Professional Documents
Culture Documents
PRESENTATION TO COMI\IITTEE ON
ffi= clt y oF
PEORIA
RecortnnrtENDATrotrs
To Drvenstrv PeontR
NAME
Al Hooks, Co-Chair:
Rita Ali, Co-Chair:
Tony Ardis:
Debra Bush:
Daniel Duncan:
Mike Eddlemon:
Phillip Maclin:
James McCoy:
Lynn Pearson:
Lisa Snow:
TABLE OF CONTENTS
EXECUTIVE SUMMARY
The Committee on Police & Fire Diversity appointed a Subcommittee to analyze the
problem of low minority representation among commissioned police and fire personnel.
The Subcommittee, consisting of an tnclusive group of city and community
reoresentatives, conducted a four-month comprehensive study to explore issues
relating to the lack of minority hires among commissioned police officers and firefighters
in the City of Peoria. Multiple problems were identified as systematic conditions that
have an adverse impact on the hiring of minority candidates: (1) ineffective recruitment
and outreach processes. (2) score-based ranking systems' (3) lack of priority
considerations given to City of Peoria residents or minorities, (4) no existing police or
fire cadet programs, and (5) no minority participants in the Fire Department Explorers
program.
The Subcommittee proposed the following 10 recommendations aimed to increase the
hiring of minorities in police officer and firefighter positions,
and fire personnel. The need to act on these recommendations with a sense of urgency
is highly encouraged.
PROBLEM IDENTIFICATION
The Police and Fire departments have 18.6% and
14o/o
minority representationl,
respectively, among the commissioned workforce. Census data shows the city of
Peoria is approximately 407o minority2. As requested by the Subcommittee on
Police and Fire Diversity, we have conducted in-depth analyses of the city of
Peoria current employment results and the process for the selection of Peoria
police officers and firefighters. We were asked to identify those issues that
contributed to the minority gap between the Census and Peoria Police and Fire
departments data and to make recommendations to solve this disparity. Based on
our review, the following problems have been identified as significant barriers to
increasing the representation of minorities among Police and Fire departments'
commissioned personnel.
1.
The Fire Department selection process has resulted in the hiring of only one
African American out of the 74 firefighters hired in the last ten years. Notably,
the one African American was hired only after a lawsuit was filed against the City
of Peoria.
4. The Police and Fire Departments' candidate selection processes do not grant
priority considerations for City of Peoria residents or minorities.
Police Department Employee Report, July 2015; Fire Department Employee Report, March 2015.
RECOMMENDATIONS
The following recommendations, according to the Subcommittee. represent the City's best
opportunity for reaching the ten-year vision of having a commissioned police and fire workforce
that mirrors the demographics of the City of Peoria.
Recommendation #'l :
Recommendation #2:
Recommendation #3:
Recommendation *4:
Recommendation #5:
Recommendation 16:
Recommendation #7:
Recommendation #8:
Recommendation #g:
Recommendation *10:
PLACEMENT GOALS
The 10-year vision of creating a diverse workforce lhat mirrors the demographics of the
city can only be achieved through the establishment of annual placement goals which
placement goals:
'I
2.
Placement goals are not used to supersede merit selection principles, nor do
they require the Cily to hire a person who lacks qualifications to perform the
job successfully or hire a less qualified person in preference to a more
oualified one.
Placement goals are not quotas that must be met, nor are lhey to be
considered as either a ceiling or a floor for the employment of particular groups.
1.
CONCLUSION
The adhoc Subcommittee on Police & Fire Diversity concluded its work on September
29, 2015 with unanimous support for the recommendations proposed herein. The group
encourages city leaders to give serious and urgent atlentaon lo the problem that has
been identified, whereas, significant gaps exist in the hiring of minority candidates for
City of Peoria commissioned police and fire positions. Notably, significant gaps also
exist in the hiring of female candidates. ldeally, the workforce of the city should mirror
the demographics of the residents of that city. Among commissioned police and fire
personnel, there is a misalignment with this ideal scenario.
methodical. and effective effort to turn this situation around. Yet, there is no time like the
present to take the necessary steps toward progress in this area.
Our vision is that the City of Peoria can put in place hiring pools and
selection processes that consistently provide a qualified, diverse workforce
that mirrors the city's demographics for the Police and Fire Departments. We
believe that, given sufficient commitment to this goal, the vision can be
LIST OF EXHIBITS
A
Exhibit B
Exhibit C
Exhibit D
Exhibit E
Exhibit F
Exhibit G
Exhibit H
Exhibit I
Exhibit J
Exhibit K
Exhibit L
Exhibit
EXHIBITA
City of Peoria Employment Analysis
o
o
I
t,z
o
UJF
o.2
tt
o=
uJ
?q
\-
oE
-f
trJ
=
E-l
l&,rcshsl
6l6l2dJ5
'2lnno'l/'
7 whlte
3
M.la!
whiG M.ls
309:l4.Usl
SlEl2@'o 8 whit! MiLs
lohSlzfi}E 6 Whltr M.Ls
2ft-2l$|td
sl2vmm
Whlt MeLs
An-17lllt d
6ll6l20f,N 12 whftc M.hs
6/''812g8 3 whilc M.bs
1o/2or08 1 gsc* M.l
l
Whitc M.la
2OlG 10 Hhrd
4ltglzOlo
2O1r
-9 Hk d
2ll1:l
8&n0:l
9
10
tirhh! M.hs
gwhi&M.hs
Hl'|d
tlL2l2012
tolvmlz
lwhitrM.h
glfllmn
eh$trt
qrVz0r4
Whit! Mehs
5 Whitl Malcs
5 Whlte
M.h3
lll
Era
EI
9F
>:
!!
UJ
.,I F F F F F F F F F F F F |r'|
F F F F F F F F E E i E
tr E tr tr tr tr
i r r r r r r tr r r - - r - E r - r =I - I I I I I
Fr - -
di
FF
Fn
F5
EN
>
- -= -= -= 3= 3 3 3 3 33
TU
333333
33 3 3 3 3 3 3 3 3 3 3 3
EI
ot
ol
arl
Gl
CI
zz
EI
FF
ol
|!I
zz
99
EI
!rl
FI
lrl
ol
?le
ss
xt ragv
I I I I I I 8 F AE EAAAAAQQAQAA
iless s ssess
(o to (o \l} N N O @
{, '4,
sSS gSSSSSSSSSS
333
aO
qp
3 3 SSB
Eu6u6E
tc,E4,C,ECC,
H H H E cc H c G E d d E G d c G c d & & c c 6 G d cE &
.,H H H
". Z-Z-2-ZY
H
E
H
H
HPH
F
E
E
E
E
E
r
r E
I H
EE
EE
! H
r E
r E
r
r
r
r
r
r
O (, O
i
O O t9 (, r (, r t(9 t (9
(9
(9
(,
glz
o
2
Z
o
o
=l z
I 9 I I I 9I 99I 999
9. 72
94
ZP
EIZZZP
lrJ trJ lrJ tr' ir'| lrJ l! g.l uJ 14, lrJ t! ur {J r! |rJ ll, lrJ uJ lfl L! trJ lr! !'
ts tr t r qt -u--EEEEEEEEEEces-
E
e E-- e
aaGr
==
n44I
-e
==
Eee
===* A
===
**
>>:>>
5 4
-E
!!F
- - E T :r I - I T T { I : I I I T - I I I T T I -=--333333d333333333333333333333
Fo
EF
I E I I I I -
&
ro
lrn
|90
i:o
Er{
=
o-
*I
z
tr
z
6
4
a o o o o o o d -r F Fr H H 6 F n.!
BSSSsSSSSSSSSSSSSSSSS6EESEESE$ES
BEBBBI BEBBFFBBBBEBBBBBEEEEEBEEEd
.< Fl rl
-t
Fl r< .{
r'{
r'a r{
fl
t_l d
ti
L,
(J
c c & 6 4 ac e cc E e
E
e c. 6
e & 6
e & c 6 G
e c, 4, E 4
r!ua e
uJ !! tr, u, lrJ ur t.o r! r! ur rrJ
r! e
ur c,
t e
!!
!.J !r !u lrr
-trurEI-ui sJ
F !r,
F sJ
E l!
FF sJ !r.r
FFF
F F F FF F F F F F F F F F
++r?
9 oe9es u: I1! 99
I[ Irr 999
e99e9
u- u- 9.e
l! r!
l! l! Ig- 99
lJ. !! Ilr 99
[ ai 999
r.r- ra lr. E r! |t |!
|l rt r! 99
tr
d tr
E tr
tr t!
ur r!
uj rJ t! r! sJ llJ trj t! sr uJ uJ u t! ul lrl !llJr uJ uJ r! trJ lr'l llr l! gJ lr, uJ t r
A A - E
c. 4 4 4 c d oE 4 aa 4 oE e c, a c c e E t
-
r!
t!
t!
t!
t!
|!
t!
..r
rrr
c 4 G 4 4 c d e e
E===>=>>=>>>=E
a
ut ur 9, u,
E n st !J r.r tr, tr'l w ur
r.J r.r,
-=!
,r!F FFFFFFFFEEtrEtrE
u,
Fg ==ii==ii======
6e ='3']3'''';3;3
I
!0
4o
ER
c
a!
EA
gE
99
==
FE
gggg$gg$g$Eg
!t tt tl !t tta{ al .\a tt
61 6t a{ i! F,
d-ai?l
.iFr
Fl-F
>>:r;tt>>>>>>>
-r
EE556EEE:5SEES
SESESEEfrEEETfi6
EEEEEEEEEEEEEE
HHHHFHHHTHHHHE
i:,
':)
2005
21 Hlred
2 White Males
1 Black Male
6 white Males
412512005
sl2/2005
1 White Femab
617312005
7 White Males
rolrt l2w5
LOlr7l2W5
3 White Males
Hispanic Male
- 17 Hlred
21612006
I Slack female
2006
1 White Male
3l2Ll2m6
1 White Female
3 White Males
slu2cp,6
514l2W6
1 White Male
6l72l20p5
712412006
2007
Black Male
Males
Whlte
3
5 White Males
I White Male
13 Hlrcd
2ll2l2$07
312612007
611812007
4/9/2@7
9124/2&7 I
101221267 I
3
ZqlE
13
white Male
white Males
White Male
white Males
White Male
Elack female
white Males
Hlfld
2hu2ffi
I Black Male
2 White Males
6lt6l20p8
2 White Males
l Black Male
1 White Male
7l28l200E
e/8lzo08
1 White Female
2 White Males
tolzol200,8
2 White males
12129/2@8
white Male
Pige 2
Pofice RGcruiB
Hl'td
2o9-3lil'.d
3 Whitc
Mahs
'ilW
20rr -
H!.d
2d3 - to xltrd
201a
Whltc
Mth
14 Hlrcd
1 Hispanic Mah
M{es
6110lz0:.4 I Hlsf.dc M.l
I BLck Mrlc
6 Whft
4 White Males
9l22l2ol4
3 White
rU29l20r4 I
Bltck
Mihs
Mth
201!t - 9 Hlrcd
u9l2aL5
il?3no's
lnilNrs
1whlt
Mah
1 AsiedPacific lslandcr
61221ls
Whlte MNI
Meh
Whit M.les
2 3Ld( Mab3
I Wdt male
:'i
r,I i- F F -I F F F F F F F F F F F F F F F F Y
< -F --
IEI I I I < I I I I I I r I I I I T I I I:
,<r3
33633333] 33B3333333a
I
3;3 3 3;
B333
o
E
io
p6
\{.J
cl
EI
E9
EH gI
U;i
J
5I
zzz
'EI
REI
6e
i-: >
trtrtr
II
tul
FI
zzz
999
vt
vl
LrJ
UJ
trtrtrtr
=tz=
r.l an
.h
zzzz
2ZZZ
F,666
!!
2
=<
.<6
6.6.8&
arl
l!l
q
a. Q. s. a.
e
e.
.n e.
.n i\ e
.n e.
i\d
an .i1 .n d)
nm
._i
.r
'.o
;'.o
r" ,rr
o
;' ;
bb
<t <r
=r d
d .n
o r^,'r
6 g o o -o -a o -O ;'6 O o o 6 o; =l
;l Q Q Q Q a Q 9. e. e
Ol Vt Ui a.i c{ d ..t .{ .{ c!
E{eeQeeaQQ<
*; i
s,
e.
F- r\
l! @\D\O.O\p
q
(O Q.
(O a. A. e e. e.
.i s
<t e
!l
s.
I
- <e.s.qqs:qcq gq
.';.'i
r^ ltt'^
b-r O
.i tc) I"i.rio r'i
o o o r'.i
o c o o
.-'
!F
1 q e, e t e c 2 E c. c. E c. c. E e, c. t. 6. E 6 4 d E E 4 e I t
4
=
5IE U U U U U B E E U U E ? U U U U ? U U E U E U U ? ? ? E
;:l ;! r. !! r! O I u- E 9 t+ !!- !! !t- + 9 + !+ tl- + Lr r.! t! t! F lJ- r !+ (J (J I !!
=55H=
6 H -',- 5
HbBBbbHb3bbE6666b6
b66p
EIB
ul Lrr s r! uJ l,r.r |rl q] uJ lr, q lrl I
CLI rrr uJ uJ rrJ r! uJ t t r! l! uJ tr.J
g 9 g I sle9 s 9 u M 99s99uJ llt uJ
g
g
e g 99 99 I I I g I 9
oOOoooooooooooooo99Qooooooo9999
- d, o. o- a o- o- d a a a a d d 6- o- o. d d a- o- o- d
=)rJ
d c d o- d d a
c-
!.r !! Y uJ P 9J 9J u
6;;83i3;333;333tsd333E3d183633333
o
E
= |4
!r!
q)
=d
GV
IJF
|^r l,t
UX
=
o
-FF
zz
oo
zz
zz
o9
FFF
zz
z
9
z
6A
66
zz
trtr
zo 2
I
FFFFI--
zzz
909
ur
vl t/1 .Jl
sJ uJ t!
ze z
Itt
r,/1
lrJ
z
I\/l
2zz
999
rfr
d.
zt
96
v\ >
ur <
lx)
Frc{i.ia!
<.!
r!Od
i.a
r{ Frr!i
-{.{
;d666666c,6o66o66o=--;oooooooooo-d
- .o-' b b'.o i - ;; ; }. G .o ;' ;^l o o o o ; F i
ED
|-i.!gC)
C N
!.J
F\=q AA bd
F-
d d. d t c zt n1t
c t L E
f F.cF g tr L
"r r! qr sJ
-)-ur'::
f I !'.i I;r"@eJ
(J (J 9 v i
(J
(J
(''
(J
n
'*,
'rJuJ
9
9
rJ
9
v
U
- (J
- ,.1
(J v= |l E l: l+ :+ :: :i i':- r,/ v=
E (J (J |r lJ. + (J (J +
I + !+ F !+ !i. =
d !+ F rt =
E t--E dd.rE
!,1 5=|..{!{y1
E e tZ
6p-66bpH6Hg66bp5ts666886H5665668p
\!
uJ r,r4l r!u,, r.r t! q Er !! r! r
! ulrlrau
g g o g 9999
9
f
]=t--JJJJTTJ)
Li
e g9 c g9 9 rI qe9P
I !J 9 9 g C I C 9 I 99
J)JJJTJJ).)J)
PPg99gPP99PP99RRPR98P9R99999RPgP
=f
!.J U,|
r! !!
r.s ur
sr s, rrr ur .r, nr
r g !- u,
r4,, rr,r
rrJ
ur r.r uJ g
trtrts tr.= Ti
E
E EE
EEEtrEtr
ts EL E ObEtrE
tr'22'tr
I II
r I Ir
I I I I lI la
I E I - E I I I.r- qr - I tI
;3333333333333d=333333E3333333;9
IT
o
tl,
g
-|^
go
ts!/
a)
ER
o
=
o
'\.
zi9
zz
99
FF
z
9
zz
9e
z(,
zz
tr
FF
z
ia
c.e
zz
(9(,
66
&c
E E e _8 E F 3 E E E E -8 F -8 F E E E E E E Q.QQqqAAA!.Qt
E E a- A E A R E E A E A A E E E R A Ea- E a- A a A R E Q R R C d
88r88838888888t88888888883888388
|Y! fn rn.n rn s <l <t <l $ sl <t <l <l sl <t sl \t sl <l <t <
co
o ql ot .! (n rn rn .Yr.n
r- a\ 6 6
d H i-r ..1 .< ..t ..a H Fi
r{ r{ Fa d ?.t ri ..1 r-a ri Fl
r.a r< r-{
-a
rrr- rn- r/l- lrl- Fr i,r rr .-,r t{ <t <t <l o\ or .v !r r\,
;6600000006oaOoooooooooooooooooc
rr-
4 e c e
d sr
c. 4 c d. E e
E c.
E. E
E c.
q, E
r! a.
ur
3 cu, g, rrr u.I uJ
-t rr,| lrJ \! lrl qJ -r
- tr,
g
g uJ
-c. 9 e 9 I 9 I u
n
I
I
9
9
9
9
d
9
9
r! [ O'i u" r u F + !+ + !+ U !! U !+ !! t+ !t !+
33
Eb 6b *'b bEbbE bE bb
lrJ l! |lJ rrJ U, r., lrJ l! gJ r.J uJ !! r{ sr u/ Ul r.l
99u9999u9I99!1
J J J J
6
lr,
19
cui e.
e c d. e c G
E
tr E
s _-r
lr.r EJ rrr
"r ')-c
=
s2 9 9 9 9 ;(J
9
9
e
e.
ll + + (J U (J
$ !r F + !.l- '-)
p
566 u6 5 6 E E
6666
lr, lll |l, g, gr sJ gJ !r, !! uf !.J U, lrl
99 C I999I
9
J -J J ) J J J r
gC9
99 9I9
J J J J J J r
===
=
ooooooooooooooooooo9q9999999AA99
d. 6. d, d, o. d d o. a! d ai o. o- a! 4 d 4 o- a 4 o- a a d
ry
9C
J )
o- o. o- aL a. o c c
>::::==>:>
>::>>>
4
2
$rgJ-Yl.JY
TEHEEEUEEE
F=H?;T
<TIITIq:E-I
d3;3336333
i3?6;d
o
ul
sE|4
P5
=..
=o
Ur-
u^l
co
.,' o
o
A
zz
99
FF
zz
(99
F
d
&&
EEEsEE$ggEggggg*
<t st <t tt rt \t < rtr rtr r/t r/l rtl r/l ln tn !n
HHHFsFFEFNNNFFET=
.-: \ .r: \i. .\ .\ -\'\'\
.<
'\ -\ > ;. b. b.
E88888:833toaooo
EEEtrEtrEtrEEEEtsEEE
5rfffl)>>f>3>:ff>
g, c E c. c
E e c c, e,
e.
c. c c
IJ
(J c.
L, (J IJ (J (, !, 4
IJ|J(,99
L,u(,
PPHPPHEUHHEEEHP.
ql uJ Et |r, Ls L! UJ l! lrJ llJ l!
g u 999
99!29!l
trJ
9u9999
ddddddddddsEsEFs
s%ssfdfd
a
o
:i*?$srv'co
(o.,
ro-
t, a
o JA
o
2eu
o
rrr
o
ET
U
=J
efr
fr
?,, =p
=
R
.ft=-!g
==
u
-
o
IJJ
o.
+Eulr-i"i:=
=>
s ,$5$p*u
s5:-i-;d
ss
(o<f
oqn
Fl 6
ooF{
ltJ
IOE
o
IL
gl
Y sf
F{
nix=--
o)|n
r{ r-l
u.) rt
o o
N
3 o
g tr
& -t=
o
|rJ
L
.g
o
rJ
lo
r,|.
JL
T'
e
;
E
E;
o -q.=(otA'=F
Ft
-g
='=rJ
3 BEa=<<
<u9
=,8
E"
o
o
zo
dtt
tO
a
3
o
-7
Str
t-
oF
uJ
H:
tr- F
o;
E.
;io
It
rF
rF
IL
(a
lu
g
I
lrl
=
=
$xc.t=-
o
gt
r Ro
o
co
0l
?$g**
J oF
G'
3t,
c,
Tgo=o
wu?500r<
=qB*
e-r'
e8'Ffi H*F
o
$x-s!
*fF
3
E
t
- x u L**$
f,:
,
o
E
at
o,
-a
E
ul
!
o
|!
.E
E
o
F
Eo-FN
$$*
i
5
a
E
Fo
E
g
RF
ss
(o9
9R
ss
oo
F@
UT
!s
E
N@
Io
FF
S
-
ol(\l
.9
F o-
*
Ei==F
E #=
->R
sfE
t$s'E s
H
gg
E-
EXHIBIT B
NUMBER
RACE
White
African American
Hispanic
Asian
Other Mixed
Native American
179
29
5
6
1
00
%o
CENSUS %
60.4
26.9
4.9
4.6
3.6
0.3
81.4
13.2
2.2
2.7
0.45
Number
173
23
2
3
0
0
%
86.1
11.4
0.9
1.5
Census
60.4
26.9
4.9
4.6
J.O
0.3
7o
EXHIBIT G
Public Safety Career Fair
l'eoria
PEORIA
ANNOUNCING
CITY OF PEORIA PUBLIC SAFETY CAREER FAIR
Sponsored by the NAACP
Thursday, July 30,2015
5:00 p.m. - 8:00 p.m.
101 N. MacArthur Highway
Peoria, lL 61605
We will be laking applications for the positions listed below. Representatives from each department will be
availabfe to answer any questions during the Career Fai.
the five (5) years preceding the time the Department begins to use full-time firefighlers
eOUCeitON' Minimum: Graduation from High School or GED equivalency accepled. Prefer candidates with Ftre
(EMT)
Science coLtege courses or degree in Fire Science or related field, and emergency medicl lechnician
certiflcation.
@icopyoftheapp|icant'scertifiedbirthcertificate,(copyofregistered
license. and a copy of high school diploma. high school
hospital copy with footprints), copy ol driveis
"ofGED certificate (Even if you have a coilege degree)
transcript, or
cerl,f"ale,
is
enforcement sludies at an accredited college or university. Cannol have attained age 35
Human
See
lhe
police
prior
experience
municipal
with
for
individuals
submitted. (By State statute, exceptions made
gOijieilON,
with
copy-oftheapP|ican!'scertifiedbirticertificate,(copyof
;$stered
c"rlif,cat", not hospital copy with footprints), copy oJ dnver's lacense, and a copy of high school diploma'
9-1-1 DisPatcher
citizens calls; performs emergency medical dispatching and perform call-taking functions.
REOUIREMENTS: High school diploma or GEDi typing speed of 45wpm; radio or telephone communrcatron courses
helpful. prlor related dispatcning experience desirable; experience in multi-tasking jobs a plus; equivalent combination
o{ education and experience considered; must pass computetized telecommunicalor test and oral inlerview; selected
candidate must successfully pass background investigation conducted by the Police Deparlment.
APPLICATION OEADLINE: Open Unlal Filled
'4''
t'
!t
lrl
Cf,
:-
(.)
-;
/-
- :-!'t /1,
a .-
-==l
232:i
= i:,
'-, ea
j
nEii
:_!l
- i=t:
i*
>=
.0 ,,,
=+
==t
;rJU
zi
2,
*=
iz=
a==;:i
=.=a=+.,== iz'2t Z=.
: t'
.,, LzEt z'7': =i=='t:iS,
i
=.r:
=z
n':12>'<iZ? ti=iz=;. >E
E--l:.7=a-'3;-:
j,:
=anr:-.,
d
'i:<SZ
'
,-"'
-=;<
\,.=.i.
ua'
E!E#
.'
i.j;=
:-\L,'=
i s
:
E
=
-c.:=2.
! (-c=
.*
;it;z4z
ss,;G,"rt.)
\--.c=t?-7,
\<.,
*E
p5o t4^
:=
3
Sn
'5
.e
i.-.tR
.x|.
U)
::
?.t.e,
d
\,'1
iE*E
i:
\?i 'i: =l
^la=
-i-=
-.--
=-
2a
(r)
v: F l7
>.
U)
=r,,n
=,iil'3.?l
z' *=F
't= "
!-
,, '? t
il!,.t ')
-c=-a
tr2t -= =
;!t:'-'1
X .
.=i..9
:i=2
'24.
.aE'^
-';.i-
_:1
c
.!j ':'
==!a
ir=Z
Z7,iii
2
i.iaii-*=t:t'al',r
'n
=
svaa
-=:,,1
iizZi
iZi?z
-=.
i?:Z--
av -=
..;.
?
-:
-Z-,
zE='.i 31i:=
a=Zi'?
=.-^eu-;=='=
-'L',
!,-
==Gztdz>Z6a>=i
z a !-:='=
e i 2F,
2 = 9 == ; = t z';=
2??'2t'
ti+?li
Ea') u
t.J
..7,
:ri _
e=
?as"+
cix,e)-.=
-s.=
F i:.e'r
? r,=.1
'.iFl-L
=.^:;sF,?+=
\\-
.-t
a)
-5
'tr
EXHIBIT E
Frequency of Fire Department
Testing / Interview Panel
.
.
written examanation
october.TheApriIexamprovidesCo||egeandUniversitybasedstudentstoparticipateintheprocess
oPportunity for
right before Sraduation. A second examination in Octobr Provides an additional
first
examination'
in
the
pirticipants in the event of a less than desirable outcome is obtained
takinS thas agility test in Peoria
Due to the peoria Fire Depanment's CPAT certification level; applicants
program
is designed to Senerate
can utilize the successful completion statewide. Additionally, this
revenue for the City of Peoria. TestinS four (4) times a year is recommended
ThePresidentsofLoca|50andtheMFFAPsha||se|ectthememberfromthebody.|fthePresidents
regarding the member from the body'
from each organization are unable to come to a ioint decision
vote if lhe Presidents are unable to aSree
Fire chief shall break the tie by casting his/her
then the
EXHIBIT F
City of Peoria Police DePartment
Recruitment Plan
/.,r, ,rililt,\/.t,t
ill ltf .r
,lr,rt
i,: i'l;lli:lr.
i,r i'i,i'it
ItjiilitIlrt
i,ic;li
trr I ;1(;t l:
The Potice Department is scheduling the next Potice Entry Exam tentativety for the
month of October 2015. During 7014, in anticipation of the January 2014 test; a new
recruitment strategy was imptemented. This recruitment plan was developed
specificatty to attract minority and protected class individuats. lt is the goal of the
Potice Department to emptoy a diverse group of police officers who are
representative of the city's poputation. The 2014 recruitment plan witl be utilized for
the current recruitment effort. The 2015 ptan witl inctuded the following strategy
comDonents:
.
.
.
Posting bittboards throughout the city to advertise the position and attract
quatified candidates
.
.
.
.
.
.
.
.
A long term recruitment strategy is to continue to grow the Potice Explorer Program.
We feel that young people who spend time in the program will develop a strong
interest in the policing profession and will be more tikety to apply for a full time
positon when they reach the appropriate age. The program is focused on teaching
policing techniques and growing a social conscious for our area youth. Those
individuals who choose to appty and are hired by Peoria witt be better prepared for
the rigors of law enforcement and those who choose another career path wilt have a
better understanding of the commitment and challenges associated with being a
police officer, which ultimatety hetps buitd a positive relationship between the potice
and citizens.
A great deat of effort has already been put forth to buitd a sotid foundation for a
recruitment strategy; however, we are very open to ideas and suggestions which witl
increase the number of quatified minority and protected ctass applicants and hetp
those applicants succeed in the process.
EXHIBIT G
Peoria Fire Department Cadet Program
Preoared bv:
President Peoria FirefighteIs Union Local 50 Fire Captain Tony Ardis
President Afro American Fire fighters Association of Peoria Fire captain rames Mccoy
Peoria tire Degartment tire Administration Division Chief Phillip Maclin
or Pronn
This Droposal reintroduces the cadet ptogram. The cadet program was disbanded trom the Peoria Fite
Department well over twenty years ago. The cadet program served as an active component of the
peoria tirefighrer professional developmental process. To lhis date three of the five cadts are Eaintully
by the city of Peoria as professionalfirefiShters. Those cadets each, have over 21 years of
employed
OI
The fire department has a commissioned slaff of 201 highly trained and skilled petsonnel Over
not residenls of the City of Peoria. Taking into consideration the staft
alfotment for the fire deparlment ot 201, 128 fire department employee's uepresenting 64% ol
the lirc deportment worklorce) rcsades within the Seosraphical boundaries of Peoria. 73 fire
department employee's (reprcsenting j6% ol the lirc deportment's workforce) currenlly reside
70 % of lhose hired, were
department,s current demographic level does not reflect the demographics of the city of Peoria.
DemorraDhic
of Peoria
Caucasian
62.4%
26.9%
4.9 %
4.6 %
0.3 %
2.2 %
Hispanic
Asian
Native Ametican
Other
.007 %
.01 %
0.0 %
0.0 %
current staffing level re{lects commirsioned staff of 171 Caucasians, 23 Black Or African
American,3 Asians, 2, Hispanics,0 Native American and o other. only 2 females are represented
from the 201 commissioned personnel. The tast hired member from lhe protective clasr
(17)years ago
occurred seven (7) years ago. The last female hired, occurred seventeen
opportunities upon
tangible
lack
of
to
a
due
city
Youlh
A disconsolate teeling anrong many inner
a
contributint taclor
feeling
is
completion of high school. lt is our position that this disconsolate
the citY o{
throuthout
in the e.uption of an increased crime rate occurring in neighborhoods
Peoria.
According to the 2012 State of lllinois Department of tmployment security 2012 Annual report
on women and Minorilies in lhe ltlinois labor Force, the executive summary presented the
,'Recent res2orch
the LJ.s. Depaftment ol Lobor points to severol borriers to
folfowing:
ton
higher employment ond eornings lor minorities, pafticulorly Alticon Americons in the u.s- Such
boftierc included lowet educotionol ottoinment, prolonged unemployment stotus, undet'
rcpresentotion in high growth job secto'5 and lower occess to iobs "
opportunities.
current xtlorer Post 50 has catered to non-Peoria tesidents. This program has not been
marketed to Peoria District 150 students. This lack of marketing has created a level of alienation,
the targeted
due to a lack of awareness. The Peoria xplorer Post 50 ProSram that focuses on
youth'
citv
inner
age group from 14 to 21; has been inetfective in attracting
"employees thal were hired
As indicared in the 2013-2016 collective bargaining agreement;
place
principal
of domicile in the citY of
their
afler June 21, 1988 shall establish and maintain
peoria by the nd of their one year probationary period. At the conclusion of five full years of
lhe city
active service, they may estabIish and maintain their PrincipaI pIace of domicile within
of peoria or outside the city wilhin a twenty (20) mile radius from the Peoria Fire cenlral
Fire
headquarters. This residency clause has caused over one'third 11/3) of the Peoris
position
thal persons
is
our
lt
Peoria."
City
of
Department workforce to relocale oufside of the
being birthed, attending academia, acguiring a livin8 space and obtaining sustainable
employment;willremainwithintheCityofPeoriaduetoawell-establishedhistorical
conneciion.
PROPOSAT
on high
The Peoria xplorer Post 50 protram shall be redesigned. This restructurinS willfocus
schoo|vouthwithinthecityofPeoria'Thefocuswi||toseekoutanidentifyyoulhthatare
interested In pursurnt a career in fire service. An inilial discussion with Interim Peoria School
to assist
District 150 5uperntendent Dr. Sharon Desmoulin-Kherat; indicated that she is willing
150.
the Peoria tire Department in establishing a fire base cutriculum wilhin Dislrict
os seNing os o
Dr. Sharon oesmoulin-Kherat stated that she envisions the "fire bosed curnculum
as a
be
utilized
psthway to success." The Peoria ExPlorer Post 50 program will additionally
feeder progrant for the Peotia Fire Cadet Internship Pro8ram
According to the 2015 Niche Rankings; Peoria shool District 150 currenlly has an average
dropout rate of 19.8% an average graduation rale ol71 Oo/o lrcm its population of 13' 796
Caucasian
students. The student diversity reflects the following: 55 4 % African American'
Pacific |5|ander o'2'/.'.
24'3%, HisDanic 9.3%,o|he| 8.ook, A5i3n 1'7 %, Native American 0.4%, and
t'
Reintroduction of the Peoria fire Oepanmenl Cadet Inlernship Program shall spcifically focus
on persons residing within lhe teographical boundaries of the City of Peoria
Recruiting for the Peoria Fire Cadel lnternship Program shalltartet an ate group between ihe
ages of 18-and 21.
cadets will be enrolled in tllinois cenlral college so thal they can obtain an Associates in Applied
Fire Science Technology Degree. Discussion willensue with Mayor Jim Ardis and the Peoria
Promise Board of oirectors regarding the Peoria Promise educational5lipend. curfently Peoria
promise reimburses students upon successful complelion of courses. our Eoal is to have the
cadel's upfront educational cosls covered by the City of Peoria. The upfront cost willthen be
reimbursed by the Peoria Promise program for qualifyint students.
Due to the fact that cadets will be employees of the clty of Peoria; we will have the opportunaty
to oblain state of lllinois certificataon in emergency medical services and fire service. These
courses shall be provided by Peoria Fire Oepartmenl cenified in5tructors
The cadet inlernship wilt also involve aclualoccupational experience in the 0ivision of tire
operations. This portion of the cadet experience will make provisions for the cadets to aclually
oerform the duties o1 Peoria lirefighters by being assiEned to a fire company fot a tulltwenly'
four (241 hour shift, The cadet will obtain hands on experience while under the direcl
supervision of a company officer. Additionally cadets will also have lhe opportunity to
exprience the inner workings of the oivision of Fire Prevention and the Division of Fire TrainlnS
We have identified six of our busiest fire companies (Engine 1, Engine 2, Engine 3, tngine 4,
in which the cadets will be assigned. This assignment will assist the
cadets in gaining valuable knowledge regarding the firefighter shlft schedule and actualiob
related dulies.
A mentor will be as5igned the cadet. The menlof's responsibility will be to ensure the overall
success of the cadet. A daily lot will be maintained by the cadet for quarterly review by lhe
mentor.
The State
of
linois preference points (up to 5 pointslfor cadet experience can be used durint
firefightet.
Recruitment. The program will utili2e the Department ol Human Resources marketing
capabilities to attract applicants to the Poria fire 0epanment cadet Internship Program.
Selection of applicants will occur by an established interview panel, consistinS of city ol Peo.ia
pel9onnel.
COST
An hourly wage of 510 per houf, wilh an annual increase of 51 after a job performance
evaluation is completed. The maximum hourly rate will be s15. cadets will be responsible
for working one twenty-four (24) hour ehift per week durinS the school days and two (2)
twenty-four (24) hour shifts duting school breakt {Thanksgivint break, winter break, sprint
break, and summer break it not attending class). Estimated 1344 hours X 510 = 513,440 first
year wa8es.
.
.
.
.
Benefil rare for pan'time employee's exceedin8 1O0o hours factored at 25% of salary
(f5.79% IMRF, 7.65% FICA and Medicate and 1.56% for workers comPnsalion and
unemplovmenl) S3,360.00
Tuition cosl for Arsociate in Applied Science Fire Service Technology S135 credit hour at
minimum 12 hours per semester S1,520 x 2 semesters annually = $3,2a0
Personal protection equipment 52,445 00 includes bunker coat, bunker panls, helmet, SCBA
facepiece, suspenders, bools, gloves, nomex hood. One time cost'
uniforms which shall include the followin3: (2) cadet pants, {2}cadel uniform shirts lonB
sleeve shirts and {2} cadet shon sleeve shirts, {llcadel iacket, (1)cadet name plate. (2)
(l)
ton16;3
= $120
SUMMAIION
This proposal is designed to accommodate up to eighieen cadets. Note, we will Ieserve slots for the
Peoria Fire Explorer Post 50 program participants. Atain the explorer program willserve as
program tor the cadel internship pro8ram.
feeder
Again refe,ring to the 2012 State of lllinois Department of tmployment security 2012 Annual report
"
on women and Minorities in the lllinois Labor Force, the executive summary stales -.. o recent
high school
study from the center for Lobor Morket studies ol Northeostern lJniversity reveoled thot
hod
the
drcPout
mole
dtopouts hos disproportionotely high incorcerotion rotes, ond thot block
highest incorcerction rcte omong the three moior roce'ethnic groups'"
program; will
The peoria fire Department cadet Internship program and Peoria Erplorer Post 50
protrams
will assist
These
succers.
Drovide area students with an additional opportunity to achieve
in removing barriers in educationalattainment aod the underutili2ation in a profession that
groduces sustainabitity within the community. Additionally, it coincides with one of the city of
peoria 2019 goals o( "Grow Peorio Susiness, Jobs ond Populotion." lhis proposal provides not iust
jobs but careers for our youth; keeping them in Peoria which stabilizes our populat ion.
lllinoit plison
The first year costs are nominal in comparison to housing an individual in the State of
system, which according lo the Vera Institute of Justice has an avera8e annual cost of 538,268.00
0er inmate,
An endorsement of this proSram is an endorsement in Peoria's future'
EXHIBIT H
Peoria Police Department Gadet Program
AooEruouvt
ro
RrcnurnarNT coMMlrrEE
REPoRT
To clrY couNcll
Departmentstocommissionedpositions'Thecommittee;consistintofrepresentativesfrom
Po|ice,Fire,andNMCP,hasmetonsevera|occasionstoexplorethecurrentpractices,process,
recommendations are the fesult
and ideas for increased recruitment and hiring. The following
Report tg
of,the committee meetings and are to qe included in the final
-Qy'cj!.--
APo|icecadetProgramlsanextensionofthecurrentPoliceExp|orerProgram.TheExp|orer
ProgramhasDeenverysuccessfu|recruitingminorityandprotectedclassstudentsfromPeoria
vary due to attrition and applicant
Schools. While the numbers in the Explorer Program
80% minority and/or protected
numbers, the program averages a makeup of approximately
interest in the field of policing' lt is
class. The Explorers in our program have already shown an
anatura|progressiontonunuretheirinterestandtransitionthemtofu||timeofficerswhen
completed a college degree'
thev have reached the age of 21 and have pursued or
IntheproposedcadetPro8ram,cUrrentEXpIorerswhodemonstratetaIent,initiative,anddrive
to apply for a paid civilian part
to become a Peoria Police Officer will be given an opportunity
timeposition.Oncehired,Cadets,willworkinvariousunitsatamultitudeoftaskonthe
Department.Theywi|||earnthejobwhi|eperformingbasicpo|icefunctionssuchastraffic
contro|,crowdcontrolandrecordkeeping.TheCadetswi|lalsoattendcol|egec|assesat|CC.
ThecitYofPeoriawi|lpayforthetuitioninare|atedfie|danAssociatesDeSree.cadetswi|lbe
to pursue a Bache|or,s degree
reouired to maintain a minimum GPA and wi|| be encouraged
from an accredited college.
Cadets on the job and rate their performance
The current full time police staff will evaluate the
a||owingthedepartmenttoobservetheirpotentia|fora|awenforcementcareerwithPeoria'
pass the written and physical agility
who are approved by the chief will be required to
Cadets
!?9!!l9ynd 'ny9:!i8-?tiol!!y!Iel9C'c4
examination and medical at which time they will be placed on the hiring list to be approved by
the Fire and Police commission. As known employees, the cadets will bypass the police
interview process and will not be required to be selected from a hiring pool. This will give
cadets a much better opportunity of being hired. some of the added benefits to the city will be
the fact that the recruitment is done locally, the department will have a chance to know the
officers long before they are hired, and due to the nature of the program, loyalty to the
department and city is expected to be high in the cadets turned officers. The cadet Program
will be limited to a 3(?) year time period for each candidate. The Police Depanment is
proposing having a staff of 10 Cadets.
Estimated cost of Cadet Program
Uniforms and equiPmenU Per cadet
Insurance/IMRF; per cadet
s1893.24
3120.00
12480.00
erc4!-------@.Qq
25.593.24
s255,932.40
iefresh
accordinS to scoreThe written test will be scored for a passing score and will no lonSer be rank ordered
Police ManaSment
candidates who pass the written test with a passint score predetermined by the
order'
pool
rank
with
no
Team and Human Resources will be Placed in the
L,
EXHIBIT
-7
WHITE
.I5
MINORITY
AFRICANAMERICAN - 10
.4
HISPANIC
- I
ASIANn
L-:.-
This report provides information on the current Peoria Police Department Explorers
Program. PPD Explorers program was reaclivated by Assistant chief Eddlemon in the
winter of 20'13 after being dormant for 20 years. The Explorers program was created by
the Boys Scout of Ameriia. The sole purpose of the Explorers program underlhe Boys
scout of America is lo broaden young adults understanding and have first-hand
an
knowledge of the challenges and job skills that make up police work. PPD has added
"community
additional component with our Explorers which places a strong emphasis on
policing". The goal of this componenl is to teach future officers and members of society
oriented while developing relationships with those in the
to be more communfiy
community they serve or
lave.
of 14
To be involved in the Explorers program individuals must have reached the age
the
In
years old and have graduated from primary grade school. Students can remain
remain in the
Lxplorers program until they reach the age of 21 in which the option to
program as an advisor is a case by case selection by the sponsoring organization
durlng lunches
Recruitment tor the Explorers is done in several ways such as recruiting
During these
and job fairs al all district 150 high schools as well as all local colleges.
present lo hand oul
events PPD will have one Explorer and a PPD Explorers advisor
has been most
brochures and speak on the program. PPD have found that recruiting
successfu|bywordofmouthbyotherExp|orers.Justrecent|yPPDhaspufchaseda
banner to be used for future recruiting events of the program'
pPD Explorers meetings are mainly held at the police headquarlers unless olherwise
noted.Themeetingsareschedu|edforeveryTuesdaystartingatlsO0hrs'Theduration
'
PPD has maintained a core committed group of at least 20-25 Explorers, in whtch 11
have actually been with the program since the reactivation in 2013. These Explorers
reoresent students from Manual, Central, Richwoods, Dunlap, Bradley' lCC, Western
lllinois University, Aurora University, and Carl Sandberg College. Part of the responsibility
of the advisors in the program is to go to the schools of the Explorers and check on their
academics and offer help where assistance is needed. This is mainly done on the high
school level but tutoring is offered for both high schools and college students. Explorer
Tom Keenan, who is a second year studenl at lcc, recently spoke at a community event
in which he expressed that since being involved in the Explorers program for the last two
years, it has made him a better son, student, and person altogether. In my opinion we
|"u. nrr"rous Explorers in the program that would be failing academically and
struggling socially as well if not active in the program. PPD advrsors offer the Explorers
morelnan ;ust exposing them to the job, but teach life skills needed to help each of them,
whether they choose careers in law enforcement or not.
ln conclusion, I was asked was the success of the Explorers program based on whether
the Explorers were hired by the Peoria Police Department, and I advised them it wasn't
In my opinion, success of the program is first meeting the basic requirement of exposure
goals.
to tne jon, and second helping Explorers obtain lfe skills and achieve individual life
I believe we are on the right path to accomplish these things
L,'
EXHIBIT J
Local 50 Recruitment ProPosal
May 18ti,2015
LOCAL
50 RECRUITMENT PROPOSAL
rs5uE5
after
hiSh
schoo|'Thisfee|inSofhope|essnesswefee|isamajorcontributinSfactortothehiShcrimerateinthe
inner city nelShborhoods these youths reslde and frequnt
CONTRtEUTtNG FACTORS
'
'
prob|emsmentionedabove.chiefRusse|lpUtarenewedemphasison,,experience,,whenhiring.There
"experience" a candidate would have to move
are two problems with this policy First, in order to 8et
peofia which is in direct contradiction to the desires of many city leaders Second,
outside of the city of
we want as a Professional fire
this "experience" they are gettlng is not the lind of erperience
who had never played football would an
department. Picture the youn8 man playing JFI for a coach
experiencedhighschoo|coachratherhavetheyounBmanwhohecanteachcorrecttechniquesorthe
young
.an whi
has learned all of the wronS thinSs yet thinks he's erperienced?
r The peoria Fire Depanment Explorer program under the direction of D/c walters focused recruitment
problem with hiring volunteers. The other issue with
on the volunteer ranks. we atready discusied the
thisisnowthePeoriakidgaregettingshort-chanSedforasecondtimes|ncetheexplorerspotsare
asked D/C Walters severaltimes to male
being filed byvolunteers living outside the city' local50
never done'
presentations and recruit in Dist 150 High Schools and it was
Change in the Residency PolicY
'
PROPOSAt5
w"
proposa an
Fire Cadet
as it exists
1:'
rescue,
were to become hired. They will 8o throuSh the tralning of satching a hydrant, sarch and
picklng up th
extrication and EMS ski s. A firefighter from each house on each shift wlt! take care of
followinS
the
home
6dei in th morning for his/her shift and then droppinS them back off at
mornlng, local 50 flreflghters will pay for the cadet's food durint their shift'
to rellect the
we would also lite to see a change in th hirinS bcus of the Pollce and Fire commission
participoted in the cadet progr.m
new effort ot hirinS peoria kids. Members who have successfully
have a Paramedic
would get prefer.nce points during the hiring process regardless ofwhether they
havebenEiven.whodonotconsidertiis,obasourceofinsurance.whojustwenltobeofftuto
days.wcwantourmembrstoliveinthisgrcatcity.tastly,wesethdestruclionanddesperationin
every effort to Sivc thes kkts
the InrEr<ity youths f6ces every 5h1ft. Shame on us lf we don't make
them an attainable Soal durinS
some dlrection, some hope and purpose in their lives. we must Sive
their hiSh school years or we feel tln cycle will simply conunue'