Apr 30, 2021 CIVIL SERVICE COMMISSION

[00:00:19]

I LIKE TO CALL THE CIVIL

[CALL TO ORDER]

TO ORDER.

FIRST ON

[1a. Consider approval of the Civil Service Commission meeting minutes from the January 27, 2021 meeting.]

WE NEED TO CONSIDER THE ONE A IS TO CONSIDER APPROVAL OF THE CIVIL SERVICE COMMISSION MEETING MINUTES FROM JANUARY 27TH, 2021.

I'LL MAKE A MOTION.

WE ACCEPT THE MINUTES FROM JANUARY 27TH, 2021.

I'LL SECOND THAT MOTION.

OKAY.

WE'VE HAD, UH, A MOTION AND A SECOND TO APPROVE THE MINUTES FROM JANUARY 27TH, 2021.

ALL IN FAVOR? AYE.

AYE.

ALL OPPOSED? NO.

UM,

[1b. Consider approval of the Civil Service Commission meeting minutes from the March 10, 2021 meeting.]

DO I HAVE A MOTION TO APPROVE THOSE MINUTES? I MOVE THAT WE APPROVE THE MINUTES AS PRESENTED FROM MARCH 10TH AND ALL SECOND.

ALL IN FAVOR? AYE.

AYE.

OKAY.

ALL RIGHT.

BUSINESS ITEMS,

[2a. Canvass the returns of the April 21 to April 22, 2021 election for revisions to the alternate promotional system in the Police Department, pertaining to Proposition 1, which includes (i) Assessment Center Selection Board; (ii) Candidate Portfolio and Assessment Center Exercises; (iii) Assessment Process; and (iv) Candidate Interviews.]

UM, WE WILL NOW CONDUCT THE CANVAS OF THE CITY OF BAYTOWN ELECTION FOR PROPOSITION ONE THROUGH THE CIVIL SERVICE DIRECTOR.

I'M DELIVERING THE ELECTION RETURNS TO YOU, THE CIVIL SERVICE COMMISSION AS THE CANVASSING AUTHORITY.

I WILL NOW READ A SUMMARY OF THE TABULATED RESULTS OF THE ELECTION BASED UPON THE COMPLETE TABULATION, WHICH IS BEFORE EACH CIVIL SERVICE COMMISSION MEMBER PROPOSITION ONE RECEIVE 79 VOTES TO APPROVE THE PROPOSED ALTERNATE PROPO PROMOTIONAL SYSTEM UPDATES PROPOSITION ONE RECEIVED, RECEIVED 38 VOTES TO REJECT THE PROPOSED ALTERNATE PROMOTIONAL SYSTEM UPDATES PROPOSITION ONE, WHICH INCLUDES ASSESSMENT CENTER SELECTION, BOARD CANDIDATE PORTFOLIO, AND ASSESSMENT CENTER EXERCISES, EXERCISES, ASSESSMENT PROCESS, AND CANDIDATE INTERVIEWS HAS BEEN APPROVED BY A MAJORITY VOTE OF THE SWORN POLICE OFFICERS, UH, VOTING.

SO, ALL RIGHT.

ALL RIGHT.

NOW,

[2b. Canvass the returns of the April 21 to April 22, 2021 election for the revisions to the alternate promotional system in the Police Department, pertaining to Proposition 2, including Promotional Scoring.]

THIS IS CANVAS THE RETURNS OF THE ALTERNATE PROMOTIONAL SYSTEM ELECTION HELD ON APRIL 21ST AND 22ND OF 2021.

CONCERNING PROPOSITION TWO, WHICH INCLUDES PROMOTIONAL SCORING, WE WILL NOW CONDUCT THE CANVAS OF THE CITY OF BAYTOWN ELECTION FOR PROPOSITION TWO THROUGH THE CIVIL SERVICE DIRECTOR.

I AM DELIVERING THE ELECTION RETURNS TO YOU, THE CIVIL SERVICE COMMISSION AS THE CANVASSING AUTHORITY.

I WILL NOW READ A SUMMARY OF THE TABULATED RESULTS OF THE ELECTION BASED UPON THE COMPLETE TABULATION, WHICH IS BEFORE EACH CIVIL SERVICE COMMISSION MEMBER PROPOSITION TWO RECEIVE 48 VOTES TO APPROVE THE PROPOSED SCORING CHANGES TO THE ALTERNATE PROMOTIONAL SYSTEM.

PROPOSITION TWO, RECEIVE 69 VOTES TO REJECT THE PROPOSED SCORING CHANGES TO THE ALTERNATE PROMOTIONAL SYSTEM.

PROPOSITION TWO, PERTAINING TO PROMOTIONAL SCORING HAS BEEN REJECTED BY THE, BY A MAJORITY VOTE OF THE SWORN POLICE OFFICERS VOTING.

THE TIME IS NOW 8:35 AM AND THIS CONCLUDES THE CANVAS OF THE ELECTION FOR REVISION TO THE ALTERNATE PROMOTIONAL SYSTEM IN THE POLICE DEPARTMENT HELD ON APRIL 21ST TO APRIL 22ND, 2021.

THE OFFICIAL CANVAS REPORT IS AVAILABLE IN THE HUMAN RESOURCE DEPARTMENT IN CITY HALL AND WILL BE MADE AVAILABLE THROUGH THE PUBLIC INFORMATION REQUEST PROCESS.

OKAY.

ALL RIGHT.

AGENDA ITEM TWO

[2c. Consider proposed amendments to Chapter Eleven "Alternate Promotional System for the Police Department" of the City of Baytown Firefighters' & Police Officers' Civil Service Rules and Regulations, pertaining to Proposition 1, which includes (i) Assessment Center Selection Board, (ii) Candidate Portfolio and Assessment Center Exercises, (iii) Assessment Process, and (iv) Candidate Interview.]

[00:05:01]

THE CIVIL SERVICE DIRECTOR WILL NOW GIVE A REPORT ON THE PROPOSED AMENDMENTS APPROVED BY THE MAJORITY VOTE OF THE SWORN POLICE OFFICERS VOTING, UH, COMMISSION.

WE ARE GONNA START OFF WITH A SUMMARY VIDEO THAT WAS PUT TOGETHER, UH, FOR THE VOTING PROCESS THAT KIND OF GIVES THE JOURNEY AND A LITTLE BIT OF INFORMATION AROUND THOSE EXERCISES.

GREAT.

THANK YOU.

UM, SO GRAY, UH, IT'S BILL NELSON, PRESIDENT OF THE BAYTOWN MUNICIPAL POLICE ASSOCIATION.

JUST WANNA TAKE A MOMENT OF YOUR TIME TO EXPLAIN TO YOU WHAT WE'VE BEEN DOING ABOUT OUR PROMOTIONAL PROCESS.

UH, OVER A YEAR AGO, MEMBERS CAME TO THE BOARD AND ASKED US TO TAKE A LOOK AT MAKING CHANGES TO MAKE SURE WE WERE GETTING THE BEST QUALIFIED CANDIDATES.

THROUGH OUR SYSTEM, 85% OF OUR ASSOCIATION MEMBERSHIP VOTED TO PURSUE CHANGES REGARDING OUR PROMOTIONAL SYSTEM SYSTEM.

BASED ON THIS VOTE, THE ASSOCIATION BOARD CREATED A COMMITTEE.

THIS COMMITTEE CONTACTED OUR HUMAN RESOURCE DEPARTMENT AND ASKED FOR ASSISTANCE.

OUR HUMAN RESOURCE DEPARTMENT CONDUCTED SEVERAL EXERCISES WITH OUR MEMBERSHIP.

THE COMMITTEE SURVEYED OUR MEMBERS AND IDENTIFIED LEADERS AMONG ALL OF OUR RANKS.

THESE LEADERS WERE SELECTED TO PARTICIPATE ON A SUBCOMMITTEE, AND THIS SUBCOMMITTEE IS RESPONSIBLE FOR THE PROPOSED CHANGES TO OUR EMOTIONAL SYSTEM.

I WOULD ASK THAT YOU KEEP AN OPEN MIND WHEN YOU'RE REVIEWING THESE PROPOSED CHANGES, AND THIS IS BEING DONE TO FIND THE LEADERS THAT WILL LEAD OUR DEPARTMENT INTO THE FUTURE.

THANK YOU.

SO THE ASSESSORS ARE GONNA BE SELECTED BY OUR ASSESSMENT CENTER COMPANY.

THEY'RE GONNA BE FROM A LAW ENFORCEMENT AGENCY SIMILAR IN SIZE OR LARGER THAN BAYTOWN, AND THEY'RE GONNA BE AT LEAST 50 MILES AWAY FROM US.

THEY'RE GONNA BE ACTIVE OFFICERS THAT HAVE AT LEAST TWO YEARS IN SERVICE IN THE RANK, THE SAME AS ARE HIGHER THAN WHAT'S BEING TESTED FOR.

THEY'RE NOT GONNA BE SIGNIFICANTLY KNOWN TO ANY OF THE, THE CANDIDATES FOR PROMOTION, AND THEY'RE NOT GONNA SERVE ON MORE THAN TWO CONSECUTIVE PROMOTIONAL PROCESSES.

ALSO, ROLE PLAYERS FOR THE ASSESSMENT EXERCISE ARE GONNA BE SELECTED BY THE HUMAN RESOURCES DIRECTOR FOR PERFORMING ARTS GROUPS SUCH AS LEE COLLEGE COMMUNITY THEATERS, AND THEY'RE NOT GONNA BE KNOWN TO ANY OF THE CANDIDATES FOR PROMOTION.

THE CANDIDATE PORTFOLIO WILL BE A PART OF EVERY PROMOTIONAL PROCESS.

EACH CANDIDATE WILL BE GIVEN AN OPPORTUNITY TO PREPARE THEIR OWN PROFESSIONAL PORTFOLIO.

THIS SHOULD INCLUDE ANYTHING THAT WILL HELP THE ASSESSORS BECOME MORE FAMILIAR WITH YOU, SUCH AS TRAINING, ANY, ANY ACCOMPLISHMENTS YOU MAY HAVE HAD, AWARDS AND EVEN SAMPLES OF YOUR WORK PRODUCT.

THIS PORTFOLIO WILL BE GIVEN TO THE ASSESSORS AHEAD OF THE ASSESSMENT CENTER SO THEY CAN BECOME FAMILIAR WITH THE CANDIDATE THEMSELVES.

AND TO HELP ENSURE THAT THE PORTFOLIOS ARE ACCURATE.

HR WILL INCLUDE THE A FILE.

THE A FILE WILL INCLUDE TRANSCRIPTS OF COLLEGE, COLLEGE DEGREES, AND EVEN SUSTAINED DISCIPLINE.

THE BASKET ACTIVITY WILL BE PART OF EVERY PROMOTIONAL PROCESS.

EACH CANDIDATE WILL BE SUPPLIED WITH IN BASKET MATERIALS SUCH AS FABRICATED LETTERS, MEMOS, AND OTHER DOCUMENTS DURING THE PRE-ASSESSMENT ORIENTATION THAT ARE RELEVANT TO THE POSITION BEING SALT.

ALSO, THE CANDIDATE WILL RESPOND WITH A BRIEF WRITTEN EXPLANATION ON HOW THEY WOULD HANDLE THE SCENARIO.

THE ASSESSMENT COMPANY WILL PICK TWO ADDITIONAL EXERCISES FROM A LIST OF FOUR.

ONE IS ROLE PLAY, ONE IS TEACHING, TRAINING AND ASSESSMENT.

ONE IS CASE STUDY, AND THE LAST IS SITUATIONAL JUDGMENT TEST.

OUT OF THE ROLE PLAY, CANDIDATES ARE PLACED IN A SCENARIO IN WHICH AN OUTSIDE ROLE PLAYER ENGAGES IN THE CANDIDATE.

THE SCENARIO WILL BE JOB RELATED, POTENTIAL EVENT OR CIRCUMSTANCES THAT COULD OCCUR TO THE CANDIDATE IN THE POSITION THAT THEY'RE BEING SOUGHT.

UH, IN THE TEACHING TRAINING ASSESSMENT, CANDIDATES WOULD CHOOSE A TOPIC AND OR BOOK, ARTICLE OR VIDEO, UH, FROM A LIST AND PREPARE TO TEACH THAT TO THE EXCESSIVES CASE STUDY.

THE SCENARIO WOULD BE A REALISTIC SIMULATION OF A STRATEGIC PROBLEM THAT THE SUPERVISOR WOULD LIKELY ENCOUNTER IN THEIR NEW ROLE.

THE PROBLEM WOULD BE PRESENTED TO THE CANDIDATE IN A SERIES OF FICTIONAL DOCUMENTS SUCH AS DEPARTMENT REPORTS OR RESEARCH.

THE CANDIDATE WILL PREPARE A VERBAL OR WRITTEN PRESENTATION.

THEN THERE'S THE SITUATIONAL JUDGMENT TEST.

IT'S GONNA BE A WRITTEN OR ELECTRONIC TEST, AND IT'S INTENDED TO MEASURE THE PARTICIPANT'S BEHAVIOR AND ATTITUDE WHILE RESPONDING TO VARIOUS REAL LIFE WORK RELATED SCENARIOS.

THE CANDIDATE INTERVIEW, THE CANDIDATE INTERVIEW WILL BE A PART OF EVERY PROMOTIONAL PROCESS.

YOU'LL BE ASKED A SET OF IDENTICAL QUESTIONS, UNIQUE TO EACH TEST.

YOU MAY BE ASKED ADDITIONAL QUESTIONS BASED ON YOUR ANSWERS.

YOU MAY BE ASKED QUESTIONS RELATED TO YOUR PORTFOLIO, THE END BASKET AND THE TWO ADDITIONAL EXERCISES.

SINCE THE MEMBERSHIP VOTED INTEGRITY, LEAD BY EXAMPLE, AN EFFECTIVE COMMUNICATOR AS THE TOP THREE CORE COMPETENCIES, THE SCORING WAS

[00:10:01]

TEST 35% ASSESSMENT CENTER, 50% TCO, MAXIMUM OF FIVE POINTS, SENIORITY, MAXIMUM OF 10 POINTS.

NOW IT'S YOUR TURN.

YOU ARE THE FUTURE.

PLEASE VOTE.

OKAY.

WELL, THAT WAS VERY WELL DONE.

THAT WAS HELPFUL, .

I LIKE THAT.

THANK YOU.

I, UM, GRAY WAS, UM, A LARGE PART OF THAT.

UH, RACHEL FROM MY TEAM ALSO HELPED IMMENSELY ON THAT.

AND THEN, UM, PROBABLY THE WHOLE DEPARTMENT GOT IN ON IT AT SOME POINT.

THE PEOPLE THAT WERE IN THERE, THE ACTORS, I WILL CALL THEM, THOSE WERE MEMBERS OF THE SUBCOMMITTEE.

SO ALL OF THE MEMBERS OF THE SUBCOMMITTEE PARTICIPATED.

UM, IN THAT EXPLANATION, WITH THE EXCEPTION OF ASSISTANT CHIEF RICHARD WHITAKER, HE WAS ALSO ON OUR SUBCOMMITTEE.

UH, HE WAS OUT OF TOWN WHILE WE WERE TRYING TO DO ALL THE FILMING.

SO HE, HE MISSED OUT ON HIS DEBUT SUPERSTAR OPPORTUNITY THERE.

SO , NOW, WILL THIS BE, UM, AVAILABLE FOR THE PUBLIC TO SEE? I MEAN, JUST, I THINK IT'S INTERESTING THAT I, AS FAR AS IT'S VERY INVOLVED AND YEAH.

AND WE PUT THAT TOGETHER TO PROVIDE TO THE DEPARTMENT SO THAT THEY WOULD UNDERSTAND THE PROCESS.

WE HAVE BEEN WORKING ON IT.

WE ACTUALLY STARTED IN NOVEMBER OF 19, OBVIOUSLY HIT THE PAUSE BUTTON FOR MANY MONTHS, UM, IN 2020.

PICKED IT UP AGAIN IN AUGUST, SEPTEMBER, AND REALLY STARTED MAKING SOME PROGRESS.

THAT'S WHEN WE PUT THE SUBCOMMITTEE TOGETHER.

THE WORK THAT THE SUBCOMMITTEE DID WAS PULLING TOGETHER, FIRST OF ALL, CORE COMPETENCIES OF THOSE QUALITIES NEEDED IN A SERGEANT AND A LIEUTENANT IN THE BAYTOWN POLICE DEPARTMENT.

SO WE CAME UP WITH THOSE NINE CORE COMPETENCIES AND THEN DEFINED THOSE SO THAT EVERYBODY WOULD HAVE A COMMON UNDERSTANDING.

AND THEN AFTER THAT, THEN REALLY LOOKED AT WHAT WERE THE ISSUES AND CONCERNS FROM THAT LAST ASSESSMENT CENTER.

WHAT ARE THE ISSUES AND CONCERNS THAT WE NEEDED TO PAY ATTENTION TO, TO MAKE SURE WE'RE GETTING THE RIGHT LEADERS FOR OUR FUTURE? AND THAT'S THEN HOW WE BUILT OUT WHAT SHOULD THOSE NEW SCENARIOS, WHAT SHOULD THE NEW PROCESS BE.

UM, AND SO THEN THAT WENT TO THE VOTE.

UM, WE HAD ALL OF THE STEPS, AND THEN WE HAD THE SCORING, BECAUSE THE SCORING IS A SEPARATE COMPONENT.

UM, AND SO WE HAVE UPDATED THE RULES TO REFLECT THE CHANGES THAT THE DEPARTMENT VOTED ON.

AND WE DID TWO SEPARATE EXERCISES WHERE WE WENT TO THE ENTIRE DEPARTMENT.

SO WE WENT TO ALL OF THE ROLL CALLS.

I THINK IT WAS ABOUT 14 OR 16 MEETINGS THAT WE DID TO MAKE SURE WE HIT, TRIED TO HIT ALL 170 MEMBERS OF THE DEPARTMENT SO THAT THEY PARTICIPATED IN THE PROCESS.

AND ALONG THE WAY, THERE WAS COMMUNICATION BACK TO THEM.

THERE WAS ACTUALLY ANOTHER VIDEO AS WELL THAT, THAT WE DID EARLIER IN THE PROCESS TO PROVIDE THEM WITH SOME ADDITIONAL INFORMATION AS, AS WE WENT ALONG.

SO, UM, THAT'S GREAT.

SO AS FAR AS THE RULES IN FRONT OF YOU, THERE ARE, UH, A COUPLE OF ITEMS THAT ARE MARKED IN BLUE.

SO THESE ARE JUST SOME KIND OF GENERAL CLEANUP THINGS THAT AS WE WERE PRESENTING THE RULES, WE WENT AHEAD AND ADDED THOSE IN.

WE DO NOT CURRENTLY HAVE THE RANK OF CAPTAIN.

UM, SO WE TOOK THAT LANGUAGE OUT.

UM, THE POSTING BY THE SOCIAL SECURITY NUMBER, UM, WE ACTUALLY HAVEN'T BEEN DOING THAT BECAUSE THAT'S NOT A SAFE PRACTICE.

SO UPDATING THAT LANGUAGE IN TWO PLACES IN THE ROLES.

AND THEN THE, UH, TEXAS COMMISSION ON LAW ENFORCEMENT USED TO HAVE A DIFFERENT, SLIGHTLY DIFFERENT NAME.

SO THERE'S A PLACE OR TWO WHERE THAT WAS UPDATED.

AND THEN THE REST OF IT, UM, ALL OF THE RED IS SPECIFIC TO THE CHANGES THAT WERE PRESENTED AND, AND VOTED ON BY THE MEMBERSHIP.

SO, OKAY.

DALE, HAVE ANY QUESTIONS? UH, NO.

I, I DO HAVE A COMMENT.

IT'S JUST INTERESTING THAT THE, UM, THE, THE VOTING, IT LOOKED LIKE THERE WAS 117 ELIGIBLE MEMBERS TO VOTE, AND IN ONE VOTE IT WAS, UH, LIKE 67% THAT, THAT, UM, VOTED TO APPROVE.

AND THEN THE OTHER ONE, IT WAS 59% TO REJECT.

AND I'M JUST WONDERING IF THERE'S ANY, ANY ANALYSIS ON WHAT, WAS IT THE SAME, THE SAME GROUP THAT VOTED FOR PROPOSITION ONE THAT VOTED AGAINST PROPOSITION TWO? WE DON'T HAVE ANY WAY, BECAUSE IT, IT'S A, IT IS JUST A BLANK SECRET BALLOT.

I, OKAY.

THAT'S FAIR.

OKAY.

SO WE DON'T HAVE A WAY TO DO ANY SORT OF ANALYSIS ON IT.

OKAY.

UM, THAT'S FAIR.

THANK YOU.

MM-HMM .

[00:15:01]

I'D LIKE TO GO AHEAD AND MAKE A MOTION, UH, TO APPROVE THE PROPOSED AMENDMENTS, UH, SUMMARIZED BY OUR CIVIL SERVICE DIRECTOR.

I'LL SECOND THAT MOTION.

OKAY.

SO WE HAVE A MOTION TO APPROVE THE PROPOSED AMENDMENTS.

UM, ALL IN FAVOR, AYE.

AYE.

OKAY.

UM, OKAY.

HEARING NO FURTHER QUESTIONS OR DISCUSSION, I WILL, I NOW CALL FOR THE VOTE ON THE MOTION TO APPROVE THE AMENDMENTS INCLUDED IN PROPOSITION ONE, WHICH ARE APPROVED BY MAJORITY OF THE SWORN POLICE OFFICERS.

I'LL MAKE THAT, ALL THOSE IN FAVOR SAY A, A, AYE.

ALL THOSE OPPOSED SAY NAY.

NAY.

OKAY.

UM, TO CLARIFY THE VOTE, UM, DENNIS, I BELIEVE YOU VOTED FOR AND AGAINST.

OKAY.

WELL, I'LL VOTE FOR, UH, A .

YEAH, IT'S KIND OF MISLEADING.

MOTION PASSES THAT OUT.

OKAY.

ALL RIGHT.

UM, MOTION PASSES.

UM, NOW AGENDA ITEM THREE IS TO ADJOURN.

OH, I'LL MOVE THAT.

WE ADJOURN THIS MEETING.

I'LL SECOND.

ALL RIGHT.

ALL IN FAVOR? AYE.

OKAY.