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HomeMy WebLinkAboutItem B: Police Auditor Recruitment Process ECC UGENE ITY OUNCIL AIS GENDA TEM UMMARY Work Session: Police Auditor Recruitment Process Meeting Date: August 11, 2008 Agenda Item Number: B Department: Central Services Staff Contact: Alana Holmes www.eugene-or.gov Contact Telephone Number: 682-5765 ISSUE STATEMENT This is a work session to provide information on a proposed timeline and structure of the Police Auditor recruitment process. BACKGROUND The position of Police Auditor will be vacant as of August 22, 2008. A review of the previous recruitment process and timelines has been made. Based on that review, a proposed timeline and structure for the recruitment process has been drafted for council review and direction. A copy of the recruitment brochure used in the previous recruitment is attached for review and comment, as well as a copy of the current position description. Guidance and feedback from the council on the brochure and the position description is being sought in order to make edits and prepare them for final review and approval at a work session scheduled for September 10. Once a timeline has been approved, additional meetings will need to be scheduled to continue work on the recruitment and selection process. Items such as a recruitment process budget and advertisement plan approval will need to be addressed in the near future. RELATED CITY POLICIES This work item relates to the council values of a “Safe Community” and “Effective, Accountable Municipal Government.” COUNCIL OPTIONS 1. Approve proposed timeline and recruitment structure. 2. Revise the timeline and/or the recruitment structure. CITY MANAGER’S RECOMMENDATION None; the Police Auditor is an employee of the City Council. Z:\CMO\2008 Council Agendas\M080811\S080811B.doc SUGGESTED MOTION Move to approve the recommended timeline and structure for the recruitment and selection of the Police Auditor. ATTACHMENTS A. Draft timeline and structure for recruitment process B. Recruitment brochure from 2006 recruitment process C. Police Auditor position description FOR MORE INFORMATION Staff Contact: Alana Holmes Telephone: 682-5765 Staff E-Mail: alana.m.holmes@ci.eugene.or.us Z:\CMO\2008 Council Agendas\M080811\S080811B.doc ATTACHMENT A Police Auditor Selection Process- 2008-2009 Timeline Option 1 ACTION DUE DATE Mayor and Council meet, discusses, and August 11, 2008 determines timeline and methodology for Police Auditor recruitment. Items to review and approve: ? 2008-2009 tentative recruitment & selection timeline ? Whether or not to appoint an ad hoc committee ? Past recruitment brochure and job description ? Whether or not to hold a public forum (if added to the process it would add another week to the timeline) Council Break August 14-September 8, 2008 Police Auditor key employment and recruitment September 10, 2008 issues determined and decided by the Mayor and Council in a work session. (This part of the process previously took 7 ½ weeks to complete, however, if the key decisions Issues to decide and approve include: regarding the recruitment are made in the ? September 10 Council work session, then the Salary range and benefits package following timeline can apply. If the Mayor and ? Job description Council decide to hold a public forum prior to the ? Recruitment brochure recruitment opening, then timelines would need to ? Recruitment budget be adjusted.) ? Advertising sources ? Members from the community to gather input from and methodology ? Terms of Police Auditor employment Recruitment brochure and details finalized based September 11-26, 2008 on Mayor and Council direction. Advertising and brochure materials finalized, printed, and arranged. Recruitment posted and applications accepted and September 29 – October 31, 2008 processed (Applicant materials include: Resume, cover letter, current salary, and six work-related references). While Recruitment is Posted: October 31, 2008 HR staff or Ad Hoc Committee establish screening criteria and methodology for full screening of candidates that meet minimum qualifications, interview process components, and community group participants in the interview process, and send to Mayor and Council for comment. HR staff completes preliminary review of November 10, 2008 applications to identify those who don’t meet minimum qualifications and present to Ad Hoc Committee or Mayor and Council. If an Ad Hoc Committee is established: Ad Hoc November 19, 2008 Committee members individually review all applications to finalize those who do not meet minimum qualifications. Mayor and Councilors may review the applications of those screened out for minimums in the HR office and send feedback to the Ad Hoc Committee if they want any additional people included in full screening. The due date to get feedback back to the Ad Hoc committee would be November 14, 2008. HR provides application packets of all candidates November 21, 2008 meeting minimum qualifications to Mayor and Councilors for more detailed screening. Mayor and Councilors individually review and November 21 – December 10, 2008 rank all applicants that meet minimums. Individual ranking of candidates discussed by Mayor and Council during December 10, 2008 meeting. Council Break December 11, 2008 – January 5, 2009 HR compiles the candidate scores/ranking from December 11 – January 5, 2009 screening materials received from Mayor and Councilors. Mayor and Council meet in executive session and January 12, 2009 select candidates to be interviewed. Outside expert meets with them if Mayor and Council choose. Top candidates notified and scheduled for Week of January 12, 2009 interviews. Interviews held. Approximately five candidates Week of February 2, 2009 can be interviewed over a two day process. Finalist identified and notified. Within few days following interviews Background completed. February 9 – February 27, 2009 (3 weeks) Mayor and Council approve appointment of March 9, 2009 candidate to the position of Police Auditor and authorize negotiation of terms of employment to begin. Offer made and negotiated. Employment Week of March 23, 2009 agreement reached. Auditor begins. Mid-April to sometime in May, 2009 Key timelines and holidays: Council Breaks: August 14-September 8, 2008 and December 11, 2008-January 5, 2009 Thanksgiving Holiday: November 27 and 28, 2008 thth MLK Holiday: January 19, 2009 President’s Day Holiday: February 16, 2009 World’s Greatest City of the Arts and Outdoors Ý·¬§ ±º Û«¹»²» б´·½» ß«¼·¬±® THE COMMUNITY Home to 146,160 people, Eugene is Oregon’s third largest city. The community covers 41.53 square miles, with the Willamette River running through the heart of the City and the McKenzie River joining the Willamette just north of town. The City is surrounded on three sides by hills, is midway between the Pacific Ocean and the snow- capped Cascade Mountains, and offers residents an outstanding quality of life and a wide variety of recre- ational opportunities nearby, including rafting, fishing, golfing, hiking, skiing, and beachcombing. Eugene’s climate, with an average of 53 degrees, is one of the City’s attractive features. Eugene is well-known as the home of the University of Oregon. With 20,000 students and over 6,000 employ- ees, the University plays a major role in the community, as does Lane Community College. The employment base THE ORGANIZATION has become increasingly dominated by services, trade, and government, and less reliant on the timber industry. Eugene has a well-educated labor force with nearly 35% In 1944, the citizens of Eugene adopted a council/ of the adult population having completed four or more manager form of government. In this form of government, years of college. the City Council develops legislation and policies to direct the City. The City Manager, hired by the City Council, Eugene is a friendly, progressive community with resi- oversees City of Eugene personnel and operations and dents who are active and concerned about quality of life caries out the City Council’s direction. issues. The University brings a more cosmopolitan feel to the community, and the collegiate teams have contributed The Mayor serves as the City’s political head and chair- excitement and pride on a regional basis. The City’s Hult person of the eight-member Council. The Mayor, elected Center for the Performing Arts, recognized as the finest by the city at large on a nonpartisan ballot for a four-year facility of its type in the state, brings renowned entertain- term, is the formal representative of the City. The Mayor ers to the community throughout the year. It is home to presides over City Council meetings, and votes in the seven resident companies: Eugene Symphony, Opera, case of a tie vote of Council members. The Mayor can Ballet, and the internationally acclaimed Oregon Bach veto any decision, but can be overridden by a two-thirds Festival. Many residents are health and fitness oriented, vote of the Council. Councilors are elected by ward on a and Eugene was recently awarded the Olympic Trials for nonpartisan ballot to four-year staggered terms. Track and Field in 2008. Overall, Eugene is an attractive community with quality schools, a beautiful environment, Eugene has over 1,400 employees and a $450 million a temperate climate, and a diverse, dynamic culture. total budget. The City of Eugene provides services through six departments: •Central Services •Fire & Emergency Medical Services •Police •Library, Recreation and Cultural Services •Planning and Development •Public Works The Eugene Police Department The Eugene Police Department serves all city residents, as well as the region through it’s 9-1-1 Communications Center. The Department has over 300 employees and a budget of $36.3 million in FY2005. Approximately 180 sworn officers work in patrol, investigations, traffic enforcement and administrative positions, while 120 civilian employees work in records, communications, and administrative and support positions. These employees are distributed through the Department’s four divisions: Patrol and Special Operations, Investigations, OperationsThe Auditor’s first responsibility will be to develop policies Support, and Technical Services. The majority of lineand procedures for the operations of the Auditor’s office, employees are represented by the Eugene Police Em-and to assist the Council in the establishment of a ployee Association (EPEA). In a typical day, EugeneCivilian Review Board. police officers are dispatched to about 300 calls for THE IDEAL CANDIDATE service. THE OVERSIGHT SYSTEM This high-visibility position is characterized by the Auditor’s ability to provide fair and objective oversight of Eugene City Council recently adopted a hybrid oversightthe police complaint process, build credibility among system that consists of both a full-time professionally-diverse audiences, and instill public confidence in the staffed Auditor’s office and a Civilian Review Board. Thecomplaint system. The responsibilities of the Police role of the Auditor’s office is to provide a neutral locationAuditor are broad in scope and require the highest to lodge complaints and to actively monitor on-goingdegree of professional, independent judgement, personal internal affairs investigations to ensure objective, thor-integrity, and accountability. The Auditor performs work ough and high quality investigations. The Auditor identi-that is highly complex, and often involves issues that are fies policy, practice and training concerns to promotesensitive and confidential. organizational changes that improve police services to The ideal candidate will possess the following character- the community and reduce risk and liability to the City. istics and abilities: In addition, a Civilian Review Board, consisting of five to • seven community members, will oversee the work of the Model the highest standards of honesty and integrity. Auditor’s office. The role of the Review Board is to • Make sound and well-informed decisions affecting evaluate the case handling decisions and investigative multiple stakeholders. recommendations for the Auditor’s office and, in situa- • Commit to action when dealing with pressure and tions that meet pre-established criteria, assess how ambiguity of complex, controversial issues and complaints are being investigated and responded to. By situations. involving community members in the review of com- • Communicate effectively orally and in writing with a plaints, the Council hopes to enhance the transparency variety of cross-cultural audiences. and public understanding of incidents under investigation, • Creatively solve problems using superior analytical and, over time, to increase the trust and credibility in the ability. complaint process. More information on the system is • available on the Police Commission page of the Eugene Respond in an objective, professional, and credible Police Department website. manner in highly-charged situations. • Apply impartiality and demonstrate fairness and THE POLICE AUDITOR diplomacy under the most difficult of circumstances. • Establish and maintain highly effective working relationships with diverse individuals and groups. The Police Auditor is a newly created position that will be • Fluency in Spanish is desirable. hired by and report to the City Council, as established by the Eugene electorate through a revision to the City The Council is seeking a candidate who is willing to Charter on November 8, 2005. make a long-term commitment to Eugene. The Police Auditor provides independent, external oversight of investigations and complaints involving police department employees. The Auditor’s responsibilities include receiving complaints, monitoring or participating in internal investigations to ensure objective, thorough and high quality investigations, and preparing reports on complaint trends and police practices in general. S/he promotes organizational changes to improve police services and community relations by identifying, analyz- ing, and making recommendations regarding the com- plaint investigation process and policies, practices and training. The Auditor provides staff support to the Civilian Review Board appointed by the City Council. Two addi- tional staff are proposed for the Auditor’s office. Application and Selection Process Qualifications Interested candidates should submit a resume, a cover The Police Auditor must have five years of progressively letter explaining how they have obtained the unique responsible experience overseeing and performing combination of experiences and abilities needed for this administrative investigations and performing program position, current salary, and six work-related references development, analysis, and complex professional staff by April 28, 2006 to: support, preferably in the public sector. A Bachelor’s degree from an accredited college or university in public administration, business administra- tion, human resources, criminal justice, or a related field is required. A Master’s degree or Juris Doctorate from an accredited university is desirable. City of Eugene Additional Requirements Human Resource and Risk Services Candidates for this position are subject to a background Police Auditor investigation. 777 Pearl St., Room 101 Candidates for this position may not have worked for the Eugene, OR 97401 Eugene Police Department as an employee within the (541) 682-5061 past twenty years. In addition, candidates should have no TTY (541) 682-5674 www.eugene-or.gov other prior relationship with the Department that might create actual or perceived bias for or against the Depart- E-mail:PoliceAuditor@ci.eugene.or.us ment or Eugene Police Officers. Candidates will be required to disclose prior employment, contracts, and Confidential inquiries welcomed by calling Helen Towle, affiliations with the Department. Human Resource Manager, at (541) 682-5110 or Lynn Compensation & Benefits Stimson, Recruitment and Selection Manager at (541) 682-5765. The annual salary range for this position is $79,040- $98,508. Upon eligibility, the salary with the City’s contri- The City of Eugene is committed to a work environment bution of the employee portion of retirement and 2% which values the cultural, educational, and life experience deferred compensation will be $85,363-$106,390. of each employee. We believe that a diverse workforce enables us to deliver culturally competent service to all Upon eligibility, the City will contribute an employeemembers of our community. As part of our commitment contribution of 6%, as well as the employer contributionto diversity, the City continues to be an affirmative action/ to a retirement program administered by the Oregonequal opportunity employer. Women, people with disabili- Public Employees’ Retirement System (PERS). Inties, and persons of color are strongly encouraged to addition, the City will pay a 2% contribution to a deferred apply. compensation program if the employee contributes at The City of Eugene complies with the Americans with least 1%. Disabilities Act of 1990. Any applicant with a qualified The competitive benefit package includes: disability under the Americans with Disabilities Act may • Comprehensive Health, Dental, and Vision insurance request accommodation by contacting Lynn Stimson at • (541) 682-5765. Life and Long-term Disability insurances • Generous Vacation and Sick Leave In compliance with the Immigration Reform and Control • Ten Paid Holidays Act of 1986, the City of Eugene will request all eligible • candidates who accept employment with the City to Transportation and Cell Phone Allowance of $300 provide documentation to prove they are eligible for The City will assist the candidate with moving and employment in the United States. relocation expenses.