HomeMy WebLinkAbout1004 - PROMOTIONS TRANSFERSRed Wing Police Department
Policy
SUBJECT:
POLICY NUMBER
W �
1004
PROMOTIONS & TRANSFERS
EFFECTIVE DATE
2-8-2016
Reference(s):
APPROVED BY:
Personnel Policy
ENACTED DATE:
Minnesota
Union Contracts
CHIEF ROGER D. POHLMAN
4-2-2013
POLICY: It shall be the policy of the Red Wing Police Department to use procedures for
promotion that are job related and nondiscriminatory. The Department shall ensure that
promotional policy decisions are in accordance with the principals of equal opportunity
by imposing only valid requirements for promotional opportunities.
Announcement Procedures
A. When a vacancy exists in one or more of the supervisory, management or
Administrative positions within the department, the Human Resources Office
shall issue a written announcement of the vacancy that will include:
1. Description of the position -duties, responsibilities, salary etc.
2. Criteria/qualifications required to apply for the position.
3. The duration of the promotional process.
4. Description of the written examination, oral interview, assessment
center (if any), and the numerical weight given to each.
5. Closing date for completed applications to be submitted.
6. Date the position or positions are anticipated to be filled.
7. The duration of the eligibility list.
Promotional Process
A. The following steps are intended to make the process transparent and
eliminate any perception of bias in the procedure:
1. Minimum qualifications for the open position are identified within the job
description of the position being tested for.
2. Candidates for the position of Sergeant and Captain will preferably come
from within the Department. In the event that no applications are received
from within the Department, the Chief of Police will work with the Human
Resources office to determine a method for filling the position.
3. The Chief of Police recommends and approves candidates for promotion
based on the "top candidate" outcome of the promotional process. The
final confirmation is made by the Council Administrator, as indicated on
the Personnel Action Form (PAF).
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PROMOTIONS — POLICY 1004
4. The promotional process will consist of a written evaluation (20%), core
competency assessment (15%), education (5%) and oral interview (60%),
with candidate ranking based on the weighted process with 100 points
possible.
5. Steps within the promotional process will be graded using a rating scale,
to evaluate compliance with established City of Red Wing and Department
Policies, Department vision, mission and values and past performance.
6. Newly promoted employees will serve a probationary period, as identified
in the appropriate union contract, to evaluate the employee's ability to
perform the job and employee's desire to remain on the job.
7. Appeals and reviews of the promotional process will be in accordance with
the City of Red Wing Personnel Policy Manual.
III. The Chief of Police will have the authority and responsibility for administrating
the department's role in the promotion process including, but not limited to:
A) Conducting an oral interview with the selected candidate, prior to appointment
to probationary status concerning position related expectations.
B) Providing procedures for review and appeal of results for each promotional
element by candidates.
C) Ensure that those on probationary status are closely observed and evaluated
during the duration of the probationary period.
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PROMOTIONS — POLICY 1004