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Home My WebLink AboutPresentation Recruitment and HiringCHULA VISTA POLICE DEPARTMENT Chula Vista Police Department Recruitment and Hiring Update Prepared by Lt. Vern Sallee Staffing History At A Glance 227 229 231 231 242 252 244 244 240 240 229 223 224 220 225 219 222 240 257 250 240 232 225 214 207 203 100 150 200 250 Jan-02 Jan-03 Jan-04 Jan-05 Jan-06 Jan-07 Jan-08 Jan-09 Jan-10 Jan-11 Jan-12 Jan-13 Nov-13 Authorized Actual Staffing History At A Glance 229 229 229 229 229 229 217 217 217 223 223 223 223 223 224 224 224 224 224 224 224 224 214 212 212 212 211 213 213 213 213 210 209 208 207 209 208 210 210 202 203 207 203 203 0 50 100 150 200 250 Jan-12 Feb-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 Jul-13 Aug-13 Sep-13 Oct-13 Authorized Actual How Did We get Here? September 2012 • CVPD authorized sworn staff was 218 • CVPD actual sworn staff was 213 • 5 sworn vacancies only 13 months ago November 2013 • CVPD is authorized 224 sworn staff • CVPD actual sworn staff is 203 • 21 current sworn vacancies How Did We get Here? 23 Sworn Separations Since September 1, 2012 • 10 Full Service Retirements • 5 Medical Retirements • 5 Resignations to other jobs (1 SDPD, 2 SDSO, 1SDDA, 1 Other) • 2 Terminations (failed academy) • 1 Resignation for other reasons How Did We get Here? 14 Sworn New Hires Since September 1, 2012 • 8 Police Recruits • 95th Academy – 2 recruits (1 failed academics) • 96th Academy – no qualified recruits • 97th Academy – 4 recruits (1 failed P.T.) • 98th Academy – 2 Recruits • 6 Police Laterals • 5 laterals with 2-8 years of experience • 1 lateral with academy only (fmr. SD lifeguard) City Hiring Practices for Police Recruit Human Resources Process APPLICATION WRITTEN TEST (PASS/FAIL) PRE-SCREEN 23 DISQUALIFIERS ORAL BOARD TOP CANDIDATES TO ELIGIBILITY LIST AND POLICE DEPARTMENT BACKGROUNDS POLICE BACKGROUND PROCESS 2012-2013 CHANGES • Physical Agility Test (PAT) moved to PD background process in 2013 to speed testing process. • A minimum of four police recruit processes are are performed each year to align with academy start dates. City Hiring Practices for Police Lateral Human Resources Process APPLICATION PRE-SCREEN 23 DISQUALIFIERS ORAL BOARD TOP CANDIDATES TO ELIGIBILITY LIST AND POLICE DEPARTMENT BACKGROUNDS POLICE BACKGROUND PROCESS 2012-2013 CHANGES • Laterals no longer have to take the Physical Agility Test • Continuous lateral applications. Lateral recruitments are always open. • Monthly lateral oral boards and interviews to identify and target top tier candidates Police Background Process Police Background Investigation 31 Page Personal History Statement • Initial investigative review and prioritization •May be disqualified or move forward Background Interview Scheduled • Investigator review of entire Personal History Statement • Candidate fills out 405 question Pre-Investigative Questionnaire • Candidate and investigator review all details • Session takes 4-6 hours •May be disqualified or move forward Police Background Process Police Background Investigation continued Voice Stress Analysis (truth verification) Full background will be conducted Police Background Components POLICE BACKGROUND FAMILY AND REFERENCES EDUCATION CURRENT AND PAST RESIDENCES EMPLOYMENT HISTORY PRIOR LAW ENFORCEMENT APPLICATIONS FINANCIAL AND LEGAL HISTORY CRIMINAL AND DRUG HISTORY DRIVING HISTORY Police Background Components MANDATORY CHECKS CREDIT REPORT IN-PERSON HOME AND NEGHBORHOOD CHECK FINGERPRINTS DOJ CRIMINAL HISTORY EMPLOYMENT LETTERS OR IN-PERSON CHECKS REVIEW PRIOR BACKGROUNDS AND APPLICATIONS PAST RESIDENCE LOCAL L.E. CHECKS REVIEW ALL H.S. AND COLLEGE TRANSCRIPTS REVIEW DMV RECORDS What are the disqualifiers? Typical Police Recruit / Lateral Disqualifiers • Dishonesty, failure to take responsibility, minimizing, or other failure to disclose adverse information • Legal history or other indications of lack of respect for the law to include drug use • Driving History – respect for law, dangerous driving history • Financial History – lack of responsibility • Employment History – terminations or discipline SUCCESSFUL BACKGROUND APPLICANT PASSES BACKGROUND FULL WRITTEN SUMMARY TO CHIEF VIA CHAIN OF COMMAND CHIEF’S INTERVIEW City Hiring Practices for Police Officer Police Department Process (cont.) Upon receiving a conditional job offer from the Chief, the candidate must pass a full medical exam and psychological exam. • Recruits attend a 30 week academy (928 hours / 116 working days) • Minimum of 16 weeks field training after the academy reduced from past practice of 24 week field training. • 18 month probation period • Laterals have a minimum of 8 weeks of field training depending on qualifications. Formerly 16-24 weeks depending on experience. • Laterals have a 12 month probationary period. Sample hiring processes at a glance Recrutment 12507108 593 Recruit Applications 834 Recruit Applications 1 Police Recruit hired (failed academy) Recrutment 13507102 7 Police Recruits hired (1 failed academy) Recrutment 13506101 (continuous) Over 744 lateral Applications 6 Police Laterals hired Recruiting and Background Efforts Staffing • Sworn Background Investigator added June 2012 to supplement Civilian Background Investigator • Second Sworn Background Investigator added October 2012 for a total of two Sworn and one Civilian Background Investigators • Full-Time Recruiting Officer added in January 2013 • Full-Time Training Programs Specialist / Secretary position filled in April 2013 to assist with administrative tasks related to backgrounds • Added part-time volunteer with executive-level administrative experience Recruiting and Background Efforts Recruiting • PSU engages Chief with top candidates early to foster relationships • $5,000 Lateral Incentive • Employee referral incentive • Starting vacation leave bank of 80 hours to qualified laterals • Rebuilt formal Recruiting Team • Updated flyers, posters and recruiting car • Updated department website and Facebook and social media presence • Print Advertising in PORAC, employment websites and other media • Dozens of recruiting events and outreach events have been attended by the Recruiting Officer Recruiting and Background Efforts Streamlining and Continuous Improvement • Continuous Improvement review of background process conducted which shortened application to background lag. • Continuous lateral applications and monthly interviews • Pro-active relationship with Human Resources to streamline testing and merge multiple hiring lists to target high quality applicants quickly • Beta testing new web-based background management system • Streamlined Field Training Program for recruits and laterals Pending Organizational Changes Management and Staff Changes • Captain Gary Wedge Retiring effective December 3, 2013 • Current promotional process to backfill 2 Captain positions (including 1 frozen Captain position) effective December 2013 • 2 Community Service Officers (CSO’s) to be added in early 2014 for a total of 5 CSO’s in Patrol • Backfill promotions of 2 lieutenants, 2 sergeants and 7 agents effective December 2013 Short-term hiring outlook Recruit and Lateral outlook • Lateral candidates are a top priority (in-service quickly) • Four “strong” lateral backgrounds currently being conducted • Agency priority to expedite backgrounds of the above four strong lateral candidates with a hiring goal of December 20, 2013 • Numerous lateral candidates are in various stages of the process • 99th Regional Academy begins February 24, 2014 • 100th Regional Academy begins May 5, 2014 • Agency goal is to staff 5-8 recruits in each upcoming academy Questions? Lt. Vern Sallee Professional Standards Unit (619) 476-2452 vsallee@chulavistapd.org