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City of San Mateo Police Officer _______________________

City of San Mateo Police Officer _______________________. ______________________________ Entry Level Recruitment, Selection & Retention Process By: Letty Juárez Senior Human Resources Analyst.

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City of San Mateo Police Officer _______________________

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  1. City of San MateoPolice Officer_______________________ ______________________________ Entry Level Recruitment, Selection & Retention Process By: Letty Juárez Senior Human Resources Analyst

  2. Philosophy of the Chief of PoliceSusan E Manheimer________________________________________________________________________________ The San Mateo Police Department is dedicated to providing the highest level of police services to all persons within our community. Fairness, equality, justice and honor are our guiding principles as we execute our duties and obligations to office. The Department also recognizes its responsibility to improve the quality of life for those who live and work within our community by forming cooperative relationships with other City departments and service providers outside the organization.

  3. Governing Policies • Recruitment and examinations are conducted as specified and consistent with the following: • City of San Mateo’s Municipal Code • Chapter 2.57 – Section 2.57.030(e) - Personnel Officer • City of San Mateo’s Personnel Rules & Regulations • Section 2. Applications and Examination • Section 2A. (1) and (2) - Character of Examination • Section 2C. (1) - Notice of Examination • Section 2E. (4) - Conduct and Rating of Examinations • City of San Mateo’s Policies and Procedures • Section III – Personnel Section III.A (1) - Merit System Rules, Personnel Rules

  4. Personnel Rules and Regulations • SAN MATEO PERSONNEL RULES AND REGULATIONS • SECTION 2 • APPLICATIONS AND EXAMINATIONS • Section 2A. CHARACTER OF EXAMINATIONS. • Examinations may be written, oral, or in the form of practical demonstration of skill and ability, or any combination of these. Any investigation of education, experience, character, or identity, and any test of technical knowledge, ability, manual skill or physical and mental fitness or other relevant factors may be included in the examination • Entrance examinations shall be open, free, and competitive. • Rev 10/79

  5. How to Apply New ProcessTraditional Process • Official City of San Mateo employment applications will be accepted in the Human Resources Department from January 3, 2002 to 1:00 p.m. on Friday, January 25, 2002. • 2. All documents must be received by the official deadline – postmarks will not be accepted. • For further information please contact the City of San Mateo JobHotline at (650) 522-7777 Ext. 424 or visit our website at www.cityofsanmateo.org • Candidates must show proof of eligibility to work in U.S. at the time of hiring. • The Human Resources Department’s fax number is (650) 522-7261; applications may be faxed by the filing deadline but must be followed by a signed original. • *Lateral Entry: Applications for lateral officers are accepted on a continuous basis. Applicants must currently be employed as a paid municipal police officer, possessing a California Basic POST certificate. • Via Intra Net - Click on • “Find a Job with the City” • “Available Jobs” and • “Police Officer Entry Level” • These steps link to complete an on-line • application plus requirements as listed. • In person visit: • City of San Mateo • Human Resources Department • 330 West 20th Avenue • San Mateo, CA 94403 • All applicants must submit a completed official City of San Mateo employment application and supplemental questionnaire. • For further information, visit our website at: • www.cityofsanmateo.org

  6. The Examination New ProcessTraditional Process • Upon meeting the minimum qualifications for this position, applicants will receive an e-mail inviting them to participate in the written and physical agility examinations. • Candiates are asked to make arrangements to participate in these examinations. They are administered for the City of San Mateo through South Bay Regional Public Safety Training Consortium (SBRPSTC) free of change. • Those candidates who successfully pass the physical agility examination and achieve a “t” score of 52 and above on the POST written examination provide H.R with certificate of completion and then placed on the eligible list. • The eligible list is continuously updated as candidates become eligible. • All entry-level applicants will participate in a written examination scheduled for the morning ofSaturday, February 9, 2002. • All successful candidates obtaining a passing score on the written examination will be invited to participate in an Oral Panel Interview scheduled for the week of March 8, 2002. • An “Eligible List” will be established based on Oral Panel Interview scores. The “Eligible List” will remain in effect for one year unless abolished sooner.

  7. The Selection Process New ProcessTraditional Process • At the time a vacancy needs to be filled, the Recruiting Sergeant will contact candidates on the eligible list regarding preliminary background information that may include completing a personal history statement packet. This packet will contain information on the background investigation and hiring process. • Successful candidates will then participate in a polygraph examination. If successful, a conditional employment offer is made and candidates are then required to successfully pass the medical examinations including a psychological and stress agility assessment and a drug screen, personal interviews, background investigation, fingerprinting, and must be able to furnish proof of legal right to work in the United States. • The process will end with the Police Chief’s interview. The City’s standards must be met before the final appointment is made. The Chief of Police or her designee will make the final appointment. Note: The City of San Mateo reserves the right, at its discretion, to limit the number of qualified candidates invited to the examination process. • Candidates who are placed on the eligible list and are the apparently best qualified will continue in the selection process. • Selection process will include personal interviews, background investigation, fingerprinting, polygraph, Chief’s interview, psychological and medical examination, including a stress agility assessment. • The Chief of Police or her designee will determine final appointment.

  8. New Process Apply instantly online Receive notification of qualified or not and examinations invitation may be sent same day. (with dead line to participate in tests). Schedule for Examinations within a week Notification of pass/fail exams same day tests were taken. Fax proof of passing scores to HR immediately and be placed on “Eligible List” same day/week. NO PAPER! Both Police Recruiter & HR can view ALL applications online as they apply. Total Time from applying to being placed on the “Eligible List” may be as low as a few days compared to 3 -4 months. Traditional Process Recruitment filing period - 4 weeks Review applications for MQ’s and send invitations to written exam approx 2 weeks. Written examination grading period 1 – 2 weeks Notification of scores and invitations to Oral Panel Interview 4 - 5 weeks Interview processes 2 – 5 days, 3 Police Personnel Raters and one additional observer plus HR staff coordinating them. Notifications of Interview score and Placement on eligible list 2 – 3 weeks. The examination process would take anywhere from 3 to 4 months. The difference

  9. Significant Changes Job Announcement: • Changed job announcements style and format to be appealing & attractive with informative details. • Individualized each recruitment to differ “Entry Level” and “Lateral & POST Academy students/graduates”. • Continuous filing system. • E-Job Job Announcements, Postings/advertisements, and applicant tracking system. • Budget savings Recruitment & Testing Process: • E-Job Announcement • E-Application submission • E-Mail notices to applicants system • Agreement with Public Safety Training Consortium to administer POST written and physical agility examinations and notification of passing applicants. Selection & Retention • Dedicated Police Sergeant to promote, recruit and conduct backgrounds. • Police Recruiter (Srgt) regularly visits Police Academies to promote SM Police Department • Current Eligible List continuously available to Department at time or knowledge of vacancy. • Family nights for new Recruits Awards: • Academy reimbursement • Signing bonus • Wellness program

  10. Signing Bonus/ Referral Award • Police Officers hired from this recruitment will receive $750.00 at the successful completion of their probationary period. • If a current merit City employee has referred a candidate who is subsequently hired from this recruitment, said employee shall receive a $750.00 referral award. • The candidate must note the referring employee on the City’s official employment application at the time of submission. **Referral award is paid 50% at time of hire and 50% at successful completion of officer’s probation.

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