HomeMy WebLinkAbout02/23/2010 - Minutes CIVIL SERVICE COMMISSION c'ty°f
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MEETING MINUTES
Held on February 23, 2010
IN ATTENDANCE:
COMMISSIONERS PRESENT: Richard Fisher,Andee Jorgensen, Bill Larson,Jim Matthew, &Jim Phelan
COMMISSIONERS ABSENT:
POLICE DEPT: Police Chief Kevin Milosevich, Deputy Police Chief Chuck Marsalisi
FIRE DEPT:Acting Fire Chief Mark Peterson,
STAFF MEMBERS: Eileen Flott, CS Secretary/Chief Examiner, Lucinda Gibbon, HR Analyst
Guest: Nancy Carlson, HR& RM Administrator, Firefighters Steve Winter, and David Arends
CALL TO ORDER:
Chair,Jim Phelan called the meeting to order at 4:30 pm.
APPROVAL OF MINUTES:
Review of the January minutes for the 1/26/10 meeting.
MOVED BY: Andee Jorgensen SECOND BY: Jim Matthew M/NUTESAPPROVED I
FIRE&EMERGENCY SERVICES DEPARTMENT:
1)Unfinished Business: None
2)New Business
A.) Brian McGee provisional appointment to Battalion Chief/Safety Officer from 2/16/10—6/15/10.
I MOVED BY: I Bill Larson I SECOND BY: I Andee Jorgensen � MOTION CARR/ED I
B.) Approve the job classification change for the Battalion Chief/Safety Officer. The motion was
put on the table by Jim Matthew and second by Bill Larson, however, before the motion was
carried, Firefighter Steve Winter asked the Commission to table this until next month,since the
Union did not get a chance to review the changes. There was discussion as to either table the
motion until next month orgo ahead and approve the changes now, and ifthe Union had any
changes or concerns they could bring them back next month. It was determined to table this
motion for one month and that the Union would have one month to review.
I MOVED BY: I Andee Jorgensen I SECOND BY: I Richard Fisher ( MOTION CARRIED I
C.) Candidate requested the Commission remove the book of"7th Habits of Highly Effective
People" used for the Fire Lieutenant promotional exam. Much discussion carried. Richard
Fisher and Jim Matthew both agreed an applicant should not have to read something they did
not approve of. Andee said this book has been in circulation for a very long time used by lots of
corporations,etc. Jim Phelan asked Chief Peterson, if candidates were required to read the
book. The Chief said the reading material is recommended,since there will be a few questions
taken from the book, however, no one is mandated to read the material. Nancy Carlson made
a statement. She also agreed no one should be forced to read something they did not want to
read. She said she has read the book twice and did not believe the book promoted a religion,
but only provided the author�s personal view to have religion, but not promoting religion.
David Arends believes the author is promoting religion. He stated that the fact that many
people have accepted this book is immaterial; it's whether or not the book is offensive. He
read a statement from the book"As I conclude this book, I would like to share my own personal
conviction concerning what I believe to be the source of correct principles. I believe that
correct principles are natural laws, and that God,the Creator and Father of us all, is the source
of them, and also the source of our conscience. I believe that to the degree people live by this
inspired conscience,they will grow to fulfill their natures; to the degree that they do not,they
will not rise above the animal plane." David felt this statement promoted his religion and if
someone did not agree they are animals. Nancy said that when you read this statement again,
_ Mr. Covey is say' 't is his personal belief, he is not saying ti �ve to believe in it. Nancy also
went on to say,t�.just like it is Mr. Covey's first amendmen�ight to read the book, it is also
Mr. Arends first amendment right not to agree with it, but that should not be the reason the
commission takes this book out of the reading material for the Fire Lieutenants promotional
exam. More discussion was held by the Commission. 1im Phelan said the commissioned
needed to weigh the merits of the book versus management right to use or the applicants
request to remove the book. Richard Fisher asked Chief Peterson what would happen if they
removed the book from the test, Chief Peterson, said they would have to write more questions
to take its place. The Commission made a motion to deny the appeal. The motion was
approved. Jim Phelan did tell the applicant that if any questions on the test were religious in
nature,then the applicant had a right to appeal those questions.
I MOVED BY: I Bill Larson I SECOND BY: I Andee Jorgensen I MOTION CARRIED I
POLICE DEPARTMENT:
1)Unfinished Business: None
2J New Business:
A.) The Lateral Police Officer Eligibility List, dated 02/10/10,was approved. The Lateral Police
Officer Examination Report was reviewed.
I MOVED BY: I Bil) Larson I SECOND BY: I Andee Jorgensen I MOTION CARRIED I
OTHER BUSINESS/COMMENTS:
None
ADJOURNMENT: Meeting adjourned at 4:50 pm.
I MOVED BY: I Bill Larson � SECOND BY: I Andee Jorgensen I MEETINGADJOURNED �
��� ��� 02/24/10
Eileen Flott, Date
Civil Service Secretary/Chief Examiner
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�IRE AND EMERGENCY SERVICES p Q��r- � .
� DEPARTMENT `�`-' ���0� '���`
M E M O R A N D U M .
DATE: February 12, 2010
TO: Civil Service Commissioners
FROM: Mark Petersan, Interim Fire Chief/Emergency Services Administrator r�
SUBJECT: Provisional Appointments for Battalion Chief/Safety O�cer �
The Fire ancf Emergency Services Department is requesting up to a four(4) month
provisianal appaintment as p�ovided in Rufe 13.02, due to an emergency staffing -
situation for the vacant Battafion Cfi�ief/Safety Officer position.
The Battalion Chief/Safety Officer appointment is for:
■ Brian McGee—beginning 2J16/2010, but not to exceed 6/15J2010 (4 months)
Thank you for your cansideration an the matter.
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CLASS TITLE:
FIRE BATTALION CHIEF/SAFETY OFFICER(01547,01548)
BASIC FUNCTION:
Under the direction of A Deputy Fife Chief,performs administrative and supervisory work in the
fire service, 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 work groups.
Establish methods and procedures within the framework of standard practice and department
policy. Unusual situations or questions of a policy nature are referred to the Deputy Chief or
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:
* Supervise all personnel under assigned division/battalion 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 fuil 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.
* Evaluate employee performance, both orally and in writing at specific
designated intervals; provide career and personal counseling to subordinates
when necessary or requested.
� Fire Battalion Chief/Safety Off,�,-Continued ��age 2
* 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.
Communitv and Government Relations
* Develop programs that utilize non-traditional methods of reducing the risk
that the community is exposed to by proposing strategies to minimize the
occurrence of the types of events that the department will be asked to
respond to.
* Interact with other city departments as directed on special department
projects.
* Represent the Fire Department at community,governmental and emergency
services related meetings as directed.
Administration:
* Develop and administer a division level budget, including completion of all
required documentation necessary to request new budget resources.
* Develop and administer division level fiscal accountability practices.
* �versee the acquisition of physical resources including the specification, bid
solicitation,purchasing and bid awarding elements.
* Direct the use and maintenance of the department records management
system.
*Anafyze and interpret information from the records management system and
prepare reports on the organization or a portion of the organization's
performance.
* Develop plans to effectively utilize resources in/on their assigned
division/battalion.
* Review current polices, then evaluate the need for and supervise the
development of new or revised polices so that the new policy addresses
organizational needs.
� Fire Battalion Chief/Safety Offi�, Continued �ge 3
* Research, evaluate and project training requirements,facilities, and building
needs such that organizational needs are met.
* Plan and administer 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.
* Given hazards found in the city develop new programming to reduce hazards
including draft legislation for appropriate changes to the Renton Fire Code.
Emer�encv Service Delivery
* Develop plans, programs and criteria for response to incidents and events
that would involve multipie agencies.
* 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.
Health and Safetv:
* Monitor the fulfillment 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.
,-� Formatted:Font: 12 pt �
�- ---------------------------------- "
* AppIV atld In'lplement aS appYOpCldt2 WaShInQtOf1 Stdt2 $7f2tV$tdnda�d5 fo�
Firefishters and department safetv related standard operatin� procedures
impartiallv,efficientiv and effectively.
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 assi�ned.
* Denotes an essential function
. Fire Battalion Chief/Safety Ofi�-Continued ,�,,age 4
KNOWLEDGE AND ABILITIES:
KNOWLEDGE OF:
• The duties and tasks repuired of the Firefi�hter rank.
�Municipal and State laws,ordinances&codes related to the enforcement of fire codl Formattedc auiiets and rvumber;r,9 )
• National Incident Management System
• National Response Plan
• National Fire Protection Association Standards
• Human resource management principles including selection, training,
development,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&procedures.
• Principles and practices of mass casualty strategies,tactics and procedures
• Principles and practices of hazardous material strategies,tactics&procedures.
• Principles and practices of technical rescue strategies,tactics and procedures.
• Government budgeting and financial practices
• 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.
• Technical aspects of field of specialty.
• City organization,operations, policies and objectives.
• Geography and street locations
AB/LITY TO:
• Assist a Deputy Fire Chief in planning and organizing diversified programs in
community risk reduction, response operations,safery 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 when
required.
• Manage appropriate portions of the Fire Department's budget.
• Enforce federal,State and City Fire codes, laws and ordinances.
• Operate a "command" type vehicle under emergency response and incident
scene circumstances.
• Manage Fire Department programs and projects as assigned.
• Operate as a member of department management.
, Fire Battalion Chief/Safety Off��Continued ,,�,,age 5
• Operate in command and general staff positions in the incident management
system.
• Utilize appropriate personal protective equipment.
• 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.
• Plan and organize their work and the work of others.
• 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 member work habits and work product for efficiency and
effectiveness.
• Perform fire suppression tasks as assi�ned. �,;-tFormatted:Font: 12 pt J
---- ----------- ----------- -- -------- - - - -- - -- - -
• Perform emer�encv medical tasks as assi�ned. � Formatted:Bulletsand Numbering
• Perform rescue related tasks as assi�ned.. ,- Formattea:Font: iz pt )
• Perform tasks that would be expected of a hazardous materials responder
with operations level trainin�.
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.
LICENSES AND OTHER REQUIREMENTS:
Valid Washington State driver's license
WORKING CONDITIONS:
Work may require performance of hazardous tasks under emergency conditions as well
as office work as assigned.
Established date:October 1995
Revised:August 2000,December 2007
Revised:Fe6ruarv 2010
Original Title:Fire Battalion Chief
FLSA:Exempt
Bargaining Unit:IAFF Local 864
• �, `rrr�
Jan 4, 2010
To: Eileen Flott, Civil Service Secretary/Chief Examiner
RE: Fire Lieutenant Promotional Exam Resource List
This letter is to ask you to remove"The 7 Habits of Highly Effective People" by Stephen R.Covey from
the Fire Lieutenant's resource list for the upcoming promotional exam. Please remove all questions
(taken from this book)from the promotional process. I feel the book contains frequent, inappropriate
language. It is my understanding that it is likely the Lieutenant's written and oral examinations will
contain questions from this book.
I am a firefighter for the City of Renton's Fire and Emergency Services Department, and I have submitted
my name as a candidate for Fire Lieutenant. I initially wrote this letter anonymously so that it would not
unduty afFect my standings with the Civil Service Commission and my peers.
My specific concerns with the book are its'many references to Christianity. My review of the index
reveals 14 references to Christian imagery and language. Additionally,my very brief scan/read of the
book reveals another nine Christian references not found in the index. None of what I'm about to list is
taken out of context;all are truly references to the author's chosen religion. Religion plays no part in my
life. I specifically try to conduct my life without adherence to a myth. I feel generally that the
promotional exams should not include required, repeated exposure to ANY specific religion, and I am
specifically offended by the many Christian references in the book.
Further,the book is solely Christian. Within I found the word "Zen"twice, a Buddhist term, but"Zen" is
used as most use it,as a general term of relaxation, not specifically as a reference to the Buddhist
beliefs. Other than two uses of the word "Zen", I can find only one other reference to another religion:
A single vague reference to Judaism. Other than that, I can find no other remarks, quotes or anything
else referring to any religion besides monotheistic Christianity.
These are some of the specific religious portions of the book: * marks those not in the index
■ God pg 11*
■ Reference to the Ten Commandments pg 33
■ Alcoholics Anonymous Prayer pg 86
■ Lord pg 86
■ Satan pg 115*
■ Judeo-Christian ethic pg 117
' '� `"n"""
■ Messiah pg 127
■ Good church member pg 127*
■ Heavenly Father pg 136*
■ The last 2 paragraphs on pg 134 and the 1�`paragraph on pg 135,explaining the authors
adherence to religion, his study of scripture and his reliance on anecdotal rather than scientific
findings and technique.*
■ God pg 136*
■ Christ pg 136*
■ Christian Ethic pg 198
■ I find renewal in daily prayerful meditation on the scripture pg 292*
• Martin Luther and Prayer pg 294
■ The lord works from the inside out pg 309*
■ Christ(twice) pg 309*
■ God (twice) pg 319
■ Creator pg 319
■ Father pg 319
■ Confessing each other's sins pg 355.
Of all the above references,those found on page 319 are particularly egregious,in which the author
insults those who do not believe in God as"animals."
Once again—please remove this book from the resource list for the Fire Lieutenant's promotional exam.
I find it ofFensive. The following example is to illustrate how I feel. The specifics in this example do not
reflect my views, but are used for illustration.
Imagine if you are the member of a minority group,any minority group,and the required
reading for your promotional testing included a book written by a known white supremacist,
and the book specifically contained many references to white supremacy and the subsequent
insults to minorities. How would you feel?
This is how I feel about the book at hand. I feel that the city of Renton and Renton Fire and Emergency
Services are not the places to appear to condone or promote general mythology or any specific religious
myth/belief system.
' � °�.r►,�
I won't speculate who selected this book for the resource list, but it is highly likely that they agree with
the Christian religion's ubiquitous and pervasive intrusion in our workplace culture. I'm certain they are
unable to view this book the same as I, and I'm further certain they are unable to see this book for what
it is: Religious indoctrination disguised as Management 101.
There are literally hundreds of other publications regarding similar topics, books that do not steer the
reader to any religion, books that do not insist on adherence to religion in order to glean an
understanding of what habits or practices made the author a millionaire.
I do not plan to read this book further. It insults my intelligence; it insults my belief system, repeatedly.
As I read the first few pages after the initial Christian reference on page 11, I found it very difficult to
focus on the written words and ideas, as I was wary of further Christian-based insults to my belief
system. I ask that you not put me in the position of challenging the exam's outcome. By NOT reading
this book,and if it remains on the list. . . I will no doubt NOT correctly answer any questions taken from
the book.
Thank you for your consideration.
Sincerely,
FF David Arends
Renton Fire and Emergency Services 13B
' � �
Deputy Chief Engier's email:
From: Stanley L Engler
Sent: Wednesday, February 10, 2010 10:17
To: John P Lecoq
Cc: Mark Peterson; Douglas McDonald; Mark Dosremedios
Subject: RE: Promotional reading material
The reference book by Steven Covey is a must read in the business community. The purpose of
including it in the reference list to give promotional candidates perspective in seeing how many of the
leaders in our society have successfully created change within themselves and their organizations.
There are limited religious references. No questions will be asked related to them.
In our every day work lives we deal with all kinds of religious beliefs. We respect the need to wear
booties at the Sikh Temple. Does this mean we embrace their beliefs? Not necessarily, but we respect
their views and practices whenever possible in the process of providing service.
Last,the timing of this request is marginal. The materials have been out for months. The time to
contest the validity of the study materials was awhile ago.
Addendum , in response to DC Engler's email: February 11,
2010:
In Response to Deputy Chief Engler's email regarding"The Seven Habits":
1. Chief Engler says the time is past to protest any of the reading materials. When, exactly,was this
protest-cutoff-date? Was it expected that we immediately read ALL the materials the day the list was
posted,in order to make known our concerns asap? I started studying for the LYs test the day after I
submitted my name as a candidate. I've read five of the items on the resource list. I communicated
my concerns about"7 Habits"to Eileen Flott on January 4tn
2. Why has it taken so long for the answer to this question? My initial communication to the Civil
Service Secretary was mailed in a timely fashion on lanuary 4th.
3. Has our Deputy Chief read this book in its entirety? The authors"Personal Note"towards the end
of the book contains highly inappropriate language, insulting those who do not think as the author as
"animals." The author, at this point, has crossed the line from merely revealing his beliefs to showing a
disdain and intolerance of others beliefs. Much of the book contains similar, less overt but no less
insulting insults to those who don't believe as the author.
" v�rir,m w'
4. Is"7 Habits" a must read in the business world? Have"many of the leaders in our societ�'
successfully created change by reading this book? These are subjective statements by Chief Engler, 1
disagree with his conclusions. My opinion is that truly successful people learn and act from many
inputs; reading a list by a bestselling author is most likely the least of those inputs. Further,we work in
Government-Provided Emergency Services. Our organization is not in the business world,about as far
from it as it could be.
5. The book is either offensive,or it is not. If it is offensive,then action must be taken. I find it
ofFensive, it is clear that others do not. Who's view should take precedence? Those who agree with the
book's point of view will unlikely be offended. All I ask is for an open mind, an ability to see that this
book would obviously be offensive to others who do not believe as the author. The timing of my protest
and the fact that many have accepted the book are inconsequential. Many, many words, books,
practices have been widely accepted over the years, but now are no longer considered acceptable,
accurate or politically correct. This book is no different.
6. The presence of religious temples,respect for, or correct observation of some specific religious
practices,such as covering our heads or wearing booties at the Sikh Temple,is not nearly the same as
having one author's religious views foisted on us as required training in order to act as an Lt,or to get
promoted. I'm disappointed that our DC would connect these two issues.
7. I've been told that the Lt's written test will not include questions regarding any of the author's
religious references. That is entirely beside the point at hand. The book, in total, has been listed as a
reference for the upcoming test. Therefore,the total book is subject for my study,for my
comprehension and thought, including the book's highly inappropriate language.
I've read enough of this book to know this:
It's highly insulting to my belief system,and it and insults me personally as an "animal"
The book's 7 habits are so generic as to be useless. We have far better uses of our study and
training time than to read this psycho-babble.
It doesn't need to be said. Politics, religion,sexual matters.. .all are inappropriate in today's
workplace. There are far better ways to educate ourselves of the paths to success than reading
this religious authors dogma.
As mentioned above . . .is our organization so insensitive to the expectations of non-Christians that this
book and Chief Englers reply are justified? Is Christianity so pervasive that it's purveyors are blind to is
ubiquitous presence?
Finally, I am highly disappointed in the City of Renton, and in Renton Fire and Emergency Services
regarding this issue. I expect much more than this.
. � �
CIVIL SERVICE COMMISSION - D Q l��O�, �.�=
DATE: February 10, 2010
TO: Chief Kevin Milosevich
FROM: Civil Service Commission
SUBJECT: Continuous ELIGIBILITY LIST for LATERAL POLICE OFFICER—February 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 2/9/10. Names are ranked according to the final score and valid for one
year.
I LAST NAME I RANK ELIGIBLE TO: I Comments: I
Stigers, Kevin I 1 I February-2011 NEW I
I Bagsby, Robert 2 I January- 2011 I I
Kent,Aaron 3 I October-2010 I I
Greenwade, Christopher 4 January-2011 I I
Seimears,Tiffany S I January- 2011 I I
IHoffer, Marcus A. I 6 I December- 2010 I
O'Dell, Eric I 7 August—2010 I �
Lynch, Brian 8 (tie) ( January- 2011 I I
I Holl,Julie A. I 8 (tie) I June—2010 I
Vaughn, Lani I 10 January- 2011 I I
I Pickrell,Jeff 11 I January- 2011 I I
Campbell, Scott 12 I September- 2010 I
I Skiles, Richard I 13 I November- 2010 I
IBrandt, Andrew I 14 August- 2010 I I
��;c�,, �,�!-��
Eileen Flott
Civi) Service Secretary/Chief Examiner
(425) 430-7657
eflott(a�ci.renton.wa.us
cc: DC Chuck Marsalisi
Cmdr. Katie McClincy
Sgt. Dave Skelton
� � � C�1��0� ���
CIVIL SERVICE COMMISSION
EXAMINATION REPORT
LATERAL POLICE OFFICER— FEBRUARY 2010
. .. .
1 DATE OPEN CONTINUOUSLY OPEN
2 TOTAL#OF APPLICATIONS RECEIVED Three(3)
3 TOTAL#FOR THE ORAL BOARD INTERVIEWS One(1)
4 TOTAL#PASSING THE ORAL BOARD INTERVIEWS One(1)
5 DATE OF ORAL BOARD INTERVIEWS 2/9/2010
6 TOTAL#NEW ADDED TO ELIGIBIL(TY LIST One(1)
EXAMINATION PROCESS:
The Renton Police Department received three (3) new applications for consideration. One candidate
was interviewed on 2/09/10. 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.
��'.�t� �.��
Eileen Flott,
Civil Service Secretary/Chief Examiner
2/10/10
Date
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