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<br />ATTACHMENT E <br /> <br />Summary Notes <br />Committee on Police Auditor Recruitment and Selection Process <br />Wednesday, February 8, 2006, 1:40 p.m. <br />Human Resource Conference Room, Room 101, City Hall, 777 Pearl Street <br /> <br />Present: Mayor Kitty Piercy; Councilor Jennifer Solomon; Councilor Andrea Ortiz; Police <br />Commission Chair Tim Laue; Helen Towle, Human Resources; Jeannine Parisi, Eugene Police <br />Department; Mary Walston, City Manager’s Office <br /> <br />Members of the Public: Perry Patterson, Patrick Lang <br />-------------------------------------------------------------------------------------------------------- <br /> <br />Draft Work Plan <br />was not reviewed due to late start of meeting <br /> <br />Position Description <br />? <br /> <br />Helen Towle presented the position description which was based upon the initial draft <br />prepared by the Police Commission and then tailor to the usual City of Eugene position <br />description. Members suggested several revisions which were approved and later <br />incorporated into the second draft dated February 8, 2006. Members noted the opinion from <br />the City Attorney with regard to supervision authority of the auditor. The language in the <br />position description states: “Exercises day-to-day operational supervision over Police <br />Auditor office staff”. This was accepted by the group. <br /> <br />? <br /> <br />The section labeled “other requirements” was discussed. In preparing the position <br />description option #4 suggested by the police commission with regard to background was <br />used. The language reads: “Candidates for this position may not have any recent <br />background or affiliations with the City of Eugene Police Department that would hamper <br />their ability to be neutral and objective in performing their duties as Police Auditor.” Helen <br />noted the word “affiliation” is a subjective decision, but this could be addressed in a <br />background check. <br /> <br />? <br /> <br />There was discussion about how many applicants might be expected. Tim said the field is <br />growing, but there may not be a large number of applicants, Helen noted that for manager <br />positions there are about 25 applications received. <br /> <br />? <br /> <br />Tim wanted to take the position description to the Police Commission for informational <br />purposes. <br /> <br />Compensation <br />? <br /> <br />Helen distributed a salary information and recommendation sheet. On it were the salaries of <br />auditors in other jurisdictions and a comparison on internal ranges in the city. Helen <br />recommended a salary in the range of 32 – 34. After discussion the group decided to <br />recommend salary range 33 which is the range for the City Prosecutor, the Cultural Services <br />Director, Human Resource Director, the Court Administrator and several others. It was <br />acknowledged that it was a place to start. <br /> <br />L:\CMO\2006 Council Agendas\M060222\S060222C-attE.doc <br /> <br />