(a) When a vacancy or vacancies occur for original appointment in the Police or Fire Departments, the Civil Service Commission shall certify to the appointing authority the highest scoring number of eligible candidates as follows:
Number of Vacancies | Candidate Pool | Minimum Number of Minority Candidates |
1 | 10 | 2 |
2 - 4 | 15 | 3 |
5 - 8 | 20 | 4 |
9 - 12 | 25 | 5 |
13 - 16 | 30 | 6 |
(Ord. 57-2002. Passed 3-25-02.)
(b) In the event that the number of minority candidates (either black or female persons) does not constitute the percentages of the candidate pool established in Section 157.01, the Civil Service Commission shall supplement such pool by adding the highest scoring minority candidates as follows:
(Ord. 219-2006. Passed 11-13-06.)
Number of Vacancies | Minority Candidates | Total Candidate Pool |
1 | 2 | 12 |
2 - 4 | 3 | 18 |
5 - 8 | 4 | 24 |
9 - 12 | 5 | 30 |
13 - 16 | 6 | 36 |
(c) In the event that the number of eligible minority candidates is less than the number required in subsection (b) hereof, then the number of minority candidates required to be certified shall be adjusted downward to the actual number of minority candidates on the eligibility list.
(Ord. 57-2002. Passed 3-25-02.)
(Ord. 57-2002. Passed 3-25-02.)
(d) The Safety Director shall require the Chief of each department to establish an interview committee or committees consisting of five employees within each department, which composition shall include one female and one black male, who shall conduct interviews of prospective candidates on behalf of the Appointing Authority. The Equal Employment Opportunity Compliance Officer shall be afforded the opportunity to attend the interviews.
(e) The interview committee shall rate each candidate as “highly recommended”, “recommended” or “not recommended” and communicate the ratings to the Chief of the Police or Fire Department who shall in turn forward the recommendations to the Safety Director. (Ord. 174-02. Passed 9-23-02.)