1 / 20

PUBLIC SAFETY/COMMUNITY RECRUITING PANEL RECOMMENDATIONS Presenter: Dr. Stanley Stone

PUBLIC SAFETY/COMMUNITY RECRUITING PANEL RECOMMENDATIONS Presenter: Dr. Stanley Stone. Dr. Stanley Stone: Chair Valencia Community College Ms. Wendy Pardew, Esq. BBA Aviation Shared Services, Inc. Reverend Randolph Bracy New Covenant Baptist Church Mr. Jas Kalsi Diamond Cabs

virginia
Download Presentation

PUBLIC SAFETY/COMMUNITY RECRUITING PANEL RECOMMENDATIONS Presenter: Dr. Stanley Stone

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. PUBLIC SAFETY/COMMUNITY RECRUITING PANEL RECOMMENDATIONS Presenter: Dr. Stanley Stone

  2. Dr. Stanley Stone: Chair Valencia Community College Ms. Wendy Pardew, Esq. BBA Aviation Shared Services, Inc. Reverend Randolph Bracy New Covenant Baptist Church Mr. Jas Kalsi Diamond Cabs Mrs. Natasha Permaul, Esq. Police Legal Advisor Deputy Chief Karin Weaver Orlando Police Department Sgt. James McDonald Officer Thad Jones Officer Barbara McClelland Officer Luke Harrington Mrs Meri Szikney Orlando Police Resource Staff Dr. Alzo Riddick Director of Special Programs and Defense Transition Services Ms. Suzanne Barto-Hill, Esq. Rumberger, Kirk, and Caldwell, P.A. Mr. Andrew Jeng President/CEO Han Foundation Dr. E. Lance McCarthy Orlando Urban League Mr. Ramon Ojeda Hispanic Chamber of Commerce Mr. C.T. Hsu Architect Dr. John Houston Rollins College Mr. Chester Glover Congressional Aide to Corrine Brown PANEL MEMBERS

  3. PURPOSE A city initiative to solicit input and gain public involvement from community and business leaders on the process the Orlando Police Department uses to recruit police officers. The city’s goal was to fine-tune the hiring process to make it more effective and representative of the community.

  4. Public Safety Initiative • Mayor Dyer and Chief McCoy recently announced an initiative to add 75 new police positions to the Department over the next three fiscal years. The new positions would be a 10.6% increase over previous staffing levels. • 26 new positions were added effective October 1, 2006, raising the Department’s authorized strength by 3.7%. The Department’s authorized strength increased from 706 positions to 732 positions. • On October 1, 2007, authorized strength will increase to 757 officers. On October 1, 2008, it will increase to 782. • To staff the new positions and account for annual attrition, the Department will need to hire approximately 235 officers over the next three fiscal years. Presently, the department has 45 officers in training and 26 more are scheduled to begin in December 2006 and January 2007.

  5. Hiring and Attrition Patterns • Since FY 94/95, the department has hired 492 officers. Average: 41 per year. • Of those officers, 47 officers did not successfully complete training (Academy and Field Training). • Officers hired were nearly evenly split between those who possessed their Florida police standards and those who needed to attend the academy (243 versus 249). • Past Attrition: • 335 officers left employment with the Department since the start of FY 94/95. Average: 28 per year • 164 officers retired • 171 officers left for other reasons (medical, terminations, resignation, etc.) • Future Attrition: • A retirement survey is distributed each January to every officer eligible to retire within five years. Projections: • FY 06/07: 16 retirements; 30 total • FY 07/08: 21 retirements; 35 total • FY 08/09: 26 retirements: 40 total • Attrition is expected to increase late this decade due to the large number of officers becoming eligible to retire. In FY 07/08 and FY 08/09, 89 officers will become eligible to retire. In comparison, in FY 09/10 and 10/11, only 55 officers will become eligible to retire.

  6. Current Staffing Levels

  7. Hiring Process Overview • Pre-Applications: Used to determine if an applicant meets the minimum hiring requirements. • Employment Application: Applications accepted electronically from the Department’s web site on a monthly basis. • Civil Service Exam: Administered at the Criminal Justice Institute (CJI) at Valencia Community College on a monthly basis. The exam assesses an applicant’s job related cognitive ability and situational judgment. • Background Investigation: Comprehensive investigation of an applicant’s moral character and job qualifications. Applicants who make it through the background stage are considered for an interview. • Oral Board: Applicants are interviewed by the Chief of Police and his staff. Applicants are asked five questions. Interview questions are non-technical in nature and are used by the Chief of Police to get to know the applicants. A member of the Public Safety/Community Recruiting Panel will participate on the oral boards. • Conditional Offers: Given after the oral board. • Post Selection Process: Consists of a post-offer polygraph, medical exam, psychological exam, physical agility test, and basic abilities test (academy only). • Hired: Applicants who have already completed their Florida police standards begin employment with the department. Applicants who have not completed their standards attend the academy at CJI.

  8. Fiscal Year 05/06 Inverted Entry-Level Pyramid ApplicationStage Civil Service Exam Background Investigation Stage Interview Review Interviews HIRED!

  9. SUBJECT AREAS • Entry Level Testing • Background Investigation Procedures • Polygraph Exams • Marketing • Explorer, Internship, and Cadet Programs • Community Involvement Strategies • Employment Incentives • Recruiting Unit Staffing Size

  10. RECOMMENDATION: ENTRY-LEVEL TESTING • Leave Unchanged • Present entry-level test is a combination of two exams: A writing skills assessment and the Frontline video-based exam. Applicants must pass both exams. • The writing skills portion is necessary to assess an applicant’s ability to perform certain aspects of the job, such as documenting a chain of custody, taking statements, recording confessions, preparing criminal cases summaries, and preparing felony complaint forms. • The Frontline Video-based segment is designed to assess situational judgment. It has been found to be a valid measure of job relevant human interaction skills, such as responding calmly to provocation, unbiased enforcement, gaining cooperation, observation and analysis, ethics, social maturity, and handling authority. The video exam was created with input from hundreds of officers and supervisors and has been found to be job related. • 79% of applicants pass the writing skills portion. It is estimated that with a passing score of 145, 69% of applicants will pass the Frontline portion.

  11. RECOMMENDATIONS: BACKGROUND INVESTIGATIONS • Leave Unchanged • Minimum standards for police employment are outlined in Section 943.13 F.S. • Section 943.13(7), F.S. states that a certified officer shall have good moral character as determined by the background investigation under procedures established by the commission (CJSTC). According to Section 943.133, F.S., the employing agency is responsible for the collection, verification, and maintenance of documentation establishing that an applicant for employment complies with these requirements. • Background investigations take approximately 3 months to complete.

  12. POLYGRAPH EXAMINATIONS • LeaveUnchanged • Three polygraph examiners on staff. Two full-time examiners and one part-time examiner. • Two polygraphs are given during the hiring process. The pre-employment polygraph exam assists in determining the honesty and truthfulness of applicants, verifying previously obtained information, and detecting omissions and contradictions. The post-offer polygraph exam investigates an applicant’s medical history and it is given after the conditional job offer. • As an investigative tool, the polygraph exam solicits information from applicants that would otherwise remain unknown.

  13. Current Advertising Budget: $3,000 Caribbean Sun Orlando Times Saludos Hispanos Current Budget for Job Fairs: $6,500 Military Job Fairs: i.e. Ft. Bragg, Camp Lejeune, Ft. Benning, etc. Historically Black Colleges: i.e. Tuskegee University, Bethune-Cookman, Alcorn State, Albany State, Florida A&M, etc. Academy Job Fairs Community Job Fairs High School Career Fairs In-house produced brochures Department web site: www.cityoforlando.net. Recommendations: Increase Advertising Budget Advertise in more minority-oriented publications Create T.V. Segment for Orange T.V. Create a department “Brand” Advertise in military publications Create professionally produced brochures and posters Obtain a new display board Increase Travel Budget Attend more college job fairs with large minority student populations Attend more military sponsored job fairs Marketing and Job Fairs

  14. Current Explorer Program: Charted by the Boy Scouts of America and sponsored by the Orlando Police Department. Boone Explorer Program Criminal Justice Magnet Program. Limited to students between the ages of 14-21. Students solicited from area middle and high schools. College Internships: Target college seniors interested in a career in law enforcement. One internship per semester. Unpaid Cadet Program: targets full-time college students. Students are paid $8.50 an hour and assigned to a unit within the department. Only one position is funded annually. Recommendations Explorer Program: Encourage greater participation from inner city middle and high schools students. Advertise the program in schools and in minority oriented publications. Utilize School Resource Officers to promote program and identify students. College Internship Program: Contact coordinators from colleges with large minority student populations to encourage participation in the Internship Program. Pay interns a wage equivalent to the Cadet Program. Partner with the Criminal Justice Institute at Valencia Community College to conduct Career Days. Cadet Program: Dramatically increase the size of the Cadet Program. The Cadet Program is a natural extension of the Explorer program. EXPLORER, INTERNSHIPS AND CADET PROGRAMS

  15. Current Citizen Police Academy presentations. Community Outreach: i.e., Hispanic Business Expo, Crime in the Black Communities Conference, Caribbean Health Fair, Jones High Career Day, Oakridge High/Latino Leadership Event, St. Mark A.M.E. job fair, etc. Recommendations Implement a Community Recruiter Program. i.e. Sacramento, California initiative. Work with local ministers to promote the law enforcement field and to create a greater rapport between the police department and the community. Expand upon current community outreach efforts. Advertise at businesses in minority communities, such as barber shops, pharmacies, clothing stores, etc. Advertise at city recreation centers Partner with the Parramore Kidz Zone program sponsored by the city’s Family Parks and Recreation Department. Community Involvement Strategies

  16. Current Academy sponsorship with salary paid at $12 per hour. No incentives for lateral hires. Take home car program. Recommendations Re-initiate incentive bonus for lateral hires. Implement an employee referral program. Increase academy pay to 80% of starting salary. Reimburse out-of-state hires who successfully complete the Equivalency of Training. Create a bi-lingual incentive. Raise educational pay for officers with an AA/AS, BA/BS, or a post graduate degree. Institute a home purchase assistance program. Student loan forgiveness program. EMPLOYMENT INCENTIVES

  17. Current 1 Sergeant 2 Recruiters 1 Background Investigator 1 Staff Assistant Ratio: 1 Recruiting staff member to 146 sworn officers. Recommendation 1 Sergeant 2 Recruiters 3 Background Investigators 1 Staff Assistant Ratio: 1 Recruiting staff member to 105 sworn officers. Recruiting Unit Staff Size Benchmarks: Average Ratio: 1 Recruiting staff member to 106 sworn officers Broward County S.O. Florida Highway Patrol Seminole County S.O. Tampa P.D. Ft. Lauderdale P.D. Jacksonville S.O. Orange County S.O.

  18. Prioritized Recommendations • Recruiting Unit Staffing • Current: 1 Sergeant, 1 Background Investigator, 1 Administrative Assistant, 2 Sworn Recruiting Officers. • Recommended: 1 Sergeant, 3 Background Investigators, 1 Administrative Assistant, 2 Sworn Recruiting Officers. These staffing additions should be included in the FY 07/08 budget. Projected Additional Cost: $95,522 • Applicant Relocation Incentive • Current: None • Recommended: $2,500 for out of state non-certified applicants; $1,500 for non-certified in-state applicants. Florida certified applicants with less than 3 years of full time experience would receive the $1,500 incentive if they reside in Florida or $2,500 if they reside out of state. This incentive could be initiated immediately.Projected Additional Cost: $125,000 • Academy Pay • Current: $12 per hour. • Recommended: 80% of starting officer salary: $14.62 per hour. This change could be initiated immediately.FY 06/07 Projected Additional Cost:$119,472

  19. Prioritized Recommendations 4. Lateral Hire Incentive • Current: None • Recommended: Start Florida certified officers with 3 or more years of experiences at pay grade 3. This incentive must be bargained between the City and the Fraternal Order of Police. Pay grade 3 currently is $44, 372. Starting pay is $38,032. FY 06/07 Projected Additional Cost: $126,760 5. Equivalency of Training Reimbursement • Current: None • Recommended: Reimburse out of state officers’ equivalency of training costs. Tuition at the Brevard Police Testing Center is $700. This incentive could be implemented immediately.FY 06/07 Projected Additional Cost: $14,000 6. Cadet Program • Current: 2 cadets funded per year. Budgeted Cost: $21,150 • Recommended: Funding for 10 cadets annually. This program cost should be include in the FY 07/08 budget.FY 06/07 Projected Additional Cost: $81,000. 7. Internship Program • Current: 1 unpaid internship per semester. Total of 3 interns per year. • Recommended: Pay interns $8.50 per hour. This change could be implement immediately.FY 06/07 Projected Additional Cost: $7,140.

  20. Prioritized Recommendations 8.Employee Referral Program • Current: None • Recommended: Initiate employee referral incentive of $1,000 for any employee who refers an officer candidate who is eventually hired. Incentive would be paid after the recruit officer completes probation. This program would have to be bargained between the city and the Fraternal Order of Police.Projected Additional Cost: $80,000 • Bi-lingual Incentive • Current: Officers receive one credit towards career development for using a special skill at least once a year. Translation and interpretation are considered special skills. • Recommended: Make bi-lingual ability a separate category under career development so officers could earn 5 credits instead of 1 credit. This change would have to be bargained between the City and the Fraternal Order of Police and approved by the Career Development Board. • Recruiting Travel and Advertising Budgets • Current: Advertising: $3,000; Travel: $6,500 • Recommended: Advertising: $6,000; Travel: $13,000: These changes could be initiated immediately.Projected Additional Cost: $9,500

More Related