General Information

Government Type

Municipality

Entity

Salt Lake City

Public Body

Civil Service Commission

Notice Information

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Notice Title

Civil Service

Notice Tags

Civil Service

Notice Type(s)

Meeting

Event Start Date & Time

February 17, 2011 01:30 PM

Event End Date & Time

February 17, 2011 02:30 PM

Description/Agenda

CIVIL SERVICE COMMISSION ________________________________________ NOTICE OF MEETING NOTICE IS HEREBY GIVEN THAT THE SALT LAKE CITY CIVIL SERVICE COMMISSION WILL HOLD ITS REGULAR MEETING 1:30 P.M. THURSDAY, FEBRUARY 17, 2011 AT 451 SOUTH STATE STREET, ROOM 118, SALT LAKE CITY, UTAH. AGENDA Introduce New Commissioner Elena Dicus 1. Approval of the January 20, 2011 Regular Meeting Minutes 2. Fire Department Personnel Changes during January 2011 3. Approval of Fire Captain Promotional Process 4. Police Department Personnel Changes 5. Approve the Information Specialist I Process as a Continual Hire 6. Approve the Public Safety Dispatcher I Process as a Continual Hire 7. Approval of the Office Technician I Eligibility Register The Commission may vote to close the proceedings at any time to discuss matters confidential in nature. People with disabilities may make requests for reasonable accommodation no later than 48 hours in advance in order to attend this regular meeting of the Civil Service Commission. Accommodations may include alternate formats, interpreters, and other auxiliary aids. This is an accessible facility. For questions, requests, or additional information, please contact Annette Pugmire at 801-535-7616; TDD 801-535-7218. NOTICE POSTED: FEBRUARY 16, 2011 BY PATTY BAKER 3RD FLOOR CITY & COUNTY BUILDING - 451 SOUTH STATE STREET, SALT LAKE CITY, UTAH AND THE UTAH PUBLIC NOTICE WEBSITE HTTP://PMN.UTAH.GOV CIVIL SERVICE COMMISSION February 17, 2011 1:30 p.m. ________________________________________ AGENDA ITEM #1 SUBMITTED BY: PATTY BAKER ? INFORMATION ONLY ? FOR DISCUSSION ? ACTION NEEDED ? MATERIALS ATTACHED ________________________________________ ISSUE/ITEM: EXPLANATION: ACTION REQUESTED: Minutes from the regular meeting of the Salt Lake City Civil Service Commission held at 1:30 p.m. on Thursday, January 20, 2011 at 451 South State Street, Room 118, Salt Lake City, Utah. The following Commission members were present: Jack Quintana Commission Chair Mike Terry Commissioner Stanley J. Preston Commission Attorney Patty Baker Secretary Others Present: Candace Roberts HR Consultant Police Jennifer Sykes HR Consultant Fire Ralph Chamness Salt Lake City Attorney Lee Dobrowolski Salt Lake City Police Dept David Williams Attorney Salt Lake Police Assoc. Tom Gallegos Salt Lake Police Association Ed Rutan City Attorney Minutes from the Regular Civil Service Commission meeting held on December 16, 2010 On a motion from Commissioner Quintana and seconded by Commissioner Terry the minutes were approved. 2010 Annual Report to the Mayor On a motion from Commissioner Quintana and seconded by Commissioner Terry the Annual Report was approved with correction that the Administrative Secretary II position be moved to the Fire Dept. list of Selection Processes and Eligibility Registers. Suggested language change to Civil Service Rules and Regulations The Commission requested that we reschedule for February 17, 2011 meeting. Appeal from James Greg Hollenbach This matter has been rescheduled for the February 17, 2011 meeting. Police Department Personnel Changes This is for information only. NEW HIRES: 01/03/2011 MONIQUE CHACON BEER DECOY 01/03/2011 VANESSA HARMAN BEER DECOY 01/03/2011 CODY KUNZE BEER DECOY 01/03/2011 TERREZ MARTINEZ BEER DECOY 01/03/2011 RACHEL WARD BEER DECOY 01/03/2011 SARAH WHEATLEY BEER DECOY 01/03/2011 CHEYENNE WINTERS BEER DECOY 01/10/2011 MARKUS BAKER BEER DECOY 01/10/2011 CATHERINE SALAZAR BEER DECOY 01/10/2011 JEFFREY STRAFORD BEER DECOY RESIGNATION: 12/12/2010 ROBERT KOHL POLICE OFFICER 12/31/2010 NEENA PACK BEER DECOY 12/31/2010 KELLEI SHUMWAY BEER DECOY 12/31/2010 TONI WEIDAUER BEER DECOY 12/31/2010 NICHOLAS SHAW BEER DECOY 12/31/2010 JUSTIN DAVIS BEER DECOY 12/31/2010 OLIVIA HAMILTON BEER DECOY 01/14/2011 CONSTANCE WATKINS OFFICE TECHNICIAN II Approve the Part-time Victim Advocate Eligibility Register On a motion from Commissioner Terry and seconded by Commissioner Quintana the Part-time Victim Advocate Eligibility Register has been approved for two years. Part-time Victim Advocate Eligibility Register Rank Name 1 Amanda Hemingway 2 Mindy Smolka 3 Merrilee Frank 4 Robert James 5 Sarah Hess 6 Alta Williams 7 Corinna Pearson Fire Department Personnel Changes during December 2010. This is for information only. 4 individuals were promoted: 12/30/2010 Brandon Davis Haz Mat Technician 12/30/2010 Ben Rose Haz Mat Technician 12/30/2010 John Hill Heavy Rescue Technician 12/30/2010 William Mackintosh Heavy Rescue Technician 1 Individual was terminated: 12/29/2010 G. Spencer Mosley Firefighter Recruit Fire Department Apparatus Driver (Engineer) Selection / Promotional Process On a motion from Commissioner Terry and Seconded by Commissioner Quintana the Firefighter/Engineer process has been approved. Firefighter/Engineer Selection/Promotional Process January 2011 I. Purpose: This memorandum proposes the application and examination process to establish a two-year eligibility register for the position of Firefighter/Engineer. I. Eligibility: Journeyman-level firefighters. Non-probationary apprentice firefighters may petition the JATC to compete. II. Application: Interested and eligible firefighters must submit a letter of intent to compete in the process beginning January 21, 2011 and ending not later than 1700 hours on February 18, 2011. The letter of intent will serve as the application to compete in the Engineer selection process. There is no prescribed application form. All applications must be submitted in person at the Training Division to the Office Facilitator or the Apparatus Section Captain. Upon submitting application, applicants will receive a list of suggested study materials and/or references to assist in preparing for the written exam which will be held February 22, 2011 at the Salt Lake City Fire Department Training Division at 0900 hours. No applications will be accepted following the February 18, 2011 deadline. III. Process: A. Written filter/initial ranking exam 15% The written exam will serve as a “cut-off” instrument to identify the candidates that will advance to the next phase of the process and establish the initial class ranking. This written exam will exclude low-scoring applicants from participating in other phases of the promotional process. (Reference: Civil Service Rules and Regulations, Section 4-2-7) It is anticipated that we have approximately twelve candidate’s advance to the other phases of the process. The cut-off or “pass rate” will be determined by the written test scores, and will consider natural breaks, adverse impacts, and department need. Those candidates successfully achieving the “pass rate” will advance to the next phase of the promotional process. A pass rate of 80% will be strongly recommended. The written filter/initial ranking examination will be derived from the following. • Salt Lake City Fire Department Policies and Procedures, Chapter 4 • Executive orders • Salt Lake City Fire Department Policies and Procedures, 05-01, 05-02, 05-04 pages 1-2, 05-21, 05-22, 05-23. • The revised Pump Panel Companion and department hydraulic standards. • IFSTA Aerial apparatus driver/operator first edition. • IFSTA Pumping apparatus operator 2nd edition. B. Engineer School 60% Engineer School will be an intensive four-week program therefore a good, basic working knowledge of Engineer duties will be required. The school will be deployed internally under the direction of the Salt Lake City Fire Department Training and Apparatus Divisions. The following weights will be assigned to the listed elements of the school to make up the total 60%: 1. Weekly self study written exams 20% The weekly self study examinations will be held on the second Monday of class and will be held on the following Monday for a total of three Self study tests. The tests will be cumulative in nature. A minimum score of 80% will be maintained at all times. Failure of any test will result in a retest with a score of 90% or better. Failure of two tests (or retests) will be grounds for removal from the process. 2. Final practical evaluation 20% The practical examination will consist of a pumping operation, an aerial operation, and an apparatus maintenance inspection. Each practical evaluation must be completed with a minimum score of 80%. Failure of any practical evaluation will be grounds for removal from the process. 3. Final written examination 20% The final written examination will be cumulative in nature. A minimum score of 80% will be required. Failure of the final examination will be grounds for removal from the process. C. Comprehensive Oral board/Table Top Exercise 20% The Oral Board and Table Top Exercise will be a comprehensive review by Engineers and Officers selected specifically for their expertise and competency. It is designed to measure the candidate’s subject matter expertise as well as additional dimensions involved in the Engineer position. The Comprehensive Oral Board will examine candidates on the following areas of competency and attributes: Safe emergency vehicle operations Apparatus construction and design Apparatus maintenance • Pumper • Aerial Pump operation Hydraulic theory Fire ground hydraulic applications Aerial apparatus construction and design Emergency aerial apparatus operation Department Aerial device load ranges Apparatus placement Apparatus Strategy and tactics Oral Communication Independent Thinking Problem Analysis/Problem Solving Judgment and Decision Making Resistance to Stress Motivation D. Seniority 5% Seniority will be calculated at .25 for every year of service as a sworn firefighter to a maximum of 5 points and will be factored into the total score upon completion of entire process. IV. Schedule: Announcement Period Begins January 21, 2011 Application Deadline February 18, 2011 Written Filter Exam February 22, 2011 Engineer School February 28–March 24, 2011 Oral Interviews March 28 and 29, 2011 List to Civil Service for Approval April 21, 2011 Meeting Adjourned _______________________________________ ______________________________________ Jack Quintana, Commission Chair Patty Baker, Secretary CIVIL SERVICE COMMISSION February 17, 2011, 1:30 p.m. ________________________________________ AGENDA ITEM #2 SUBMITTED BY: JENNIFER SYKES ? INFORMATION ONLY ? FOR DISCUSSION ? ACTION NEEDED ? MATERIALS ATTACHED ________________________________________ ISSUE/ITEM: EXPLANATION: ACTION REQUESTED: CIVIL SERVICE COMMISSION February 17, 2011 1:30 p.m. ________________________________________ AGENDA ITEM #3 SUBMITTED BY: JENNIFER SYKES ? INFORMATION ONLY ? FOR DISCUSSION ? ACTION NEEDED ? MATERIALS ATTACHED ________________________________________ ISSUE/ITEM: EXPLANATION: ACTION REQUESTED: SALT LAKE CITY FIRE DEPARTMENT Fire Captain Proposed Selection & Promotion Process 2011 I. Purpose: This memorandum proposes an internal promotional process, application process, and schedule of events to establish the eligibility register for the Fire Captain position. II. Eligibility: Must be a journey level Firefighter with EMT certification in the Salt Lake City Fire Department with a minimum of ten (10) years of service prior to the application deadline of April 11, 2011. If a firefighter has an associate degree (or higher degree) from an accredited college or university, he or she may test for promotion after completion of nine (9) years of service as a firefighter with the Fire Department. Must have successfully completed Utah State Certification of Fire Officer I or have a Fire Science degree, Associate’s Degree in Emergency Services, or Bachelor’s Degree in Emergency Services Administration from an accredited college or university prior to the application deadline. III. Process: Phase I Written Examination and Management Exercise The combined scores from the Written Examination and a Management Exercise will serve as a “cut-off” instrument to identify the candidates that will advance to the next phase of the process. This “combined score” will exclude low-scoring applicants from participating in other phases of the promotional process. The Department anticipates approximately 15-20 candidates that will be eligible to advance to other phases of the process. The cut-off or “pass rate” will be determined by the above mentioned combined score. The department will consider natural breaks, adverse impact, and department need in determining the exact number. Those candidates successfully achieving the “pass rate” will advance to the next phase of the promotional process. In addition, the scores from both the Written Examination and the Management Exercise will be included in the successful candidate’s overall score. Written Examination 15% The written examination has been scheduled for April 15, 2011 (location and time to be announced). The examination is anticipated to last two to three hours. Reasonable accommodations will be made for individuals with disabilities as necessary. Requests for accommodations must be made to Human Resources at least one week prior to the examination date. Information regarding accommodations will be provided to the Commission as necessary. The written examination will be derived from the following resources: Fire Officer Principles and Practice (2006) IAFC and NFPA Chapters 1-18 Fire Engineering’s Handbook for FF I&II (2009) Fire Engineering Chapters 7,12,13,14,16,17,19,20,27,31 Incident Command System for the Salt Lake City Fire Department (2005) Salt Lake City Fire Department Policies, Procedures, and Guidelines (2/15/11); All Categories Local 1645 Memorandum of Understanding (7/1/09 – 6/30/12) Salt Lake City Personnel Policy and Procedures Section 3 Personnel Services Civil Service Rules and Regulations (August, 2010) Management Exercise 15% All candidates participating in the written examination will be scheduled to participate in a Management Exercise. This is an exercise testing supervisory skills. This exercise will be of the breadth and scope necessary for a successful Captain. Examination & Exercise final scores will be posted in the Public Safety Building, 7th Floor and sent via email to all department members on April 22, 2011. To preserve confidentiality, individuals will be only identified by a code number. Those advancing to the next testing phase will receive further process instructions. Phase II Assessment Center Phase II of the process will consist of an Executive Interview, an Incident Management Exercise, an Interpersonal Management Exercise, a Written Exercise, and Seniority. All rating panels will consist of at least three raters. Assessors will receive training prior to the assessment center. The selection process is designed to measure multiple performance dimensions. Dimensions to be measured may include but are not limited to: Leadership Management of Interpersonal Relations Motivation Commitment to Organizational Values Planning and Organizing Persuasiveness Technical Competency Verbal Communication Written Communication Problem Analysis & Decision Making Resume/Work History 5% Candidates will be required to provide a resume to the interview panel members. There will be an established resume format, and resumes outside the specified format will not be accepted. No cover letters will be permitted, and the candidate must provide copies of the resume at the time of the executive interview. A resume format will be available when the candidate signs for his/her application packet. Candidates will also be required to provide a work history sheet to the interview panel members. The work history format will be available when the candidate signs for his/her application packet. Executive Interview 20% This will be a facilitated panel interview comprised of behaviorally based questions designed to measure specific job related dimensions. The rating will be a “1 to 5” point anchored scale measured against specific performance dimensions. Incident Management Exercise 20% This is a simulated practical exercise testing incident command knowledge. The exercise will be of the breadth and scope necessary for a successful Captain. Interpersonal Management Exercise 15% The management exercise will be an interpersonal exercise involving a complex personnel issue. Written Exercise 5% Candidates will utilize a computer to demonstrate his/her writing & computer skills. Seniority 5% In accordance with established practice, seniority will be calculated at .25 for every year of service up to a maximum of 5.0 points, and will be factored into the total score upon completion of the entire process. IV. Scoring for the Assessment Center & the Oral Interview: Each dimension will be rated separately on a 1–to-5 scale with 1 being the lowest and 5 being the highest. Ratings may also include a checklist of total points possible. Scores will be totaled from the "raw" ratings, weighted appropriately, and converted to a percentage. V. Rater Training: Raters for all phases of the process will receive comprehensive training and practice prior to conducting any official rating. VI. Candidate Orientation: A Candidate Orientation covering all phases and components of the assessment center will be held prior to the promotional selection process. VII. Feedback: After completing the process, candidates will be provided an opportunity to examine their results, including rating sheets and rater comments. VIII. Application: Applications will be provided and will be available in the Fire Department Human Resource office on the 8th floor of the PSB Monday through Friday from 9:00 a.m. to 4:00 p.m. beginning February 18, 2011. If Jennifer Sykes is not available, candidates may pick up the application from Annette Hayward on the 7th floor. When an applicant receives the application, he or she will also select a day/time slot in which to complete the Management Exercise. Preferences of day/time slots for this exercise will be given to those registering earliest. Applications must be completed and returned to Jennifer Sykes in Human Resources or Annette Hayward in Fire Department Administration, no later than April 11, 2011 at 4:00 p.m. IX. Proposed Schedule of Events: Process to Civil Service for Approval February 17, 2011 Announcement February 18, 2011 Announcement Period Ends April 11, 2011 Written Examination April 15, 2011 Management Exercise April 18-20, 2011 Written Examination / Management Phase I Scores Posted April 22, 2011 Candidate Orientation May 2, 2011 Executive Interviews & Assessment Center May 4-6, 2011 List to Civil Service for Adoption May 19, 2011 X. General Information: Questions regarding the process may be directed to HR Consultant Jennifer Sykes at 799-4109. CIVIL SERVICE COMMISSION February 17, 2011 1:30 p.m. ________________________________________ AGENDA ITEM #4 SUBMITTED BY: CANDACE ROBERTS ?INFORMATION ONLY ? FOR DISCUSSION ?ACTION NEEDED ?MATERIALS ATTACHED ________________________________________ ISSUE/ITEM: EXPLANATION: ACTION REQUESTED CIVIL SERVICE COMMISSION February 17, 2011 1:30 p.m. ________________________________________ AGENDA ITEM #5 SUBMITTED BY: CANDACE ROBERTS ?INFORMATION ONLY ? FOR DISCUSSION ?ACTION NEEDED ?MATERIALS ATTACHED ________________________________________ ISSUE/ITEM: EXPLANATION: ACTION REQUESTED SALT LAKE CITY POLICE DEPARTMENT Information Specialist I Process Continual Hire I. SUMMARY: Under the supervision of the Division Director and Shift Supervisors. The individual performs various information management operations that require accurate judgment and expertise. This is moderately difficult work that involves typing, computer skills, and phone skills. II. ELIGIBILITY: Qualified applicants must meet the following minimum eligibility requirements: 1. Graduation from high school or possession of GED certificate. 2. Knowledge and skill in the operation of standard office machines, equipment, personal computers and word-processing software. Ability to type quickly and with minimal errors to meet data entry needs. 3. Effective written and verbal communication skills, and a demonstrated ability to follow instructions and comply with established policies and procedures. 4. Ability to maintain positive and effective working relationships with Department management, supervisors, professional peers, other employees, and the general public. 5. Must successfully pass all appropriate examinations as required by the Salt Lake City Civil Service Commission Rules and Regulations. 6. Must have valid Utah Driver License or the ability to obtain one within 30 days of employment. (Note: reasonable accommodation will be considered for disabled applicants who cannot drive or who, at the time of application, complete a voluntary self-identification form.) 7. Must successfully pass all applicable Bureau of Criminal Identification (BCI) exams and post-employment background checks within six (6) months of hire. III. APPLICATION PROCESS: To apply for this position, interested candidates must complete and submit an online application on the City’s website at www.slcgov.com. Candidates may fill out a paper application by going to the Human Resources Division located at in the City and County Building at 451 South State Street, Suite 115, Salt Lake City. Applications turned in after the designated application deadline will not be accepted. IV. ACCOMODATIONS: Candidates may request a reasonable disability-based accommodation for any part of the examination process. Requests accompanied by medical documentation must be submitted to the Police Department HR Representative at least ten (10) business days prior to the examination date. V. COMPONENTS AND WEIGHTS: The Information Specialist I selection process will consist of the following components and weights: Civil Service Examination 35% Behavioral Based Interview 65% VI. SELECTION PROCESS: If the candidate pool is too large a supplement questionnaire may be mailed to all applicants that meet the minimum qualifications of the job. This supplemental questionnaire will ask for additional information regarding specific skills, training, and experience. Candidates will be provided an opportunity to complete and return the questionnaire by a deadline. This additional information will be reviewed and evaluated to narrow the pool of applicants to more manageable number. We will consider adverse impacts and departmental need in determining the natural break. Top-ranked candidates will be contacted and given an opportunity to compete in all proceeding stages of the selection process. VII. ORIENTATION Candidates who are asked to advance in the process may be required to complete a mandatory orientation session. The purpose of the orientation is to familiarize the candidates with the duties and expectations of the position. VIII. CIVIL SERVICE EXAMINATION The civil service examination may be a used as a “hurdle” examination and will measure each candidate’s computer skills. NOTE: Picture identification is required for admittance to the test. The cutoff or “pass rate” is determined by the civil service examination scores, and will consider adverse impacts and departmental need. Those candidates successfully achieving the “pass rate” will be invited to proceed to the next phase of the selection process. The scores of those individuals who will proceed to the next phase of the selection process will be based solely on their civil service examination score. BEHAVIORAL BASED INTERVIEW The interview will be used to measure specific job-related dimensions. The interview will be a panel interview comprised of standardized, behaviorally based questions. IX. PERFORMANCE DIMENSIONS: The interview will measure multiple behavior dimensions that may include, but are not limited to, the following: Leadership Planning & Organizational Skills Problem Solving & Decision Making Delegation & Control Commitment to Organizational Values Communication Skills Interpersonal Skills Initiative Flexibility & Persuasiveness Work History/Experience Computer & Data Entry Skills X. RATERS: The interview board will consist of at least three trained raters from within and/or outside the Police Department. XI. METHOD OF SCORING AND RANKING: Each behavior dimension will be rated separately on a 1-to-5 scale, with 1 being the lowest score and 5 being the highest score. Scores will be totaled from the "raw" ratings. The scores will be statistically analyzed, weighted appropriately, and converted to a percentage. XII. PROPOSED SCHEDULE OF EVENTS: Process to Civil Service for Approval February 17, 2011 Announcement Period TBD Application Deadline TBD Selection Process TBD Eligibility Register to Civil Service TBD Questions regarding the process may be directed to Candace Roberts at 799-3819. CIVIL SERVICE COMMISSION February 17, 2011 1:30 p.m. ________________________________________ AGENDA ITEM #6 SUBMITTED BY: CANDACE ROBERTS ?INFORMATION ONLY ? FOR DISCUSSION ?ACTION NEEDED ?MATERIALS ATTACHED ________________________________________ ISSUE/ITEM: EXPLANATION: ACTION REQUESTED SALT LAKE CITY POLICE DEPARTMENT Public Safety Dispatcher I Process Continual Hire I. SUMMARY: Reports directly to a Police Communications Center Supervisor. Operates telephone, radio and computer-aided dispatch systems for the Police Department to receive emergency and non-emergency requests and to disseminate information. Answers emergency 911 lines for all of Salt Lake City. Receives incoming calls requesting police, fire and EMS assistance which are handled or routed accordingly. Coordinates communications during field activity and relays information to appropriate department, public safety officials or other agencies. This is shift work requiring non-traditional hours and overtime as needed to cover the 24-hour operation of the Police Department. Accuracy in performing assigned duties is critical as many requests for assistance are either violent or life threatening in nature and may compromise the safety of citizens and field personnel. Due to the critical nature of this position, incumbents must undergo an extensive orientation, training and probation period of one (1) year. Failure to meet performance standards for the Police Department will deem individuals ineligible for continued employment. II. ELIGIBILITY: Qualified applicants must meet the following minimum eligibility requirements: 1. High school diploma or GED equivalency. 2. Knowledge and skill in the operation of standard office equipment, personal computers and word-processing software. Ability to type quickly and with minimal errors to meet data entry needs. 3. Ability to work rotating shifts and holidays. 4. Ability to maintain composure and relate well with the general public under adverse circumstances and stressful situations. 5. Ability to maintain positive and effective working relationships with Department management, supervisors, peers and other employees under varying circumstances. 6. Ability to hear, speak clearly and be easily understood. 7. Successfully pass all examinations required by the Civil Service Commission. III. APPLICATION PROCESS: To apply for this position, interested candidates must complete and submit an online application on the City’s website at www.slcgov.com. Candidates may fill out a paper application by going to the Human Resources Division located at in the City and County Building at 451 South State Street, Suite 115, Salt Lake City. Applications turned in after the designated application deadline will not be accepted. IV. ACCOMODATIONS: Candidates may request a reasonable disability-based accommodation for any part of the examination process. Requests accompanied by medical documentation must be submitted to the Police Department HR Representative at least ten (10) business days prior to the examination date. V. COMPONENTS AND WEIGHTS: The Information Specialist I selection process will consist of the following components and weights: Civil Service Examination 35% Behavioral Based Interview 65% VI. SELECTION PROCESS: If the candidate pool is too large a supplement questionnaire may be mailed to all applicants that meet the minimum qualifications of the job. This supplemental questionnaire will ask for additional information regarding specific skills, training, and experience. Candidates will be provided an opportunity to complete and return the questionnaire by a deadline. This additional information will be reviewed and evaluated to narrow the pool of applicants to more manageable number. We will consider adverse impacts and departmental need in determining the natural break. Top-ranked candidates will be contacted and given an opportunity to compete in all proceeding stages of the selection process. VII. ORIENTATION Candidates who are asked to advance in the process may be required to complete a mandatory orientation session. The purpose of the orientation is to familiarize the candidates with the duties and expectations of the position. VIII. CIVIL SERVICE EXAMINATION The civil service examination may be a used as a “hurdle” examination and will consist of a computerized test designed to test applicants in the field of public safety dispatching/call taking. NOTE: Picture identification is required for admittance to the test. The cutoff or “pass rate” is determined by the civil service examination scores, and will consider adverse impacts and departmental need. Those candidates successfully achieving the “pass rate” will be invited to proceed to the next phase of the selection process. The scores of those individuals who will proceed to the next phase of the selection process will be based solely on their civil service examination score. IX. BEHAVIORAL BASED INTERVIEW The interview will be used to measure specific job-related dimensions. The interview will be a panel interview comprised of standardized, behaviorally based questions. X. PERFORMANCE DIMENSIONS: The interview will measure multiple behavior dimensions that may include, but are not limited to, the following: Leadership Planning & Organizational Skills Problem Solving & Decision Making Delegation & Control Commitment to Organizational Values Communication Skills Interpersonal Skills Initiative Flexibility & Persuasiveness Work History/Experience Computer & Data Entry Skills XI. RATERS: The interview board will consist of at least three trained raters from within and/or outside the Police Department. XII. METHOD OF SCORING AND RANKING: Each behavior dimension will be rated separately on a 1-to-5 scale, with 1 being the lowest score and 5 being the highest score. Scores will be totaled from the "raw" ratings. The scores will be statistically analyzed, weighted appropriately, and converted to a percentage. XIII. PROPOSED SCHEDULE OF EVENTS: Process to Civil Service for Approval February 17, 2011 Announcement Period TBD Application Deadline TBD Selection Process TBD Eligibility Register to Civil Service TBD Questions regarding the process may be directed to Candace Roberts at 799-3819. CIVIL SERVICE COMMISSION February 17, 2011 1:30 p.m. ________________________________________ AGENDA ITEM #7 SUBMITTED BY: CANDACE ROBERTS ?INFORMATION ONLY ? FOR DISCUSSION ?ACTION NEEDED ?MATERIALS ATTACHED ________________________________________ ISSUE/ITEM: EXPLANATION: ACTION REQUESTED Office Technician I Eligibility Register Rank Candidate 1 Brian Pantle 2 Carter Wennerstrom 3 Nicole Shipley 4 Jeanette Thomas 5 Calico Litton 6 Michael Harris 7 Ryan Murry 8 Rebecca Dyer 9 Tiffani Valentine 10 Kati Ventura 11 Benjamin Tam 12 Brittany Hopkinson 13 Amy Schacht

Notice of Special Accommodations (ADA)

NA

Notice of Electronic or Telephone Participation

NA

Meeting Information

Meeting Location

451 South State Street Room 118
Salt Lake City, 84111
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Contact Name

Christie Marcy

Contact Email

christie.marcy@slc.gov

Contact Phone

(801)535-6626

Notice Posting Details

Notice Posted On

February 16, 2011 09:01 AM

Notice Last Edited On

February 16, 2011 09:01 AM

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