MAY CONTRACT WITH ANY COMPETENT AGENCY OR INDIVIDUAL FOR THE PREPARATION OR CONDUCT OF ANY EXAMINATION. E. SCORING EXAMINATIONS. A CANDIDATE'S SCORE IN ANY EXAMINATION SHALL BE THE COMBINATION OF THE SCORES ON EACH COMPETITIVE PART OF THE EXAMINATION. IN SOME EXAMINATIONS FAILURE IN ANY PART OF THE EXAMINATION SHALL BE GROUNDS FOR DECLARING SUCH CANDIDATE AS FAILING IN THE ENTIRE EXAMINATION OR I - DISQUALIFIED FOR SUBSEQUENT PARTS OF AN EXAMINATION. THE CIVIL SERVICE COMMISSION MAY, AT ITS DISCRETION, INCLUDE AS PART OF THE EXAMINATION, TESTS WHICH ARE QUALIFYING ONLY. F. INSPECTION OF PAPERS. A CANDIDATE SHALL HAVE THE RIGHT TO INSPECT HIS/HER OWN EXAMINATION WITHIN FIVE DAYS FOLLOWING SUCH EXAM. EFFORTS ARE MADE, HOWEVER, TO SCORE WRITTEN EXAMINATIONS IMMEDIATELY FOLLOWING THE EXAM IN ORDER TO ADVISE APPLICANTS OF THE RESULTS. G. RETESTING. WHENEVER THERE ARE INSUFFICIENT NUMBERS ) OF PERSONS SUCCESSFULLY PASSING PRESCRIBED TESTS, THE PERSONNEL DEPARTMENT IS AUTHORIZED TO REPOST AND READVERTISE THE POSITION( S ) AND/OR RETEST THOSE APPLICANTS WHOSE TEST SCORES FALL SHORT OF PASSING BY TEN ( 10 ) PERCENTAGE POINTS OR LESS . HOWEVER , ANYONE REQUESTING A RETEST MAY BE RETESTED ONE TIME TWO WEEKS FOLLOWING ORIGINAL EXAMINATION. FURTHER TESTING FOR THE SAME CLASSIFICATION WILL NOT BE GIVEN TO THE APPLICANT FOR SIX( 6 ) MONTHS FOLLOWING THE RETEST DATE. H. EXAMINATIONS - PASSING LEVEL . THE CIVIL SERVICE COMMISSION SHALL FORMALLY ESTABLISH THE TYPES OF TESTS TO BE USED AS WELL AS THE PASSING LEVEL FOR EACH. THE EXAMINATIONS ARE UPDATED AND/OR CHANGED IN ACCORDANCE WITH THE NATURE OF THE SPECIFICATIONS FOR THE POSITION(S) . I . INTERVIEWS. APPLICANTS WHO HAVE SUCCESSFULLY PASSED THE WRITTEN EXAMINATION AND/OR OTHER TESTS INCLUDING REFERENCES , AGILITY TESTS, PERFORMANCE TESTS (TYPING, SHORTHAND, ETC. ) MAY BE SCHEDULED FOR AN INTERVIEW WITH THE PERSONNEL DEPARTMENT AND/OR THE DEPARTMENT HEAD REQUESTING SUCH EMPLOYEE . SUCH INTERVIEW MAY EITHER BE BEFORE OR AFTER FORMAL CIVIL SERVICE CERTIFICATION. III . ROLE OF CIVIL SERVICE COMMISSIONS A. LISTS FOR CERTIFICATION. THE PERSONNEL DEPARTMENT WILL PRESENT THE NAME OF THOSE PERSONS SUCCESSFULLY PASSING PRESCRIBED TESTS TO THE CIVIL SERVICE COMMISSION AT THEIR REGULAR MONTHLY MEETING. THE LIST WILL INCLUDE IN ADDITION TO APPLICANT'S NAME, THE POSITION FOR WHICH HE/SHE IS APPLYING, THE PASSING SCORE OBTAINED AND THE NAME OF THE DEPARTMENT REQUESTING THE EMPLOYEE. THE COMMISSION WILL EITHER AFFIRM OR REJECT THE RECOMMENCATIONS OF THE PERSONNEL DEPARTMENT. THE NAMES OF THOSE PERSONS AFFIRMED BY THE COMMISSION WILL BE ENTERED IN THE LIST OF ELIGIBLES MAINTAINED BY THE CLERK OF THE COMMISSION (CITY CLERK ) . B. CONTINUAL CERTIFICATION. THE CIVIL SERVICE COMMISSION MAY CONTINUE TO CERTIFY NAMES TO ELIGIBLE LISTS ( IN ACCORDANCE WITH STATE LAW ) AS NEW PERSONS ARE TESTED FOR CERTIFICATION. THE NAMES OF INDIVIDUALS PREVIOUSLY CERTIFIED MAY BE REMOVED AS THEY INDICATE THEY NO LONGER ARE INTERESTED IN EMPLOYMENT OR WHEN SUCH PERSON CANNOT BE CONTACTED CONCERNING AN OPENING. C. APPOINTMENT PRIOR TO CERTIFICATION. SOMETIMES IT IS NECESSARY TO APPOINT AN INDIVIDUAL TO A POSITION PRIOR TO A SCHEDULED MEETING OF THE CIVIL SERVICE COMMISSION. IN SUCH CASES INDIVIDUALS WHO HAVE SUCCESSFULLY PASSED ALL QUALIFYING TESTS AND WHO MEET ALL JOB QUALIFICATIONS MAY BE APPOINTED SUBJECT TO CERTIFICATION BY THE COMMISSION. D. REJECTION OF CERTIFIED APPLICANTS. A CERTIFIED OR NEWLY APPOINTED APPLICANT MAY BE TEMPORARILY REMOVED FROM CONSIDER- ATION FOR A POSITION BY THE PERSONNEL DIRECTOR WHEN IT IS FELT THAT SUCH EMPLOYMENT WOULD NOT BE IN THE BEST INTERESTS OF THE CITY. SUCH CASES SHALL BE REFERRED TO THE CIVIL SERVICE COMMISSION AT ITS NEXT REGULARLY SCHEDULED MEETING FOR FINAL DISPOSITION. 4 E. MEETINGS. THE CIVIL SERVICE COMMISSION SHALL MEET AT LEAST ONCE EACH MONTH EXCEPT FOR EXTENUATING CIRCUMSTANCES SUCH AS LACK OF A QUORUM, ILLNESS. ETC . THE COMMISSION MAY ALSO HOLD ADDITIONAL MEETINGS BECAUSE OF WORKLOADS, DISCIPLINARY HEARINGS, ETC. SUCH MEETINGS SHALL BE CALLED BY THE CHAIR- PERSON OF THE COMMISSION AS MAY BE NECESSARY. • I -