HomeMy WebLinkAbout02/21/2012 03Ci 2012 Officer Hiring Update BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No.3C
II ( For Meeting of: February 21, 2012
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ITEM TITLE: Report from Interim Chief Copeland regarding the
status of hiring Police Officers
SUBMITTED BY:
CONTACT
PERSON/TELEPHONE:
SUMMARY EXPLANATION:
Resolution Ordinance Other
(specify)
Contract: Mail to:
Contract Term: Amount: Expiration Date:
Insurance Required? No
Funding Phone:
Source:
APPROVED FOR
SUBMITTAL: 1 City Manager
STAFF RECOMMENDATION:
BOARD /COMMISSION RECOMMENDATION:
ATTACHMENTS:
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❑ 2012 hiring update
YAKIMA POLICE DEPARTMENT
INTEROFFICE MEMO
DATE: February 10, 2012
TO: City Manager Morales
FROM: Capt. Greg Copeland
SUBJECT: 2012 Officer hiring update
I was asked to submit a memo regarding an update of our efforts to hire officers thus far
this year.
As you know, the testing process for officers is quite involved, and we usually end up
disqualifying about 90% of applicants for various reasons. Applicants first have to pass a
written and physical agility test. Once they make it through these initial tests they must
pass an oral board — candidates who successfully complete the oral are given an initial
ranking and are placed on a scored list.
A thorough background check is done, and candidates who pass the background then
must pass a polygraph exam, psychological exam, and a physical exam. Those fortunate
candidates who can pass all of these stages (again, less than 10 percent normally) are
offered a position.
So far in 2012 we have one entry -level candidate who has passed all of the requirements
and who will be hired on February 21 We have another who is in the final stages of
testing and who, if successful, will likely be hired soon. We just sent 10 more names to
begin background check process and should receive preliminary results from those soon.
We and HR believe it will likely take us most of the year to hire all of our open positions
(We now have 13 open positions since we had a resignation last month). The above
process takes time, and our hiring of entry -level officers must coincide with available
basic Academy openings. Sometimes we have to delay a hiring to accommodate the
academy's schedule; otherwise we end up paying a recruit but not getting much in return
while they wait for their academy class to start. For example, the candidate we are about
to bring on board on February 21 could have been hired last month, but the academy
class that started in January was full.
Lateral candidates do save us time and money since we do not have to send them to the
basic academy. We have recently had three lateral candidates apply, however two of
them have been disqualified. The third lateral candidate appears promising and is nearing
the end of the testing process.
In summary, we will move through the hiring process as quickly as we can. However,
the process is time - intensive and some of factors (most particularly academy availability)
are out of the City's control. We must take care in selecting our officers, as we want to
ensure we are getting the best and most - qualified individuals.