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06/19/2012 10 2012 Police Officer Hiring Update F• — Ak _ d ' BUSINESS OF THE CITY COUNCIL YAKIMA, WASHINGTON AGENDA STATEMENT Item No. I° For Meeting of: June 19, 2012 ITEM TITLE: Report regarding 2012 Police Officer Hiring Update SUBMITTED BY: Captain Copeland CONTACT Captain Copeland, 575 -6178 PERSON /TELEPHONE: SUMMARY EXPLANATION: See attached Resolution Ordinance Other (specify) Contract: Mail to: Contract Term: Amount: Expiration Date: Insurance Required? No Funding Source: Phone: APPROVED FOR City Manager SUBMITTAL: STAFF RECOMMENDATION: BOARD /COMMISSION RECOMMENDATION: ATTACHMENTS: Click to download E Hiring update YAKIMA POLICE DEPARTMENT INTEROFFICE MEMO DATE: June 1, 2012 TO: Honorable Mayor and Members of the Yakima City Council Interim City Manager Michael 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 board 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, a psychological exam, and a physical exam. The candidates who can successfully pass all of these stages (again, less than 10 percent normally) are offered a position. So far, in 2012, we have hired five entry-level candidates and one lateral candidate. Our most recent hires were two entry-level candidates who successfully passed all of the requirements and were hired on May 21, 2012. They have been accepted to attend the June 2012 Police Academy. This puts us at the halfway mark of reaching our directive to hire 12 officers this year. We have several other candidates "in the pipeline" to be hired. Both the department and human resources believe it will likely take most of the year to hire all of our open positions. The above process takes time and the hiring of entry -level officers must coincide with openings at the academy. Sometimes we have to delay a hiring to accommodate the academy's schedule; otherwise, we end up paying a recruit while he or she waits for the academy class to start. Lateral candidates save us time and money since we do not have to send them to the basic academy. We are on the lookout for good lateral candidates. • In summary, we will move through the hiring process as quickly as we can. However, the process is time - intensive and some 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.