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HomeMy WebLinkAboutO-2836-6-09ORDINANCE NO. 2536-6-09 ' AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF ALLEN, COLLIN COUNTY, TEXAS, AMENDING THE PERSONNEL POLICY FOR THE CITY OF ALLEN POLICE DEPARTMENT; PROVIDING A REPEALING CLAUSE; PROVIDING A SEVERABILITY CLAUSE; AND PROVIDING FOR AN EFFECTIVE DATE. WHEREAS, the City Council of the City of Allen previously adopted Ordinance No. 2265-2-04 approving and adopting a personnel policy for the City of Allen Police Department that contained General Orders for the Police Department; and, WHEREAS, the Allen Police Department Personnel Policy establishes policies and procedures for the Allen Police Department which insures professionalism and appropriate training; and, WHEREAS, the City Council of the City of Allen desires to amend the General Orders contained within the Allen Police Department Personnel Policy as provided in Exhibit "A" and Exhibit `B." NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF ALLEN, COLLIN COUNTY, TEXAS, THAT: SECTION 1. Ordinance No. 2265-2-04 adopting the General Orders contained within the Personnel Policy for the City of Allen Police Department is hereby amended, as provided in Exhibit "A" and Exhibit `B" to meet the needs of the police department. ' SECTION 2. All Ordinances of the City of Allen in conflict with the provisions of this Ordinance shall be, and the same are hereby, repealed; provided, however, that all other provisions of said Ordinances not in conflict herewith shall remain in full force and effect. SECTION 3. Should any word, sentence, paragraph, subdivision, clause, phrase or section of this Ordinance or of the Code of Ordinances, as amended hereby, be adjudged or held to be void or unconstitutional, the same shall not affect the validity of the remaining portions of said Ordinance or the Code of Ordinances, as amended hereby, which shall remain in full force and effect. SECTION 4. This Ordinance shall take effect immediately from and after its passage and publication as required by law. DULY PASSED AND APPROVED BY THE CITY COUNCIL OF THE CITY OF ALLEN, COLLIN COUNTY, TEXAS, ON THIS THE 9TH DAY OF JUNE, 2009. APPROVED: Stephen errell, MAYOR APPROVED AS TO FORM: ATTEST: Peter G. Smith, CITV ATTORNEY Shelley B. George, C, CITY SE TARY L EXIMrr A GO 300 Changes Only one item added to GO 300. Under section Vlll, subsection "E" was added to comply with the Recognition Program. E. Unless extenuating circumstances exist, all internal investigations, to include division level investigations, shall be completed within 30 days of initiation of the investigation; this time period shall also include the dissemination of any discipline associated with a sustained complaint. A complete investigation is essential to the proper resolution of employee misconduct; therefore the Chief of Police has the authority to extend the time limit, as needed, to complete the internal investigation. 1 EXIIIBIT B GO 1700 Changes Section B Previous order had eleven phases Now reads The hiring process will consist of twelve phases Section III Added The Chief of Police or designee may authorize for certain steps in this process to change or be passed over depending on the needs of the department at the time. Section III A Previously read 1. City of Allen application completed and turned in to City of Allen Human Resources Department. Now reads 1. City of Allen on-line application completed Section III B Previously read 1. Screening of application by City of Allen Human Resources Personnel and the Internal Affairs Division: a. Appropriate documents must be submitted to verify eligibility. b. copies of documents will be accepted. Now reads 1. Screening of application by City of Allen Human Resources Personnel Section III C 1 a. Previously read Now reads Applicants must have a minimum passing score of 70 or above to successfully pass the examination. Sworn applicants must have a minimum passing score of 70 or above in each section of the test to successfully pass the examination. Section III D ' Only added the APD # 324 for informed consent form Section III E 1 a. and b. Previously read IE. Phase Five 1. Comprehensive Background Investigation for swornand non-swom applicants: Now reads E. Phase Five 1. Preliminary Background Investigation a. Sworn applicants will undergo a preliminary background investigation immediately following the physical assessment phase. Applicants will complete a preliminary interview questionnaire (APD -322) and will then be interviewed by a member of the background investigation team and/or recruiter. b. Non-Swom applicants will have a preliminary background interview scheduled and will complete a preliminary interview questionnaire. Critical position applicants will complete a preliminary interview questionnaire marked critical (APD -322) and non critical position applicants will complete the preliminary interview questionnaire marked non-critical (APD -323). C. Personal History Statements will be given to each swom applicant who successfully passes each phase of the physical assessment and preliminary interview. The applicants will be given 10 days to return the completed Personal History Statement to the Internal Affairs Division. late or Incomplete Personal History Statements will be rejected. d. No changes e. Prior to continuing on to the next phase a portion of the background investigation will be conducted to include checking criminal history and most recent employment verification. I. Any information discovered during the background investigation that was not included in the Personal History Statement or preliminary interview either by omission or falsely reported will be grounds for rejection. Section III F Previously read d. Noncritical, non -sworn positions will have an oral interview with the applicable Deputy Chief or his designee. Non-critical positions include records technician, property technician, administrative assistants and animal control officers. Now reads d. Non-critical, non -sworn positions may have an oral interview with the applicable Deputy Chief or designee in lieu of a formal oral interview board. Noncritical positions include records technician, property technician, administrative assistants and animal control officers. Section III G Previously read G. Phase Seven 1. Now reads G. Phase Seven Section III H Previously read H. Phase Eight 1. Now reads H. Phase Eight Section III I Previously read 1. Phase Nine Now reads 1. Phase Nine Polygraph Examination for sworn and critical, non -sworn positions, such as communication technician, detention officer, and criminalist. Property Technicians will also be administered a polygraph examination. Comprehensive Background Investigation for sworn and non -sworn applicants: Psychological Examination for sworn and critical non -sworn positions, such as communication technician, detention officer and criminalist a. Applicants will be administered a psychological examination by a licensed psychologist selected by the department. b. The applicant must receive a minimum rating of 4.0 or above to successfully pass this examination. Polygraph Examination for sworn and critical, non -sworn positions, such as communication technician, detention officer, public safety officer, victims advocate, and criminalist. Property Technicians and quartermaster will also be administered a polygraph examination. a. Applicants will be administered a polygraph examination by a trained polygraph examiner that is certified in use and testing of the polygraph instrument through the State of Texas. The polygraph examiner will be selected by the department. b. The applicant must successfully pass the polygraph examination with a `no deception indicated' result prior to proceeding to the next phase. C. Admissions made during the polygraph examination will be used to assist in determining the applicant's acceptability. Medical/Physical Examination for sworn applicants only: Psychological Examination for sworn and critical non -sworn positions, such as communication technician, detention officer, public safety officer, victims advocate and criminalist: a. Applicants will be administered a psychological examination by a licensed psychologist selected by the department. b. The applicant must receive a minimum rating of 4.0 or above to successfully pass this examination. (Added bolded positions to critical positions) Section III J Previously read J. Phase Ten 1. Drug Screen Examination for sworn and non -sworn applicants: Now reads J. Phase Ten 1. Medical/Physical Examination for sworn applicants only: a. A medical examination, conducted by a licensed physician chosen by the department, will be administered to all sworn applicants. This examination will consist of the following: b. Hearing Test — all applicants Must possess hearing that cannot exceed an average hearing loss of 25 decibels (ANSI) at 1000, 2000, and 3000 Hertz; cannot exceed a single reading of 35 decibels at 1000, 2000, and 3000 Hertz; cannot exceed a single reading of 35 decibels at 500 Hertz; and cannot exceed a single reading of 45 decibels at 4000 Hertz. This was previously in Phase Nine and only hearing requirements changed. Prior hearing test was not up to standards. Section III K K. Phase Eleven 1. Final interview with the respective Deputy Chief for sworn and non -sworn applicants: ' Now reads K. Phase Eleven 1. Drug Screen Examination for sworn and non -sworn applicants: Section III L Previously there was not a section L Now reads L. Phase Twelve 1. Final interview with the Chief of Police or designee for sworn and non-swom applicants: a. Upon successfully completing the final interview with the Chief of Police or designee, the applicant will be given a final job offer and a date of hire. Previously said Deputy Chief or designee (New to GO 1700) VII. BACKGR A. The Background Investigator will be under the direct supervision of the Internal Affairs Division, and will receive proper training in background investigative topics to include an initial background investigative school. The Background Investigator will continue to receive updated training on background investigations throughout his assignment in the unit. Section VIII A Recruiting ' Only change made was that Recruiting Officer was made plural since the department has numerous recruiters. Section VIII B Recruiting Previously read B. The Recruiting Officer will be under the direct supervision of the Internal Affairs Division, and will receive the proper training in the recruitment of personnel once assigned to this position. The Recruiting Officer will also continue to obtain updated information to enhance the Recruitment Program. Now reads B. The Recruiting Officers will be under the direct supervision of the Internal Affairs Division, and will receive the proper training in the recruitment of personnel once assigned to this position. The Recruiting Officers continue to obtain updated information to enhance the Recruitment Program. The Recruiting Officers will also obtain training on background investigations and interviewing techniques. 1 1