01-14-08 Council Meeting Agenda & Packet

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written and oral tests that will measure their knowledge of the Department rules and regulations, apply law, and demonstrate their ability to make sound decisions. There is no more "talking the talk," such as simply asking for a promotion in a report, but the officer's ability to "walk the talk" tluough test scores and assessment exercises. There is also the "objective eye" that this promotional system will give South Bend. While it is difficult to remove the human factor in evaluating another person's qualifications, the promotional system for South Bend will do its best to fairly evaluate candidates: During the oral board and assessment exercises, the candidates will be evaluated by outside evaluators. The evaluators will be experienced law enforcement officers from other police agencies, who have no opinion of the Department or the candidates. Therefore, candidates will not have to worry if the person judging them has a personal bias, or, conversely, concerned that other candidates will have a better advantage because the evaluator is a friend. The evaluators are infornzed that they are not to have a~1y contact with the candidates or even the Chief of Police. Like a jury during a criminal trial, the evaluators must maintain impartiality and neutrality during the process. Under the current system used to promote officers, an officer not chosen for a promotion is usuall}~ not provided a specific reason why they were not chosen outside of "there was a better candidate." However, with a promotional system, the Chief of Police can now identify and cite specific reasons why one person was chosen over another, an example would be the officer had a better grasp and understanding of policy/procedure, they demonstrated better decision making skills, and performed better during the assessment exercises. This gives the unpromoted officer an idea of what skill need improvement for the next time. Finally, it just makes good sense to continue moving the administration of the South Bend Police Department into the' 215` Century of modern policing. There is no logical reason. to solely base promoting an officer upon that officer's personal report and the personal opinion of the Chief of Police. While not to undermine the decision making abilities of the Chief of Police, a promotional system will seek to remove the taint of a "good `ol boy system." Often times, a promotional system will mirror the opinion of the Chief of Police. This just demonstrates a Chief's ability to make sound decisions, and gives them co~dence in their choices. Ft1~d n[I EfI{'~ ~t"'~tC~ ~~~. ~ $ ~~ JOt1F~ SO ~~3~ a, !'~1. CCT`! GLEAK,