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Recommendations
to
Diversify
Peoria
Police &
Fire Personnel
City
of
Peoria,
lllinois
Subcommittee on Police
& Fire Diversity
PRESENTATION TO
COMI\IITTEE
ON
POI,ICE
AND FIRE
DTVERSITY
October
8.
2015
G
fi= clt
y
oF
PEORIA
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RecortnnrtENDATrotrs
To
Drvenstrv PeontR
Polrce
Ano
FrnE
PeRsorurueu
October
8,
2015
Subcommittee on
Police and
Fire
Diversity
NAME
Al Hooks, Co-Chair:
Rita
Ali, Co-Chair:
Tony
Ardis:
Debra Bush:
Daniel
Duncan:
Mike Eddlemon:
Phillip
Maclin:
James
McCoy:
Lynn Pearson:
Lisa
Snow:
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TABLE OF CONTENTS
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EXECUTIVE
SUMMARY
The Committee
on
Police &
Fire
Diversity
appointed
a Subcommittee
to analyze
the
problem
of
low minority
representation
among commissioned
police
and
fire
personnel.
The Subcommittee,
consisting
of an tnclusive
group
of
city and community
reoresentatives,
conducted
a
four-month comprehensive
study
to explore
issues
relating to the
lack of
minority hires among
commissioned
police
officers
and
firefighters
in
the
City
of
Peoria.
Multiple
problems
were identified
as systematic
conditions
that
have an
adverse
impact
on the hiring
of minority
candidates:
(1)
ineffective
recruitment
and
outreach
processes. (2)
score-based
ranking
systems'
(3)
lack
of
priority
considerations
given
to City
of Peoria
residents
or minorities,
(4)
no existing
police
or
fire cadet programs, and (5)
no
minority participants
in
the
Fire Department Explorers
program.
The Subcommittee
proposed
the
following
10 recommendations
aimed
to increase
the
hiring of
minorities
in
police
officer
and
firefighter
positions,
1 ,
Pass-Fail
Examination
for Police
Officer
Applicants
2.
Develop
an Ongorng,
High
Priority
Recruitment
Plan
3.
Change to Semi-Annual
Testing
Frequency
for
Police
and
Fire
4.
Reassign
the 30
points
in the
Fire
Department
Selection
Process
5.
Peoria
City Residency
Points
for
Police Officer
Candidates
6.
Establish
a Public Safety
Explorers
Program
within
District
150 Schools
7.
Establish
Police Cadet
Program
8.
Establish
Firefighter Cadet
Program
L
Annual
Performance
Goals,
Monitoring,
and
Reporting
10.
Diverse
Interview
and Criteria
Panels
The Subcommittee
identified annual
goals
for achieving
a
'1O-year
vision
lo
create
a
diverse
workforce
which
mirrors the demographics
of the
city for commisstoned
police
and
fire
personnel. The
need
to
act
on these
recommendations
with a
sense of urgency
is highly
encouraged.
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PROBLEM IDENTIFICATION
The Police and Fire
departments
have
18.6%
and
14o/o
minority representationl,
respectively,
among the
commissioned
workforce. Census
data shows
the city of
Peoria
is
approximately
407o minority2.
As requested
by
the
Subcommittee
on
Police and Fire Diversity,
we
have
conducted
in-depth analyses
of the
city of
Peoria current employment
results and the
process
for the selection of
Peoria
police
officers
and
firefighters.
We were asked
to identify those
issues
that
contributed
to the
minority
gap
between
the Census and
Peoria Police
and
Fire
departments
data
and
to make recommendations
to solve
this disparity.
Based
on
our
review, the
following
problems
have been identified
as significant barriers
to
increasing the representation of minorities among Police and
Fire
departments'
commissioned
personnel.
Recruitment
processes
and community
outreach efforts
do not
achieve
sufficient
minority
representation
in
the Police
and Fire Department
candidate selection
oools.
The candidate
selection
process
from the
Police and
Fire
departments'
pools
emphasizes
a
score-based
ranking system
that has
negatively
impacted
minority candidates.
The
Fire Department
selection
process
has
resulted
in
the
hiring of only one
African
American out
of
the
74
firefighters hired
in
the
last
ten
years.
Notably,
the
one
African
American was
hired only after a
lawsuit was
filed against the City
of
Peoria.
The Police and
Fire Departments'
candidate selection
processes
do
not
grant
priority
considerations
for
City
of
Peoria residents or
minorities.
The Fire Department's
candidate
points
system,
as
previously
implemented,
negatively impacted minority applicants. (Points System recently changed,
as a
result
of this due
diligence
project,
to minimize
this
problem).
The
Fire Department
Explorers Program
does not
include minorities or
Peoria
youth.
The Police
Explorers are 68%
minority.
1
Police
Department
Employee
Report,
July
2015;
Fire
Department
Employee
Report, March
2015.
2
U.S. Census,
2010.
1.
2.
4.
6.
Page 3
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RECOMMENDATIONS
The following
recommendations,
according to the Subcommittee.
represent the City's
best
opportunity
for reaching the
ten-year
vision
of
having a commissioned
police
and fire
workforce
that
mirrors
the
demographics of the
City
of Peoria.
Recommendation
#'l :
Recommendation
#2:
Recommendation
#3:
Pass-Fail Examination
for
Police
Officer
Applicants
For
police
officer applicants, the
written test will be scored
for
a
passing
score
and
will no
longer
be
rank
ordered.
Applicants who
pass
the
written
test, with
a
passing
score
predetermined
by
an
inclusive
police
managemenl
team
and
the city's Human
Resources
Department,
will
be
placed
in
the
candidale
pool
with no
rank
order.
Actual scores
will
remain
confidenlial
and
will
not
be released
to
applicants
or
the police
agency.
Due
to state statute
which requires
rank
order selection of
firefighters, a
pass-fail
examination will only apply
to
police
officer applicants.
Develop
an
Ongoing,
High Priority Recruitment Plan
Detailed recruitment
plans
will
be
created
or
enhanced
for bolh Police and
Fire
with
high
priority given
to
the
recruitment
of
minority applicants. The
plan
will
describe aggressive outreach
and recruitment
methods
and
include interview training
for
screening
committee
members.
The Police Deoartment's new
2015 Recruitment
Plan
was
developed specifically
to
attract minority and
protected
class individuals. lt
incorporates diverse hiring best
practices
and serves
to
.jump
start this recommendation. See Exhibit
F
&
J.
Change to Semi-Annual
Testing Frequency for Police and
Fire
Testing
twice a
year
will
give
candidates more opportunity
to
be
placed
in
a
hiring
pool.
lt
will
also allow the
Departments
lo
refresh
candidate
pools
more frequently. Minority
and
protected
class candidates
who have
recently
entered the
job
market are in
high
demand and it
is
necessary
for
departments to act
quickly
when
hiring.
Individuals who
are
left
on a
list for an
extended
period
of trme are
likely
to
find
another employment
option.
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Recommendation
*4:
Recommendation
#5:
Recommendation
16:
Recommendation
#7:
Reassign
the
30
points
in
the
Fire
Department
Selection
Process
The firefighter selection
process
allows
for the assignment
of up
to 30
points
to criterion categories
for which a slight
advantage
would be
granted.
A
maximum
of
five
(5)
points
may
be
awarded
per
category
(veteran
status,
etc.)
As
part
of this due
diligence
project,
an
adjustment
was made to
the
process
to
grant
five
(5)
residency
points
to applicants
lhat
reside
within the City of
Peoda.
This
process
change was approved
by the
Police
and
Fire Commission.
Peoria
City Residency
Points for
Police
Officer
Candidates
Police
Officer applicants
shall
have added to
their composite
score,
which includes
both the
interview conducted by
the
Police Department
and
Fire
and
Police Commission,
five
(5) points
if
they
have an
established
residence
in
the
City
of Peoria.
Applicants
must
have
resided
in
the
City of Peoria
for
no
less
than a one
year
period
(365
days)
at the time
of the
police
applicant
test. Cunently
the
physical
agility and
wntten tests are offered
on the same date;
if in
the future
the
test
is
offered over
a
period
of
more than one
day then
the first
date the test
is offered
will be used to
calculate the one
year
time
oefloo.
Establish a
Public
Safety
Explorers
Program
within District
150
This
program
will
explore
careers
within both
police
and
fire
(including
firefighters,
police
officers,
dispatchers,
etc.).
lt is a continuation
and
broadening
of the
Police Department
"City
Youth'' Explorers
initiative which
has 6B% minority
participation.
The Fire Departmenl
s
Explorers group,
which
currently has no minonty parlicipants, will be
modeled after the
Police department
group.
The Public Safety
Explorers Program
will be similar
to
Houston's
C.A.S.E.Y.
Program.
See
Exhibits
D
&
|
for more detail.
Establish
Police Cadet
Program
The Police
Cadet
Program
is
an
extension of
the currenl
Police Explorer
Program.
The
Explorer
Program has been
very successful
recruiting
minority and
protected
class
students
from
Peoria Schools.
The
program
averages a
makeup of approximately
70% minority and/or
protected
class.
Current Exolorers who demonstrate talent,
initiative,
and drive
to
become
a
Peoria Police Officer,
will be
given
an
opportunity
to apply
for a
paid
civilian
part{ime
posation.
Once
hired. Cadets,
will work
in various units at
a multitude
of tasks on
the
Department.
They
will learn the
job
while
performing
basic
police
functions such as traffic
control,
crowd control and
record
keeping.
The
Cadets
will
also
attend
college classes
at
lCC.
See
Exhibit H
for further
detail
and
estimated cost.
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Recommendation
#8:
Recommendation
#g:
Recommendation
*10:
Establish
Firefi
ghter
Cadet
Program
The
Firefighter Cadet Program
will be
similar to the
Police
Cadet
Program.
Peoria Explorer's Program
will
graduate
into
Firefighter Cadet Program
to assure
minority
participation.
The
redesigned
program
will
focus on
high school
youth
within
the City
of
Peoria, specifically those attending District
150 high schools. See
Exhibit
G for further
detail and
estimated cost.
Annual Performance
Goals,
Monitoring,
and
Repotting
Performance
goals
will be
established,
measured,
and
monitored
to
assure that
the
1O-year vision
can be
fulfilled.
Semi-annual
ptogress
reports to the
public
and City
Council
will be
required
fiom the
Police
& Fire Commission,
with support
from
police
and
fire agencies.
The
first
report
will
be
due
in June
2016.
To assure
progress
and
accountability,
placement goals
will be
incorporated to
the
management evaluations of departmental chiefs and the city
manager.
Diverse
Intewiew
and
Criteria
Panels
All
interview
and criteria
panels
will be
diverse and
inclusive
in
terms
of race,
gender,
and
rank.
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PLACEMENT GOALS
The
10-year
vision
of creating a diverse
workforce
lhat mirrors the
demographics
of the
city can
only
be achieved through the establishment
of annual
placement
goals
which
adequately
recognize and address the
underrepresentation
of
minorities.
These
goals
are
permissible
by
law3 and
aim
to
correct
adverse
impact whereas
minorities are
underrepresented.
despite their availability,
within specific
job
groups
(also
see Exhibits
K & L regarding
legal decisions
and
cases).
The
following should be
understood about
placement
goals:
'I
.
Placement
goals
are not
used to supersede
merit selection
principles,
nor do
they require
the
Cily
to
hire
a
person
who lacks
qualifications
to
perform
the
job
successfully or hire a less qualified person in preference to a more
oualified one.
2.
Placement
goals
are
not
quotas
that must be
met, nor are lhey to be
considered
as either
a ceiling or a
floor
for
the
employment
of
particular
groups.
In
establishing
placement goals,
the Subcommittee
applied the
following
principle:
1.
Establish
a
percenlage
annual
placement
goal
commensurate
with a ten-year
goal
to
have
a
police
and fire workforce
which mirrors the
demographics of the
City of
Peoria
(by
2025)
The Subcommittee
proposes
the
following
annual
placement
goals:
Police Department:
The Police Department commissioned
ranks
are
currently
18.60,20
minority. The minority
percentage
should
increase
at a minimum
of B% annuallv
to
achieve
40o/o by 20254.
Fire Deoartment.
The Fire Department
comnrissioned
ranks are
14% minority. The minority
percentage
should increase
at
a minimum
of
11ok
annuallv
to achteve
40o/o by 20255.
These
goals
will be achieved
by improving
processes,
holding administrators
accountable
and
monitoring and
measuring
performance
regularly. The
process
should
be
reviewed, and
improved, annually to track
and assure
progress.
r
Affirmative Actron
Facl
Sheel.
U.S Dept.
of
Labor.
http://www dol
gov/ofccp/regs/complrancelaa
htm
3
Goals
for
police
diversity
will b adjusted according to
new
demographic data
from
US
Census
:
Goals
for fire{ighter diversity
will
be adjusted according
to
new
denrographic
data
from
US Census
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CONCLUSION
The adhoc Subcommittee on
Police &
Fire
Diversity concluded
its work on September
29, 2015
with
unanimous
support for the
recommendations
proposed
herein.
The
group
encourages
city leaders to
give
serious and urgent atlentaon
lo the
problem
that
has
been
identified,
whereas, significant
gaps
exist
in
the
hiring
of
minority candidates
for
City of
Peoria commissioned
police
and fire
positions.
Notably, significant
gaps
also
exist
in the hiring of
female
candidates.
ldeally, the
workforce of the city
should
mirror
the
demographics
of the
residents
of that
city.
Among commissioned
police
and
fire
personnel,
there
is
a misalignment
with this
ideal
scenario.
lmplementation
of
the proposed recommendations represents an important leap
in
addressing
systemalic
issues that have negatively
impacted the
hiring of
minorities
as
police
officers
and
firefighters.
Much
time
has
passed
without a concentrated.
methodical. and effective
effort to turn
this situation around.
Yet, there
is no time like
the
present
to take
the
necessary steps toward
progress
in
this
area.
Our vision
is
that
the City
of
Peoria
can
put
in
place
hiring
pools
and
selection
processes
that consistently
provide
a
qualified,
diverse
workforce
that
mirrors the city's
demographics
for the
Police and Fire
Departments.
We
believe
that,
given
sufficient
commitment
to this
goal,
the
vision can be
realized over
a ten-year
period
(by
2025).
Peoria
is a
great
American cily.
Inclusive
representalion among
Police
and
Fire will make
il even
greater.
A
sense of urgency
and
priority
is
required.
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LIST
OF
EXHIBITS
Exhibit
A
City
of Peoria Employment Analysis
Exhibit
B
Percentage Employed vs. Percentage Cily (Police & Fire)
Exhibit C
Public
Safety
Career Fair
Exhibit
D
C.A.S.E.Y. Fire Ops Program
-
Houslon
(Best
Practice)
Exhibit E
Frequency of Fire Department Tesling
/
Interview
Panel
Exhibit
F Cily of
Peoria Police Department
Recruitment
Plan
Exhibit
G
Peoria
Fire Department Cadet
Internship
Exhibit
H
Peoria
Police
Department
Cadet
Program
Exhibit
I
Current
Police Explorer's Program
Exhibit J
Peoria Fire Department
Recruitment
Proposal
Exhibit K
Schuetle v. Coalition to
Defend
Affirmative
Action.
el al
Exhibit L
Majeske
v. City of Chicago
-
Affirmative Action Case
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EXHIBITA
City
of Peoria Employment
Analysis
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