Can you imagine a private business suing itself to force a change in its hiring process?
Didn’t think so.
Somehow- our city can’t figure out a way to hire qualified people and promote them. Apparently, this is rocket science.
And, it’s costing us a lot to “fix” as well as for “remediation.”
Considering much of the reason we have this system to prevent the horror of nepotism- yet, we don’t apply the same standards to those we elect.
Screw it all.
Why not have job performance evaluations on a weekly basis- and you get promoted because you do a super job- not based on time in, seniority, or how you test?
Read the following- and see if you’d keep this monstrosity?
The investigation is another setback for Civil Service within the last three years.
The board was the epicenter of a U.S. Department of Justice hiring discrimination lawsuit the city later settled. The city also promised to diversify its police and fire departments.
The settlement has cost the city more than $500,000 and delayed the hiring of police and fire officers in order to overhaul testing and hiring practices.
At the same time, retirements have trimmed police and fire ranks to their lowest levels in decades.
In July, the city’s firefighters union filed grievances claiming Civil Service did not give enough notice for a promotions exam and incorrectly barred some firefighters from participating.
The notice grievance was dropped, but the other settled, allowing some of the 20 firefighters who didn’t take the exam to do so, union officials said.
“I question what Civil Service is doing and why all of the sudden we are having so many issues with Civil Service,” said Randy Beane, police union president. “To put together a (promotions) test like that is flat out wrong and I can’t for the life of me understand why you would have that many identical questions for two entirely different positions.”
Investigation involved SWAT team
An anonymous complaint sent to Biehl’s office in September said a group of officers shared questions and answers to the promotions test during Special Weapons And Tactics team sniper training in late August.
Officers on SWAT are considered among the best and brightest of the department and must maintain an exemplary employment record. The complaint alleged Sgt. Greg Gaby was to take the lieutenants exam and benefited from information shared by those who took the sergeant’s exam, according to police documents obtained through a public records request last week.
The six officers and two sergeants interviewed, including Gaby, were at that training and said they discussed, in general, what knowledge would be tested, but did not share specific questions.
All eight said they were “surprised” the tests contained identical or similar questions.
Gaby passed the lieutenants exam with a 76, just above the 70-point threshold.
“I am pretty upset about (the cheating accusation),” Gaby told investigators. “For someone to call me a liar or a cheater, I got a real issue with that.”
Beane said the internal investigation uncovered “incompetence or laziness or both” by Civil Service and he called for a complete overhaul of the promotion exam process.
Edwards said the process is “being reviewed to see if any changes are necessary in the future.”
Dayton City Commissioner Dean Lovelace said “something is wrong” with how the exam was developed and said he will ask City Manager Tim Riordan to review the process.
“This is outrageous, for sure,” Lovelace said.
The last line is truly the icing on the cake- since Commissioner Lovelace has been the moving force into starting the lawsuit- and has yet to put any alternatives on the table for discussion.
We still can’t hire from other departments- we even forced a chief into being called a “director” because he didn’t keep a notebook- despite over 25 years’ experience. To have a test bank of only 330 questions- for a job as complex as police supervisor is almost a crime in itself. To base it all on something as one-dimensional as a written test is even more ludicrous. No on-the-spot questions from senior staff, no scenario tests, no basis of past performance, no community input?
Being a cop is a tough enough job, that many aren’t willing to take the job, keeping this three-ring circus is certainly not helping.
It’s time for a complete overhaul to the way we hire, train and promote our safety forces, but, first- maybe we should start administering IQ tests to the people we elect- and the people they hire.