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Discussion: The minimum passing score should be the lowest level of <br />accomplishment deemed acceptable to demonstrate the applicant will likely <br />be successful in the position of police officer. If this score is adjusted from one <br />test administration to the next, it demonstrates no potential to predict <br />successful performance. It simply rank orders those who took the test. <br />Moreover, it leaves the city open to litigation by an applicant who failed his <br />test with a higher score than was required to pass in another test <br />administration. Validation of this score is key to its defense should an <br />applicant complain about his/her rejection. <br /> <br />Recommendation No. 22: The review team recognizes that the prohibition of <br />polygraph examinations in the hiring process resides at the state level. The <br />department should work with others in the state to lobby for change in this <br />area. <br /> <br />Discussion: The unavailability of this vital tool has most certainly led to the <br />hiring of problem police officers, some having committed serious crimes. <br />Hiring authorities need every tool possible to ensure that police officers are <br />fully suitable for the job. <br /> <br />Recommendation No. 23: The personal history questionnaire completed by <br />applicants should be submitted to the EPD rather than Human Resource <br />Services. <br /> <br />Discussion: Once completed, these forms represent the basis for a background <br />investigation and should be screened by the police department. Trained <br />background investigators, accountable via a chain of connnand to a sworn <br />police manager responsible for recruitment and selection, should be <br />responsible for making recommendations regarding disqualifying <br /> <br /> 36 <br /> <br /> <br />