HomeMy WebLinkAbout2011-1 Amendment to Police Merit Commission Rules and Procedures e f
STATE OF INDIANA
BEFORE THE JEFFERSONVILLE POLICE MERIT COMMISSION
AMENDMENT NO. 20
AN AMENDMENT OF THE
JEFFERSONVILLE POLICE MERIT COMMISSION
RULES AND PROCEDURES, AMENDING AND REVISING
THE EXISTING AND PREVIOUSLY ADOPTED JEFFERSONVILLE
POLICE MERIT COMMISSION RULES AND PROCEDURES, AND
THE EXISTING AMENDMENTS TO THE RULES AND PROCEDURES
WHEREAS, on January 12, 2010, this Jeffersonville Police Merit Commission
(hereinafter the "Commission" or the "Commissioners "), adopted the Jeffersonville Police Merit
Commission Rules and Procedures (hereinafter the "Rules "), which Rules govern the
Commissioners' decision - making with respect to hiring, discipline, and promotion of members of
the Jeffersonville City Police Department (hereinafter the "Department "), and the operations of
the Commission; and,
WHEREAS, pursuant to Indiana Code §36-8-3.5 el seq., the has been performing its
statutory duties in conjunction with its adopted Rules and any amendments thereto; and,
WHEREAS, since the adoption of the Rules, the Commission has conducted the
application process for the hiring of new members for the Department, has conducted the
application process for the promotion of members within the Department membership ranks, and
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has begun preparations for the holding of disciplinary proceedings brought by the Department
against members of the Department; and,
WHEREAS, since the adoption of the Rules, and having performed these statutory duties,
the Commission has determined certain of its Rules need further clarification; and,
WHEREAS, the Commissioners now desire to amend the Rules to provide more
procedural clarification as the Commission moves forward with its statutory duties.
NOW, THEREFORE, BY VOTE OF THE COMMISSIONERS, the Rules are hereby
amended and revised as set forth in the Revised and Amended Rules and Procedures, dated
December 13, 2011, a true and correct copy of which is attached hereto as Exhibit "A ".
FURTHER, pursuant to the procedural requirements with respect to amendment of the
Rules, said Revised and Amended Rules and Procedures, shall be effective on the latter of the
following dates: (1) thirty (30) days from the date of the adoption of these amendments, or (2)
the date upon which the department provides a copy of the Revised and Amended Rules and
Procedures to each member of the Department.
SO APPROVED by the undersigned as the duly appointed and serving Jeffersonville
Police Merit Commission Jeffersonville, Clark County, Indiana, this I , � t % day of
Pt_Lot.." , 2011.
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CITY OF JEFFERSONVILLE
Police Merit Commission
Revised and Amended Rules and Procedures
Dated: December 13, 2011
EXHIBIT "A''
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JEFFERSONVILLE POLICE MERIT COMMISSION
RULES AND PROCEDURES
Table of Contents
RULE & PROCEDURE #1
APPLICANT QUALIFICATIONS p.1
RULE AND PROCEDURE #2
SELECTION OF APPLICANTS p. 2
RULE & PROCEDURE #3
PROHIBITED POLITICAL ACTIVITY p. 9
RULE & PROCEDURE #4
DISCIPLINE WITHIN THE POLICE DEPARTMENT p. 10
RULE & PROCEDURE #5
PERFORMANCE RATINGS p.17
RULE & PROCEDURE #6
PROMOTION WITHIN THE POLICE DEPARTMENT p.18
RULE & PROCEDURE #7
ANNUAL BUDGET p. 21
RULE & PROCEDURE #8
CONDUCT OF COMMISSION MEETINGS p. 21
RULE & PROCEDURE #9
RULES, & AMENDMENT p. 22
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JEFFERSONVILLE POLICE MERIT COMMISSION
RULES AND PROCEDURES
RULE & PROCEDURE #1
APPLICANT OUALIFICATIONS
PURPOSE: To establish the procedure for making application for appointment or
reappointment as a member to the City of Jeffersonville Police Department (the
"Department "), and to establish the minimum qualifications necessary for an
applicant to be considered.
APPLICATION
A. Application Forms: Application forms for appointment to the Department may
be obtained from the City of Jeffersonville Human Resources Department, located
at City Hall, 500 Quartermaster Court, Jeffersonville, Indiana. Completed
applications must be submitted together with any other necessary documents
directly to the Human Resources Department. All information requested in the
application must be completed to the best of the applicant's knowledge and belief.
Any omission or misrepresentation may render the applicant ineligible for a
position with the Department.
B. Application Periods: Completed applications will be accepted during a specified
sixty (60) day period of time. The time of the application shall be determined by
the Jeffersonville Police Department Merit Commission (hereinafter the
"Commission ") at the Commission's discretion.
C. The Commission shall take the necessary action to appropriately publicize the
dates for acceptance of applications to the news media in order to inform the
community.
II. QUALIFICATIONS
All applicants for appointment or reappointment to the Department must meet the
following requirements:
A. Must be a citizen of the United States of America.
B. Must be at least twenty-one (21) years of age, and no more than thirty -six (36)
years of age.
C. Must submit a completed application to the Jeffersonville Human Resource
Department with an authenticated birth certificate or satisfactory evidence of date
and place of birth.
D. Must not have been convicted of a felony of any kind.
E. Must not have been convicted of any misdemeanor(s)which indicate(s) the
applicant has a propensity for violence or to break the law.
F. Must be of good moral character.
RVIeN and Prazdnrer Revi.d 1211312011.RGB
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G. Must have a valid driver's license.
III. EDUCATIONAL REQUIREMENTS
All applicants must be graduates of a duly accredited high school and, at the
Commission's request, must supply a school - certified copy of their transcripts.
Applicants having passed a state accredited G.E.D. test and subsequently receiving a
diploma from a commissioned high school shall be deemed as having graduated from a
duly commissioned high school. Any home - schooled candidate claiming the equivalent
of a diploma from a duly accredited high school must provide confirmation that the State
of Indiana recognizes such status.
IV. RESIDENCE REQUIREMENT
Within ninety (90) days after appointment to the Department, each applicant must either
reside within Clark County or an immediate contiguous Indiana county; must have
adequate means of transportation to the City; and, must maintain telephone service with
the City.
RULE AND PROCEDURE #2
SELECTION OF APPLICANTS
PURPOSE: To establish the procedure for selection of applicants to be appointed to the
Department:
REVIEW OF APPLICATIONS
Applications received by the Commission, in accordance with Rule & Procedure #1,
shall have a preliminary review to determine that all requirements of said procedure have
been satisfied and no apparent disqualifying factors are present.
Applicants not meeting the requirements set forth in Rule & Procedure #1 may be
immediately disqualified. The remaining applicants will continue through the selection
process outlined herein. However, the Commission reserves the right to disqualify an
applicant at any point in the screening process that such applicant is determined
unsuitable.
II. BACKGROUND INVESTIGATIONS
During the applicant screening process the Commission may make any investigations
deemed appropriate in determining the applicant's character, personal habits and
reputation, as well as mental ability and general fitness of the applicant. Each applicant
not rejected in the completed screening process shall be fingerprinted and an initial
personal background NCIC investigation shall be conducted as prescribed by the
Ruke and rincedurn Revised I2/1 N201 I.RGn
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Commission. Fingerprints shall be forwarded to the Federal Bureau of Investigation and
the Indiana State Police with subsequent reports being submitted to the Commission or its
designee. The Commission reserves the right to make additional background
investigations at a later date as deemed appropriate to confirm/reconfirm the
qualifications of applicants. Such later investigation may include a requirement to
undergo a polygraph examination.
III. GENERAL APTITUDE TEST
Applicants shall be given a test to determine their general aptitude for service as a police
officer. The pass group will include all candidates who scored equal to or greater than
the arithmetic mean of the testing group. The "testing group" shall be defined as the
entire group of test - takers, whether national, regional or local, dependent upon the scope
of the test facilitator.
IV. TESTING ASSISTANCE FOR APPLICANTS
The Commission shall make provision for the accommodation of any applicant requiring
assistance in the administration of the General Aptitude Test. Applicants requiring such
assistance must notify the Commission in writing of such need ten (10) days prior to the
testing date.
V. INITIAL PHYSICAL SCREENING TEST
Qualified applicants shall submit to an Initial Physical Screening Test ( "IPST ") to be
administered by the Department. Prior to administration of the IPST the applicant shall
submit to the Commission written authorization from a physician of the applicant's
choice attesting to the applicant's ability to participate in the IPST. The applicant shall
pay the entire cost of any examinations required by the physician. A formal Waiver of
Liability by the applicant may be substituted for such authorization from a physician if
authorized by the Commission. In no event should a requirement of a candidate's
authorization to participate in a Physical Agility Test from his/her personal physician be
interpreted as a conditional or unconditional offer of employment.
The IPST administered by the Department shall be based upon the basic exit standards of
the Indiana Law Enforcement Academy ( "ILEA "). The IPST will require an applicant to
perform the following physical tests, and applicants shall be subject to the following
standards for each test, consistent with the standards for exit in to the ILEA, and will be
rated on a "pass/fail" basis:
Test Standard
Vertical Jump 16 Inches
One Minute Sit -ups 29
300 Meter Run 71 Seconds Maximum
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25 Consecutive Push -ups 3 Minute Maximum
1.5 Mile Run 16 Minutes, 28 Seconds
VI. PERSONAL INTERVIEWS
After completion of the initial background investigation, and the 1PST, the Commission
shall conduct one or more personal interviews which shall be considered as examinations
of the applicant's character, personal habits and reputation, as well as the mental ability
and general fitness of the applicant.
Before the Commission's interviews, a member of the Police Department Administration,
and a member of the Fraternal Order of Police (the "FOP "), shall (as a panel) conduct
preliminary interviews of such candidates. These interviews shall be held in strictest
confidence, and for the sole purpose of conveying to the Commission questions or
concerns that may occur to the professional officers. Any such questions, comments or
concerns shall be conveyed to the Commission with no scoring or ranking and will be
considered, by the Commission, purely advisory or informational.
VII. APPLICANT RATING
Each applicant shall be rated in the areas of examination, as outlined in Sections I11 and
VI, and a composite of the rating shall determine the applicant's overall score
( "Composite Score "). The Composite Score shall be determined by the following
weighted factors:
General Aptitude 40%
Personal Interview +60%
Composite Score =100%
The cumulative points of the Composite Score in establishing the fmal ranking of the
applicant is based on a maximum of one hundred (100) points achievable (before
adjustments, if any) with a maximum of forty (40) points acquired from their General
Aptitude Test and a maximum of sixty (60) points from their Personal Interview.
A. General Aptitude Adjusted Score: The General Aptitude Adjusted Score point
total is acquired by multiplying the applicant's actual test score by forty percent
(40 %). The resulting number is the applicant's "General Aptitude Adjusted
Score." This data will be collated into the Jeffersonville Police Merit Commission
Applicant Rating Report (NOTE: See Exhibit "C") by the secretary of the
Commission.
B. Personal Interview: The Personal Interview will consist of a specific list of
questions and one ranking based on the commissioner's overall impression of the
Rules and I'uxxdum Revised 1L73.2011.RGB
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interview when taken as a whole. The oral interview will be "structured" which
means that each candidate will be asked the same questions, in the same order, as
all other candidates. The Commission has the sole authority to determine the
content of each question that will be asked during the interview process. At its
discretion the Commission may ask for input from outside sources in developing
the number and content of questions asked. The oral interview will be scored
according to precisely defined scoring dimensions. Each candidate's performance
will be scored by members of the Jeffersonville Police Merit Commission
immediately following the response to each question asked. Scores for each
question or rating will be based on a 9 -point scale. (Refer to chart below).
Rating Level Numerical Values Definition
LOW 1 2 3 Candidates who score within the LOW anchor
level generally provide few correct responses
or insignificant responses.
MIDDLE 4 5 6 Candidates who score within the MIDDLE
anchor level generally provide several correct or
less developed responses.
HIGH 7 8 9 Candidates who score within the HIGH anchor
level generally provide many significant and
well - developed responses.
The structured personal interview accounts for 60% of the total score. The credit
obtained by candidates will be the average of all ratings converted to a
percentage. Then, the oral percentage score will be multiplied by 60% which is
the weight assigned to this component of the hiring process. The following
protocol will be used during the interview process:
1. After each question is answered by the candidate each commissioner will
assign a numerical rating from high to low for that specific question and
enter the score in the Commissioner's Interview Rating Report. NOTE:
See Exhibit "A." Each commissioner has the right to ask the applicant to
explain his/her answer more fully or ask a follow up question but only the
initial question will be scored. Following the interview, each
commissioner will tabulate, sign, and date the report and give his/her
report to the secretary.
2. The secretary upon receipt of the commissioner's individual reports will
input the data into the Composite Rating Report. NOTE: See Exhibit
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"B." The secretary will perform all mathematical processes, sign, date,
and import the Interview Computed Score to the Applicant Rating Report.
NOTE: Sec Exhibit "C."
3. A copy of all interview documents will be placed and maintained in the
human resource department's file.
VIII. SPECIAL COMPOSITE SCORE ADJUSTMENTS
Applicants shall receive Composite Score adjustments to the extent the applicant is a
member of one (1) or more of the following categories: (1) Veterans of United Stales
( "U.S. ") Military Service, with a minimum of six (6) months of active duty, who have
been honorably discharged; (2) Children of police officers or firefighters who died in the
line of duty; and/or (3) Candidates with Bachelor's, Master's or Higher Degrees.
Applicants who are members of one (1) or more of the above categories shall provide
sufficient proof to the satisfaction of the Commission of his/her membership therein.
Upon receipt of sufficient proof that the applicant is within the above described
categories, the applicant's Composite Score shall be adjusted upward in the following
manner:
Veterans of U.S. Military Service, with a minimum of six (6) months of active duty, who
have been honorably discharged from the United States Armed Forces:
Special Composite Score Adjustment =1.00
Children of police officers or firefighters who died in the line of duty:
Special Composite Score Adjustment =1.00
Candidates with Bachelor's, Master's or Higher Degrees:
Special Composite Score Adjustment =0.75
The total maximum Special Composite Score Adjustment is 2.75.
IX. JEFFERSONVILLE POLICE MERIT COMMISSION APPLICANT RATING
REPORT
Each applicant that has completed the processes outlined in Sections 11, VI, VII, and VIII,
shall have placed in human resource department's file the Jeffersonville Police Merit
Commission Applicant Rating Report (NOTE: See Exhibit "C" ) detailing the applicant's
personal results of the criteria used in determining the Applicant Eligibility List that will
be certified by the Commission to the Board of Public Works and Safety.
Rules and Procedures Revised 1211 Y•2011.ROR
Page 17
The Jeffersonville Police Merit Commission Applicant Rating Report (NOTE: See
Exhibit "C") will contain the following:
A. Date
B. Name of Applicant
C. Individual Ranking
D. General Aptitude Test Score
E. General Aptitude Test Adjusted Score
F. Personal Interview Score
G. Composite Score
H. Special Composite Score Adjustment (if applicable)
I. Total Score
J. Signatures of Current Commission Members
X- APPLICANT ELIGIBILITY LIST
A. Compiling the Applicant Eligibility List/Minimum Total Score: The
Commission shall use the Jeffersonville Police Merit Commission Applicant
Rating Report (NOTE: See Exhibit "C") to compile an Applicant Eligibility List.
The Applicant Eligibility List shall reflect the names of individuals meeting the
minimum Total Score Threshold of eighty -five (85) points after all adjustments.
All applicants with a minimum Total Score Threshold of eighty -five (85) points
shall be deemed "Eligible Applicants," and shall be placed on the Applicant
Eligibility List in order from highest to lowest score.
B. Certification of the Applicant Eligibility List: The Applicant Eligibility List
shall be certified by the Commission to the Board of Public Works & Safety at the
conclusion of the application process (in the form attached hereto as Exhibit "D ").
Qualifying Applicants shall remain on the Applicant Eligibility List for a period
of not more than two (2) years after first being placed on the certified list.
Consistent with Rule & Procedure #1, the Applicant Eligibility List shall be
supplemented as new applications are received by the Commission and new
applicants are vetted through the application process described herein.
C. Removal from the Eligibility List: Applicants on the list may have their names
removed from the list by written request to the Commission. In addition, the
Commission may at periodic intervals take appropriate action to determine
whether applicants desire to remain on the Applicant Eligibility List. To the
extent that any applicants on the Applicant Eligibility List reaches his/her thirty -
sixth (36") birthday before the expiration of the two (2) year period described
above in paragraph B, the applicant shall be removed from the Applicant
Eligibility List.
D. Reapplication: Any applicant on the Applicant Eligibility List not selected for
appointment may reapply after the expiration of the two (2) year period.
Rule and I4nxdurcc Revtced 12113/2011.RGB
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E. Vacancy Requests from the Department: When a vacancy occurs in the
Department, the Commission, on receipt of a written request from the Chief of
Police shall:
1. Provide for the administration of the Physical Agility Test to the applicant
with the highest score on the Applicant Eligibility List.
2. Prior to administration of the Physical Agility Test, require the applicant
to submit to the Commission written authorization from a physician of the
applicant's choice attesting to the applicant's ability to participate in the
Physical Agility Test. The applicant shall pay the entire cost of any
examinations required by the physician. A formal Waiver of Liability by
the applicant may be substituted for such authorization from a physician if
authorized by the Commission. In no event should a requirement of a
candidate's authorization to participate in a Physical Agility Test from
his/her personal physician be interpreted as a conditional or unconditional
offer of employment.
3. Require the applicant to take the baseline state physical exam including a
standardized drug and alcohol screen and baseline state mental exam
required for acceptance by PERF. Failure of the applicant to pass either of
these physical or mental exams in the opinion of the Loral Pension Board
will mean that the applicant has failed to meet the conditions of
conditional offer of employment and will be eliminated from the hiring
procedure and removed from the Applicant Eligibility List. Failure to pass
the standardized drug and alcohol screen shall result in withdrawal of the
offer of employment. The Commission will pay for one half (1/2) of the
cost of the physical exam, mental exam and drug and alcohol screen. The
Department shall be responsible for the payment of the other one half (1/2)
of the cost of the above described testing.
F. The Commission shall require an updated background investigation prior to
making a conditional offer of employment.
XL PROBATIONARY EMPLOYMENT
A. Appointments Governed By Indiana Law and Salary Ordinance. All
appointments and re- appointments to the Department are to be made in
accordance with Jeffersonville Common Council Salary Ordinance and Indiana
law.
B. Appointments are Probationary. All appointments made pursuant to this Rule
are probationary for a period not to exceed one (1) year. If the commission finds,
upon the recommendation of the department during the probationary period, that
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the conduct or capacity of the probationary member is not satisfactory, the
commission shall notify him in writing that he is being reprimanded, that he is
being suspended, or that he will not receive a permanent appointment. If a
member is notified that he will not receive a permanent appointment, his
employment immediately ceases. Otherwise, at the expiration of the probationary
period the member is considered regularly employed.
XII. REDUCTION IN FORCE AND REINSTATEMENT
Reductions in force and reinstatement are to be made in accordance with Jeffersonville
Common Council Salary Ordinance and Indiana law.
mu. SOLICITATION
Any applicant who personally or through another person solicits a member of the
Commission to favor such applicant's appointment or re- appointment may thereby be
rendered ineligible for appointment to the Department. The Commission shall determine
the procedure for considering the allegation of such solicitation.
RULE & PROCEDURE #3
PROHIBITED POLITICAL ACTIVITY
PURPOSE: To define the types of political activity that are prohibited or restricted for all
officers of the Police Department.
PARTICIPATION IN POLITICAL ACTIVITY
A. No officer is permitted in any manner, directly or indirectly, to solicit, receive or
in any manner be concerned in soliciting or receiving assessment or subscription
to any political party or candidate for office while on duty or in uniform.
B. An officer running for a political position or holding a political position shall
notify the Commission in writing ten (10) days in advance of running or of
acceptance of appointment for same and shall review the procedures regulating
political activity and the applicable law of Indiana governing said political
activity.
C. No officer of the Department is permitted to engage in or participate in political
activity while on duty or in uniform.
II. PROHIBITED POLITICAL. ACTIVITY
The following forms of political activity are expressly prohibited for officers while on
duty or in uniform, subject to the pmvisions contained in Section I -B above:
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A. Acting as officer of an election.
B. Acting as ward officer for election work.
C. Acting as city or county chairman of a political party.
D. Serving as an officer in any political organization.
E. Canvassing a district for a political party or candidate
E. Soliciting political support or contributions for any political party, committee or
candidate, including the sale of tickets to raffles, political dinners, or other fund-
raising projects.
G. Acting as a witness to the counting of ballots or as a challenger.
H. Serving in connection with die preparations for, organizing or conducting a
political meeting or rally.
I. Addressing or taking any active part in political meetings or rallies other than for
the purpose of maintaining order or as a spectator.
J. Participating with or working for a political candidate or cause while driving a
city owned vehicle or a police vehicle.
RULE & PROCEDURE #4
DISCIPLINE WITHIN THE POLICE DEPARTMENT
PURPOSE: To provide standardized procedures for the conduct of hearings before the
Commission.
GENERALLY.
Discipline within the Police Department shall be in accordance with Jeffersonville
Common Council Ordinances, if any; a collective bargaining agreement, if any
exists between the City and Department rank and file members; the approved
Rules and Regulation of the Department; and Indiana law regarding the
conducting of disciplinary actions before city police department merit
commissions, pursuant to Ind. Code §§ 36- 8- 3.5 -17; 36- 8- 3.5 -18; 36- 8- 3.5 -19;
and 36-8-3.5 et seq.; the Indiana Constitution, and the Constitution of the United
States.
II. DISCIPLINARY ACTIONS INSTITUTED BY THE CHIEF OF THE
DEPARTMENT.
A. Role of the Commission. The Commission serves as a quasi- judicial body in
regard to disciplinary matters within the Department. As such, the Commission
shall not be consulted or communicated with by the Department administrative
officials or member(s) regarding discipline of department members except as
provided hereinbelow. Any communication other than as provided hereinbelow,
with the Commission or any member of the Commission, is deemed to be an ex
parte communication, and any Commissioner(s) so consulted by either the
Department, or a member regarding discipline of a member shall immediately be
Rules sad Procedures Revised 12113/2011.RGB
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removed from any decision- making with respect to the related disciplinary action.
B. Two Types of Disciplinary Action. Disciplinary action against a member of the
Department may be instituted as against such member by the chief of the
Department through either a summary discipline process or the institution of
formal charges against the member and fled with the Commission. (See Ind.
Code §§ 36- 8- 3.5 -19 and 36-8-3.5-17 respectively).
C. Summary Disciplinary Proceedings Pursuant to Ind. Code § 36- 8- 3.5 -19:
Generally. The chief may, without a hearing, reprimand or suspend a
member without pay (including a police radio or signal alarrrl operator),
for a maximum of five (5) working days. Eight (8) hours of paid time
constitutes one (1) working day.
ii. Written Notification. If the chief reprimands or suspends a member for
up to a maximum of five (5) working days, then the chief must provide
written notification to the member and the Commission, as follows:
I. Written Notification to the Member; Contents. If the chief of
the Department institutes summary disciplinary action, the chief
shall provide written notice of such action to the member. The
written notification shall include the following:
a. The citation to any and all rules, regulations, statutes,
policies, orders or other standards the member is alleged to
have violated;
b. The specific facts or conduct the member is alleged to have
committed which forms the basis for the violation of such
standards;
c. A statement that the member has a right to appeal the
chiefs disciplinary determination; and,
d. A statement that if the member wishes to appeal the chiefs
disciplinary determination, the member must give written
notice to the Commission within forty -eight (48) hours of
the member's receipt of the notification of the reprimand or
suspension.
2. Written Notification to the Commission; Deadline. Within
forty -eight (48) hours of notification to the member, the chief shall
provide the written notification of the reprimand or suspension to
the Commission.
iii. Request by the Member for Commission Review of Chiers Decision.
Within forty -eight (48) hours of receipt of the written notification from the
chief of the Department alleging a violation of Department disciplinary
standards, and prescribing a reprimand, or suspension, the member may
request a hearing before the Commission. If timely request is made for a
hearing, then a hearing shall be conducted pursuant to the procedures set
forth in subsection (G) hereinbelow. If the member fails to request a
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hearing within forty -eight (48) hours of the receipt of the written
notification of summary disciplinary action, the chief's disciplinary action
shall become final.
1. Contents of Request. The request must state specifically, the
following:
a. That the member is seeking review of the decision to
reprimand or suspend the member;
b. Must specify whether the member agrees or disagrees with
the factual allegations set forth in the written notification
provided by the chief;
c. It the member disagrees with the factual allegations, the
member shall state his/her version of the facts, and must
state any and all sources of information which would
support such version of events;
d. The request must further provide a current and valid return
street address (a post office box number is not sufficient)
and telephone number of the member.
2. Delivery of Review Request. The request for review of the chiefs
disciplinary decision is deemed delivered only upon the actual
receipt of the request by the attorney for the Commission, unless
such request is sent by certified mail, return receipt requested. In
the case of a written request sent by certified mail to the attorney
for the Commission, return receipt requested, the request is
deemed delivered on the post -mark date.
iv. Commission may review the chiefs disciplinary decision pursuant to
Ind. Code § 36-8-3.5-19, with or without a bearing. At its discretion,
the Commission may review the chiefs disciplinary action with or without
a hearing.
1. At its next regular meeting after receipt of the review request, the
Commission shall hold a vote of its members on whether or not a
review hearing is necessary.
2. The member and the Department has the right to address the
Commission at this meeting to discuss the propriety of holding a
review hearing.
v. Review Hearing. If the Commission determines to hold a bearing
regarding the disciplinary review, the Commission shall set a hearing at its
earliest convenience, and shall provide written notice (the contents of
which are discussed more particularly herein below) to the member and
the Department at least fourteen (14) days prior to the date set for the
review hearing.
D. Disciplinary Proceedings Pursuant to Ind. Code § 36- 8- 3.5 -17. The chief of
the Department may institute disciplinary proceedings as against a member of the
Department, upon investigation within the department, with the filing of formal
written charges (hereinafter the "Formal Charges ") as against any member,
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Page X13
alleging any one or more of the following:
i. Neglect of Duty;
ii. Violation of Commission Rules;
iii. Neglect or disobedience of orders;
iv. Continuing incapacity;
v. Absence without leave;
vi. Immoral conduct;
vii. Conduct injurious to the public peace or welfare;
viii. Conduct unbecoming an officer; or
ix. Furnishing information to an applicant for appointment or promotion that
gives that person an advantage over another applicant.
E. Contents of the Formal Charges. The Formal Charges shall state the following:
i. The specific provision(s) in subsection (D) hercinabove that the member is
alleged to have violated;
ii. Any other standards of the Department the member is alleged to have
violated.
iii. With specificity, the facts that are alleged to constitute the violation of the
Department standards.
iv. That the member has five (5) days from the date upon which the Formal
Charges are deemed to have been served within which to request a
hearing, from the Commission, regarding the allegations contained in the
Formal Charges.
v. A certificate of service, indicating the date and the manner(s) the Formal
Charges were served upon the member.
F. Manner of Service of Formal Charges. Formal Charges shall be served upon
both the member and the Commission by delivery to the Commission's attorney),
and shall be done in at least one (1) of the following manners:
i. By personal delivery; or
ii. By United States Postal Service, postage prepaid.
G. Service of Formal Charges. The Formal Charges shall be deemed served upon
the member on the date the member is in actual receipt of the Formal Charges, or,
if served by United States Postal Service Carver, then three (3) days from the date
the Formal Charges were delivered to the Postal Service Carrier.
H. Disciplinary Hearing Request. Within five (5) days of the date the Formal
Charges are deemed to have been served upon the member, a member wishing to
contest the Formal Charges, shall provide a written request for a hearing to the
Commission's attorney and to the chief of the Department.
I. Contents of Request. The request for hearing shall contain the following
information:
1. The full name of the member;
2. A statement that the member requests a hearing in order to contest
the Formal Charges;
3. A statement as to whether the member denies the allegations
contained within the Formal Charges;
Rules and Meatus Revised 12+1312011.ROR
Page 114
4. The address, telephone number, and electronic mail address (if
available) of the member;
5. A certificate of service, indicating the date upon which the hearing
request was served upon both the attorney for the Commission and
the chief of the Department.
ii. Manner of Service of the Hearing Request. The hearing request shall
be served upon the attorney for the Commission and upon the chief of the
Department, in at least one (1) of the following manners:
1. By personal delivery; or
2. By United States Postal Service, postage prepaid.
iii. Service of Hearing Request. The hearing request is deemed served on
the date it is actually received by the attorney for the Commission, unless
served by certified mail, return receipt requested, in which case the
hearing request is deemed served on the date the hearing request is post-
marked.
Effect of Failure to Timely Request Hearing. Unless for good cause shown, the
failure of the member to timely request a hearing shall be a waiver of the
member's right to a hearing regarding the underlying allegations, and such
allegation(s) shall be deemed admitted by the member. In the event of such a
waiver, the Commission shall set the matter for hearing at its next regularly
scheduled meeting for purposes of determining what, if any, disciplinary action
shall be taken against the member for the violation(s). Unless for good cause
shown, the Commission shall take evidence, and hear argument regarding the
appropriate disciplinary action during the Commission's next regularly scheduled
hearing date.
i. Member's Status During Interim Period. During the interim period
between the date of the waiver of hearing, and the determination regarding
what discipline is appropriate, the member shall remain an employee of
the Department, but shall be on paid, administrative leave from the
Department.
J. Disciplinary Hearing Procedures. If summary disciplinary action is brought,
the member timely requests a hearing on such action, and the Commission
determines that a hearing shall be held, or if charges are preferred against a
member of the Department, and the member timely requests a hearing, then a
hearing shall be held according to the following procedure:
i. Hearing Notice. Written notice of the hearing must be provided to the
member by United States mail at the member's usual place of residence,
and/or by personal delivery. The written notice of the hearing must also
be provided to the Department at its main office address by United States
mail or by personal delivery.
1. Contents of Hearing Notice. The notice shall provide the
following information:
a. The date, time, and place of the hearing;
b. The charges against the member;
R des and Procedures Revived 1$11M/2011.RGB
Page 115
c. The specific conduct that comprises the charges;
d. That the member is entitled to be represented by counsel or
another representative of the member's choosing;
e. That the member is entitled to call and cross -examine
witnesses;
f. That the member is entitled to require the production of
evidence; and
g. That the member is entitled to have subpoenas issued,
served, and executed, in accordance with the Indiana Trial
Rules of Procedure (the "Trial Rules ").
ii. Pre - hearing matters.
1. Discovery. Discovery may be requested by any party of the other,
and may be requested of a non- party, upon leave of the
Commission. Any discovery request or response served upon the
opposing party must also be served upon the attorney for the
Commission. A member is not entitled to the employment records
of other members of the Department, except as provided in 5 -14 -3
et seq.
2. Continuances. Continuances of hearings set by the Commission
shall not be granted, unless for good cause shown.
3. Prehearing Motions. Any prehearing motions shall be served
upon the attorney for the Commission and the opposing party, and
the Commission, at its sole discretion, shall set a
iii. Hearing Procedures.
1. Hearings Open to Public. Hearings of the Commission regarding
disciplinary matters shall be conducted in open, public meeting,
unless for good cause shown, the Commission determines
otherwise.
2. Evidentiary Objections. The Indiana Rules of Evidence shall
apply to disciplinary proceedings before the Commission.
Objections shall be ruled upon during any evidentiary hearing,
upon a motion of a Commission member, a second of another
Commission member, followed by a majority vote of the
Commission.
3. Conduct of Hearings. Hearings before the Commission shall
proceed as follows:
a. Opening Statements (thc Commission, at its discretion,
may limit the amount of time each side has for opening
statements):
i. Department gives opening statement
ii. Followed by member's opening statement
b. Presentation of Evidence
i. Presentation of Department's case:
Rules and I'to edu,ex Revised I2,f73.20I1.RGB
Page 116
1. The Department has the burden to prove the
member committed a breach of Department
standard(s) by a preponderance of the
evidence. The Department therefore
proceeds first with the calling of witnesses
and presentation of evidence. Witnesses are
placed under oath and then as to each
witness:
a. Department calls witness for direct
examination
b. Member has opportunity to cross -
examine witness
c. Department has opportunity to re-
direct the witness
d. Member has opportunity to re-cross
examine the witness
e. Department has opportunity for re-
re- direct.
f. After both sides are done, if the
Commission has questions, the
Commission may ask questions of
the witness.
g. The Department and then the
Member then have the opportunity to
ask additional questions if any
additional issues were raised by
questioning by the Commission.
ii. Presentation of the Member% case. The member is
not required to present any evidence, and may
simply claim that, even if the facts are true, they do
not amount to a violation of Department
standard(s). However, upon conclusion of the
Department's case, the member has the opportunity
to call witnesses on his/her own behalf for direct
examination by the member. Witnesses called to
testify on behalf of a member shall be placed under
oath and then as to each witness:
1. The member calls witness for direct
examination
2. The I)epartment has opportunity to cross -
examine witness
3. The member has opportunity to re- direct the
witness
Rules and I'rncedurt• Revised 12A3f2011.RGB
Past 117
4. The Department has opportunity to re-cross
examine the witness
5. The member has opportunity to re- re- direct.
6. After both sides are done, if the commission
has questions, the Commission may ask
questions of the witness.
7. The member and then the Department then
have the opportunity to ask additional
questions if any additional issues were
raised by questioning by the Commission.
c. Closing Arguments (subject to any time limitations placed
upon the parties at the sole discretion of the Commission):
The Department and the member shall have the opportunity
to make any closing argument or remarks.
i. Department proceeds with closing arguments first
and may reserve time for rebuttal.
ii. Member proceeds with closing argument.
iu. If time has been reserved by the Department, the
Department shall proceed with rebuttal.
iv. Post Hearing Procedure. Upon completion of the evidence and
argument of the Department and the member, the Commission may, in its
discretion, set a separate date and time for the Commission's final vote(s)
(whether at a special or regular meeting) as to whether the Department has
met its burden regarding the Department's allegations as against the
member. If the Commission determines to set a separate date and time for
the final vote, the Commission may, in its discretion, set a date and time
for an executive session, to be held for the purpose of the Commission
reviewing evidence and testimony related to the allegations prior to the
date set for the final vote described hereinabove. In the case of
disciplinary actions brought pursuant to Ind. Code § 36-8-3.5-17, if the
Commission finds the member is guilty of a violation as alleged by the
Department, by majority vote of the Commissioners, then the Commission
shall set a further date and time for it to consider whether and to what
extent the member shall be disciplined for the misconduct. In its
discretion, the Commission may allow the member and/or the Department
to disclose evidence (documents, or other things), in accordance with the
Ind. Rules of Trial Procedures. No continuances of this hearing shall be
granted, unless for good cause shown.
RULE & PROCEDURE #5
PERFORMANCE RATINGS
PURPOSE: To provide the procedures for rating the performance of officers in the Police
Department.
Rules and Procedures Revisal 127112011.RCa
Page GIs
I. RATING SYSTEM RESPONSIBILITIES
A. All police officers shall be rated by their superiors according to the performance
rating system adopted by the Jeffersonville Police Department Merit Commission,
as set forth in Exhibit "E ", attached hereto and incorporated herein..
B. RATING FREQUENCY
All police officers shall receive a performance rating once every six (6) months.
C. RATING ENDORSEMENTS
Each police officer must sign and receive a copy of each performance rating done
on his/her behalf. A copy of the rating shall become part of the police officers
personnel file
D. RIGHT OF APPEAL
Any officer who is aggrieved by his/her performance rating may appeal to the
Commission for a review of his/her rating. The appeal must be submitted to the
Commission in writing within ten (10) days after notice of rating has been given
to the police officer. The Commission shall hold a hearing and may either affirm
or change the said rating upon written findings.
RULE & PROCEDURE #6
PROMOTION WITHIN THE POLICE DEPARTMENT
PURPOSE: To establish the requirements for promotion of officers within the Police
Department. Promotions shall be based upon competitive examinations, past
performance and seniority.
RANKS AFFECTED
All promotions to any rank shall be from the next immediate lower rank. Promotion
appointment shall be govemed by the rules and procedures in effect thirty (30) days prior
to the date the vacancy occurs.
II. PROMOTION EXAMINATIONS
A. PROMOTION EXAMINATION ELIGIBILITY
1. Officers will be eligible to take the promotion examinations for specific
ranks as follows:
Rules and Proeedurcs. Revised 12/1312011. MK
Page X19
Completed Years of Service Rank Examination
and/or Specific Rank Held Eligibility
Five (5) years in Department Corporal
Eight (8) years in Department Sergeant
Ten (10) years in Department Lieutenant
Twelve (12) years in Department Captain
Officers must have served five (5) years in present Department and two
(2) years in the present rank before testing for promotion. An officer
joining the Department as a lateral transfer from another Department will
be hired at the Patrolman rank.
2. An officer under suspension and /or pending hearing, or under appeal from
a hearing, may attend any promotion school and take any promotion
examination.
B. NOTIFICATION OF PROMOTION EXAMINATIONS
The Commission shall set all appropriate testing dates in order to give
promotional examinations for each rank. Notice of all examinations with respect
to type and date shall be posted on Departmental bulletin boards thirty (30) days
prior to the date of examination.
C. TYPES OF EXAMINATIONS
Promotional examinations for the appropriate ranks will be conducted using
formats which will include the following:
1. A written test. Scoring for this examination shall be equated to one -
hundred percent (100%) for a perfect score.
2. An oral interview by the Commission. Scoring for this examination shall
be equated to one - hundred percent (100%) for a perfect score.
D. APPEALS TO EXAMINATION SCORING
Any officer aggrieved with the score received in the written or oral examinations
may appeal in writing to the Commission or its designee within ten (10) days of
Rulesand Procedures. Revised 12!132011. ROB •
Page 120
receiving notification of his/her exam scores.
E. CORRECTION OF SCORING ERRORS
All scoring errors shall be corrected as quickly as possible regardless of appeal.
F. PAST PERFORMANCE
The performance record of the police officer shall be considered as fifteen percent
(15 %) of the overall rating. This record will include all past performance ratings
and physical fitness test results subsequent to the establishment of the previous
eligibility list. All police officers shall receive an equal past performance rating
during the establishment of the first eligibility list only, or when the Commission
determines that equity and fairness demands it because of a change in the past
performance rating system adopted by the Jeffersonville Police Department Merit
Commission. New past performance rating systems cannot be adopted more
frequently than once every two (2) years.
G. SENIORITY
For each calendar year of police service, the candidate for promotion shall receive
one -half percent (0.5 %) credit towards the maximum ten percent (10 %) possible
credit in the ten percent (10 %) seniority composite score.
H. PROMOTION ELIGIBILITY LIST
Promotion Eligibility List for each promoted rank will be established by weighted
composite scoring of the competitive promotion examinations, past performance
and seniority as summarized below:
Written Examination 45%
Oral Examination • Merit Board 20%
Past Performance 20%
Seniority 10%
PROBATIONARY PROMOTION
When a vacancy in rank occurs, the commission shall certify to the chief of the
departrnent the three (3) members with the highest scores on the eligibility list for
that particular rank. Within six months the commission, upon the
recommendation of the chief, shall promote one of those members to fill the
vacant position. When requested to fill multiple vacancies, the Commission will
fill the vacancies sequentially, not concurrently. Promotions are probationary for
one (1) year. At the end of the probationary period the Chief shall review the
Rules and Procedures. Revised 11'130011. RGII
• F •
P age 121
probationary officer's performance and recommend to the Commission that the
promotion be made permanent or that the promotion be revoked.
J. EFFECT OF DISCIPLINARY ACTION UPON A PROBATIONARY OFFICER
The Commission shall reserve the right to revoke the probationary status of any
officer subjected to Departmental disciplinary actions. Any probationary officer
whose rank has been revoked shall have his/her name removed from the
Promotion Eligibility List and shall be ineligible to test for promotion for a period
of two years.
K. RIGHT TO REFUSE PROMOTION
An officer, when offered a promotion, may refuse to accept the promotion by
written notification of refusal to the Commission within ten (10) days after being
notified of his/her promotion. In the event an officer refuses a promotion, that
officer's position on the eligibility list shall be adjusted and he shall be placed in
the last position on the promotion eligibility list unless successful appeal is made
to the Commission that the refusal is made for a currently valid reason.
RULE & PROCEDURE #7
ANNUAL BUDGET
PURPOSE: To establish responsibilities and procedures for the preparation and presentation
of an annual budget for the Commission.
I. PREPARATION AND APPROPRIATION
In accordance with Jeffersonville Common Council Ordinances and Resolutions, the
Commission shall submit a proposed budget to the City as other budgets of the City are
submitted, i.e., on or before July 1 of the preceding year.
RULE & PROCEDURE #8
CONDUCT DI COMMISSION MEETINGS
MEETING DATES & LOCATION
In its December meeting in any calendar year, the Commission shall determine the time
and place for its monthly meetings for the following year. The Commission shall have the
right to schedule special meetings as deemed necessary to conduct its business.
11. ELECTION OF COMMISSION OFFICERS
Ruks aad Proaduna. Rens:xd 12'13/2011. RGB
o
Page 122
In its first January meeting in any calendar year, the Commission shall elect from its
members a President, Vice President, and Secretary who will immediately assume their
respective offices and hold said offices the entire calendar year or until resignation,
removal, or until a replacement is chosen.
RULE & PROCEDURE #9
RULES, & AMENDMENT
BEFORE ADOPTION OF RULES AND PROCEDURES THE COMMISSION
SHALL:
A. Hold a public hearing pursuant to statute to consider the adoption of the proposed
rules and procedures. See IC 36- 8- 35- 10(b).
B. Provide public notice at least ten (10) days prior to the public hearing. See IC 36-
8-3.5-10 (b).
C. Place one copy of the proposed rules and procedures on file in the office of the
clerk - treasurer for public inspection at least ten (10) days before the public
hearing. See IC 36.8- 35-10 (c).
D. Must provide Chief of Department three (3) copies. Require the Chief to post a
copy of the proposed rules and procedures in a prominent location throughout the
police station for inspection by the officers at least ten (10) days before the public
hearing. See IC 36- 8- 3.5 -10 (d).
E. Consider any oral or written evidence regarding the proposed rules and
procedures which may be presented at the public hearing by any interested
person.
F. Hold a vote of the Commission members upon the adoption of the proposed rules
and procedures. This vote shall be made only after having considered the oral or
written evidence presented at the public hearing, and after having incorporated
any changes to the proposed rules and procedures based thereon. Four members
of the Commission must be in attendance to vote upon the final adoption of the
proposed rules and procedures. In the event of an emergency, members of the
Commission may vote by proxy. Adoption of proposed rules and procedures
shall require a vote in favor of adoption of four (4) of the five (5) members of the
Commission. Upon a vote in favor of adoption of four (4) members of the
Commission, the proposed rules and procedures shall thereafter become the
"Jeffersonville Police Merit Commission Rules and Procedures" (hereinafter
"Rules and Procedures ").
Rules and Proeedurcc Revised 17/13/7011. ROB
Page 123
1f. AMENDMENT OF THE JEFFERSONVILLE POLICE MERIT COMMISSION
RULES AND PROCEDURES
A. Generally. Amendment of the Rules and Procedures shall be permitted.
Any proposed amendment to the Rules and procedures shall be adopted if
proposed and adopted according to the procedures set out in sections II(A)
through II(F) set out hereinbelow.
B. Proposed Amendments. Amendments to the Rules and Procedures may be
proposed at any time. A proposed amendment shall be presented on motion of
any of the Commissioners to the Commission, and shall be in writing.
C. Commission Adoption of Proposed Amendments. Upon motion of any of
the Commissioners, and discussion of the proposed amendment, the proposed
amendment shall be put to a vote of the Commission.
D. Supermajority Requirement for Approval. Any proposed amendment of
the Rules and Procedures shall be adopted by the Commission upon a vole to
approve of no less than four (4) of the five (5) members of the Commission.
E. Distribution of Approved Amendments. Upon adoption of an amendment
to the Rules and Procedures, the Commission shall provide a copy of the
approved amendment to the Chief of the Department. The Chief shall be required
to distribute the approved amendment to each member of the Department.
F. Amendment Effective Date. Pursuant to Ind. Code § 36- 8- 3.5 -22, any
amendment approved by at least four (4) Commission members shall be in effect
on the later of the following dates: (1) Thirty (30) days after the Commission
votes to approve the proposed amendment; or (2) the date each member of the
Department has received a copy of the amendment which was approved by at
least four (4) members of the Commission.
Rules and Pm :duces. Revised 17!1312311. RCA
Exhibit A
Commissioner's Interview Rating Report
Jeffersonville Police Merit Commission
Date:
Applicant's Name:
Personal Interview Score:
Ratings based on a 9 -point scale
1 Specific Question
2 Specific Question
3 Specific Question
4 Specific Question
5 Specific Question
6 Specific Question
7 Specific Question
8 Specific Question
9 Specific Question
10 Over all Interview impression of Applicant
Total Personal Interview Score
Commissioner's Name
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Exhibit C
Applicant Rating Report
Jeffersonville Police Merit Commission
Date:
Name:
Ranking Number
1. General Aptitude Adjusted Score
II. Personal Interview Computed Score
Composite Score (Gen. Apt. Ad Score + Per Int Comp Score)
Preference for Employment Adjustments:
Veterans of U.S. Military Service, with minumun 6 months active duty,
who have been Honorably Discharged: One (1) point
Children of Police Officers or Firefighters Who Died in Line of Duty: One (1) point
Candidates with Bachelor's, Masters or Higher Degrees: Three quartet (.75) point
Total Composite Score
Commissioner's Name Commissioner's Name
President Member
Commissioner's Name Commissioner's Name
Vice President Member
Commissioner's Name
Secretary
SIGNED THIS DAY OF 20
ATTEST:
Secretary
Exhibit D
Jeffersonville Police Merit Commission
CERTIFIED LIST OF ELIGIBLE APPLICANTS
TO THE CITY OF JEFFERSONVILLE POLICE DEPARTMENT
The undersigned, the members of the Jeffersonville Police Merit Commission hereby certify
and in accordance with Indiana Code IC 36- 8- 3.5 -12(e) present to the Jeffersonville Board of
of Public Works and Safety the following list of applicants to the City of Jeffersonville Police
Department in rank order from one (1) (the individual with the highest Composite Score)
to (73) (the individual with the lowest Composite Score).
Last Name First Name Total Composite Score Rank
Individual A 97.417 1
Individual 6 94.060 2
Individual C 93.656 3
Individual D 93.442 4
Individual E 93.208 5
Certified this day of ,20
Commissioners Name
President
Commissioners Name
Vice President
Commissioners Name
Secretary
Commissioners Name
Member
Commissioners Name
Member
Received this day of ,20
Honorable Mayor
Chairperson Jeffersonville Board of Public Works and Safety
Exhibit E PERFORMANCE EVALUATION
City of Jeffersonville, Indiana
Police Department
Name: Date:
Job Title: Badge #
Evaluation Period: From To
Purpose of Report: Initial Semi - Annual Other (explain)
Began Present Position Last Evaluation
Instructions: Carefully evaluate employee's performance in relation to essential functions that
are necessary for successful performance of the job. Check the appropriate Rating Box, assign
points within the Scale for that rating, and write that number in the corresponding Points Box.
If you are unable to rate an employee on a specific factor check the N/A Box. Do not include
the unrated factor when you tabulate your totals. Points will be totaled and averaged
for a Total Performance Evaluation Score.
Your ratings are to be based on the employee's behavior and performance during the evaluation
periods. Any additional sources of information (documentation, records , letters, and
commendations, etc.) should be used to justify your ratings Add pages as needed for comments .
After you review the evaluation with the employee, both must sign and date the report.
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O - Outstanding Performance is exceptional and 1 - Improvement needed Performance is deficient
recognizable as being far superior to others. in certain areas. Improvement is necessary
V - Very Good Results clearly exceed most U - Unsatisfactory Results are generally
position requirements. Performance is of high unacceptable and require immediate improvement
quality and is achieved consistently.
G - Good Competent, dependable performance. N/A Not Applicable or to soon to rate.
Understands performance standards of the job.
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JPO.ORw -s/11 Page 1 of 13
1. Quality - Extent to which employee's
work is accurate, thorough and neat. N/A O V G I U Points
10-9 8 -7 6 -5 4 -3 2 -1
Supportive Detail /Comments
2. Productivity - Extent to which employee
efficiently produces a significant volume of N/A O V G I U Points
work in a specified time period. 10 -9 8 -7 6 -5 4 -3 2 -1
Supportive Detail /Comments
3. Reliability- Extent to which employee can
be relied upon regarding completion and N/A O V G 1 U Points
follow -up. 10-9 8 -7 6 -5 4 -3 2 -1
Supportive Detail /Comments
4. Attendance - Extent to which employee is
punctual, observes prescribed meal /break N/A 0 V G 1 U Points
periods and has an acceptable overall 10-9 8 -7 6 -5 4 -3 2 -1
attendance record.
Supportive Detail /Comments
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5. Independence - Extent to which employee
JPD-ORIG -S/11 Page 2 of 13
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performs work with little or no supervision. N/A 0 V G 1 U Points
10 - 9 8 - 7 6 - 5 4-3 2 -1
Supportive Detail /Comments
6. Knowledge - Extent to which employee
possesses practical /technical knowledge N/A 0 V G 1 U Points
required on the job. 10-9 8 -7 6 4 - 2 -
Supportive Detail /Comments
7. Verbal Communication Skills - Speaks clearly
and understandably. Tone of voice, volume N/A 0 V G 1 U Points
and word choice are appropriate. Obtains 10-9 8 -7 6 -5 4 -3 2 -1
appropriate information and gives accurate,
understandable responses to questions.
Supportive Detail /Comments
8. Written Communication Skills - Writes clear,
concise, and accurate reports. Follows standard N/A 0 V G 1 U Points
rules of grammar, punctuation and spelling. 10-9 8 - 6 - 4 - 2 -
Supportive Detail /Comments
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9. Physical Skills - lawful operation of police
+1I JPO ORIG -5/11 Page 3 of 13
1 •
vehicle under normal situations. Practices N/A 0 V G 1 U Points
defensive driving and displays competence in 10-9 8 -7 6 -5 4 -3 2 -1
emergency situations. Displays competence in
marksmanship and defensive tactics.
Supportive Detail /Comments
.
10. Initiative - Extent to which employee
seeks new assignments and assumes additional N/A 0 V G 1 U Points
duties as needed or time allows. 10 -9 8 -7 6-5 4 -3 2 -1
Supportive Detail /Comments
11. Adherence to Policy - Extent to which
employee adheres to safety and conduct rules, N/A 0 V G 1 U Points
other regulations, and general policies. 10 -9 8 -7 6 -5 4-3 2 -1
Supportive Detail /Comments
12. Judgment - Extent to which employee
demonstrates proper judgment and decision- N/A 0 V G 1 U Points
making skills when necessary. 10-9 8 -7 6 -5 4 -3 2 -1
Supportive Detail /Comments
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JPo -ORIG -5/11 Page 4 of 13
• 4 •
13. Interpersonal Relationships - Extent to
which employee is willing and demonstrates N/A 0 V G I U Points
ability to cooperate, work and communicate 10-9 8 -7 6 -5 4-3 2 -1
with subordinates, co-workers, supervisors
and outside contacts.
Supportive Detail /Comments
14. Appearance - Maintains a level of
physical fitness, health, and personal hygiene. N/A O V G I U Points
Maintains a high level of care and cleanliness 10-9 8 -7 6-5 4 -3 2 -1
of the uniform and equipment
Supportive Detail /Comments
TOTAL PERFORMANCE EVALUATION SCORE
Total Points Divided by Number of Factors Rated =
Average Score Letter Rating
Complete all of the following sections:
1. Accomplishments or new abilities demonstrated since last review:
2. Specific areas needing improvement:
WOORIG -5111 Page 5 of 13
•• Is
3. Recommendations for professional development (seminars, training, etc.)
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The employee may add any comments in this space. If the employee wishes to add a separate
page of comments, attach It to this evaluation form .
Employee Certification
I certify that this report has been discussed with me, and I understand my signature
does not necessarily indicate agreement. I may write a separate response to any and all
points and attach it to this report, which will be filed with Human Resources.
Employee's Signature Date
Discussed with employee Follow -up requested? Yes No
Evaluator's Signature Date
Name printed Date
Assistant Chief Comments (optional):
WD -ORIG -5/11 Page 6 of 13
• • s
Assistant Chief (print): Signature: Date:
Chief of PoUce Comments (optional):
Police Chief (print): Signature: Date:
1PD- ORIG•5f11 Page 7 of 13