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Agenda- 181217 Golden Valley Police CIVIL SERVICE COMMISSION 7800 Golden Valley Road Golden Valley, MN 55427 Meeting Monday—December 17,2018 9:00 AM Public Safety Building—Conference Room AGENDA L Call to Order II. Attendance/Roll Call III. Agenda Review IV. Approval of Minutes—September 26, 2018 Meeting V. New Business A. Approval of Revised Rules & Regulations B. Approval of Police Officer Eligibility Register VI. Adjourn � �� r ,��S�C��,l�.�c'(�'b'c��c'�`{tt'C3C�,CaC3�C�C'{1�/�?��t''.�r�4'�� °� �/, �� ,3 �,::; . .�� T�'� ,3�:.. :��..��:._�:,5 E>��3-a��£�l�t� �ax?( .��rtt�;�.��c�idenval(eymn.gov � � ' �,�� : �. � ,,,,,, ,,,..�.�:,�.u,,,, ... ... . �,. .. � � � �,��E r. , �:.:, ...,�..H� . ,:.F. � M E ETI N G M I IV UTES : ��.�t� ��.��r �.. ... �rr�r� Civil Service Commission September 26, 2018 Commissioners present: Gloria Kumagai, Chair Andrew Wold, Secretary Ralph Schulz Staff present: Jason Sturgis, Chief of Police . Maria Cisneros, City Attorney Dave Kuhnly, Commander Steve Johnson, Commander Kirsten Santelices, Human Resc�urces Director; ::. Amanda Johnson, Admini�trative Assistant ,� - , Council present: None F�` Call to Order The meeting was called to order at 8:00 am by Chai�iCtamagai. Approval of Agenda There were no proposed revisions to the,agenda. Approval of Meeting Minutes The meeting date (isted in the minutes for apprt��ral_should be changed to May 23�d instead of April 23�a Motion by Carnrnissioner Wold to apprQ�e the June 7;;.2018 meeting minutes as revised. Seconded by Commissioner Schulz. Motion carried 3-t�; Old Business None. New Business Review and Approval of Civil Service Commission Records Kirsten Santelices presented the commission records for review, including an overview of the hiring process. Commissioner Wold requested clarification on awarding veterans' points. Santelices clarified the lawful requirements for veterans' points and advised the veterans' points are weighted slightly heavier than required due to the 100-point scoring system used in the police officer hiring process. Commissioner Kumagai inquired about minimum scoring criteria for testing components and Santelices advised there are natural breaks in scoring where candidates who rank above the natural scoring gap would be invited to move on to the next hiring phase. Minimum scores are not concrete, rather determined by the natural breaks in candidate scores. MEETING MINUTES—Civil Service Commission 2 Commissioner Wold inquired whether there is consistency in scoring candidate interviews and whether the same interviewers are used on all interview panels. Chief Sturgis advised when possible, the same interviewers are used; however, schedules generally do not allow the same interview panels to be used for all candidates. Santelices advised employees participating in the hiring process are trained in interview scoring and will be receiving implicit bias training in 2019. Commissioner Wold advised he believes the veterans' points awarded are too high, but motioned to approve the police officer hiring process as presented. Seconded by Commissioner Schulz. Motion carried 3-0. Santelices presented the city's employment application for commissioner review. Commissioner Wold motioned to approve the application. Seconded by Commissioner SchuCz, Motion carried 3-0. Approval to Initiate a Police Officer Hirin� Process Chief Sturgis advised the commission the city council has,approved the hirmg of:�:.32nd police officer. The department will be training a current officer to act as a liaison an�l c�ntact for mer�tal health-related calls ' /X`�F and follow-up, and the new hiring process would be conducted to backfill that office��`position on i patrol. No further discussion ensued. Cornmissioner Wold motioned to appr�t�t�the initiation of a police officer hiring process. Seconded by Cammissioner Schulz. Motion c�rried 3-0. . Adjourn Motion by Commissioner Wold, s�conded, by Commissic�ner Schulz to adjourn the meeting at 9:21 am. Motion carried 3-0. Article I: Purpose and Scope A. Purpose The purpose of these Rules and Regulations of the Civil Service Commission ("Rules and Regulations") is to describe the membership, responsibilities, and authority of the Civil Service Commission (the "Commission"), pursuant to Minnesota State Statutes 419.01—.18, and to ensure a fair and equitable system of human resources management for the City of Golden Valley Police Department (the "Department"), which includes: • providing fair treatment of all applicants and empioyees without regard to age, ancestry, color, creed, disability,familial status, gender, pregnancy,genetic information, sex, marital status, national origin, race, religion, sexual orientation (including sexual identity), status with regard to public assistance, and veteran's status, or other protected class or any non- merit factor; • providing objective, non-biased evaluation and classification ofjobs; and • retaining employees on the basis of the adequacy of their performance, correcting inadequate performance, and separating employees whose inadequate performance cannot be corrected. B. Scope These Rules and Regulations shall apply to all employees and officers of the Department. Where overlap or conflict exists between these Rules and Regulations and any labor agreement between the City of Golden Valley (the "City") and an exclusive representative within the meaning of Minn. Stat. § 179.71, subd. 3, the terms of the applicable labor agreement shall supersede these Rules and Regulations. Except as otherwise provided herein or required by law, the Commission delegates to the City Manager control and supervision over the employment, promotion, discharge, and suspension of all employees other than sworn Police Officers. Article II: Membership,Appointments,Terms, Officers, Meetings and Attendance A. Membership The Commission shall consist of three members (the "Commissioners")who are citizens of the state of Minnesota and residents of the City of Golden Valley, and who shall be appointed by the Golden Valley City Council (the "Council"). No Commissioner shall, at the time of appointment or while serving, hold any elected office under the City,the United States,the state of Minnesota, or any public corporation or political division thereof, or employment under the City, or employment under a police department of any city, other than as a member of a civil service commission for firefighters or other municipal personnel. B. Appointments The Council shall appoint members to the Commission effective May 15`of each year. Each Commissioner, before entering duties, shall subscribe and file with the City Clerk an oath for the faithful discharge of duties. C. Terms Members will serve three-year staggered terms. If a vacancy occurs before the end of the term, interim appointments may be made by the Council. D. Officers The Commission shall elect officers at its first meeting in February each year. Officers elected in the February meeting shall assume their position effective May 1 of that year. Each Commissioner shall serve as president of the Commission during the last year of the Commissioner's term. Officer positions shall be held for a maximum of one year and shall rotate. if a Commissioner wishes to vacate her or his position, she or he shall serve in the elected position until a successor is appointed. E. Meetings&Attendance The Commission shall meet the first Monday in February each year.The Commission may hold additional meetings throughout the year.A quorum consisting of a simple majority of the Commissioners is necessary to transact the business of the Commission. Commissioners are expected to attend all meetings. Members are responsible for notifying the staff liaison if they cannot attend a meeting. If a quorum cannot be attained, the meeting shall be cancelled. Minutes of all meetings shall be kept and stored in the Commission Records, as defined in Article III, paragraph A below. Article III: Rules The Commission authorizes the City Manager to administer the policies and procedures necessary to carry I i ns. out these Rules and Re u at o g A. Records The Commission delegates to the City Manager the responsibility of keeping the Civil Service Records (the "Commission Records").The Commission Records shall include: • The most current version of these Rules and Regulations. • Meeting minutes and agendas for all Commission meetings. • All current Service and Eligible Registers. • The most current application form approved by the Commission. • An organizational chart of the Department. • A summary description of each classification required under Article III, paragraph B below. • A summary description of the most current testing procedures approved by the Commission. • A summary description of the most current promotion precedures approved by the Commission. Records of classification studies, actions, and job descriptions (describing typical duties, responsibilities, and minimum qualifications) as well as the Application Register will be separately maintained by the Human Resources department. Such records shall be made available to the Commission upon request. The Commission Records shall contain only public data as defined by Minnesota Statutes section 13.03, subdivision 1, and shall not contain any confidential data on individuals, data on individuals, not public data or nonpublic data (collectively, "Private Data") as those terms are defined by Minnesota Statutes section 13.02, subdivisions 3, 5, 8a and 9, respectively. Any documents containing Private Data shall be redacted before being placed in the Commission Records. B. Classification of Jobs The Commission delegates to the City Manager the responsibility of administering a fair and objective job classification system, including the responsibility to grade and classify all employees and officers of the Department. Job classes shall group positions that have identical or similar primary duties, and jobs shall be classified based on job-related contributions and value to the City's function. Such classifications and amendments or additions thereto shall be reviewed and approved by the Commission. C. Creation of Registers The Commission delegates to the City Manager the responsibility of preparing and maintaining: i. A service register("Service Register") containing the classes, names, ages, compensation, period of past employment, any available demographic data, and such other facts and data with reference to each employee as the Commission may deem useful. ii. An application register("Application Register") containing the names and addresses, in the order of the date of application,of all applicants for examination and the offices or employments they seek. The Commission shall authorize the creation of an Application Register upon request of the City Manager or the Chief of Police. No name shall remain on the Application Register for more than 2 years. When an applicant is found eligible for service, her or his name shall be removed from the Application Register and transferred to the Eligible Register. iii: - An eligible register("Eligible Register") containing the names, addresses and test scores (expressed as a percentage) of all applicants found eligible for new appointment pending successful completion of background and psychological examinations. An Eligible Register will be maintained from the date approved by the Commission until a recommendation from staff to de-certify the register is approved by the Commission. ^�*^�*"^ �^�+��' . , �x�s�=rag_��+gi��l�#��g-iste�-.ut.z�n�y ti��: D. Selection of Candidates for New Appointments When a vacancy exists,the City Manager or the Chief of Police will request that the Commission establish a list of eligible candidates. If there is an existing Eligible Register from which the City Manager wishes to fill the vacancy,the City Manager will request certification of the appropriate number of candidates from that register. Alternatively,the City Manager may request that the Commission approve de-certification of any existing Eligible Register and authorize the initiation of a new application process to create a new Eligible Register. The Commission shall certify to the City Manager the names of the three highest standing applicants on the appticable list. The City Manager may select a candidate certified by the Commission, or may reject any or all candidates certified by the Commission as provided in section F below. Alternatively,the City Manager may choose not to fill the position and reject all three candidates. Prior to making a selection, the City Manager may obtain any additional job-relevant information deemed necessary to complete the appointment, including recommendations from the Chief of Police.The Commission will be notified of the candidates selected for appointment and will receive copies of all police officer appointment letters. E. Applications Applications must be filed, in a format prescribed by the City Manager and approved by the Commission, before the closing date set in the announcement.The Commission may require the applicant to furnish such additional information as it deems necessary regarding the applicant's health, character and qualifications. Application forms will meet the requirements of relevant federal and state law(s)or regulation(s).Applications will be retained by the Human Resources department. All applications must be retained until the applicant's name no longer appears on the Application Register or the Eligible Register and in compliance with the State of Minnesota Records Retention Schedule for Minnesota governmental entities. F. Rejection of Applications The City Manager may exercise reasonable discretion to reject an application for any of the following reasons: • Failure to meet the minimum requirements for the position as set forth in the approved job description. • Past record of crime, disgraceful conduct, or conduct unbecoming of a police officer. • Disqualifying background information. • Giving false information, engaging in fraudulent conduct or attempted deception, or conspiring with others to do the same. • Former dismissal from public or private service because of delinquency or misconduct. • D.W.I., Implied Consent or B.A.C. over .08 on driving record in the last 2 years. • Misdemeanor conviction (including traffic convictions, D.A.R. and D.A.S.) in the last 3 years. • Dismissal from a police agency or negotiated resignation in lieu of termination. • An undesirable discharge from the military or an honorable discharge which indicates the applicant is not eligible for reenlistment. • More than 2 "at fault" motor vehicle accidents in the last 2 years. • Documented instances of misconduct by prior employers. • Documented instances of undesirable work habits. • Documented pattern of unfitness or misconduct. • Documented history of behavior that indicates that the applicant will not succeed as a Golden Valley police officer. • Insufficient references or unsatisfactory references. • Unsatisfactory personal qualifications. • Conduct that is not consistent with current City employment policies. The City Manager shall reject an application for any of the following reasons: • Felony conviction (including pardons). • Felony and gross misdemeanor drug conviction. • Criminal Sexual Misconduct conviction. • Gross misdemeanor conviction in the last 5 years. • Conviction of assaulting or eluding a police officer. • Evidence that the applicant has misrepresented or falsified any material information to the department. • Failure to meet any of the other minimum requirements for POST certification under Minnesota Administrative Rule 6700.0700. Upon rejection of any application,the applicant's name shall be removed from the Application Register. G. Examinations The City Manager shall prescribe and administer tests to determine the relative fitness and ability of applicants for new appointment and for promotion within the Department to perform the duties of the positions to which they seek appointment. Examinations shall consist of a written examination, physical examination and at least one oral interview. Examinations shall be held in successive rounds and only applicants who achieve a passing score on each test shall be eligible for placement on the Eligible Register. Examinations may be administered orally, in writing, or in any other form that allows applicants to demonstrate the relevant skills, and the form of each examination and the scoring criteria are subject to Commission approval. With respect to applications for new appointment,the Commission delegates to the City Manager the responsibility of providing notice of the date, hour, place, and scope of each examination. At a minimum, such notice shall be published in a newspaper of general circulation in the City and posted for 10 days in the City hall and at each station house. The notice shall provide that other examinations may be administered from time to time throughout the life of the Eligible Register to applicants meeting the minimum requirements. H. Eligible Register i. Placement of New Candidates on the Eligible Register All candidates who pass the examinations to the satisfaction of the City Manager or the Chief of Police shall be placed on the Eligible Register and ranked according to the total weighted scores,the candidate with the highest qualifying score being first and the candidate with the lowest qualifying score being last. In the event that two or more candidates are ranked in such a manner as to create a tie, the contest shall be decided by the toss of a coin by the Chair. The candidate with the surname closest to the beginning of the alphabet shall be assigned the "heads" result and the other candidate the "tails" result. In the event that more than two candidates are subject to this section,the contest shall be conducted in the same manner with the first two contestants selected based on alphabetical ranking,the victor of which shall then compete with the remaining candidate. Veterans shall have added points during the examination process, if they so elect, in accordance with applicable Minnesota law. Placement on the Eligible Register is not a guarantee of being hired as a Golden Valley Police Officer. After the initial creation ofi an Eli�.ible R�ster�__a�plicar�ts�assir�g a_I�ter exarrur�atiorr sl�all be added to the eli�ible register in the order of their standin� relative to the remainin� applicants on the re�ister. Internal Community Service Officers who meet the minimurr� _ ___ _ __ requirements may be added to an existin� Eli�ible Re�ister at any tirr�e. ii. Expiration or Termination of Eligibility The eligibility of a candidate for appointment shall continue for a period of no more than two years. An applicant may be removed from the Eligible Register before the expiration of two years for any of the following reasons: • The candidate submits a written request to be removed from the Eligible Register • The candidate fails to meet or continue to meet any established requirements for the position, including but not limited to failure to meet licensing, registration, or medical qualifications • The Eligible Register is de-certified • Any other reason which would disqualify a candidate for appointment to the classification t. Promotions The Commission delegates to the City Manager the responsibility of establishing and administering the promotion process, subject to the approval of the Commission.To be eligible for a promotion, a candidate must file a written application,fulfill the minimum job requirements, pass the applicable examinations, and fulfill the minimum experience and education requirements. The Commission delegates to the City Manager the responsibility of reviewing candidate applications as well as each candidates' records of efficiency, character, conduct and seniority to determine if the applicant meets the foregoing requirements and is eligible for promotion. Examinations for promotion shall be open to anyone meeting the minimum requirements, based upon written recommendation of the Chief. No prejudice will be held against an officer not seeking a promotion. J. Probationary Period Both new appointments and promotions shall be followed by a probationary period of 12 months. The probationary period for a newly appointed officer shall begin after satisfactory completion of the basic peace officer training course. An employee or officer may be discharged at any time during the probationary period, with or without cause, by the City Manager. A candidate for promotion who is rejected during the probationary period shall return to his or her former position. K. Temporary Assignments In case of emergency, the Commission may be requested to certify names for appointment to a temporary position. In such cases,the Commission shall certify the names of the three individuals standing highest on the Eligible Register who are willing to accept such temporary appointment. If no one on the Eligible Register is willing to accept such temporary employment,the Commission may certify the name of any other qualified person. No temporary employment shall continue for a period of longer than 30 days, nor shall successive temporary employment be permitted for the same position. L. Suspension/Leave of Absence For disciplinary purposes, or pending investigation of actions or conduct which may result in a cause for discharge, demotion or reduction, in accordance with the City and department policies and any applicable labor contract,the City Manager shall have the power to suspend or mandate a leave of absence for,with or without pay, any employee or officer for a period of up to 60 days. Any such action shall be subject to all applicable labor contracts. The suspended employee shall have 10 days to appeal the suspension to the Commission. In lieu of an appeal to the Commission, the employee may appeal the suspension by such other process to which she or he is otherwise entitled. M. Discharge No employee or officer, after satisfactory completion of a probationary period, shall be removed or discharged except for cause upon written charges and after an opportunity to be heard in their own defense, as provided by Minnesota law. Charges against an officer may be presented by the City Manager or a superior officer, and shall be filed with the Secretary of the Commission.The Commission shall hear the charges as soon as feasible and the officer shall be afforded 10 days written notice of the hearing. In lieu of a hearing before the Commission,the employee may pursue any other process to which she or he is otherwise entitled. Nothing in this section shall limit the power of any officer to suspend a subordinate for a reasonable period of time not exceeding 60 days for the purpose of discipline, or pending investigation of charges. N. Lay-Off and Reinstatement Whenever it becomes necessary,for lack of funds or any other causes,to reduce the force, the City Manager shall notify the Commission in writing, at least two weeks in advance,giving the number of positions to be vacated and reasons therefore.Temporary and probationary appointees shall be laid off first, in the order named. Permanent employees shall be laid off on the basis of seniority, as defined in the labor contract. Any employee or officer who has been laid off in accordance with these rules shall be eligible for reinstatement to positions of the same class and grade as the position from which lay-off commences. Such persons shall be reinstated in the reverse order of lay-off. When vacancies occur, appointment shall be made from the pool of laid off employees or officers before new applicants are considered, and in accordance with the labor contract. Article IV: Amendments and Revisions The Commission will review these Rules and Regulations annually at a meeting with a majority of the Commissioners present, and Commissioners will present recommendations for changes and amendments. These Rules and Regulations can be altered or amended at any regular Commission meeting. � � �� €.�� . Civil Service Commission Examination Process NEW ELIGIBILITY REGISTER SELECTION PROCESS APPLICATION PROCESS PROJECTED ACTUAL NOTES DATES DATES Authorization to Initiate New Application 9/26 ��%��:� Process by Civil Service Commission Selection Committee: • Chief of Police • Human Resources Director • Police Commanders Hiring Pool Identified: This is the pool of department • Sgt. Born employees that will conduct first • Sgt. Sloat round interviews. Interview groups • Sgt. Mahlen will be selected based on availability. • Det. Gould • Det. Sleavin • Det.Zarrett • Officer Staaf • Officer Evans • Officer Pacholke • Officer Bammert • Officer B. Hartneck • Officer Siljander • Officer T. Sleavin Posting Locations: 9/26— 9;'ZE�- ✓ Internal Email Notification • Internal Email Notification 10/10 1C7,`10 ✓ NeoGov Online • NeoGov Online ✓ League of MN Cities • League of MN Cities Website/Government Jobs Website/Government Jobs ✓ MN POST Board Site • MN POST Board Site ✓ Sun Post • Sun Post • Others as appropriate Selection Committee Reviews Applications 10/11- • Rec<�i��r' 6�� a��iic,atir��r� 10/12 HR Department Sends Written Test Week of Invitations sent to all applicants that Invitation 10/15 meet the minimum qualifications. • Sent to �plicants • l candi� _ated he woulc± not be F(}ti i eli��bi� by 2/1Jl t' 2 OPEN COMPETITIVE EXAMINATION PROCE55 PROJECTED ACTUAL NOTES DATES DATES Hiring Pool Administers Written Test(s): 10/23 10/23 Written test will be administered • Leap 10/24 10/24 several times at different times of • Wonderlic 10/25 10/25 day and days of the week based on the number of qualified applicants. • _. :�•� SI�;IIr,'C1 t.r�i tc�'.( �1:�1(T.�t1 Pkd(`} � � showed up fc�r�xa�rr Add Veterans Preference Points � � �:p�iicar�t�. Selection Committee Reviews Examination Cut off score determined based on Scores and Determines Cut-Off Score actual j 5�:'� .^.�;� . INTERVIEW PROCESS PROJECTED ACTUAL NOTES DATES DATES HR Department Sends Physical Ability Invitations sent to Applicants who Invitation meet minimum acceptable score � ?9i3=� I��,�ted Selection Committee and Hiring Pool 11/14 1 i i 11� Test is pass/fail based on scale Administer Physical Ability Test 11/17 1]j 16 determined by Cooper Institute. • �S/29 signed ur f�r F'T • l�1��' ��IO.NP(� �C7t f � HR Department Sends 15Y Round Panel f 1,�1� Invitation sent to all applicants who Interview Invitations pass Physical Ability Test. + �core af 4(l arzd above p�ssed � 5ent to 17 candidates Interview Panel Conducts 15t Round Panel 11/27 11/27 • 17/17 scheduled and showed �ip Interview 11/28 1 1l29 11/29 Hiring Pool Administers Personne) 11/27 No score Evaluation Profile 11/28 11/29 Chief of Police Conducts Chief Interview 12/10— 12 j10 « �nviter� 8 to second interview *includes members of selection committee 12/14 t.;/11 . g,/g Srheduied and showed up Selection Committee Prepares Ranked TBD Proposed Eligibility List Civil Service Commission Approves and TBD Certifies Eligibility List Chief of Police Selects Candidate from TBD Certified List City Manager Approves Candidate TBD 3 OFFER PROCESS PROJECTED ACTUAL NOTES DATES DATES � HR Department Extends Conditional Offer TBD Conditional offer is contingent upon of Employmeni successful results of a background check, psychological exam,and medical/drug test. Police Department Conducts Background TBD Check Third-Party conducts Psychological TBD Psychological exam conducted by evaluation, medical exam Mark McCallister ' Medical Exam/drug test conducted by Health Partners Occupational Health SCORING TABLE TEST TOTAL SCORED BY NOTES PosS�B�E POINTS Law Enforcement Aptitude Profile Test 50 BCG Raw score divided by two A tool developed by BCG Consulting Group,the LEAP (for a total of 50 points exam assesses a candidate's aptitude for police work. possible) added to total � The tool offers questions that relate to 14 different written test score key indicators of police aptitude. Wonderlic 25 Scored by Score divided by two (for a A popular group intelligence test used to assess the Police Dept. total of 25 points possible) aptitude of prospective employees for learning and with problem-solving in a range of occupations. answer key provided by vendor Veteran's Preference 10 to 15 N/A Points assigned by HR as required by law Physical Ability Test Pass/Fail Police S categories worth 20 Department points each Staff Personal Evaluation Profile N/A Third Party No score assigned;test The PEP survey is designed to evaluate a person's results reviewed by Chief basic value system:their background, attitudes, and of Police prior to Chief's beliefs concerning key areas such as honesty, interview, results used to reporting dishonesty, customer service,socialization, determine Chief's drugs, employment background,work ethic, interview questions absenteeism,and tardiness.The PEP helps to direct the backgrounding officer as to what areas are weak in this person's overall character. 4 Demo�raphics Self-Identified Gender Group StartPassed Failed Pass Step Rate 1.Application Received Male 49 48 1 97.96% 1.Application Received Female 10 10 0 100.00% 1.Application Received Unknown 6 6 0 100.00% 1.Application Received Total: 65 64 1 98.46°/a 2.Written Exam Male 48 24 18 57.14% 2.Written Exam Female 10 5 3 62.50°l0 2.Written Exam Unknown 6 0 4 0.00% 2.Written Exam Total: 64 29 25 53.70% 3.Physical Ability Test Male 24 14 10 58.33% 3.Physical Ability Test Female 5 3 2 60.00% 3.Physical Ability Test Unknown 0 0 0 N/A 3.Physical Ability Test Total: 29 17 12 58.62% 4.Panellnterview Male 14 6 8 42.86% 4.Panellnterview Female 3 2 1 66.67% 4.Panellnterview Unknown 0 0 0 N/A 4.Panellnterview Total: 17 8 9 47.06% 5.Chiefs Interview Male 6 0 0 N/A S.Chiefs Interview Female 2 0 0 N/A 5.Chiefs Interview Unknown 0 0 0 N/A 5.Chiefs Interview Total: 8 0 0 N/A Exam Overall Male 49 0 37 0.00% Exam Overall Female 10 0 6 0.00% Exam Overall Unknown 6 0 4 0.00% Exam Overall Total: 65 0 47 0.00% 5 Self-Identified Ethnicity Step Group StartPassed Failed Pass Rate 1.Application Received American Indian or American Eskimo 0 0 0 N/A 1.Application Received Asian or Pacific Islander 1 1 0 100.00% 1.Application Received African American 8 8 0 100.00% 1.Application Received Hispanic 4 4 0 100.00% 1.Application Received Caucasian 41 40 1 97.56% 1.Application Received Two or More Races 2 2 0 100.00% 1.Application Received Unknown 9 9 0 100.00% 1.Application Received Total: 65 64 1 98.46% 2.Written Exam American Indian or American Eskimo 0 0 0 N/A 2.Written Exam Asian or Pacific Islander 1 0 1 0.00% 2.Written Exam African American 8 3 3 50.00% 2.Written Exam Hispanic 4 0 3 0.00% 2.Written Exam Caucasian 40 22 13 62.86% 2.Written Exam Two or More Races 2 1 1 50.00% 2.Written Exam Unknown 9 3 4 42.86% 2.Written Exam Total: 64 29 25 53.70% 3.Physical Ability Test American Indian or American Eskimo 0 0 0 N/A 3.Physical Ability Test Asian or Pacific Islander 0 0 0 N/A 3.Physical Ability Test African American 3 2 1 66.67% 3.Physical Ability Test Hispanic 0 0 0 N/A 3.Physical Ability Test Caucasian 22 13 9 59.09% 3.Physical Ability Test Two or More Races 1 0 1 0.00% 3.Physical Ability Test Unknown 3 2 1 66.67% 3.Physical Ability Test Total: 29 17 12 58.62% 4.Panel Interview American Indian or American Eskimo 0 0 0 N/A 4.Panel Interview Asian or Pacific Islander 0 0 0 N/A 4.Panel Interview African American 2 1 1 50.00% 4.Panellnterview Hispanic 0 0 0 N/A 4.Panellnterview Caucasian 13 6 7 46.15% 4.Panel Interview Two or More Races 0 0 0 N/A 4.Panellnterview Unknown 2 1 1 50.00% 4.Panellnterview Total: 17 8 9 47.06% 5.Chiefs Interview American Indian or American Eskimo 0 0 0 N/A 5.Chiefs Interview Asian or Pacific Islander 0 0 0 N/A 5.Chief's Interview African American 1 0 0 N/A 5.Chiefs Interview Hispanic 0 0 0 N/A 5.Chiefs Interview Caucasian 6 0 0 N/A 5.Chiefs Interview Two or More Races 0 0 0 N/A 5.Chiefs Interview Unknown 1 0 0 N/A 5.Chiefs Interview Total: 8 0 0 N/A Exam Overall American Indian or American Eskimo 0 0 0 N/A Exam Overall Asian or Pacific Islander 1 0 1 0.00% Exam Overall African American 8 0 5 0.00% Exam Overall Hispanic 4 0 3 0.00% Exam Overall Caucasian 41 0 30 0.00% Exam Overall Two or More Races 2 0 2 0.00% Exam Overall Unknown 9 0 6 0.00% Exam Overall Total: 65 0 47 0.00%