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CITY OFSOUTH BEND OFFICE OF THE CLERK <br /> stuck out to all of us was spelling and grammar. We have little red squiggly lines on computers <br /> that tell us if something is spelled wrong, it corrects it. We lowered that. There is no sense in <br /> keeping it there if we have stuff to correct it now. We brought the passing percentage threshold <br /> down two percent (2%) as well. We also have a practice agility test. So, if they pass the test, they <br /> pass. If they don't, they have a few more weeks to practice. <br /> Councilmember Gavin Ferlic left the meeting at 5:33 p.m. <br /> Chief Ruszkowski continued, We also have a practice exam and we actually have where they can <br /> come in a day before the exam and pretty much take the actual exam and know what is going to <br /> be on it, then come back the next day and pass the darn thing. You'll know what you got wrong <br /> and will know what you need to study on. One (1) thing we are trying to focus on is making the <br /> training personal. Like I said, in the very beginning when they get their application by hand, they <br /> tend to get a lot further through the process. Mentorship should start right then and there. So, we <br /> do follow up. We send emails and text messages. We will give phone calls. <br /> Committeemember Davis interjected, So many people, public safety like teachers, are <br /> generational. My parents were teachers. Are there any recruitment efforts made to children of fire <br /> fighters or children of police officers to encourage them? Sometimes children want to go away <br /> from what parents did, but at the same time, we are finding some that go that way. So, you know, <br /> my daughter is going to branch out,but I see a good part of the recruitment can almost be from the <br /> people who have already served, whether they are fire fighters or police officers. What is done <br /> nationally and locally to help the generational families? <br /> Chief Ruszkowski replied, Well, you're looking at one(1). I'm a third generation. <br /> Committeemember Davis interjected, So what is happening? You know, when I think about it, <br /> Davis is a name and it is nice to see a person follow. Not that we have to get stuck on a family <br /> generation, but it is nice to see. They already come in with a certain level of understanding that is <br /> different than even the people that go to the academy. <br /> Chief Ruszkowski replied, You're spot on and that would be, ultimately, the preference. Not only <br /> mirroring the community but from our community. <br /> Committeemember Davis and Chief Ruszkowski then discussed generational careers in public <br /> safety and public education. <br /> Chief Ruszkowski went on, When you look at the uniform, this is one (1) of the things we have <br /> modernized. Seventeen-year-old children have told us the uniform looks lame. So, when we did <br /> all this stuff, we would ask young people's opinions to make sure we get modernized. We don't <br /> ever want to forget where we came from, but we don't want to stay where we came from. That is <br /> one(1)of the things we live by.This all incorporates the career path development and performance <br /> evaluations.As a matter of fact,this past weekend we had the testing we do for promotional exams. <br /> We didn't do that before and now people hear about it and know they get a fair shake at this. <br /> Whether that is true or not is irrelevant. Now they see it. Performance evaluations, we never <br /> thought of.We thought,well,the Council isn't complaining,the Mayor isn't complaining,we must <br /> be doing our job. But we realized we didn't really know that. That performance evaluation is two <br /> (2) ways and includes so many people as it is very intensive work. Our Administration including <br /> EXCELLENCE ACCOUNTABILITY INNOVATION INCLUSION EMPOWERMENT <br /> 455 County-City Building 227 W.Jefferson Bvld South Bend,Indiana 46601 p 574 235 9221 f 574.235.9173 TTD574.235.5567 www.southbendin.gov <br /> 8 <br />