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02/11/97 Meeting Agenda GOLDEN VALLEY POLICE CIVII., SERVICE COMIVIISSION ANNUAL MEETING TUESDAY, FEBRUARY 11, 1997, 5:00 P.M. AGENDA 1. Call to Order 2. Approval of Minutes 3. Report on MPRS Lawsuit 4. Directors Report 5. Other Business 6. Election of Officers 7. Adjournment Golden Valley Police Civil Service Commission Meeting September 9, 1996 ;�finutes The meeting was called to order at 5:05 P.M. by Chairperson Peterson. Present at this meeting were Bruce Peterson, Bill Hobbs, Dean Mooney, Roger Johnson, Robert Shellum and Judy Smith. The minutes of the February 5, 1996 and August 29, 1996 meetings were approved as distributed by those commissioners in attendance. Mooney explained that the selection process was held in accordance with the procedure approved by the Civil Service Commission at its 2/5/96 meeting. He explained the process and distributed the eligibility register. He advised that ali community service officers passed the written test and oral interview. CSO Cross scored the highest with ten extra points awarded for military service and CSO training time. However, he is not eligible to be hired at this time because he has not yet passed the POST licensin� test. The other three candidates will be interviewed by the City Manager and it will be his decision which person to hire. This person must also pass the physical and psychological testing to be given after offer of a job. When Cross is eligible : to be placed on the register, the expiration date of his eligibility wili be the same as the other candidates placed on the register at this time. A motion was made and seconded, and passed unanimously by those commissioners in attendance to approve the eligibility register dated September 9, 1996, with JonThomas Cross being provisionally approved, with final approval of Cross to be at a later date showing 9/8/98 expiration of eligibility date. The meeting was adjoumed at 5:22 P.M. Respectfully submitted, Judith A. Smith, Recorder PERSOI�NEL DECISIoNS LAW ENFORCEMENT APPLICANT PROFILE (LEAP) The LEAP is a ne��•l�� designed and calidated written test �vhich predicts success as a law enforcement professional. It measures,in a highly et�icient �vay, a �vide range of attributes required for the position. Originally piloted under U.S. Department of Justice auspices, the LEAP has been an integral part of municipal, counry, and state law entorcement agency selection processes. Developed by Personne] Decisions International (PDI) and Personnel Decisions Research Institute (PDRI), the LEAP is the most et�ecti�•e approach to maximizing validity and reducing adverse impact. FEATURES • Designed to predict overall job performance rather than a single skill • Machine scoreable, rnultiple choice format with quick tumaround of scores • Absolute answer ke}• integxity; even subsequent administration to candidates does not compromise test scores • Requires no specific dme limit—typically is completed in less than two hours • May be adnunistered individually or in large-scale group testing administrations • Produces scores which can be compared to national standards • Links to each specific job and department through a transportability study ADVANTAGES • Allows selection of smaller numbers of candidates for more extensive procedures such as interviews, background investigations, etc. • Developed in 199�; designed to predict success in today's Community Oriented Policing environment • Demonstrates far less adverse impact against protected class individuals than most entry-level tests • Is supported by research and 25 years of experience in law enforcement selection and promotion BENEFITS • Developed by acknowledged leaders in the field of law enforcement assessment • Identifies those candidates with a higher probability of success in the position • Defensible, validity supported by nationwide criterion validity evidence • Cost effective—allo��-s efficient reduction of large candidate pools 2000 Plaza VII Tower 45 South Seventh Streec Minneapolis, MN 55402-1607i 612/339-0927 `�4�� LEAP Competencies Alphabetical Order by Competency Title Achievement Showing a desire to achieve resula and master tasks beyond others' especta�ions; Motivation setcing dit�icult and challenging goals and working hard to accomplish them; showing i dnve to siuceed. Adaptability Willingl� considers or adapts to new or alternative approaches/evenu; adjusting to multiple demands, shifting prioaties, and rapid change; showing resilience in the face of conscraints, frustrations, or adversiry; demonstrates fle�cibility; displaying venatility in handing people and situations. Attention to Being thorough and exact with details; keeping precise records of activities; Detail/Accuraey compleang forms and reports carefully and accurately; tolerating significant amounts of detail ��•ork. Cooperativeness/ Working in harmony with others; showing willingness to give and take in an effort Team Play ro achie�•e group goals; developing constructive reladonships. Emotional Staying lecel-headed and even-tempered when confronted with adversity, frustrarion, Control or other difficult situations. Fate Control Believing that what happens to oneself is a direct result of one's own actions as opposed to being due to luck or outside circumstances. Influence Asserting otivn ideas and persuades others; gains suppon and commitment from othen; persuading others (individually or in groups) to adopt attitudes, opinions, or courses of action through expertise and credibility and, at ames, through charisma or personal sryle; significantly impacts group decisions; is sought for one's advice. Non-delinquency Endoising and adhering to society's laws, beliefs, values, mores, or customs; respecang authority and conforming to accepted rules of conduct; exerts self control over o�cn behavior. Responsibility Perfomung in the expected or agreed upon way; keeping promises; following through on commitments; behaving in a self-disciplined rather than impulsive manner; �villingly accepts consequences of own acrions. K�\IJ�o�Produas�LEAP\LEAPDim2dac PERS�I�NEL DECISIoNS LAW ENFORCEMENT APPLICANT PROFILE (LEAP) The LEAP is a ne�vh• designed and calidated written test �vhich predicts success as a la�v enforcemer.� professional. It mrasures, in a highl}• etficient �vay,a �vide range of attribuces required for the posiqon. Originallc piloted under U.S. Deparmient of Justice auspices, the LEAP has been an integral part of municipal, county•, and state la�v enEorcemen� agency selection processes. Developed by Personnel Decisions International (PDI) and Personnel Decisions Research Institute (PDRI), the LEAP is the most et�ecti�-e approach to masinuzing validiry and reducing adverse impact. FEATURES • Designed to predicc overall job performance rather than a single skill • Machine scoreable, multiple choice format with quick tumaround of scores • Absolute answer ke�• integrity; even subsequent administration to candidates does not compromise test scores • Requires no specific cime limit—typically is completed in less than two hours • May be adnvnistered individually or in large-scale group testing administrations • Produces scores which can be compared to national standards • Links to each specific job and department through a transportability study ADVANTAGES • Allows selec[ion of smaller numbers of candidates for more extensive procedures such as intervie�vs, background investigations, etc. • Developed in 199�; designed to predict success in today's Community Oriented Policing environment • Demonstrates far less adverse impact against protected class individuals than most entry-level tests • Is supported by research and 25 years of experience in law enforcement selection and promotion BENEFITS • Developed by ackno�cledged leaders in the field oflaw enforcement assessment • Identifies those candidates with a higher probability of success in the position • Defensible, validity supported by nationwide criterion validity evidence • Cost effective�llo�t-s e�icient reduction of large candidate pools 2000 Plaza VII Iower 45 South Seventh S�ree� MinneapoGs. MN �5402-160N 612/339-0927 �.'1�"T LEAP Competencies Alphabetical Order by Competency Title Achievement Sho«•ing a desire co achieve resul�s and master casks beyond othen' expectations; Motivation seccing dit&cult and challenging goals and working hard to accomplish chem; sho�4-ing � drive co succeed. Adaptability Willingly considers or adapts to new or altemative approaches/events; adjusting co multiple demands, shifting priorities, and rapid change; showing resilience in the face of constraints, frustrations, or adversiry; demonscra�es flexibiliry; displaying versatility in handing people and situations. A[tention to Being Lhorough and exact with details; keeping precise records of activities; Detail/Accuracy complering forms and reports carefully and accurately; tolerating significant amounts of detail «•ark. Cooperativeness/ Working in harmony with others; showing�villingness to give and take in ar, effort Team Play to achie�•e group goals; developing construccive relatiottships. Emotional Staying 1e�e1-headed and even-tempered when confronted with adversity, frustraaon, Control or ocher difficult situations. Fate Control Believing chat what happens to oneself is a direct result of one's o�vn actions as opposed to being due to luck or outside circumstances. Influence Asserting o�vn ideas and persuades others; gains support and commitment from othen; persuading others (individually or in groups) to adopt attitudes, opinions, or courses of action through expertise and credibiliry and, at times, through charisma or personal sryle; significandy impacu group decisions; is sought for one's advice. Non-delinquency Endorsing and adhering to society's laws, beliefs, values, mores, or customs; respecdng authoriry and conforming to accep�ed rules of conduct; e:certs self control over o�vn behavior. Responsibility PerForming in the expected or agreed upon way; keeping promises; following through on commitments; behaving in a self-disciplined rather than impulsive manner; willingly accepts consequences of own acdons. K:\D a���.ProJ u c ul LEA P\LEA Y D i mSdoc PERSOI�TEL DECISIoNS LAW ENFORCEMENT APPLICANT PROFILE (LEAP) The LEAP is a ne��•ly designed and validaced �vritten test �vhich predicts success as a la�v enforcemen� professional. It measures, in a highly etficient �vay,a w•ide range of attribuces required for the posirion. Originall�- piloted under U.S. Dzpar�ment of Jusdce auspices, the LEAP has been an incegral part of nwnicipal, counry, and sta�e law enforcement agency selection processes. Developed by Personnel Decisions International (PDI) and Personnel Decisions Research Institute (PDRI), the LEAP is the most et�ecti�-e approach to ma.r-inuzing validiry and reducing adverse impact. FEATLTRES • Designed to predic� overall job performance rather than a single skill • Machine scoreable, multiple choice format with quick turnaround of scores • Absolute answer ke}- integrity; even subsequent adminiscration to candidates does not compromise test scores • Requires no specific ame limit—typically is completed in less than two hours • May be adnunistered individually or in large-scale group testing administrations • Produces scores which can be compared to national standards • Links to each specific job and department [hrough a transportabiliry study ADVANTAGES • Allows selection of smaller numbers of candidates for more extensive procedures such as intervie�vs, background investigations, etc. • Developed in 199�; designed to predict success in today's Community Oriented Policing environment • Demonsaates far less adverse impact against protected class individuals than most entry-level [ests • Is supported by research and 25 years of experience in law enforcement selection and promotion BENEFITS • Developed by ackno�tiledged leaders in [he field of law enforcement assessment • Identifies those candidates with a higher probability of success in the position • Defensible, validity supported by nationwide criterion validity evidence • Cost effective—allo«-s efficient reduction of large candidate pools 2000 Plan VII Towcr 45 Sou[h Seventh Streec Minneapolis. MN �id02-160ri 612/339-0937 � LEAP Competencies Alphabetical Order by Competency Title Achievement Sho�cing a desire to achieve results and master casks beyond others' espectations; Motivation se«ing dii�icult and challenging goals and �vorking hard to accomplish them; sho�ving i dnve to succeed. Adaptability Willin.gl� considers or adapcs to new or alternarive approaches/events; adjusting to multiple demands, shifting prioriries, and rapid change; showing resilience in the face of constrain�s, frustrations, or adveairy; demonscrates flexibiliry; displaying versatiliry in handing people and situations. Attention to Being chorough and e�cact with details; keeping precise records of activities; Detail/Accuracy complering forms and reports carefully and accurately; tolerating significant amounts of de�ail �cork. Cooperativeness/ Working in harmony wi�h others; showing willingness to give and take in an effort Team Play to achie�•e group goals; developing construcdve relationships. Emotional S�aying lecel-headed and even-tempered when confronted with adversiry, frustration, Control or other difficult situations. Fate Control Bzlieving �hat what happens to oneself is a direct result of one's own actions as opposed �o being due to luck or outside circumstances. Influence Asserting o�vn ideas and persuades others; gains support and commitment from othen; persuading others (individually or in groups) to adopt attitudes, opinions, or courses of action through expertise and credibiliry and, at dmes, through charisma or personal style; significandy impacts group decisions; is sought for one's advice. Non-delinquency Endoising and adhering to society's laws, beliefs, values, mores, or customs; respecdng authoriry and confornung to accepted rules of conduct; exeru self con�rol over o�vn behavior. Responsibility Performing in the expected or agreed upon way; keeping promises; following through on commitments; behaving in a self-disciplined rather than impulsive manner; ��-illingly accepts consequences of own actions. K�\f��u�.Prafucu�LEAP�LEAPDirt�doc PERSOI�NEL DECISIoNS LAW ENFORCEMENT APPLICANT PROFILE (LEAP) The LEAP is a ne�eh� designed and �-alidated written test �vhich predicts success as a la�v enforcement professional. It measures, in a highly ei�icient �vay, a �vide range of at[ributes required for the position. Originallt• pilo�ed under U.S. Department of Justice auspices, the LEAP has been an integral part of municipal, county, and state law enforcement agency selection processes. Developed by Personnel Decisions International (PDI) and Personnel Decisions Resear�h Institute (PDRI), the LEAP is the most et�ecti�•e approach to masinuzing validiry and reducing adverse impact. FEATURES • Designed to predict overall job performance rather than a single skill • Machine scoreable, multiple choice format with quick tumaround of scores • Absolute answer ke}- integrity; even subsequent administration to candidates does not compromise tes[ scores • Requires no specific cime limit—typically is completed in less than two hours • May be adnunistered individually or in large-scale group testing administrations • Produces scores which can be compared to national standards • Links to each specific job and department through a transportability study ADVANTAGES • Allows selection of smaller numbers of candidates for more extensive procedures such as intervie�vs, background investigations, etc. • Developed in 199�; designed to predict success in today's Community Oriented Policing environment • Demonstrates far less adverse impact against protected class individuals than most entry-level tests • Is supported by research and 25 years of experience in law enforcement selection and promotion BENEFITS • Developed by ackno�vledged leaders in the field of law enforcemen[ assessment • Identifies those candidates with a higher probability of success in the position • Defensible, validiry supported by nationwide criterion validity evidence • Cost effective—allo�ti-s efficient reduction of large candidate pools 2000 Plaza VII Tower 45 South Seve�th Scree[ Minneapolis, MN SSi02-16011 612/339-0927 � LEAP Competencies Alphabetical �rder by Competency Title Achievement Sho�cing a desire to achieve results and master tasks beyond o�hers' expectations; Motivation setting ditFcult and challenging goals and working hard to accomplish them; showing � drive to succeed. Adaptability Willingl�• considers or adapts to new or alternative approaches/events; adjusring to multiple demands, shifting priorities, and rapid change; showing resilience in the face of conscrain�s, frustrations, or adversiry; demonscrates tle�cibility; displaying versatiliry in handing people and situations. Attention to Being thorough and eYact with details; keeping precise records of activities; Detail/Accuracy complering forms and reports carefully and accurately; tolerating significant amounts of detail ��•ork. Cooperativeness/ Working in harmony�vich others; showing�villingness to give and take in an effort Team Play to achie�-e group goals; developing constructive relationships. Emotional Staying lecel-headed and even-tempered when confronted with adversity, frustracion, Control or ocher difficult situarions. Fate Control Believing �hat what happens to oneself is a direct result of one's own actions as opposed co being due to luck or outside circumstances. Influence Asserting o�vn ideas and persuades othen; gains support and commitment from others; persuading others (individually or in groups) to adopt attitudes, opinions, or courses of action through experase and credibility and, at times, through charisma or personal sryle; significantly impacts group decisions; is sought for one's advice. Non-delinquency Endoxsing and adhering to sociery's laws, beliefs, values, mores, or customs; respecang authoriry and conforming[o accepted rules of conduct; exerts self control over o«-n behavior. Responsibility Performing in the expecced or agreed upon way; keeping promises; following through on commitments; behaving in a self-disciplined rather than impulsive manner; �ti•illingly accepts consequences of own actions. K:�D�u`.Prmlutu�LEAP\LEAPDimldac PERSOI�NEL DECISIoNS LAW ENFORCEMENT APPLICANT PROFILE (LEAP) The LEAP is a ne��•h� designed and �-alidaced written test �vhich predicts success as a la�v enforcemenc professional. [� measures, in a highl}• etficient �vay, a �vide range of auributes required for che posidon. Originall}� piloted under U.S. Deparmient of Jusrice auspices, the LEAP has been an integral part of ntunicipal, county, and state law enforcement agency seleccion processes. Developed by Personnel Decisions International (PDI) and Personnel Decisions Research Institute (PDRI), the LEAP is the most et�ecti�•e approach to masimizing validity and reducing adverse impac[. FEATUFLES • Designed to predict overall job performance rather than a single skill • Machine scoreable, multiple choice format with quick tumaround of scores • Absolute answer ke}- integrity; even subsequent administration to candidates does not compromise test scores • Requires no specihc rime limit—rypically is completed in less than two hours • May be adnunistered individually or in large-scale group testing administrations • Produces scores which can be compared to national standards • Links to each specific job and department through a transportability study AD VANTAGES • Allows selection of smaller numbers of candidates for more extensive procedures such as intervie�vs, background investigations, etc. • Developed in 199�; designed to predict success in today's Community Oriented Policing environment • Demonstrates far less adverse impact against protected class individuals than most entry-level tesu • Is supported by research and 25 years of experience in law enforcement selection and promo[ion BENEFITS � • Developed by ackno�vledged leaders in the field of law enforcement assessment • Identifies those candidates with a higher probability of success in the position • Defensible, validity supported by nationwide criterion validity evidence • Cost effective—allo��-s efficient reduction of large candidate pools 2000 Plaxa VfI Tower i5 Sou[h Sevench Screet Minneapolis, MN i�402-1608 612/339-0937 � LEAP Competencies Alphabetical Order by Competency Title Achievement Sho«•ing a desire to achieve resulcs and master tasks beyond othea' expectacions; Motivation setting ditficult and challenging goals and �vorking hard to accomplish them; sho�ving � drive to succeed. Adaptability iRlillinglq considers or adapts to new or alternacive approaches/events; adjusdng[o mulciple demands, shifting priorities, and rapid change; showing resilience in the face of conscraincs, frustrations, or adversity; demonscrates fle?cibiliry; displaying venatility in handing people and situations. Attention to Being chorough and esact with details; keeping precise records of activities; Detail/Accuraey compleang forms and reports carefully and accurately; toleracing significant amoun�s of detail «-ork. Cooperativeness/ Workin� in harmony �vith others; showing�villingness to give and take in an effort Team Play to achie�•e group goals; developing construcave relationships. Emotional Staying lecel-headed and even-tempered when confronted wzth adversiry, frustration, Control or other diff cult situacions. Fate Control Believing �hat what happens to oneself is a direct result of one's own actions as opposed to being due to luck or outside circumstances. Influence Asserting o�vn ideas and persuades others; gains support and commitment from others; persuading others (individually or in groups) to adopt attitudes, opinions, or courses of acaon through expertise and credibiliry and, at times, through charisma or personal sryle; significandy impacu group decisions; is sought for one's advice. Non-delinquency Endoning and adhering to sociery's laws, beliefs, values, mores, or customs; respecang authonty and confomvng to accepted rules of conduct; eserts self control over o«-n behavior. Responsibility Perfoaning in the expected or agreed upon way; keeping promises; following through on commitments; behaving in a self-disciplined rather than impulsive manner; �villingly accepts consequences of own actions. K:\�no�.Prw3uau\LEAY\LEAND�m3do< PERSOl�NEL DECISIoNS LAW ENFORCEMENT APPLICANT PROFILE (LEAP) The LEAP is a ne��•h• designed and calidated written tesc �vhich predicts success as a la�v enforcement professional. [� measures, in a highly et�cient �vay,a �vide range of attributes required for the position. Ori�inall�• piloted under U.S. Dzpar�ment oEJustice auspices, the LEAP has been an integral part of municipal, counry, and state law enforcemenc agency selection processes. Developed by Personnel Decisions International (PDI) and Personnel Decisions Research Institute (PDRI), the LEAP is the most et�ecti�•e approach to maxinuzing validity and reducing adverse impact. FEATURES� • Designed to predicc overall job performance rather than a single skill • Machine scoreable, multiple choice format with quick turnaround of scores • Absolute answer ke}- integrity; even subsequent administration to candidates does not compromise test scores • Requires no specific rime limit—typically is completed in less than two hours • May be adnunistered individually or in large-scale group cesting administrations • Produces scores which can be compared to national standards • Links to each specific job and department through a transportability study ADVANTAGES • Allows selection of smaller numbers of candidates for more extensive procedures such as intervie�vs, background investigations, etc. • Developed in 199�; designed to predict success in today's Community Oriented Policing environment • Demonsrrates far less adverse impact against protected dass individuals than most entry-level tests • Is supported by research and 25 years of experience in law enforcement selection and promotion BENEFITS • Developed by ackno�cledged leaders in the field oflaw enforcement assessment • Identifies those candidates with a higher probability oEsuccess in the position • Defensible, validity supported by nationwide criterion validity evidence • Cost effective—allo��-s efficient reduction of large candidate pools 2000 Plaz� V[I Towcr i5 Souch Seventh Street Minneapo(is, MN »�02-1508 6t2/339-09?7 _-�'�„T LEAP Competencies Alphabetical Order by Competency Title Achievement Sho�ving a desire [o achieve resulcs and master tasks beyond others' expectations; Motivation se�cing dit�iculc and challenging goals and �vorking hard to accomplish chem; sho�ving i dnce to succeed. Adaptability Willingl� considers or adapts to new or alternative approaches/evenu; adjusting �o multiple demands, shifting prioriries, and rapid change; showing resilience in the face of conscraints, frustrations, or adversiry; demonstrates tlexibiliry; displaying versaciliry in handing people and sieuations. Attention to Being thorough and exact with details; keeping precise records of activities; Detail/Accuracy complecing forms and reports carefully and accurately; tolerating signi6cant amounts of decail «•ork. Cooperativeness/ Working in harmony�vith others; showing willingness to give and take in an effort Team Play to achie�•e group goals; developing constructive relationships. Emotional Staying level-headed and even-tempered when confronted with adversity, frustradon, Control or other difficult situations. Fate Control Believing that what happens to oneself is a direct result of one's o�vn actions as opposed co being due to luck or outside circumstances. Influence Asserting o�vn ideas and persuades others; gains support and commitment from others; peauading others (individually or in groups) to adopt attitudes, opinions, or courses of action through expertise and credibility and, at dmes, through charisma or personal sryle; significantly impacts group decisions; is sought for one's advice. Non-delinquency Endozsing and adhering to sociery's laws, beliefs, values, mores, or customs; respecang authoricy and confomung to accepted rules of conducr exerts self conerol over o��-n behavior. Responsibility Performing in the expected or agreed upon way; keeping promises; following through on commitmenss; behaving in a self-disciplined rather than impulsive manner; �villingly accepts consequences of own acrions. K:\Dao`.PrNucu\CEAP\LEAPDi�doc i � CITY OF STATE OF MINNESOTA RESOLUTION NO. � RESOLUTION AVTHORIZING AND APPROVING PARTICIPATION IN' �CRUI M NT SYST M IES �F MINNESOTA POLIC is a defendant along with the �E�AS, the City of ��� and 35 Minnesota Police Recruitment System, a Minnesota joint powers organization( °MPRS „ in County District court entitled other Minnesota cities in two companion civil actions in HenneP I PRS et al. and Starks v. MPRS et al., District Court File Numbers EM 93-21 g a�� �I Fields v. M referred to as the "Action"); and EM 93-219 (collectively the "Order") in the action, �E�EAS, by order of the court dated November 7, 1996 ( ' the defendant s are obligated to undertake certain activities relating to the recruitment and hiring of minority persons; and AS the MPR5 has offered to undertake certain of such activities on behalfthe WHERE , t cities which wish to act cooperatively to fulfill their obligation as set forth m defendan Order, on terms and conditions established by the MPRS; and WHE REAS, the city council has determined that it is in the best interests of the city to participate cooperatively in the MPRS program; NOW, THEREFORE, BE IT RESOLVED by the city council of the City of , Minnesota as follows: �— The city authorizes and approves participation in the cooperative activities of t e 1• artici ation by the N1PRS in accordance with the terms and conditions established for such p P MPRS. CLL11712N MP110-Z Y � MINNESOTA POLICE RECRUITMENT SYSTEM RESOLUTION AUTHORIZING PROVISION OF CERTAIN SERVICES TO MEMBERS AND NON- MEMBERS WHEREAS, the Minnesota Police Recruitment System (MPRS) and thirty-six named Minnesota cities are defendants in two companion civil actions in Hennepin County District Court, entitled Fields v. MPRS, et al. and Starks v. MPRS, et al., District Court File Numbers EM93-218 and EM 93-219 (hereinafter collectively referred to as the "Action"); and WHEREAS, by order of the court dated November 7, 1996, in the Action said defendants are obligated to undertake certain activities relating to the recruitment and hiring of minority persons; and WHEREAS, the board has determined that it would be more economical and efficient far the MPRS to undertake certain of these activities on behalf of other defendants which elect to participate in such common activities; and WHEREAS, the MPRS is authorized to provide such services to meinbers and non- members; NOW, THEREFORE, BE IT RESOLVED By the Board of Directors of the Minnesota Police Recruitment System as follows: 1. The MPRS will undertake to provide certain services to participating members and non-members relating to the obligations of the defendant cities imposed by the order of the court dated November 7, 1996, in the Action, which services may include, but are not limited to the following: 1.1 Develop, update and maintain, for use by the participating cities, checklists of affirmative action activities described in the Affirmative Action Program submitted on behalf of all of the defendant cities (except Mendota Heights and Brooklyn Park) on March 1, 1996 and the court's order of November 7, 1996. 1.2 Develop, for use by the participating cities, reporting forms to be used to document compliance with the Affirmative Action Program and the court's order of November 7, 1996. 13 Collect and retain reporting forms completed by participating cities. 1.4 Make such periodic reports to the court on behalf of participating cities as are required by the court's order of November 7, 1996, or as such order may be amended. CLL117054 MP110-2 � ! r / 1.5 Undertake certain affirmative action activities on behalf of participating cities which may include but are not limited to activities described in the Affirmative Action Program. 1.6 Seek modification of, or release from, the order of the court of November 7, 1996. 1.7 Collect from the cities relevant statistics on selection of minorities for entry level police positions and present such information to the court as required by the order. 2. The Executive Committee is authorized and directed to retain such consultants or to secure such services and to take such other action as it deems reasonably necessary to accomplish the purposes and objectives of this resolution. 3. Any defendant city in the Action, whether or not a member of the MPRS, may apply to become a participating city by filing with the Secretary of the MPRS a certified resolution of its city council authorizing such participation and agreeing to share in the costs of providing such service. Each such city shall become a participating city upon approval and acceptance of the form of resolution by the Executive Committee, provided such city does not have unpaid financial obligations to the MPRS. The Executive Committee may terminate participation by any city upon a determination that the financial obligations of that city are unpaid and delinquent according to such terms and conditions of payment as are established in writing by the Executive Committee; provided that such termination shall not release the city from its obligation to meet its financial commitments to the MPRS. 4. The MPRS shall recover from all participating cities the costs of providing such services including but not limited to consultant fees, printing and publication costs, insurance premiums, attorneys fees, accounting and audit fees, and administrative costs. Costs shall be shared by participating cities on the following basis: twenty (20) percent of such costs shall be divided equally among the participating cities and eighty (80) percent of such costs shall be divided pro rata on the basis of the population served by the cities' police departments as of April l, 1993 (population to be determined on the basis of Metropolitan Council estimate for cities in the metropolitan area and on the basis of the State Demographer's estimate for cities outside the metropolitan area.) 5. The Executive Committee is authorized and directed to establish such terms and conditions for participants as it deems appropriate to accomplish the purposes and objectives of this resolution. Adopted by the MPRS Board of Directars this day of , 1997. President ATTEST: Secretary CLL117054 MP110-2 1997 GOALS POLICE OPERATIONS DMSION SUBMITTED BY CAPTAIN ROGER JOHNSON 1. COMMUNITY ORIENTED POLICING INITIATIVES To identify properties subject to repeated citizen complaints and apply law enforcement, inspections department,and prosecution resources to bear on the circumstances causing neighborhood concern for peace, safety, sanitation, and aesthetic issues. To continue to improve the integration and communication of the police with citizens of the community through expansion of neighborhood watch, apartment managers' association, neighborhood and park bicycle patrol, safety camp and other juvenile programs. 2. TRAFFIC ENFORCEMENT To conduct enhanced traffic enforcement efforts in aseas of community concern including school zones, pedestrian crosswaiks, and streets adjacent to city parks. When personnel resources are available, to participate with surrounding police agencies in multijurisdictional traffic enforcement projects. 3. EMERGENCY MANAGEMENT To revise and update the city emergency plan to conform with county and state Division of Emergency Management requirements and to conduct annual emergency preparedness training exercises for staff. Golden �'alley Police Department 1997 GOALS Police Administrative Division Submitted by: Captain Robert Shellum December 5,1996 Technology Training Conduct training on the changing and developing technologies within the department. 7his includes the mobile computers, the records system, the uses of e-mail and the Internet, and the various communications systems. Personnel Selection Research options for the screening and selection of police officer. Community Notification Implement new polic�� in response to the state mandate regarding sex offender registration , and community notification when those offenders are released into the community. Juvenile Tobacco Project Follow-up on tobacco compliance checks ro comply with appropriate City ordinances, with continued emphasis on vendor responsibilities through educational fonnns. Alarm l�Ionitoring Continue to expand alarnl monitoring services with particular emphasis on soliciting accounts from new business and residential dev��oprp�n�s i�► the City. DATE: December 20, 1996 TO: City Manager FROM: Director Mooney SUBJECT: 1996 Police Division Accomplishments Conducted parallel homicide investigations resulting in the arrest of serial killer Mark Profit. Unrelated homicide investigations of male shooting victims in the city ongoing. Developed Wirth Park Pubtic Safety Response Plan with all agencies sharing jurisdiction in the park. Developed police/school access to students model policy for Hennepin County jurisdictions. The policy is scheduled for final adoption in Golden Valley's public schools in early 1997. Prepared community notification procedure to be followed per state law when sex offenders are released in Golden Va11ey after 1 January 1997. Implemented career development program in police investigative unit with assignment of Officer Dave Larson to the detective division. He was subsequently given temporary re- assignment to the serial killer task force working the Wirth homicides. Expanded alarm monitoring program with the addition of District #281 as our largest client in this program. Strengthened tobacco ordinace to more effectively prevent illegal sales to minors. Amended litter and refuse ordinance to allow for civil remedy to abate chronic violations on private property. Participated in the Coop Northwest Police Cadet Training Program, hiring a minority student as a community service officer. Also modified our Civil Service Rules in conjunction with the program to allow for greater opportuniry to employ oS'icers in the police department from the ranks of CSO's. Worked with representatives of the police department and developed a more concise and updated mission statement. Conducted full scale emergency preparedness drill and fulfilled requirements necessary to receive continued EMA funding. Conducted joint selected traff c enforcement activities with adjoining cities as well as S.4NE Lane and other violations in higher risk areas. Institituted Kids and Cops Program with at risk young people at Sandburg Middle School in cooperation with the Optimists Club, and juvenile officers of Golden Valley and Crystal. Completed an azray of community policing initiatives including oversight of over 150 Neighborhood Watch Groups, Safety Camp, CounterAct, National Night Out activities, Apartment Managers Association meetings and police reserve activities. PERSONAL/PROFES SIONAL Served as the secretary/treasurer of the Golden Valley Rotary Club. Represented Suburban Police Chiefs on the Hennepin County Criminal Justice Coordinating Committee. Served on nominating committee and juvenile committee of Hennepin County Chiefs of Police Association. MINNESOTA POLICE RECRUITMENT SYSTEM RESOLUTION AUTHORIZING PROVISION OF CERTAIN SERVICES TO MEMBERS AND NON- MEMBERS WHEREAS, the Minnesota Police Recruitment System (MPRS) and thirty-six named Minnesota cities are defendants in two companion civil actions in Hennepin County District Court, entitled Fields v. MPRS, et al. and Stazks v. MPRS, et al., District Court File Numbers EM93-21 S and EM 93-219 (hereinafter collectively refened to as the "Action"); and WHEREAS, by order of the court dated November 7, 1996, in the Action said defendants are obligated to undertake certain activities relating to the recruitment and hiring of minority persons; and WHEREAS, the board has determined that it would be more economical and efficient for the MPRS to undertake certain of these activities on behalf of other defendants which elect to participate in such common activities; and WHEREAS, the MPRS is authorized to provide such services to members and non- members; NOW, THEREFORE, BE IT RESOLVED By the Board of Directors of the Minnesota Police Recruitment System as follows: 1. The MPRS will undertake to provide certain services to participating members and non-members relating to the obligations of the defendant cities imposed by the order of the court dated November 7, 1996, in the Action, which services may include, but are not limited to the following: 1.1 Develop, update and maintain, for use by the participating cities, checklists of affirmative action activities described in the Affirmative Action Program submitted on behalf of all of the defendant cities (except Mendota Heights and Brooklyn Park) on March 1, 1996 and the court's order of November 7, 1996. 1.2 Develop, for use by the participating cities, reporting forms to be used to document compliance with the Affirmative Action Program and the court's order of November 7, 1996. 1.3 Collect and retain reporting forms completed by participating cities. 1.4 Make such periodic reports to the court on behalf of participating cities as are required by the court's order of November 7, 1996, or as such order may be amended. CLL117054 MP110-2 1.5 Undertake certain affirmative action activities on behalf of participating cities which may include but are not limited to activities described in the Affirmative Action Program. 1.6 Seek modification of, or release from, the order of the court of November 7, 1996. 1.7 Collect from the cities relevant statistics on selection of minorities for entry level police positions and present such information to the court as required by the order. 2. The Executive Committee is authorized and directed to retain such consultants or to secure such services and to take such other action as it deems reasonably necessary to accomplish the purposes and objectives of this resolution. 3. Any defendant city in the Action, whether or not a member of the MPRS, may apply to become a participating city by filing with the Secretary of the MPRS a certified resolution of its city council authorizing such participation and agreeing to share in the costs of providing such service. Each such city shall become a participating city upon approval and acceptance of the form of resolution by the Executive Committee, provided such city does not have unpaid financial obligations to the MPRS. The Executive Committee may terminate participation by any city upon a determination that the financial obligations of that city are unpaid and delinquent according to such terms and conditions of payment as are established in writing by the Executive Committee; provided that such termination shall not release the city from its obligation to meet its financial commitments to the MPRS. 4. The MPRS shall recover from all participating cities the costs of providing such services including but not limited to consultant fees, printing and publication costs, insurance premiums, attorneys fees, accounting and audit fees, and administrative costs. Costs shall be shared by participating cities on the following basis: twenty (20) percent of such costs shall be divided equally among the participating cities and eighty (80) percent of such costs shall be divided pro rata on the basis of the population served by the cities' police departments as of April 1, 1993 (population to be determined on the basis of Metropolitan Council estimate for cities in the metropolitan area and on the basis of the State Demographer's estimate for cities outside the metropolitan area.) 5. The Executive Committee is authorized and directed to establish such terms and conditions for participants as it deems appropriate to accomplish the purposes and objectives of this resolution. Adopted by the MPRS Board of Directors this day of , 1997. President ATTEST: Secretary CLL117054 MP110-2