HomeMy WebLinkAbout06/23/2009 - Minutes 6 � _
� CIVIL SERVICE COMMISSION rrr D c`ry°f
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MEETING MINUTES
Held on June 23, 2009
IN ATTENDANCE:
COMMISSIONERS PRESENT:Jim Phelan, Richard Fisher,Andee Jorgensen, Bill Larson, &Jim Matthew
POLICE DEPT: Police Chief Kevin Milosevich, Deputy Chief Tim Troxel
FIRE DEPT: Fire Chief David Daniels, Deputy Chief Bob VanHorne
STAFF MEMBERS: Eileen Flott (Civil Service Secretary), Lucinda Gibbon, & Nancy Carlson
Guest: Marre Giller
CALL TO ORDER:
Chair 1im Phelan called the meeting to order at 4:35 pm.
APPROVAL OF MINUTES:
Review of the May minutes for the 5/26/09 meeting.
� MOVEE7 BY: I Andee Jorgensen � SECON�BY: I Jim Matthew ( M1NtJTESAPPROVE'D �
POLICE DEPARTMENT:
1) Un�nished Business: None
2)New Business:
A. Ms. Marre Giller appealing her removal from the Police Service Specialist Eligibility List. The
Commissioners reviewed the document submitted by both Ms. Giller and the Police Department.
Commissioner Fisher asked the Police Chief if there was any additional information that was used to
determine to take Ms. Giller off the list. The Chief responded there were a couple of issues: 1) ethical
issue about whether Ms. Giller had a degree, and 2) a few unfavorable recommendations from
previous co-workers. Commissioner Fisher motioned to reinstate Ms. Giller to the Police Service
Specialist Eligibility List. Commissioner Phelan explained to Ms.Giller the Commission can only
reinstate her on the eligibility list, and that the Commission can not control the hiring of applicants.
That would fall under the ChieYs authority.
� MQVED BY: � Richard Fisher � SECOND BY: I Andee Jorgensen � MOTION CARR/EL7 I
B. The Lateral Police Officer Eligibility List, dated 06/12/09, was approved. The Lateral Police Officer
Examination Report was reviewed.
I MOVED BY: � Andee lorgensen � SECOND BY: I Bill Larson � MOTION CARRIED I
FIRE& EMERGENCY SERVICES DEPARTMENT,:
1)Unfinished Business: None
2)New eusiness: The 2010 same Selection Process for the Lieutenant, Captain and Battalion Chief/Safety
Officer was reviewed and approved.
I MOVED BY: � Bill Larson � SECOND BY: I Richard Fisher � MOTtON CARRtED �
OTHER BUSINESS/COMMENTS: Next Civil Service Commission meeting will be on July 28, 2009.
ADJOURNMENT:
� MOVED BY: � Bill Larson � SECOND BY: � Richard Fisher � MEETING ADJOURNED I
�,�"'`�`,' ���" "' 6/24/09
Eileen Flott, Date
Civil Service Secretary/Chief Examiner
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�` � ♦ . � .; Human Resour�es�&.Rislc Management -
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� . ,� . Denis Law,Iviayor, �." . . 1Vancy CarLson,Adm�nistrator °. �
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. - . Jwne.�2,2009 . : � ; � . . , ,
' 1Vlarre Giller. . , � ." . �. - � . .
,. �... :. �:12123 133'�.St..E _ , .. .
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� Dear Ms: Griller: . . ._ : - - .. _ _. .
." . " .` �Ve rec�ived-Yoci� letter, asking�that�the.Civil Serv;ice..Comm-issior� reconsider your removal. .
��fram'th�Police Service Specialist:Etigibility�List., .The'irifcs�matiori�ttach�d�wil.l'be s�nt out to
� � the.Commissioners:ori T`uesclay,(6/16/09), for their reyiew::�I�vilT a1so;seud them you�r 6%1f09 ��
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. �' letter,a�ong vv�tli�your`.attachmenfs.. �'he actual.+Civil �erv.�cc Cornmm�ission meetir�g;vt�ill:'b�,:tlie .'
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. following.Tuesda3�(�/23/09), at 4:30 pin,..' The�me.ehng will�be`held at;Reriton�ity Ha1T;.in the : ; ..
� . : first.tloor HR T�ainirig Room.. . . . ; , � . . "
� . : ` :.At fhat-time,`you will�be. providecl, an-�opporEu�nity to expiain�.�e�xsason§:you`lielieve:.tTie. : `. . �
_ '', Cammiasiizn �hould�restore.yotu� naine-to:tlie_��gibi�ity L�st.,-Fox:.example you.:can explaan. . -
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, . --� ._�ot�r�posihon; b'ring.up additidrial:;information;.`etc:�:;;The Com�riissio�ezs may ask clarif3ring `:_.=. -
� . °; .qt�estions o�you;and/or.:tli�.Police�Cliie��.o,�C.:desigriee; prior to makirig a:fnal decisiori..�If for ..�, � ,�.. ,.
� ��any.reason;�you are:iinable:.to aftend,the_Commis"sioriers inay still �sk clarify�ing:quesYions of� . � .. .
�. i ' . the Police.Cluef,.o� designee; and�resrisw.,axiy:infoi�iation.which they were provided; prior.to : �.` • - �
. makirig a decisiori:.- . '
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' �Ple�se.realize.thi's is,public iri�eting aud.iri�orniation shar�d:,during this.hearing is eons'idered ��� ; . ` �
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� ptt�iic rec�rd: If y4�t have any,additior�al:_questians,�:;�lease�tla-no't:hesitate to•::catl� me or� ' . ' . .
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. . •Civil Service Secretary/Ch�ief Examuier � ' � ..: : _
� � c: Civil Service Commiss'ioners ;. . . - .. ` - �
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. . � . P�lice Chief Nlilosevich - ` � � " .
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. ti�Y o � C�TY UF RENTON
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♦ � ''` ♦ Human Resources&Risk Nlanagement
� O,� : Denis Law,Mayor � Nancy,Carlson,Administrator
L�'NT � .
May 28, 2009 �
� Marre.Giller � .
121�3— 133'��atreet� �
Puyallup; WA 98�74 � .
�.. . I?ear Ms. Giller: . �.. : , .
: � . In #1ie course�o�conductirig.your liackgrotind irivestigahon for Pal'ice Service Specaalist,it`was . . �-
� . .� � determined that yoti� do r�ot me�t,acceptab�e:�s'tani�ards�;for.exnploym�t��ith.our._deparEmen�..- . �
� . The follo�.v:ing atre some. of��the resulfs: of your�:�iac�'ground itiv�stigafiori. that..lea�:fo- t�ii� .. . .
� ; conclusion: _ - : ... . . . ..
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- ' � . . •` �V�V�tile v�orl£ixig-for Tia�tvvila Police D�a�ient�,�oii�ret�riiec�:from a.n..�x�ended leave:for��.
..� �. _ : : one:da3�and�th,�n:resignecl�ithout�a.�iy;riof ce,d�g a:fi�iie�where the'agez1c�was��hbrt=
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� . . - �an�ed�. . _ . , . . ' : .:
. . � � . '. Inel'igib�ity,�for re=hire at Tuk�vila Po�iee I�ep�rttrient:= - . . . '. : � �.- •
� � As t}iese are:not acc.epta�ile stand`ards.for�riiploXirierit�wi�i our�i��itm�nt;:Chief 1V�ilbsevi.�fi�has.� � �
, . reqitested t�iat yiiur r�ame be remave,���froin 't.he:eligibility_�i�t..°S1ioi�lii:,yoti vvish..to sii�ixriit�to:tlie .
: � Civ�1 ServicE�omm�i'issiori spe�%fi�_reasans,vir#��yo�ii�,nar�ie,:shquld_�ie;restored�y�u.m�st send:tlie �. :� �: : -
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.. . r�quest:in�writin�wifhhirl five(S�workin�.iiays:�t`o�i the.te,�eipt��of tlus�le�ter.�. . . .
_ We"appreciate your interest w'itli tlie City.o€Rent.ori Porice D�partrnent,antl wish�ou t�ie i�e'.st in �
yot�r future caree�r end'eavors. _ " ' , � .
: Sincerely, . . . ". . - .
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. . : .G���� .
. � �ileen Flott .
� Civil Service Chief Exaxniner
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. �ti`SY O� POLICE DEPARTMENT
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DATE: May 15, 2009
TO: Chief Kevin Milosevich �
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FROM: Deputy Chief Chuck Marsalisi—Support Operations Bureau
SUBJECT: Police Specialist Marre Giller �
I have reviewed the recommendations made by Commander McClincy, Sergeant Skelton,
and the background report completed by Detective Yohann.
After reviewing the information contained in the background report,I have concerns
about Ms. Giller's ability to work cohesively in our team environment. It was helpful to
hear that the officers liked her because"she didn't take shit from people."I believe that
our customer service level a much higher standard,with an expectation of tolerance with
the public and coworkers. I also found more value in the comments and i
recommendations made by people who worked around her more often than just stopping �
, in during their shift. Ms. Giller's lack of notice of quitting her job,on the day she �
returned from an extended absence, also speaks volumes to amount of loyalty to her
department and coworkers.
I concur with all of the previous recommendations to remove Ms. Giller from the list. I
don't believe that she has the high level of character,etlucs, and dedication that we
expect from our employees.
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�' M E M O R A N D U M
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DATE: May 13�',2009
TO: DC Marsalisi
FROM: Commander McClincy ��/�--�
SUBJECT: Candidate Marre Giller
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I have reviewed the work that Detective Yohann completed on the background
investigation of Police Service Specialist Marre Giller,and concur with his
recornmendation that she no longer be considered for the position.
Ms Giller lists two employers on her personal history statement. One is a family-owned i
business, and the other is Tukwila Police Department. Ms Giller worked at Tukwila PD I.
for approximately 8 years. Detective Yohann spoke to Deputy Chief Lori Sutter and �
found that Ms Giller is not eligible for rehire at that agency. DC Sutter reported that Ms �
Giller went on an extended leave,returned for one day,and then resigned without notice,
this at a time when the agency was short-handed in that particular division. DC Sutter
went on to say that if an individuai goes on maternity lea.ve and does not return,they
must repay medical expenses. It appears Ms Giller might have been trying to avoid ;
having to do this by returning for one day. Based on this,I believc Ms Giller should no i.
longer be considered for Police Service Specialist with the Renton Police Departmen�
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DATE: May 12,2009
TO: Commander K. McClincy
FROM: Sgt.Dave Skelton �
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SUBJECT: Specialist Candidate Marre Giller
Detective Yohann has submitted his background investigation concerning Specialist �
Candidate Marre Giller. After reading Detective Yohann's investigation,I too have
reservations concerning Marre Giller's eligibility for hire. Based on Detective Yohann's
investigation, I do not recommended Marre Giller be considered for employment for the
specialist position at this time. .
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Sgt.D. Skelton
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June 15th, 2009
Civil Service Commission
City of Renton
1055 South Grady Way
Renton, WA 98057
To Whom It May Concern:
I have received a copy of the information used in my removal from the City of Renton's
eligibility list for the position of Police Records Specialist, and would like to present
clarifying information with regard to my request to have my name restored.
The first matter I'd like to address is my ineligibility for re-hire with the City of Tukwila.
When I was informed of this, I contacted Tukwila's Personnel Department and asked to
have the matter reviewed. I have been informed that they do not maintain personnel files
past six years, and were not contacted by the City of Renton with regard to my
employment history there. The designation of "ineligible for re-hire" apparently came
from the Police Department, and I have written to them to present my case and ask that
the situation be ta.ken under review. The information I have given them is substantially
the same as that contained in my letter of June 1 St to the City of Renton.
I informed my immediate supervisor of my intent to resign my employment with the
Tukwila Police Deparhnent prior to the commencement of my maternity leave in 2001. I
was not aware until very recently that my decision to resign had not been communicated
to the Department Head, and I am strongly disappointed and upset to learn that this was
the case. I can certainly understand that this raises grave doubts in the mind of any
reputable prospective employer as to my suitability, loyalty and ethics.
When I made the decision to resign my position with the Tukwila Police Department, I
asked my supervisor if I would be able to maintain insurance coverage under COBRA
following my resignation. She assured me that I could do so, but also told me that if I did
not return to work at all after my maternity leave, my medical coverage would be denied
retroactively to the beginning of my leave. Given the cost of a hospital stay far the birth
of a child, I asked if I could give my notice upon returning. She told me that my notice of
resignation would be just as valid if it was submitted during my leave, and said that it
would only be necessary for me to return for a day.
Had anyone in the department notified me that my resignation had not been properly
submitted, or told me the Records Section was short-handed and needed me to stay, if
only long enough to help train a replacement, I would have done so willingly. I had no
desire to inconvenience my fellow Specialists by my resignation, and since many of them
had attended the farewell party and baby shower hosted by my supervisor, I had no idea
that my deparlure was causing a disruption. I feel very badly about this.
�r.r yr'
In Deputy Chief Marsalisi's letter to Chief Milosevich, dated May 15th of this year, I
� noted in particular this section:
"I have concerns about Ms. Giller's ability to work cohesively in our team
environment. It was helpful to hear that the officers liked her because `she
didn't take shit from people.' I believe that our customer service
(maintains?) a much higher standard, with an expectation of tolerance with
the public and coworkers."
I am concerned that the Deputy Chief may have placed a negative connotation on
remarks made by the officers with whom I worked in Tukwila, given his closing remarks
regarding the high level of character, ethics and dedication the City of Renton rightfully
expects from employees. I would like to address those concerns, and with that goal in
mind, I am including pertinent sections from my seven years of performance reviews
from the City of Tukwila.
Performance Evaluation 12/6/94 throuEh 12/6/95:
RELIABILITY: She thinks about consequences and risks for her decisions and actions.
Marre always considers the important issues of people's freedoms, liability, safety and
erring on the side of caution. I can trust her to make a decision that will not get us in
trouble or anyone hurt.
INTERPERSONAL RELATIONSHIPS: Marre has a very pleasant voice, both in person
and on the phone. She is very helpful to people, and the disposition she presents to people
when assisting them is consistently considerate and helpful. She is respectful when she
questions things going on around her. The challenge in this position is to maintain the
pleasing voice and helpful attitude when under pressure, and in the hub of activity. Marre
manages to do that. She has become an important part of our team, and works as part of
that team. She is very loyal to the unit and her co-workers, very dedicated to her job and
doing it well.
Performance Evaluation 12/6/95 throu�h 12/6/96:
RELIABILITY: Marre's file documents that she continually takes responsibility to
address issues and ensure our work product is reliable. She is dedicated to the unit and
the work we do.
COMMUNICATION: Marre's verbal communication with our citizenry is patient,
gracious and helpful; she has a very soothing voice.
NOTES: She is a very bright star, a peak performer and I continue to be thankful she
works with me. She is someone I count on and someone that makes me proud.
Performance Evaluation 12/6/96 throu�h 12/6/97:
RELIABILITY: She repeatedly takes the responsibility and initiative to address issues
and ensure our work product is reliable. She is highly dedicated to the unit, the work we
do and the integrity of that work.
COMMLJNICATION: Her communication with our most angry and challenging citizens
is incredible. She maintains a calm and soothing voice, patience, grace and is helpful.
This applies to both phone assistance, and in-person assistance. I have great appreciation
for Marre's honesty and integrity. She is up front and honest. She is loyal to the
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department, her job, the unit and her supervisor. Marre does not sacrifice those things
' because it would make her life easier, or make her look better to some people, or further
some agenda she has for herself.
Performance Evaluation 12/6/97 throuEh 12/6/98:
INTERPERSONAL RELATIONSHIPS: Marre is incredibly honest and she has a great
deal of integrity. She is loyal to those people she believes in, to her job and to what she
believes is right...Marre is not swayed by pressure; she does not compromise her values
and beliefs to gain favor. I have a great deal of respect for Marre because of her
consistent demonstration of such values, even in adverse situations. I count on Marre and
I trust her dedication.
Performance Evaluation 12/6/98 throu�h 12/6/99:
COMMLTNICATION: She is quite skilled at dealing calmly with angry and challenging
citizens...When she runs into conflicts with co-workers or internal customers, she
determines how most effectively to address the issue and the person. Most often she does
so herself with directness and honesty.
Performance Evaluation 12/6/99 through 12/6/00:
PROBLEM SOLVING: The accuracy and integrity of our work is very important to
Marre. She is diligent about maintaining flawless information, and she is quick to
recognize any error or problem that will detract from that end. She articulately
researches, documents, corrects and communicates. She has an excellent memory for
policies, procedures, and laws. Her decisions are always soundly based.
COMMLJNICATION: Marre does an excellent job of keeping me up to date on her
projects, needs and noteworthy happenings during her shift. She also makes sure people
are recognized for their good work and extra efforts.
NOTE: Marre is a valued member of our unit. She contributes greatly to our daily and
overall success...I continue to be grateful that she is here to work with us. The
department, our unit, and those we serve all benefit from Marre's work here. Thank you.
I do not know if the Tukwila Police Department still retains copies of these evaluations. I
have kept my personal copies because the respect and praise of my supervisors carries a
high value for me. I am proud of the quality of my work, and would not have chosen to
damage my record as an employee who consistently exceeded expectations by quitting
without notice.
The City of Renton has every right to expect the highest standards of personal and
professional ethics and integrity from its employees. I believe I meet those standards.
Thank you for your consideration,
Marre A. Giller
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June 1,2009 `
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Nancq Carlson
� Human Resources&Risk Management Administratar Hum�n �iesources&
1055 South Gradp Way fiisk Management
Reaaton,WA 98055
Dear Ms.Carison:
I have ieceiveci a letter from Eileen Flott dated May 28�',2009,detailing the reason for mp removal£rom the
City of Renton's elig�b�iiy list for the position of Po&ce Semice Speaa�as follows.
"While wnrking for Tukwila Police Deparhnent,you returned from an extended leave for
one day and then resigued without any notice duwig a time where the agency was short
handed.
Ineligibi7ity for re-hire at'lhkw�a Police Department"
I was employed in the Tiikwila Poliee Deparrment's Records Section for seven and a half yeazs During that
time,I was frequently praised both by my immediate superviso�Cin I.anglois,aud bq the Depattment head,
Recoxds Manager Rosa Krows,foi my pm£essional integuty,and my loyalty to and coasideration far mp£ellom
Specialists, our sectioa and the Deparnnent In PerfornL�e Evaluations I consistendy =eceived "Exceeds
Staudatds"as my overall rating,and the evaluation narr�tives conta'tn many comments xegarding my dedication
to professionalism auci departrnent standards.While das does not direcdy addtess a specific zeasoa why mp
name should be restored to the eligb�7ity]ist for the City of�nton's Pofice Records deparcment,it is pertiuent
in�lustraring my history as a xeliable and mistwort�p employee.
I requested Famtly Leave from my position at the Tukw�7a Police Depaxtmeut in June of 2001 due to
pxegnanry.At that time,the leave was scheduled to begin in Dece.mber of that yeaz aad to continue until sia �
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cveeks after the birdi of my child The leave was appmved without difficulty after I pmvided the requixed
documentation from my obstebriciaa cetrifying that I was uader her care for my p=egnanry.At the time of this
appmwrl, I was given a copy of the City of Tukvvila's Peisonnel Policies and Procedures zegatding Familp
Leave.In Section XI of this Poliry and Proceduse document,par,�graph four stated:
"Wh1e on leave,employees ate=equized to report on a regutat basis to the City xegardiag the
status of the medical condition,and their intent to retum to wark Department heads will 1
keep the Personnel Office advised of the status of the leave."
I have emphasized a section of the teat to illustrate the basis of my subsequent belief that I had met the
depaztmenPs needs with regard to notification of my resignation
As soon as my leave was approved,and vvell befose beginniag the actual term of leave st►Decembex of 2001,it
was determined that I would report to my immediate supervisor in the Tukwila Police Records Section,Ms.Cin
Langlois.I spoke with Ms.Iaug�ois on many occasions prioi to and duting my leave regarding my decision to
resign my posi4iou.This choice mas based on my eaperience with my fiist cluld,who benefited gieatly from my
eighteen moaths as a full-time mother£ollowing his birth,and my eapectation that my second ch�ld,whose
birth was die reason for my upcomiug leave, would also benefit fxom my undivided atteution aad presence
duting his early years. lifter a numbex of discvssions mith my supetvisor on this topic as my ptegnancy
progressed,I did in fact make the dectsion to resign my positioa with the City of Tukvv�a after my leave ended,
and I informed Ms.Langiois of this decision before rhe beginniug of my pe.riod of leave.
Ms.Iangiois advised me tha�in order to maintaia my insurance coverage for medical ea�enses related to the
birth of my child,I would need to retum to work for one day at the end of my Family Leave.Several of my
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fellow Specialists wexe also aware that I would be returning only fot one day, and they and Ms. I.anglois
organized a combined fatewell and baby showes pacty for me at a local restaurant I believed that by
commuuicating my decisioa to the Records Supeivisor I had fulfille3 the requirements for informing the City
of my status and'mtent,aad expected that Ms.Ianglois would norify the Deparrment head of my decision so
the Petsonnel Offtce could be properlp advised and arrangements made to fill mp positioa in the department.
My co-workers'awareuess of my plaas served to reassure me that evexyttiiug was in order and the appiop=iate
actions had been taken.
Duxing the time while I was out on leave,several changes took place in the Department's internal structure.My
supervisor,Ms.I,angiois,resigned her position due to pexsonal health concerns and dissatisfactioa with the city,
and accepted emplopment elsewhese.Her superviso�Ms Rosa Ktows,retixed from the Depaztment It is my
undeistandiag that�eir respective positions of Recozds Supervisot and Records Manages were subsequentty
combined into a single position,a leagthy process which had not been completed by the end of mp leave.
DUhen I retumed after my family leave had ended�,I was not informed that my dedsion to:esiga had not beea
communicated to the cit�s Personnel OEfice or 13iat this choice was uuespected.The Recozds Section was in
some tutmoil due to the recent abseace of both its Supexvisot and Manager,and it was not clear to me mho,if
anpone,had been promoted oz hiied to Gll that v�oid or how that goal w�uld be ad�ieved My name had not
even beeu=einstated on the section's upcoming work schedule,aad I believe I was entixely justified in thinking
the sectioa e8pected my resignation and had already made arran�ements to fill my position.Your deparmient's
lettei of May 28� was the fust time I have been informed that my =esignation from the Tl�kavila Police
Depaitment was iu any way irregulat or the source of any consternation ox inconvenience m my foixner co-
v�orkers.
I am distressed and saddened to leatn of this cixc.wnstance. I pride myself on mp professional integdty aad
reliability, aad would not have willingly left mp fellow Specialists short-staffed had I known tb,at to be the
sit�ation. I will be contacting the City of Tukwila's Personnel O�'ice to attempt to ciarify this situarion with
them.I acted at the time in good faiti�and in the firm belief that I had fnlfilted the dty's requiremeats as set
£orth in the appficable Policies and Procedures and had notified the pxoper pexsons regarding my decision to
resiga with more than sufficient natice to avoid causing any difficulty to my co-woxkers,my supecvisors,or my
Deparcment
Flease find enclosed a copy of the pertinent section of Tukwila's Po&des and Pmcedutes, a copy o£ my
approved Family aud Medical Leave Request,and some eacexpts from my Employee Performaace Evaluations
as a Specialist with the City of Tukwila oves the conxse of my yeus as a valued member of theit team.
I am hereby formally requesting that my name be testored to the City of Reatons eligibility list for the positioa
of Pal'ici Senritt S�aal'ir�I have directed th'rs letter to pou,as I am infoimed that Ms.Flott is out of the of&ce
aad will aot retutn until Monday,June 8'�_I look foxward to meeting with you to answer atiy questians you may
have with regasd to this matter so that we can resolve it and move fonvard
Sincexely,
��������
Marxe A.Giller
Y � V
12123 133g� ST E • PUYALLUP, WA • 98374
PHONE: (253) 435-1222
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��. ,- .: ; � �'�:�QNNE�:P4I,�CIES AND PROCEDUIi.ES
� .
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�:.��� . .
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= The City has.the right to:as�C:far�,se�ond.opinion. The City.will gay for the employee to get a
� ����.o��m a��ona a�r wluch the:.+City will selec� .
If necessa�ry to resolve a coritlici tietv�reen�the original certif�c�tion and the second opinion,the City
will r�q�tire the opinion of a::t:�ii�d:�octor: The C�ty and�the eztnp�byee.wIll jointly select the third
docto�r,and the Gity wil�:pa}►:for-tixe opinio�. This third opinion�uill bc considered final.
XI. PROCED�IRE:FOR REQUESTING LEAVE:
�xcept:w�iere':leaare.is riot foreseeabie,all employees requestEng.leave under this pulicy must submit
the r�quest�;iza.-wii�uig ta:daeir department head for appraval. Approved requests shall be forwazded
to the Peisorinel(3ffice,along with all original copies of requests,medical cert�fications,and other
pertirient irifbrma.tion.
�i�;�ii;�iaap�oyee plans to take iea.ve under t�is policy,the einployee must give fihe City 30 days
iit�ti�:'_I�::it i�not possible to give 3U days notice,the employee must give as�uuch notice as is �
,_. ...
p�aeaca�ii�. An employee undergoing planned medical treatmexit is.re�uired to make.a reasonable
: ... ...: :,.,...�.:.._:.::., :
oxt�o sc�tedule the t�rreatment to.�:...�:��..�,di�ruptions to the Caty`s operadons.
�`�u:•eiiiployee fails to provide 30.days no�ice for`fareseeable leave with no reas6nable excuse£or ch$
d�lay;t.�i�Ieave r�guest may be denie�untii at`least 3p days from the date the City receives notice..
- ��: - � �.,..
- . � _ . , � .
For payroll purposes,refer to A dmin�strarive>Policy.and Procedures. Each department is responsible
for t�ra�king family leave use o�ftie payicoil.tiine sT�eets.
` EFFECI'IVB: Immediately� DATE:.����/'xreru/6./�96
APP�20VAL: � -
'"1 e��-✓� /,�;.�C. �,�:/�r a .
/ !�,�
yor or Ciiy Administr�axor Administrative Services��firector
R vis�d: 09/03/96
-=;,� .
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• -, .
. . �.�� � � i
�
� � �= �J ��Q City of Tukwila
�
� �,, ,�= Family and Medical Leave Request
19p8
i
Attached is the City of Tukwila policy on Family Medial Leave, the Family Medical Leave Re-
quest form, and Certification of Physician or Practitioner form. You must return this informa-
Hon request farm showing that you have read and understood the following information un �
der the City policy which expla.ins your rights and responsibilities under the family leave laws.
In addition, you must submit the Certifica�ion of Physici.an or Practitioner form according to
the guidelines in the City Familv Leave Policv 02.07.10.
IMPORTANT POINTS �
I
1. In the event of a personal medical emergency which would prevent you from filling out
the necessary form,you may designate someone else to act in your place.
2. Everyone requesting Family Medical Leave is required to provide Medical Certif'icativn by
a health care provider. Failure to do so may zesult in discontinuance of youx leave. In
adoption situations or foster child placements, the practitioner may be a legal represenha-
tive or representative of an authorized agency who can attest to the validity of the adop-
tion or Eoster placement siivation.
3. The City will require the use of paid leave first and take the remainder of the time as un- .
paid leave. (Familv Leave Policv 02.07.10,Sectian VIII) '
4. The City will continue to pay its portion of your health insurance premium while you aze
on Faznily Medical Leave. However,you are responsible to continue to pay your share of
. the health insurance premiums. Failure to pay these premiums will resulfi in canceling
your health insurance coverage(after a 30-day grace period). While on unpaid leave,you
. must continue to make this payment either in person or by mail. If the employee does not
continue these payments, the City may discontinue coverage during the leave period, or
will recover the payments at the end of the Ieave period, in a manner consistent with the
law. (Familv Leave Policv 02.07.10,Section VI)
5. An employee who takes leave under this policy will be able to return to the same job or a
job with equivalent status, pay,benefits, and other employment terins. The position will
be the same or one which entails substanti.ally equivalent skill, effort, responsibility, and
authority. (Familv Leave Policv 02.07.10,Section VII)
• I understand that my Ieave.may be delayed until I return the MedicaI Certc�cation of Physicinn or
Practitioner form. '
• I have read the above informaEion and the City of Tukwila's FamiIy Leave palicy and understand my
rights and responstbilities with regards to family leave.
ll- S-c51 .
Signat re Date
`'�'" "�rr�°
� �J��' ``�A CI of Tu�Z�wila
� r 4 �
� � �, = Cer�ification of Health Care Provider
'k i� � (familysnd Medical Leave Act of 1993� _
, . ,
� Employee's ,�/� " Patient's name(if other� �
name � � �0..t'2 � - � ���' I thanemploqee)
2. The attached policy describes what is meant by a"serious health conditior�"under the Family and Medical Leave Act
. Does this patient's mndition qualify under any of the categories described in the attached policy?tf so,please check the applicable
categoty: • I
❑(1), ❑(2� �(3), ❑(4), ❑(�,or ❑none of the above. . � �
. Describe the medical facts which support your certi�ication,including a brief statement as to how the medical facts meet the rriteria of
one of these categorie� � -
a. State the approximate date the condition commenced,and the probabie duration of the condition(and also the probable duration of the
patients present incapadty,if differentk .
� F�-Y� -� r � ,
W ecess for e em lo ee to take work onl intermittentl or to work on a less than full schedule as a result of the �
b. ill it be n arp th p y p y
condition(includi�ag treatment described in Item#6 below�?If yes,give the probable duratioa
�
c If the condition is a c.hronic condition(condition#4)or pregnancy,state whether the patient is presehtly incapaatated(see footnate , i
below-for-defiuition�and th�likelp duration and encq of episodes of incapadty. �
�,t�..e.� � �.,�,.� �,�,.,..�1 �� �, ��d � � � �� �-�-�,.'�..`�...
cJ���� c�.�R � �e q�... �ea.ve c�.�' t.�Z�'v°� c( �
If additional treatments will be required for the condition,pmvide an estimate of'the probable number of such treatments
If the patient will be absent from work or other daily activities because of treatment on an intermittent or part-time basis,also provide
an estimate of the probable number and interval between such treatment,actual or estimated dates of treatment if known,and period �
required for recovery if any: . � 1
b. If anq of these treatments will be provided by another provider of heaith services(e.g.,phpsical therapistJ,please state the nature of the
treatments:
-c. If a regimen of continuing treatment by the patient is required under your supervision provide a general description of such r2gimen
(�P��Ption drugs,phqsical theraPY requiring SPeaal equipmentk
,
Here and elsewhere on this form,the information sought relates onlq to the condition for whirh the empioyee is taking FMLA
leave.� � .
Incapacitq,for purposes of FMLA,is defined to mean inahilitq to work,attend school or perform other regular daily activities due
to the serious health condition,treatment therefor,or recovery therefrom.
. "'"r w,r
. ` . ,�'��'�',�y►
. � � City of Tukzc�ilc�
- �
. �,� �° �`amily and 1Vledical �eave Act
'�8 .�nzpl oyer I�esponsc .
Family and Medical Leave Act of 1493
Tp; Marre GiZler �'��• Stephanie Brown, Perso�nel Assxstant
Date: Januarp 9, 2QQ2 $ttbjeC� Fami.lx Medical Leave
The Personnel C?ffice was ao 't�f'ied of pour need to take famil�'tmedical leave @ue to: -
� the birth af yaur child,or the placement of a child with y�oa for adaption ar faster care,or
� I� a serious health canditton that makes you unable ta perform the essential functlans of your�ob;or
�1 a seriaus health�ondi#on af�ecting pour L7'spause l?chitd �7'parent, for which you,are needed
_ to provi��-eare: . }
, Yaur teave began an neaember i, 2001 , and yau ezpect 2eave to rnntinue un�i an or about
Ma.rch iS, 2Q02.
�cept as explaizied belaw,you have a right under the FMi.�,for up to 1'L weeks leave in a"roltin�� i�-rnonth-
period fc�r the reasans listed above. Alsa, yocu heatth bene#�ts must be maintained dut�n�any p�riad of�znpaid
ieave under the same c�ndittons as�yau continued to worK, and yau must t�e reinstated to the same ar an
equivaient �ab with €b.e same pay, bene�ts, ar�d tenms and canditi�ns o€ emplayment on your rehrrn from
�leave. If you do nat return to worlt foltow�n►g FMIA�eave for a reason other tt�:
� .. �2} the cantinuat�on, reeurrence, ar anset of a seriaus health candition wh�ch would
entitte po�ta FR�E�;A leave,or
� (2) other circumstances beqond pour control� .
you may be required to reimburse us for our share o� health in,surance premiums paid on your�ehalt during
pour�MT A leave, .
•:= NOTE: FML�A Ieave runs concurrent with Worker's eampensa�ion and disability ieave. ❖
T�tts ts�ro�ott�YOU'rH�T jcheck apprapriate boxes;�lain wher�incffcafedJ:
I. . You are �'J eligi�ile C7 not.eligible for lea�ve under the FMLA. _
Z, The requested leave L�`wtll Q will not be counted against your annual FMI.A leave entitlement
3. You L�witl IJ wilt not be required to fcErnish medical certzficatian of a serious health conditian. If re-
quired, you must fc�rnish cert'�"ication 1 S days after yau are natified af this requirement ar we may delay
the commencement of your ieave ur�t€�the c�cation is submitted. (corm�.��n)
� 4. a. If you narrnaliy pay a porrtion of the premiums for your health insurance, these payments wilt continue.
'�uring the period of FMIA leave. Arrangements for payment have been discussed with you and it is
a�reed that pou wilt znake premium gayments as outlined in Personnel Palicv and Pmcedure
02A7.t t}---Famiiv Leave.
b. You have a minimum 30-day grac� period in wluch to make premium payments. If payment is not
made timely, your group health insurance may be.canceled, provided we norify you in writinng at least
15 days be€ore the date that pour heatth coverage will lapse ar, at aur aption, we may pay your share
of the premiurn during FMLA.
cc: Payroll �. .
I Vil I'I j'll�°�'4�i��l� � � �
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�2:`',� ii�TrEi�EItSONAL 1t�i.A�'iONS�'S:, Maire`lxas a v$ry �l�as�at voice, ,both i�
-� _p�rson �nrl..oa.ttie phvri�:. :�he:is ve�,y.helpful to people, and the dispasition she presents to
People wlient assi�ing them is consistentty conside�ate and helpful, She may have to �ut
�omeone on lioid and growl ar scream, but when she goe.s lrack to them she has regained her
composure:::::;S�e:,is respe�ul.when she quEstions things going on around her, like juveniies
�irig i�,,th�jail.wi#h adults. The challeng� in this position is to maintain the pleasing voice
anc�heI . ..a�#itude when under pres�e, aad in the hub of acfiivity..Marre es ta do that.
w�
P� .
. _. :.,......_.::. .;:. - I m
_ _ .. . .. a �Y
pmud t��'how'well she has don�this pasf yeaz. �
_ 8. Commnnica`�a: 1Vfarre does an exeellent job of�mmunicating, �
• � `both in writing and verbally. I�er command of the English langua.ge is the
best of any I have ever witnessed. Sh�is ve�y skilled. Her communication
_ wi�h our most angry and challenging citizens is incredible. She maintains a �
calm a�.d soothing voic�,patience, grace and is helpful. This applies to bath
phone assistance, and in person assistance.Her communication skills with
those she knows ove�frustratin�g issues has improved greatly.
� ._ : ,. . - - R� -��
�_--_.... ._ , - , _ . . ... _ _ . , ... : . ,��
_ E � " ' � � . ,; � _
`��• �_�,���She is not easily lead down a negative path when it comes to the ;
things to which she is Ioyal. Attached is a log dated 04/25/97 demonstrating
that. .�� ".�, - .. . �:�.. _ . Y �
�.:; . � _
�' ' ... " - ���� ":�^.����:��.�;��:
..�: _ . .. .. � ... s_.
,.. ... ...•�7?FS:t?��l���.��rwix.�"? .
10c.: Pun�ctuaiity: Marre has worked to in2prove in this category. She has �
r�nade strides, and she continues to work towards a recoxd of perfection.
��y �-a�- �g
---_
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%°;c P:t„:�:.�>_.;'�.��; ��n.,� _
'<�•" '�''= :,�t,;, - - ,� :`'.;:, . ,,.;.a;�
�'>.ttz'4`+����;-�`-c�`�• r:,,�a,_,J:^..�ti�,ty-t?.; ,-r,•U,cwr - - :.s �';} ��•
>-f. i .:Yt. .i,.x. ,.b_-a :'�fi�.:- .��. �. w�.w. .,4h �v.��"k Y>w :3�u "••Yb:.�'�J�:."
F -1`. ' 'lx., •::n _ aitN. F�'.°.�.�9.R.
- ._�^ .-gy':; [:y,. �ut c-..'1�,,,yv`r•.s�-.....;:qr:;.+.�:2;�-;T�a_.
��:: .;t^'- -tsto: 7`a"�:� ,.s�:.� s�`" .�::� .�*F. .y..
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e r�::
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::: , __ �► . ��, oes so.
om� ,: hane�te saim��°. ��ie d r�.::::. ....: . . ..
F,�.Ty_ I do nat ha�►e to warry about faltowin p ��3'and
n��s�and she does w�ever it takes#o ensuce she handles�task conec me
�' `` have retied on Manre tn represent me in c�erta,in. �y�
'; is r�levant and ta relay fihat infornaa4ion to me, She h consisteirt�dvn�o'u�on
way that cantinues to reinfarce my a�►ility to reIy an her. One eatample af this is
when she attended the 8-hour GroupWise Trainirig an O�122198 for jm!e. She did
so with iess than 24 hotar natice,and she did so ahae�'fuiiy, .
�- :F'l'�t'bilt'ty: Gen�ralty,iVlazre is fle�."ble wi�t sch�utin . A v ' �
ahallenges this past year have impacted that. Witt�.re � arxety of personal i
`°`l�iaxre has b�com�more flezcible and rela�ced with be�to processing�wc�rk, �
_ learned ta iet ga of some thin �intemipte�d. She has also
.::;��;: zn p
;.<.. gs that she+can't con
ways to take ��,and if assible, �P
- -�:�<_ with creat�ive A eome
;`;`::°=;� xea i care ofpmblems. For
-:;-�,-�;:.-'<:�"'::; : e instance,she ne,�dsd some v+ery
:.;� xpensive boxes for a project she was workin a
`:�;�i�=*a;:Y�s: the money she was w�i�liu to save g n. Hawever,if w�didn't have
���'�,f4�<f:�;$.�,_ � � the battcrc�d ones 6� to
y:��;-�r��::�;''=={��, rh duct tape. I appxeciate i3�at kind uf �'P�them ok gether
_<j,�.���u:�'��_ find a wa.y to make things work. �'�iv�ty,flexi'bility and det���on ta i
,:w{'�i^�s'�'5,�4'�I:`k.,'�.';r'`��r.�':..:�.'. .
,:...'G.{.d6:5GL�r yn:': �'':.!.::':;i.,.::.
:-`;�ur�'� ;,�:�=�''t�.��`�xX;-``:':'.
; ::,�°��.���-•-..� :.�.:= COmmu�t�catittn•
>._�;� �. �.���w."��;°;;: �`� • 1��ia ineredibl th tte�a
� _:�:"��'.v�;" co unicatia Y skilted a#bo and v a1
: ��� ,,�._;,;.: �t�.� y� wri p!}�
_f'`�u""ri:�, "�"„t7v", . �+l�Yi .�4, ��nw4. ��`i
���'�" �:.�;��.:�=;'<:-,. �� ��� vaaiOIl WI�t OUTIYlOS� h
�, �_�`����.�,;<,_ bl�. �+grY and c alleuging
" �" '�;� :.. main�ins a cai�and saa
�� t q,��,,��_{ , hzezzs is incredi S�e
�a��"�:,�:�a��:: t1�im voice
m F� �, -_��. ����eE;_,:::'< and is helpfui. Z wit�ess this regardie�,s of whether � ,pa�ence,grace
.�: „�.�e.x;.s g th�
`��, ar in �an. � contact is over the hane
s �''�r p.
;r.� -;;..., . _ ��aTI4' G01��1C�IA �
.t,����:,^;.':::: . s II W1�1�tOS�S�'i� '
• ' .:�w.�.��;_:-;:= issues cantinues#o ` Iaaows over�'ustrating
s. ��%#��,=t1}: .. u�provs. When she nu�s into co�cts with caworkers,or
, ��;���-;�,:;_,: anyone for that matter she Ieaves me a detail S
,§,����q�.r<° . ed atitline af the incz
�� ' dent so I am
� �. �,��-°.;; P�ed in c�sse I hear a mema firom
���:i�'�"""�::"`"'' !0/22198 is atta�ched. about it. As an�xample Marre dated
� �' � } ��_-''•:-". tt c She ban<ited
�;�����;�.. _ this chatlengin,g situation skil
� >.t;,;��_";�,- Ifully.
����::== ': .
. :�:,
� -��;�.,�_ 9� 1'nt�rue�rssanal Re�Catr,nn.��ip,s•
� � M1�.���.;��� Q
''s 't.�.2r..'L'�� ' _ - _ _ •
��',���.„"� .
��:_ ;�;��-;.`;;='° is not •
- �..;;._ . : , .
�:-������tw,�.;:.:..- �y��YP�sure'she do�s -- ..
Q,
� �#���4',':�;_:;;<°.:' c� .�„� vatues and i� � not
��;���}:��r��:.,..,. �r ,�iseher Iiefsta faYar
�w �,,;.�; ,� $� to�ook better in le
���;��`�,.�:,,,..;; eyes or �er sam '
�� �y° ��da.;�have a some peoP
�i�;��'.�s; of her coxasistent detno n o� �dea�of respect for M�re because
�:: � nsi�atio
3;�. ag�._. suchvatu�s e
�v�.�:�-r�;� appreciate tti;ose yaiucs a , v�a in adv�se situations, I atso
�f����;z',�_ _ 8reat ci�. . , . _ ..�
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ki�'�;S�M`�Y - • l' t �
.:,�'�.'v,,,�,�.—'r,�;'^'..\"�Yvk'.va2,;�er�.- �a�a'.-„a, .,, ' ,
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--3tilarre demons�trates great initiative on ensuring recc�rds ar�produced and maintained ta the
hig��es#degree of accuracy. Sh�performs a variety af audits for#he division and produces
detaileci reports. For exampie auditing TT�lJID recards and ati deparnnent warrants. In�ackIing
these prt�jecfs,l4�a�t'e originates a plan az�d pracedure to accamplish the job. Qn larger or hi-
�iability taskslprojects she will nui her praposed plan by her supervisor for input. I can totally
tnzst that a thorough and 140°lo accurate audit will be conducteci,and tha.t any erraneous rec�rds
will be corrected. (see E-Mails dated 02l15l40, 11/46/00,and O6l21/40).
Reliab�lury: I��Iarre's work produet is totally reliable, There is nc�qu�stzon as to the quality o€
her work, She is azticulate and demands of herself full unders�tanding and mastery of any
�nction she is assigned. T caa assign somefhing tc�Marre and walk away knc�wiug it will be
l�andling to the highest degrce of ger�'ormance. One example is the t:;ase l:omplet�on
Instru�#Qns for Patrol whieh I aske�l her to edit and re-write. (see memo dated 11/29/04),
, . . . For instance when a
- detective wanted a III with na case,lVtanre stood fitm under pressure(see E-Mails dated 03/30/00
and 04/U2J00). I can also rely or�Maxre to attend m�etings or traiuing and provide me any details
I n�ight need (see Memos dated 05117/Q0). Another area in wluch Marre is extremely reliable is
thafi of communication. She is very good about advising me of incidents which I may be asked
about ar which I may have fia deal with.(See E•Mails dated 02II5100 and Q8/22/04},
Fle.xibilitV: 1Vlarre extends herseif to make adjustments for co-work�rrs whenever she is able,
and to change her scheduled vacation if we have unit needs. (See docwinent dated 11I30,and
me�ario dated 05/23IU0).
�`ommunication: Marre is gifted in l�oth written and verbal communicafiion. She has a�
enormous command of the english taaguage and how best to use it Thit.s is mast notable in her
written communication. She deais ealmiy and effectzve�y with angry and cha,llenging citizens.
She maint,ains a calm and soot�ng vaiee,patience an�d gra.ce. When she nws into confticts with
co-v+rorkers or int�rnai custamear�,she determines how mast effectively ta address the issue aztd
the person. Most of�en she does so herself aud follaws u�p with a heads up to me in case
something becomes of the conflict� Marre does an excellent job af keeping me up to date an her
projeccts,needs and noteworthY�PPe��during her slzift She also makes sure peaple are
recogt�ized for their gaod work and e�a effarts.. (see E-Mails dated 47/27104, 11/�0l40,and
06/�0104).
Marre ahility to produce articulate and clear training documents has be�n an asset to our unit.
Nate.' �Taz�re is a valueci member of o�r uni�. She cor�tributes gareatly to our da�y and overall
success. This past review period Marr�has taken on zespon�ibility for more tasks and taken a
more active role of respc}nsibility in#he overail ageration of our unit. I co�tinue to be grateful
that she is here to work wiih us. _ _ _ . `_ _._
. you.
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3�
�,�:� ;�= Police Deparhnent �euh���ri�,Chief of Police
' An Accredited Agency
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On Monday,fl�/29,Clint called i�s�k.and youu.atrived to work to find tliat you were needed
�o�iold o�ver and work�IZ i�i�hours. Pm sut�yot�Ywwei�e quit�eager#o�et ou�E o€here at the
end o�your s7ji:ft. Yet,�vhen.the�SU Call�ut c�anm�e just after Nicote arrived fo work,you
sta��d. Yon did not leave Nicole,you sta.yed and assisted h�r in-working ttiroutgh the�S�J
Callout process until it was done.
Tlus is an elccellent exa.mple of consideration for co-workers,teamwork,and caring enough
about our job and our responsibilities to see that it was done correctly and everyone was
taken care o£ I greatly appreciated the manner in which you dealt with this siivation. T'm
sure Nicole does to
T�,�'''�.._
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GZ00 Southcenter Blvd. •Tukwila, WA 98188�Phone:(Z06)433-1808•Admin.Fax:-(206)244-6181;Inves�Fax:-
(Z06J 431-3688
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• A
`��N�oz RENTON CIVIL SERVICE COMMISSION
DATE: June 12, 2009
TO: Chief Kevin Milosevich
FROM: Civil Service Commission
SUBJECT: Continuous ELIGIBILITY LIST for LATERAL POLICE OFFICER—June 2009
The following is a continuous ranked eligibility list of candidates for the position of Lateral Police Officer
as established through a competitive examination process. This process was most recently conducted on
6/4/09, and 6/11/09. Names are ranked according to the final score and valid for one year.
ILAST NAME I FtANK � ELIGiBLE TO: � Cflmments:
I Grisim, Daniel I 1 June—2010 I NE�V
� Gildner, Guy 2 � July—2009 I
I Brown,Anthony I 3 October—2009 ( I
I Augustyn, Brian 4 I November—2009
I Miller, Joshua I 5 January-2010 I
I Polich, Jonathan I 6 I July—2009
Holl, June A. � 7 (tie) I June—2010 I NEI�1
� Vivet, Joshua I 7(tie) I Sept.—2009 I I
I Willey, Brian F. I 9 I August—2009 I
I Miner, Keith I 10 I August—2009 I
I Walsh, Julia l 11 I Sept.—2009 ( (
��;t,Ll.r,� �i�0�
Eileen Flott
Civil Service Secretary/Chief Examiner
(425)430-7657
eflottn,ci.renton.wa.us
cc: DC Chuck Marsalisi
Cmdr. Katie McClincy
Sgt.Dave Skelton
�w✓ �
��Y
�� RENTON CIVIL SERVICE COMMISSION
- � F:
. ''.' ♦
�
EXAMINATION REPORT
�'.�N�o
POSITION: LATERAL POLICE OFFICER
DEPARTMENT: POLICE DEPARTMENT
1 DATE OPEN: June 2009
2 DATE CLOSED: Continuous
3 DATE OF WRITTEN EXAMINATIONS: 6/4/09 & 6/11/09
4 TOTAL#TAKING WRITTEN: Two (2)
5 DATE OF ORAL INTERVIEWS: 5/14/09
6 TOTAL#INTERVIEWED: Two (2)
7 TOTAL#ADDED TO ELIGISILITY LIST: Two (2)
.��+�-.�'�.��TA`T�C��1T FRUCE�S.i: �
The Renton Police Department received two new applications for consideration. Candidate interviewed on
6/4/09& 6/11/09. Candidates who pass the written test proceed to the Oral Board Interview. (Ever since
11/27/07 the Physical Fitness Agility Test-PFAT was not administered as part of the Lateral Police Officer
examination process.) The interview is weighted at 100%of the final score,with a passing score of 70%.
_ ,. °.;�° ��c�=:;���r��i�.��ri�►�vs�Q���n: ;�
Must have been a regular police officer for a minimum of one year of the past 36 months in order to be
considered. Must pass the written test, and oral board in order to be placed on the eligibility list.
k`=����a��.�c��r c���ri��r: I
Written exam involves candidates watching a video of a response to a 911 Domestic Violence call,and writing a
report with findings. The Written exam has a pass/fail rating. The oral board consists of a set of 15 structured
questions, and the rating of five dimensions, developed for an experienced police officer. Passing score for the
70%or greater is required to be placed on the eligibility list.
l�,'�,�C.{,!',n,� �,,�:��'f
Eileen Flott
Civil Service Secretary/Chief Examiner
6/12/09
Date
� �
. FIRE AND EMERGENCY SERVICES � ^cl�rof�O� �,.
DEPARTMENT ��
M E M O R A N D U M
DATE: June 19, 2009
TO: Civil Service Commissioners
FROM: I. David Daniels—Fire Chief
Fire and Emergency Services Department
SUBJECT: 2010 Promotional Process for: Battalion Chief/Safety Officer,
Captain and Lieutenant
The Fire and Emergency Services Department will be conducting full promotional
examinations for the Battalion Chief/Safety Officer, Captain, and Lieutenant positions in
2010. In order to best utilize our current resources, we are requesting a few changes in
the promotional process. These are listed below.
1. Candidates will be eligible to take the examination when the candidate has satisfied
Civil Service eligibility requirements prior to the expiration of the current list for the
position in which they are testing.
2. We anticipate that the three test announcements would go out to the eligible
candidates (those who are eligible by the end of the current list) September 2009,
allowing candidates additional time to study resource materials. The Written
Examination for all three (3) positions would occur at the same time in March, on
the same day. We anticipate all candidates will take the general knowledge portion
and then each rank would have a specific addendum. The Assessment Center,
however, would occur in different months following the written examination.
3. The Selection Process for the mentioned three positions is as follows:
A. Lieutenant 40%of total score for Written Examination
• A minimum score of 70%will be required to proceed to Assessment Center. (
20%of total score—for Assessment Center/Supervisor Simulation
20%of total score—for Assessment Center/Incident Management Simulation
20%of total score—for Assessment Center/Structured Interview
• A combined minimum score of 70%will required to pass the Assessment
Center portion.
IA combined score of 70%will be required for placement on the Lieutenant's
eligibility list.
2010 Promotional Process �" �
� Fire&Emergency Services Department
June 19,2009
B. Captain 40%of total score for Written Examination
& • A minimum of 70%will be required to proceed to the Assessment Center.
BC/SO 20%of total score—for Assessment Center/Ora/Presentation
20%of total score—for Assessment Center/Incident Management Simulation
20%of total score—for Assessment Center/Structured Interview
• A combined minimum score of 70%will required to pass the Assessment
Center portion.
I A combined score of 70%will be required for placement on the eligibility list �
4. Because we plan to conduct the written test at one time during in the year, eligibility
lists will be created ahead of time, however, the list would not become effective
until the expiration of the current list. Below is a list of when each current eligibility
list expires:
Expires May 27, 2010 Lieutenant
Expires Sept 22, 2010 Captain
Expires November 25, 2010 Battalion Chief/Safety Officer
cc: File