03-14-2022 Agenda Packet - Laserfiche WebLink

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14. Second and third round questions shall include hypothetical situational questions designed to extract from applicants their past experiences, ethical decision making skills, critical analysis ability, and views on policing and community inclusion. Applicants shall also be asked about previous discipline and any public statements that might be seen as biased, including social media statements/posts. 15. Based on the input from the meeting discussed in paragraph#13, questions for second and third round interviews and a scoring rubric shall be prepared by the Council Attorney and Community Relations Chair. 16. Final approval of second and third round interview questions and scoring rubrics shall be made by the Council President, the Vice President, the immediate past Council President and the Chair of the Health& Public Safety Committee in consultation with the Council Attorney and HR Rep. 17. Within five (5) business days following the completion of the first round interviews, the Community Relations Committee shall hold an Executive Session to conduct an initial review of applications, scoring rubric and notes from the first round of interviews. 18. All Council Members may attend and participate; however in compliance with state open door laws no votes or tallies may be taken. The HR Rep may attend to observe and advise. The Chief of Staff may attend to observe. All applications, scoring rubrics and notes shall be distributed to all in attendance and collected prior to the end of the executive session. 19. Immediately following the Executive Session, the Council President, the Vice President, the immediate past Council President and the Chair of the Health& Public Safety Committee shall meet in a closed door session. The Council Attorney and HR Rep may attend in advisory capacity. 20. Based on the input from Council Members in the Executive Session, the Council President, the Vice President, the immediate past Council President and the Chair of the Health& Public Safety Committee may make a determination to remove applicants from further consideration and removal from the remaining hiring process. 21. Following any cuts from consideration described in the previous paragraph, the Council Attorney and HR Dept. shall create a background review packet for each applicant. 22. The background review packets shall remain in the possession of the Council Attorney and shall only be temporarily distributed to Council Members during an Executive Closed Door session discussed later. 23. The background review packet shall consist of a criminal Interstate Identification Index report (national criminal database, the most common used standard employer check)