Pursuant to Charter § 5.12 the following rules for the appointment, promotion and removal of members of the Police Department, including the Chief of Police, are hereby adopted.
The Village, an equal opportunity employer, does not discriminate in hiring or employment on the basis of race, color, religion, creed, national origin, sex, age, handicap or ancestry. The Village complies with the provisions of all valid applicable Federal, State, County and Municipal laws and ordinances pertaining to equal employment opportunity.
(a) Appointment of Police Officers.
(1) Elements and activities.
A. Applications are accepted ongoing, and a list shall be valid for at least one year, unless otherwise determined by the Municipal Manager.
B. A selection process is ongoing to develop a list of qualified candidates and the Police Department may solicit applications for police officers at any time.
C. Recruitment, to participate in the selection process, is performed by the Chief of Police and the Police Department officers assigned by the Chief.
D. The test is conducted at a pre-determined date, time and location.
(Ord. 98-8T&S. Passed 3-3-98.)
E. Passing candidates may then be reviewed by a panel consisting of the Police Chief and other qualified evaluators. The candidates considered the best qualified after application, written test, oral interview and fitness assessment, are then selected by the Police Chief with the approval of the Municipal Manager.
F. Remaining qualified candidates shall be retained on the eligibility list until the next selection process, but for no more than two years, unless extended by the Municipal Manager.
(2) Pre-test qualifications.
A. Candidates for police officer positions, to continue in the selection process, must possess, at a minimum, the following:
1. Be twenty-one years of age at the time of appointment;
2. Basic Peace Officers Certification from Ohio, or another State Certification which may be transferable to Ohio;
3. Valid operator's license; and
4. No criminal convictions or extensive traffic history.
B. Waiver of any of the above minimum requirements must be approved by the Chief of Police.
(3) Written test.
A. Only candidates meeting the pre-test qualifications may participate in the written test.
B. No study guides are used.
C. The written test is used to determine:
1. Job-related reading comprehension and writing skills.
2. Inter-personal skills which are determined to be most relevant to the potential for proper officer conduct; and
3. Police officer knowledge - knowledge of legal issues.
(4) Guidelines for interpreting applicant examinations.
A. Written tests are scored as soon as practicable.
B. Security of test administration.
1. Candidates must display a valid operator's license bearing a photo for admittance into the test site.
2. Applicant names are checked against a previously prepared test roster.
3. Specific rules and procedures relative to the administration of the test may be developed by either the Chief of Police or the Municipal Manager.
4. Based on the test scores, experience and other qualifications, the candidate(s) considered best suited for the positions will be invited to oral interviews;
5. A list is compiled ranking the highest scores to the lowest; and
6. Cut-off for continuation in the selection process for an oral interview is determined by the Chief, with the approval of the Municipal Manager. If there are only two or less candidates who are being considered for the oral interview, the Chief of Police, upon approval of the Municipal Manager shall have the authority to open the process back-up and begin again by taking applications.
(5) Oral examinations.
A. Oral interviews are conducted by the Oral Board, which shall consist of qualified evaluators as selected by the Chief of Police and approved by the Municipal Manager.
(Ord. 2005-20T&S. Passed 5-3-05.)
(6) Re-application.
A. The Police Department permits re-application, re-testing and re-evaluation of candidates not continuing through the selection process or not appointed to probationary status, unless the condition(s) which previously eliminated them from continuing in the process or being appointed to probationary status are of such a nature that another rejection is assured. Examples of conditions which would assure rejection are:
1. Criminal history;
2. Uncorrectable physical disabilities preventing the Candidate from performing the physical duties of a police officer;
3. Background which includes serious chemical abuse; and
4. Background which includes violent behavior or personal traits.
B. Due to the infrequency of recruiting efforts, there are no limitations to re-applications unless condition(s) exist, as stated in subsection (a)(6)A. hereof, to assure rejection.
(7) Selection process - job relatedness. The selection process used by the Police Department is intended to measure those traits or characteristics that comprise a significant part of the job.
(8) Selection criteria uniformity. Operational elements of the selection process, including time limits, oral instructions, written instructions, answer sheets, scoring formulas and notifications are clearly set forth and carried out identically for each candidate.
(9) Notification of ineligibility. Candidates determined not eligible to participate in the selection process or candidates determined not eligible for appointment are informed in writing of such a decision.
(10) Candidates’ records disposition. Records of appointees and candidates not appointed to probationary status are maintained by the Chief in accordance with the Greenhills Police Department records retention schedule.
(11) Polygraph examination.
A. The polygraph operator administering the examination and evaluating the results in the selection process will have professional training and credentials in the use and interpretation of this investigative tool.
B. Polygraph results will not be used as the single determinant of employment status.
C. The polygraph is an investigative aid. Together with other information, the polygraph may be sufficient to support decisions relevant to employment status.
(12) Medical examinations.
A. As a condition of employment, a candidate selected to fill a position shall undergo a medical examination, including drug screening, at the Village's expense prior to appointment to probationary status. The purpose of the exam is to reveal any medical problems which may affect work performance or contribute to work related disabilities. The report from the medical exam must provide satisfactory proof that no medical problems exist which would affect the ability to perform the duties of police officer.
B. Only licensed physicians are used to certify the general health of candidates.
(b) Promotions to Corporal and Sergeant.
(1) The position of Corporal and Sergeant shall exist only at such times as the Municipal Manager, after consultation with the Police Chief, determines there is a need within the Police Department for a Corporal or Sergeant. Promotions shall be made by the Chief of Police upon approval of the Municipal Manager and Council. If the Municipal Manager determines that there is a need for a Corporal or Sergeant, promotions will be given to an officer who meets prescribed promotion qualifications and who has performed the functions of a Police Officer in a manner which exemplifies good police work and credits the Police Department and Village.
(2) Regular Police Officers shall be considered for promotion to Corporal or Sergeant if they meet the following requirements:
A. The officer is an existing officer with the Village who has served the Village for a minimum of two years as a full-time police officer.
B. The officer has performed his or her duties as a police officer with the Village in an acceptable manner and has received an annual performance rating of satisfactory or better.
2015 Replacement
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C. The officer has not been the subject of a formal disciplinary action in the twelve months prior to the application that resulted in a suspension, reduction in rank or pay scale, the loss of off days or similar discipline.
D. The officer has satisfactorily passed the most recent physical examination and drug screen.
E. The officer has attained or met the additional education requirements to qualify for a supervisory position.
F. The officer has participated in and satisfactorily completed either an assessment center process or a written law enforcement related examination obtained from a neutral source and administered by an outside agency. An individual who fails to satisfactorily complete the examination will not be considered for promotion to Corporal or Sergeant for the promotion for which the test was administered and for any promotion within one year of the administration of the test. The candidate must achieve a 70% or higher on the written examination if one has been administered to move to the next phase of the process.
G. The officer participates in an oral interview before a Review Board consisting of qualified evaluators as selected by the Chief of Police and approved by the Municipal Manager.
(3) Upon completion of the evaluation process, the Police Chief shall select and promote any of the top three candidates from the list upon the approval of the Municipal Manager.
(4) The successful candidate shall satisfactorily serve a twelve month probationary period. At the end of the probationary period, he or she may be returned to his or her original rank if the Chief of Police, upon the approval of the Municipal Manager determines that his or her service is unsatisfactory if the position remains vacant, or if his or her service is satisfactory to the Municipal Manager, he or she shall remain Corporal or Sergeant for the Village. (Ord. 04-46T&S. Passed 11-2-04; Ord. 2018-07-S. Passed 8-28-18.)
(c) Promotion to Rank of Lieutenant.
(1) When a vacancy occurs for the rank of Lieutenant, the Police Chief shall request from the Municipal Manager permission to staff the vacancy.
(2) Upon receiving approval from the Municipal Manager, the Police Chief shall interview all eligible candidates. The rank of Lieutenant shall be filled from the rank of Sergeant. The Police Chief, with appropriate recommendation, shall present the name(s) of the candidate(s) to the Municipal Manager for appointment. If there is only one eligible interested candidate, his or her name shall be presented; if the candidate is not acceptable to the Municipal Manager, the position shall remain vacant until a candidate can be developed or may be filled by lateral entry.
(3) To be eligible for Lieutenant a candidate shall be at least a Sergeant in good standing for one year and possess the necessary management skills to assume additional supervisory responsibility. The individual shall also have continued his or her education to qualify for promotion. This may include police schools, formal education, self-study work and other training to improve working knowledge in criminal justice.
(4) The successful candidate shall satisfactorily serve a twelve month probationary period. At the end of the probationary period, he or she may be returned to his or her original rank if he or she fails the probationary period, and if the position remains vacant.
(Ord. 98-8-T&S. Passed 3-3-98.)
(d) Appointment of Police Chief.
(1) When a vacancy occurs or is anticipated for the position of Police Chief, the Municipal Manager shall consult with the Safety Committee of the Village Council. The Municipal Manager shall establish a Search Committee which will consist of qualified evaluators as selected by the Municipal Manager. Such Search Committee shall solicit applications for the position by advertising, networking or other means determined by the Search Committee. Candidates for the position may include candidates from within the Department and/or outside the Department.
(2) Qualifications.
A. Have a Bachelor's degree in Criminal Justice or Police Science, or is enrolled in a formal program to complete such degree. Equivalent experience and training will be considered.
B. Satisfactorily complete relevant examinations as recommended by the Search Committee and determined by the Municipal Manager. Such examinations may include a physical examination, drug screen, and a personality test administered by a third party outside of the Village.
C. Satisfactorily complete an assessment center or such other assessment tools as may be selected by the Search Committee and, if deemed necessary, a current written law enforcement examination and general knowledge examination may be requested by the Municipal Manager.
D. Participate in an interview before an Interview Panel consisting of the Search Committee and any other participants deemed necessary by the Municipal Manager.
E. Consent to a background and reference investigation to verify the integrity, education, social acceptance and management skills of the candidate. This investigation shall be directed by the Municipal Manager using an appropriate agency.
F. Have no criminal record or possess any personal traits or history that may discredit the Village or the Police Department.
G. Have the necessary supervisory and police skills to be ready for promotion to the rank of Police Chief. The candidate shall be or have recently been a certified Police Officer of rank and position to qualify as a supervisor.
(3) Upon completion of the evaluation process, the Municipal Manager shall present a report to the Search Committee regarding the eligible candidates. After their review, the Municipal Manager shall then present a report to the full Council, which shall include the Municipal Manager's recommendations for the top three candidates. The Municipal Manager shall select the new Police Chief subject to the approval of the Village Council.
(4) The successful candidate shall satisfactorily serve a six-month probationary period before his or her appointment as Chief of Police is permanent. At the end of the probationary period, if the Municipal Manager determines that he or she has not successfully met the requirements for the position, he/she may be separated from the Police Department or returned to his/her original rank.
(Ord. 04-36T&S. Passed 7-20-04.)
(e) Authority and Duty of Chief of Police.
(1) The Chief of Police has exclusive authority over the stationing and transfer of all officers and employees within the Police Department.
(2) The Chief of Police shall suppress all riots, disturbances, and breaches of the peace, and to that end may call upon the citizens for their aid. The Chief of Police shall:
A. Arrest all disorderly persons in the Village and pursue and arrest any person fleeing from justice in any part of the State.
B. Arrest any person in the act of committing any offense against the laws of the State or the ordinances of the Village, and forthwith bring such persons before the Mayor or other competent authority for examination or trial.
C. Receive and execute any proper authority for the arrest and detention of criminals fleeing or escaping from other places or states.
D. Perform all duties imposed by Federal, State and local laws, rules and regulations.
E. Promulgate rules and regulations for the Police Department.
(3) General powers.
A. The Chief of Police and the police force under him or her shall have the powers conferred by law upon police officer in all villages of the State, and such other powers, not inconsistent with the nature of their offices, as are conferred by ordinance.
B. The Chief of Police or any police officer of the Village may participate, as the director of an organized crime task force established under Ohio R.C. 177.02 or as a member of the investigatory staff of such a task force, in an investigation of organized criminal activity in any county or counties in this State under Ohio R.C. 177.01 to 177.03. (ORC 737.18)
(f) Disciplinary Action; Right of Appeal to Manager for Officers. The disciplinary process will be administered as outlined in the Village of Greenhills Employee Handbook.
(Ord. 2014-08T&S. Passed 9-23-14.)