HomeMy WebLinkAbout05/25/2010 - Minutes CIVIL SERVICE COMMISSlON D Q c;�-os
� � --�'� C���00� ���.
MEETING MINUTES
Held on May 25, 2010
IN ATTENDANCE:
COMMISSIONERS PRESENT: Richard Fisher,Andee Jorgensen, Bill Larson,Jim Matthew
COMMISSIONERS ABSENT: Jim Phelan
POLICE DEPT: Police Chief Kevin Milosevich
FIRE DEPT: Fire Chief Mark Peterson, Deputy Fire Chief Bill Flora
STAFF MEMBERS: Eileen Flott, CS Secretary/Chief Examiner, Lucinda Gibbon, HR Analyst
Guest:
CALL TO ORDER:
Chair, Bill Larson called the meeting to order at 4:30 pm.
APPROVAL OF MINUTES:
Review of the April minutes for the 4/27/10 meeting.
MOVED BY.� � Andee Jorgensen SECOND BY: 1 Richard Fisher MlNUTESAPPROVED
FIRE&EMERGENCY SERVICES DEPARTMENT:
I)Unfrnished Business:
A.) Jim Matthew moved to accept the change of the Battalion Chief/Safety Office job classification and
Andee Jorgensen second the movement. There was discussion about adding a definition of what type
of four(4)year degree would be needed. It was decided to add verbiage to indicate the type of
degree (i.e. business management, public administration, fire science or related degree) The
classification was approved as amended
MOVED BY: � Jim Matthew SECOND BY: � Andee Jorgenson I IvlOT10NGfiRRIFD_ I
2)New Business
A.) The Fire Lieutenant Eligibility List, dated 05/18/10, was approved. The Fire Lieutenant Examination
Report was reviewed.
IMOVED BY: � Richard Fisher SECOND BY: � Andee Jorgenson MOTION fARRiEi�' ��
POLICE DEPARTMENT:
2) Unfinished eusiness:
A.) The creation of a selection process and ability to have a Cadet Eligibility List was presented for
approval. Police Chief Milosevich provided the Commission with some background of why this Cadet
List would be helpful. HR Analyst Lucinda Gibbon asked the Commission if they approve this process
to also approve the list to be continuous. The Cadet Selection process and the ability to have a Cadet
Eligibility list were approved.
I MOVED BY: I Jim Matthew � SECOND BY: i Andee Jorgensen I MOT10N CARRIED �
2)New Business:
A.) The Lateral Police Officer Eligibility List, dated 05/20/10, was approved. The Lateral Police OfFicer
Examination Report was reviewed.
I MOVED 8Y: � Jim Matthew � SKOND BY: j Richard Fisher � MOTIDN CARRlED I
OTHER BUSINESS/COMMENTS:
None
Next regular meeting is June 22, 2010.
ADJOURNMENT: Meeting adjourned at 4:40 pm.
� MovED BY: � Richard Fisher I SECOND BY: � Jim Matthew I MEETINGADJDURNED I
��t/ �i� Q5/26/10
Eileen Flott, Date
Civil Service Secretary/Chief Examiner
�
—�
� �,,, D C�ty of ;� ��
� G�
c�� o� ���.�..�,�
CLA55 TITLE:
FIRE BATTALION CHIEF/SAFETY OFFICER (01547 & 01548)
BASIC FUNCTION:
Under the direction of a,4 Deputy Fir�e Chief, performs administrative and supervisory work in
the Renton F€ire & Emer�encv SserviceJ which includes the management of personnel, facilities
and equipment, and formulation and development of departmental policy. A Fire Battalion
Chief/Safety Officer exercises independent judgment in accomplishing the work of a number of
Iwork groups. Establishes methods and procedures within the framework of standard practice
and department policy. Unusual situations or questions of a policy nature are referred to the
IDeputy Chief or Fire Chief for resolution. Work also involves responding to and dealing with
man-made and natural disasters that pose a threat to public safety. The Chief of the Fire and
Emergency Services Department may assign a person in this rank to assume the duties of a
specialty assignment.
REPRESENTATIVE DUTIES:
Human Resources Mana�ement:
I * Supervise and evaluate performance of all personnel under an assigned
division/battation as outlined in departmental rules and regulations and
standard operating procedures.
Develop procedures and recommendations for the new hire process to include the
probationary element of newly hired members.
Develop programs, procedures and make recommendations for promotional
processes.
* Facilitate, promote and encourage members to participate in training, educational
and development programs that will assist members in reaching their full
potential.
* Administer and manage activities, personnel, resources and operations of the
department; assist in developing and implementing departmental policies, rules,
regulations and operating procedures.
* Coordinate the assignment of personnel and maintain minimum staffing
requirements.
' � Fire Battalion Chief/S�Officer- Continued �` Page 2
* Evaluate employee pe�formance, both orally and in writing at specific designated
intervals; provide career and personal counseling to subordinates when
necessary or requested.
* Ensure compliance with applicable labor agreements in their assigned
division/battalion.
* Conduct conflict resolution where indicated between personnel assigned to their
division/battalion.
* Serve as administrator of a section of the department in the absence of a Deputy
Fire Chief or as directed.
* Mana�e and particiaate in the development and imalementation of �oals and
obiectives. policies and nriorities of assi�ned pro�rams.
* Utilize the Citv's and Denartment's vision. mission and values to internret and
implement the administrative and operatin� policies and procedures in a fair
and consistent manner.
* tnstruct. coach and �uide members in required technical, leadership and
mana�ement skills to meet the Department's operational mission, goals and
obiectives.
* Foster an environment conducive to members` personal and prafessional �rowth
that is consistent with the mission and philosophv of the or�anization.
* Su��est personnel assi�nments utilizin� members' knowled�e, trainin� and
experience to maximize efficiencies and encoura�e �rowth of individuals and the
Department.
Communitv and Government Relations
I * Develop programs +'��* ��+01��� �^^ }-,�'�+:^��'that utilize all available methods of
reducing #�e-r+s!: +!�:�* ��:�=--::-:��°}� � ^� +^potential communitv risk by
proposing strategies to minimize the occurrence of the types of events that the
I department will be asked to fes�e��miti�ate.
I * Interact with other city departments a���es�e� �.. �����' �^^�-+^^�^+
�r....,.... crcparcrrrcrrs
�e}e��and foster cooperative intera�encv relationships.
* Represent the Fire Department at community, governmental and emergency
Iservices related meetings as directed.
' � Fire Battalion Chief/S�v Officer- Continued `�+'' Page 3
� * Investi�ate and respond to citizen's concerns within policies and aracedures.
Administration:
* Develop and administer a division level budget, including completion of all
Irequired documentation necessary to request new �ge�—or additional
resources.
* Develop and administer division level �scal accountability practices.
9r��Fs�Participate in the acquisition of physical resources including the
specification, bid solicitation,—�►��!:��;;:b w;;� bid awarding and contract
implementation elements.
I * "��^t* �'�^ ���� w::a :::a`::;�a�se5uaervise members' data input and utilization of
the department records management_system.
( * Analyze and interpret information from the records management system to assist
in the preqaration ofa�d��reports on the organization or a portion of the
organization's performance.
I * Develop and implement plans to effectively and efficientiv utilize resources in{�
their assigned division/battalion.
* Review current policies, then evaluate the need for and supervise the
development of new or revised policies so that the new policy addresses
organizational needs.
I * Research, evaluate and project training requirements,-���, �::� "::'!�+�g and
resource needs such that organizational needs are met.
IParticipate in plannin� and administerin� of preventative maintenance programs;
supervise activity of equipment and repair; maintain control of supplies and
purchasing of materials and equipment for assigned division.
Inspection and Investi�ation:
* Oversee the pre-incident planning for facilities and target hazards typical in the
city.
I Upon findin� un�overned hazards in the Citv, 6+��� "����w� f^���-� �^ *�� ��+��assist
Communitv Risk Reduction in developing new programming to reduce the hazards
including draft legislation for appropriate changes to the Renton Fire Code.
�
� � Fire Baitalion Chief/Sa�`v O�cer- Continued ``'�"" Page 4
Coordinate resources to assist fire investi�ators in determining ori�in and cause of
fires, and the maintenance of a secure scene for evidence collection.
Emer�encv Service Deliverv
* Develop plans, programs and criteria for response to incidents and events that
would involve multiple agencies.
* Develop incident action plans for incidents involvin� more than three
units/apparatus.
* Document multiple alarm incidents utilizing the appropriate IMS forms.
* Prepare Operational Period Plans, resource needs and deplovment models for a
natural disaster.
* Assume command of incidents requirin� three or more units, or as the incident
requires, and direct the activities of respondin� companies, until relieved or
reassi�ned to another position.
* Serve as Incident Safetv Officer at incidents with potential for iniurv or fatalitv.
* Develop and conduct post incident analysis, including the collection of records and
drafting of appropriate reports.
* Serve as a strike team/task force leader for resources from the city sent to assist
other jurisdictions.
* Respond to emer�encY alarms per Department policies and procedures.
Health and Safetv:
* Monitor the fuffillment of management's responsibility under the Washington
State Safety Standards for Firefighters as well as applicable City of Renton safety
policies in their assigned division or battalion.
* Utilize industrv accepted benefit/risk analvsis models to reco�nize and enfarce
safetv standards and procedures.
* Conduct initial accident investi�ation with proper documentation per Citv and
De�artment policies and procedures.
* Review iniurv. accident and exqosure reports tv identifv unsafe work
environments or behaviors.
� � Fire Battalion Chief/S�4rreV Officer- Continued `'�'" Page 5
Emer�encv Mana�ement:
* Represent the Fire Department and fulfill appropriate emergency support
functions in the Emergency Operations Center as directed by the Fire
Chief/Emergency Services Administrator and in accordance with the City
Emergency Management Plan.
�
Perform related duties as assigned.
* Denotes an essential function
KNOWLEDGE AND ABILITIES:
KNOWLEDGE OF:
• Municipal and State laws, ordinances and codes related to the enforcement of
fire codes.
• National Incident Management System
� National Response Plan
• National Fire Protection Association Standards
• Human resource management principles including selection, training,
Idevelopment, anti-harassment and equal opportunity.
• Labor management including the labor contracts between the city and
bargaining units in the Fire Department.
• State codes and administrative rules on Occupational Safety and Health
• Emergency management principles and practices
• Basic principles of municipal fire department administration.
• Development of long-range plans and objectives for a large organization.
• Fire Department organization, policies, rules and regulations.
• Principles and practices of modern fire suppression strategies, tactics and
procedures.
• Principles and practices of mass casuatty strategies, tactics and procedures
• Principles and practices of hazardous material strategies, tactics and procedures
• Principles and practices of technical rescue strategies, tactics and procedures.
I • Government budgeting and financial practices includin� Citv of Renton bud�et
process.
• Fire apparatus and equipment specification processes.
• Oral communications including public speaking
• Technical and business writing skills.
• English usage, grammar, spelling, punctuation and vocabulary.
• Principles and practices of administration, management and supervision.
I • Technical aspects of deliverv of��^'�' ���^����'+�fire and emer�encv services.
� � Fire Battalion Chief/S�Officer- Continued '''�"'' Page 6
• City organization, operations, policies oals �::�' �"yx�+at� and other Citv
departments' relationships to Fire Department.
• Fire deaartment resqonse area g�eography and street locations
ABILITY TO:
• Assist a Deputy Fire Chief in planning and organizing diversified programs in
Icommunity risk reduction, response operations, and safety and support services.
• Formulate, develop and implement policies, plans and goals in a large
emergency-response organization.
• Manage the activities of a division or battalion of the fire department as
assigned.���'��� - ^a.
• Manage appropriate portions of the Fire Department's budget.
I • Enforce F#ederal, State and City f�ire codes, laws and ordinances.
• Operate a "command" type vehicle under emergency response and incident
Iscene ����"m�+,^�rt�conditions.
• Manage Fire Department programs and projects as assigned.
• Operate as a member of the D�epartment management team.
• Operate in command and general staff positions �er+� the National I+ncident
M�anagement Ssystem.
• k�+�Work while wearin� appropriate personal protective equipmentt
includin�SCBA.
• Communicate orally and in writing at a level that would be acceptable in
conducting business in a municipal government.
• Read, interpret, apply and explain rules, regulations, policies and procedures.
• Establish and maintain cooperative and effective working relationships with
others.
• Analyze situations accurately and adopt an effective course of action.
• Meet schedules and time lines.
I • Plan�-a� organize and coordinate dailv activities and assi�ned tasks+�;�t
includin�-�the work of assi�ned e#k�e�subordinates.
• Train, supervise and evaluate personnel.
• Establish and maintain a safe and healthy work environment.
• Maintain a working environment free of harassment and/or discrimination;
identify and correct potentially illegal discrimination.
• Demonstrate interpersonal skills using tact, patience and courtesy.
• Demonstrate a willingness to represent the values of the fire department.
!Evaluate members' work habits and �I� productivity for efficiency and
effectiveness.
• Maintain composure and control under extremelv stressful conditions.
• Demonstrate competencv in computer skills utilizin� Microsoft Word. Excel,
Power Point, and other software qro�rams as identified bv the Department.
� Fire Battalion Chief/Sa�'lv O�cer- Continued `'�`" Page 7
• Perform phvsical skill requirements necessarv durin� emer�encv operations.
Duties mav include workin� in hazard zones, redeplovment of apparatus.
epuipment and/or personnel.
EDUCATION AND EXPERIENCE:
Graduation from a standard high school, vocational school or equivalent. Requirements
per union contract, in addition to State Fire Service Teaching Certificate Level 1 and ten
years firefighting experience plus three years as a company officer required. An
associate degree in Fire Science and college level personnel management courses
preferred. Emplovees hired on or after Januarv 1, 1997 are required to have a four-
vear de�ree in addition to a two-vear fire science de�ree to qualifv for this position.
LICENSES AND OTHER REQUIREMENTS:
Valid Washington State driver's license
WORKING CONDITIONS:
IWork may require performance of phvsicallv demandin� and hazardous tasks under
stressful emergency conditions as well as office work as assigned.
Established date:Odober 1995
Revised:August 2000,December 2007,May 2010
Original Title:Fire Battalion Chief
FLSA:Exempt
Bargaining Unit:IAFf Local 864
� � City�_
CIVIL SERVICE COMMISSiON
-_�..�..��/�����u� f�w
DATE: May 18, 2010
TO: Chief Maric Peterson
FROM. Civil Service Cammission
SUBJECT: ELlGIBILITY LIST FOR FIRE LIEUTENANT—May 2010
The following is a ranked list af internal candidates for the Fire Lieutenant positian, as established
through a competitive examination process conducted on March 31, and May 12th 2010. Names
are ranked according to the final scare and valid for two years, May 26, 2022.
RANK } NAME �
1 � DeSmith, Charles �
I2 � Hammes, Erik (
� 3 I Aho,Wiliiam �
���G�G+C�tJ �i���
Eileen Flott
Civi! Service Secretary/Chief Examiner
{425}430-7657
eflott{a7ci.renton.wa.us
File
. ,��, D Q cs�y of
CIVIL SERVICE COMMIS�ION Q (��0� ''t�'
EXAMINATION REPORT
FIRE & EMERGENCY SERVICES DEPARTMENT
POSITION: FIRE LIEUTENANT
1 DATE OPEN: November 2,2009
2 DATE CLOSED: November 16,2009
3 TOTAL#APPLICATIONS RECEIVED: 19 Candidates
4 DATE OF WRITTEN EXAMINATION March 31,2010
5 #OF CANDIDATES TAKING WRITTEN EXAM 15 Candidates
6 #OF CANDIDATES PASSING WRITTEN EXA.M 3 Candidates
7 DATE OF ASSESSMENT CENTER: May 12,2010
8 #OF CANDIDATES TAKING THE ASSESSMENT 3 Candidates
9 #OF CANDIDATES PASSING THE ASSESSMENT 3 Candidates
10 TOTAL#ON ELIGTBILITY LIST: 3 Candidates
I E�:��ATIO�T PROCESS: j
Eligible applicants indicated their intention to participate in the examination process by submitting a letter
of intention to the Civil Service/Human Resources Department. Candidates were provided a 60-day notice,
as required for promotional testing under Civil Service. The written examination process consisted of 200
multiple choice questions. The Assessment Center consisted of three parts: Supervisory Simulation,
Incident Management Simulation,and a Structured Interview.
� MiNIIVII�M QUAL�CATION�REQUIRED: )
Open only to Firefighters of the City of Renton Fire department who have been employed three
consecutive years with at least two of those years at journey level,and who meet the minimum job
requirements as stated in the Fire Lieutenant position description: Graduation from a standard high school,
vocational school or equivalent. Requirements per union contract,employees hired on or after January 1,
1997 are required to have a fire science certificate to qualify.
� E�:�MINA�`IU�T CONTENT: �
The examination consists of two major parts: Written Examination&Assessment Center. Specifics
included: • Written Examination-Worth 40%of the total score. A minimum score of 70%was required
to proceed to the Assessment Center.
•Assessment Center-Worth 60%of the total score(or 20%weight for each section listed
below) This assessment will consisted of 3 parts, and a combined minimum score of 70% is
required to pass the Assessment Center portion. The three parts included:
a)Supervisorv Simulation (personnel challenge)-(20%weight)Assessors were: Milton
Guerreiro,Lavern Peterson, &Kyle Ohashi(Greg Hartman was Facilitator)
b)Incident Management Simulation(2 tacticals)-(20%weight)Assessors were: Pete
VanDusen,Kevin Body, &Norm Golden(Rick Marshall was Facilitator)
c)Structured Interview(20%weight)Assessors were: Dan Johnson,Jason Schoonover,
John Palmer(Larry Welch was Facilitator)
A combined(written results&assessment center results)minimum score of 70%was required for
placement on the eligibility list. Candidates were ranked on a two-year eligibility list according to their
earned score,a curve,plus seniority points.
�� ���
Eileen Flott
Civil Service Secretary/Chief Examiner
5/17/10
Date
CADET �LICE OFFICER ELIGIBIL'"r'�Y LIST
Effective: 6/1/2010
The Renton Police Department is pursuing alternative avenues to obtain more diverse entry level
Police Officer candidates. Below is the Renton Police Department's proposal.
CADET PROGRAM
There would be no change to the current Cadet Program. This department will continue to advertise
and interview when vacancies come open. There would be about 4 Cadet positions filled at one time,
not to exceed a four-year program. To apply for the program, candidates must be current students in
an accredited college or university and be a US Citizen. The selection process consists of: 1)Oral
Board Interview, and 2) background check& polygraph.
CADET POLICE OFFICER
Eli�ibilitv Requirements—Individuals who have participated in the Renton Cadet Program for a
minimum of one year and have served a minimum of 500 hours as a Renton Police Cadet are eligible
to participate in the Cadet Police Officer selection process.
Selection Process—Once Cadet eligibility requirements are fulfilled,these individuals become eligible
to participate in the Cadet Police Officer(CPO) selection process. The CPO candidate will be treated
similarly to external candidates competing for the Entry Level Police O�cer position. The process
will consist of the following:
1) Candidates will be required to take a Written Exam&the Phvsical Aqilitv Test through PST
(Public Safety Testing). They would have to pass the physical agility, and obtain a passing
written score of 75%on the written examination. Same process as external candidates.
2) Eligible Cadet Police Officer candidates will not have their PST passinp scores meraed with the
other external candidates for entry level police officer. This will allow them an automatic
invitation for an oral board interview.
3) Oral Board Interview vrocess will be treated the same as for external candidates for the Entry
Level Police Officer candidates. They will be administered the same questions and scoring
process as used for the Entry Level Police Officer candidates.
Eli�ibilitv List—If a Cadet candidate receives a passing score on their Oral Board Interview,they will be
placed on the "Cadet Police O�cer Eligibility List", rather than the Entry Level Police Officer
Eligibility List. The following would then apply:
■ Civil Service Commission is to certify and Cadet Police Officer Eligibility List. Once
certified,the hiring manager can hire from the top five (5) names on the list.
■ Names on the Cadet Police Officer Eligibility List will remain active for one (1)year.
■ Any time a vacancy occurs,the hiring manager will have the option of selecting from the
Cadet Police Officer, Entry Level Police Officer or Lateral Police Officer Eligibility List.
The Cadet Police OfiFicer Eligibility List and the selection process becomes effective lune 1, 2010.
� "'�'' 'rrr�
CIVIL SERVICE COMMISSION p o��o�
Q��O� :�,.
DATE: May 20, 2010
TO: Chief Kevin Milosevich
FROM: Civil Service Commission
SUBJECT: Continuous ELIGIBILITY LIST for LATERAL POLICE OFFICER—May 2010
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 5/18/10. Names are ranked according to the final score and valid for one
year.
ILAST NAME RANK ELIGIBLE TO: Comments: I
I 0'Laughlin, Sean I 1 I April-2011 I �
� Magnotti, Mario � 2 � March-2011 � �
� Mercado, Christian � 3 � March -2011 �
� Kent,Aaron I 4 I October-2010 � I
I Greenwade, I 5 � January—2011 I �
� Seimears,Tiffany I 6 � January-2011 � �
I Hoffer, Marcus A. � 7 I December-2010 I I
I Aleksiewicz, Keith � 8 � March-2011 � �
I Langhofer,Jusin I 9 � April- 2011 I I
� 0'Dell, Eric � 10 � August—2010 � I
I Lynch, Brian I 11 (tie) � lanuary-2011 � I
I Holl,Julie A. � 11 (tie) � June—2010 � I
� Tompkison,Andrew I 13 � April-2011 � I
� Vaughn, Lani � 14 � lanuary-2011 I I
I Panuccio,Jason � 15 I March-2011 � (
I Kelly,Troy I 16 � March -2011 I I
I Pickrell,Jeff � 17 I lanuary-2011 I I
I Campbell, Scott � 18 (tie) � September-2010 � I
I LaRose, Scot I 18(tie) � May-2011 � NEW �
� Skiles, Richard � 20 � November-2010 � �
I Brandt, Andrew � 21 � August-2010 � I
C.v`'`'`'rv ���l.v"
Eileen Flott
Civil Service Secretary/Chief Examiner
(425) 430-7657
eflott(«�ci.renton.wa.us
cc: DC Chuck Marsalisi
Cmdr. Katie McClincy
Sgt. Dave Skelton
� �
D Q City of ��♦
CIVIL SERVICE COMMISSI4N Q���� ���
EXAMINATION REPORT
LATERAL POLICE OFFICER — MAY 2010
1 DATE OPEN CONTINUOUSLY OPEN
2 TOTAL#OF APPLICATIONS RECEIVED One (1)
3 TOTAL#FOR THE ORAL BOARD INTERVIEWS One(1)
4 TOTAL#PASSING THE ORAL BOARD INTERVIEWS One (1)
5 DATE OF ORAL BOARD INTERVIEWS 5/18/10
6 TOTAL#NEW ADDED TO ELIGIBILITY LIST One (1)
EXAMINATION PROCESS:
The Renton Police Department received seven (7) new applications for consideration. One (1)candidate
was interviewed on 5/18/10. Effective 1/26/2010,candidates are no longer required to take a written
examination. (Candidates actual written reports will be obtained during the background investigation
phase.).
MINIMUM QUALIFICATIONS REQUIRED:
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.
EXAMINATION CONTENT:
The oral board interview 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 eligiblity list.
��.yC-G�J ��.�:ri �'
Eileen Flott,
Civil Service Secretary/Chief Examiner
5/18/10
Date