Item B: Update on Implementation of Measure 20-106

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Attachment C Police Auditor Recruitment Process Options The police auditor is a highly specialized position in a relatively new and emerging professional field. There is a limited number of interested persons who possess the right combination of skills, experience and personal characteristics to be successful in the role. The pool of people who currently serve as police auditors/monitors is small and easily identifiable, which can result in a highly competitive process among communities seeking experienced candidates and those attempting to retain their existing auditor. In researching how other communities have recruited for and selected qualified candidates for the position of police auditor/monitor, the ARRT found that three different processes were utilized. These are described briefly below for City Council’s consideration in developing an effective recruiting and selection process. A.Standard/Internal Recruitment With direction from elected officials and/or the city manager, Human Resources takes the lead in developing recruiting materials, advertising the position, screening applicants and developing the interview process for finalists. Policy makers and community members may have varying roles in the process depending on the governance structure and past recruiting/hiring practices of that community. Boise, Portland and Seattle used internal processes when hiring their first monitors/ombudsman. In the most recent Portland recruitment, the city relied heavily on the experience and professional contacts of the existing police auditor to assist with recruitment. Regarding the selection process, Human Resources conducted the initial application screening. Qualified candidates (8-9 people) went through a pre-interview process that included the city auditor, the police auditor and two community members, narrowing the applicants to three finalists. The elected auditor then involved members of the civilian review board, the public at large, police managers and other staff in the interview process for finalists by convening three separate interview panels. The final hiring decision was made by the city auditor. 1 B.Outside Consultant A consulting firm is hired to manage the recruitment process, including creation of recruiting materials, developing a strategy to advertise for the position, screening applications to identify qualified applicants, and working with local stakeholders to develop a fair and inclusive selection process. San Jose and Sacramento both used CPS Human Resource Services to administer their recent police auditor recruitments from beginning to end (candidate profile development through contract negotiations). The extent of duties performed by the consultant can vary considerably depending on the client’s needs. The level and type of involvement in the recruiting and/or selection process would need to be determined and delineated in the service contract. 2 C.Expert Assistance The City of Denver utilized its Human Resources department to provide staff support for the recruitment process, but also enlisted the expertise of two police auditors from other communities to develop the job description and design other elements of the recruiting process. For the selection phase of the process, an expert (Seattle OPA Director) helped screen and interview qualified candidates. Use of an outside expert as a participant in the application screening committee is specified in Denver’s enabling ordinance (as are a judge, a city council member, and the chairperson of the citizen oversight board). 1 Consultant fees for managing a national recruitment effort are approximately $25k; additional fees would typically apply if the consultant is asked to participate in the selection and hiring process. 2 Costs to City would include the expert’s travel and lodging expenses.