5. Police Chief Qualificationsul
su.
..... M Past Office .fox 1 - Kalispell, Montana 9903-199 - Telephone 7 - 000 Fax -
REPORT TO: Honorable Mayor and City Council
FROM* James H. Patrick, City Manager
SUBJECT: Review of Police Chief Qualifications.
MEETING DATE; July 10, 200
BACKGROUND: In spite of our efforts to keep Chief Garner, he plans on retiring as early a
September. We have reviewed and updated the Chief qualifications and job description in
preparation for recruiting the next Chief. 1 have enclosed three documents: the qualifications
and advertisement, the job description, and the Police Succession flan for your review.
Monday evening I would like to review the enclosed documents with you and ensure that your
expectations are met as we try to recruit the next Police Chief.
.respectfully submitted,
James H. Patrick,, City Manager
Position: Police Chief
Deadline:
Agency: City of Kalispell, Montana
Location: Kalispell, Montana
Salary: y: ?
Qualifications: A. four year degree a v Enforcement, Political Science, Public
Administration or a related field and tea years of increasingly responsible experience in
law enforcement,, with at least five year of experience as a law enforcement supervisor or
senior law enforcement t administrator or a combination thereof. The ideal candidate will
be an experienced law enforcement professional with the skills necessary to produce
collaborative part ers .ips and develop employees while accomplishing a comprehensive
departmental mission.
The position requires a value driven leader with strong ethical standards. The selected
candidate must have a proven record of service to the community, possess excellent
communication and public relations skills, be experienced in labor manage ent relation
and have extensive experience in budget control and development. The Kalispell Police
Department Chief of Police mast have a significant history of professional
accomplishment , progressive law enforcement training and successful project
development.
Responsibilities: The City of Kalispell was incorporated in 1892 and is located in a
valley adjacent to Glacier National Park, Big Mountain Ski Resort and Flathead Lake.
Kalispell is seeking a Police Chief to lead its police department consisting of 34 swo
officers and 11 full-time and 2 part-time dispatch and support staff. The department is
organized into three divisions consisting of patrol, iaystiatioas and special as'grreats,
and dispatch and support services.
The City of Kalispell is a fast-growing community with a strong emphasis on community
policing and volunteer involvement. The Chief is responsible for the planning,
or ani Ir , developing., staffing, controlling, reviewing and budgeting of the police
department. The Police Chief is a key member of the city management team and is
responsible for maintaining collaborative partnerships with the community.
Special Conditions: Must meet all Montana Police Officer Standards and Training
requirements,, must. possess or be able to obtain a Montana driver's license at the time of
hire, must meet physical requirements and pass psychological examination.
CITY of KAL SP LL
AN EQUAL OPPORTUNITY EMPLOYER
JOB DESCRIPTION
Class Title: Police Chief
Department: Police
Salary: $599811. - $83,736 per antrum DOQ
Date: June 21, 2006
GENERAL PURPOSE:
Performs a variety of complex admi i. tr Live, supervisory and professional work in planning,
coordinating and directing the activities of the Police Department.
SUPERVISION RECEIVED:
Works under the general guidance and direction of the City Manager.
SUPERVISION EXERCISED:
Exercises supervision over all police department staff directly or through subordinate supervisors.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
Plans, coordinates, supervises and evaluates police department operations.
Develops policies and procedures for the Department in order to implement directives from the City
Manager.
Plans and implements a law enforcement program for the City in order to better carry out the policies and
goals of City Management and Council; revie ors Department ent performance and effectiveness, formulates
programs or policies to alleviate deficiencies.
Coordinates the information gathered and work accomplished by various officers; assigns officers to
special investigations as the needs arise for their specific skills.
Assures that personnel are assigned to shifts or working units which provide optimum effectiveness in
terms or current situations and circumstances governing deployment.
Evaluates evidence, witnesses, and suspects in criminal cases to correlate all aspects and to assess for
treads, similarities, or for associations with other eases.
Supervises and coordinates the preparation and presentation of an annual bud t for the Department;
directs the implementation of the department's budget, plans for and reviews spe,,cifications for new or
replaced equipment.
ent.
Directs the development and maintenance of systems, records and legal documents that provide for the
proper evaluation, control and documentation of police department operations.
Trains and develops Department personnel.
Handles grievances, maintains Departmental discipline and the conduct and general behavior or assigned
personnel.
Prepares and submits periodic reports to the City Manager regarding the Department's activities, and
prepares a variety or other reports as appropriate.
Meets with elected or appointed i ial , other law enforcement officials,, community and business
representatives and the public on all aspects of theDepartment's activities.
Attends conferences and meetings to keep abreast of current trends in the geld; represents the City Police
Department in a variety or local, county, state and other meetings.
Cooperates with County, State and Federal lain enforcement officers as appropriate where activities or the
police department are involved.
Ensures that laws and ordinances are enforced and that the public peace and safety is maintained.
COMPETENCIES:
A. Exhibits behavior consistent with the mission, vision and values or the City or Kalispell.
B. Furthers the mission, vision, and values of the City through excellent customer service, creative
problem solving, decision making and stewardship of City resources.
C. Contributes to a learn ina thi l i o/renewing department through customer feedback and$c ntinuo s
improvement.
D. Provides teaching, mentoring and motivation to other employees within the organization through the
sharing of knowledge, skills and information; is proactive in performing and improving his/her own
work and s'gests and participates in projects and activities to improve the function of the entire
organization.
E. Demonstrates emotional intelligence in day-to-day work, decision making; and problem solving.
F. Initiates and suggests actions to improve departmental and City operations, employee performance,
morale and work methods.
G. Demonstrates a commitment to provide and require excellent customer service through cooperative
team and individual efforts.
Communication
A. Provides suggestions, advice and support to supervisor, department head, other City employees,
employee teams, and the City customers.
B. Communicates effectively, troth orally and in Wilting with the supervisor, department head, City
employees, employee teams.
C. Works cooperatively with all City employees toward the common goal of providing high duality
services.
D. Exhibits excellent interpersonal and human relationship skills.
Management
A. Participates in development and mentoring of co-workers to achieve a cohesive work unit consi tent
with the City's mission, vision, and values.
B. Is accountable for the delivery or quality services and work product as a part of the overall
departmental and City-wide strategic direction, g,oals, and objectives.
C. Contributes to a superior work culture through participation in training and mentori g to develop
leadership, management and technical skills in all employees.
D. Assists fellow employees with developing and implementing programs and objectives to improve
departmental and City -vide efficiency.
E. Effectively manages multiple assignments and priorities to ensure the fulfillment of projects, tasks
and responsibilities.
F. Assists in the preparation of, and adherence to, operational and budgets and exhibits good
stewardship or the organs ation's resources.
G. Suggests and carries out procedures to assure the highest standards of risk management, ent, employee
safety and risk avoidance.
2
Technical tasks
A. Performs all job duties in compliance with the established rules and regulations and the City of
Kalispell. Demonstrates accountability and responsibility for completion of work assignments in the
absence of a department supervisor; provides responsive and timely feedback to supervisory staff on
status and progress of work activities.
B. Promotes safe work practices and ensures compliance with City safety policies.
C. Assists in the development of operating procedures, policies, rules and regulations.
D. Prepares letters, reports, requisitions, legal notices, memos, and other written documents.
E. Attends meetings, seminars, training programs, conferences and other related events.
F. Maintains individual knowledge and skills to be able to carry out all duties of position.
G. Reviews and investigates complaints and requests for s rvico s .
H. ladles other responsibilities and duties as assigned or needed.
PERIPHERAL..,, TS :
Directs investigation of major crime scenes.
Performs the duties of subordinate personnel as needed.
Analyzes and recommends improvements to equipment and facilities, as needed.
Education and Experience:
A. Graduation from a college or university with an Bachelors degree in police science, law
enforcement, criminal justice, public administration or a closely related field, and
B. Seven years of experience in police work, five years of which must lave been equivalent
to police sergeant or higher.
C. Completion of the basic law enforcement training academy or equivalent, or-,
D. an eivalent combination of education and experience.
E. Additional consideration may be given for Police officer Standard and 'gaining Certification
obtained by candidate.
Necessary Knowledge, Skills and Abilities:
.A. Thorough knowledge of modern law enforcement principles, procedures, techniques, and
equipment; Considerable knowledge of applicable laws, ordinances, and department rules and
regulations;
B. Skill in the use of the tools and equipment listed below.
C. Ability to train and supervise subordinate personnel; Ability to perform work requiring good
physical condition; Ability to communicate effectively orally and in writing; .Ability to establish
and maintain effective working relationships with subordinates, peers and supervisors; Ability to
exercise sound iudgment in evaluating situations and in making decisions; Ability to give verbal
and written instructions-, Ability to meet the special requirements listed below,
SPECIAL REQUIREMENTS
A. Must possess, or be able to obtain by time of hire, a valid State Driver's License without record of
suspension or revocation in any state;
B. ability to meetDepartment's physical standards;
C. basic law enforcement training certification or equivalent.
3
TOOLS AND EQUIPMENT USED:
Police car, police radio, radar gun, handgun and other weapons as required, side -handle baton, handcuffs,
breathalyzer, pager, first aid equipment, personal computer including word processing software.
PHYSICAL REMANDS:
The physical demands described here are representative of those that must be met by an employee to
successfully perform the essential functions of this Job. Reasonable accommodations may be made to
enable i divid als with disabilities to perform the essential functions.
'while performing; the duties of this job, the employee is frequently required to sit and talk or hear. The
employee is occasionally required to stand; calk; use ands to finer, handle, or operate objects, controls,
or tools .listed above; reach with .arid and arras; climb or balance; stoop, kneel, crotch, or craw ; and
taste or smell.
The employee must occasionally lift and/or move more than 100 pounds. Specific vision abilities required
y this job include close vision, distance vision, color vision, peripheral vision, depth perception., and the
ability to adjust focus.
WORK ENVIRONMENT:
The work environ ncnt characteristics described here are representative of those an employee encounters
while performing the essential functions of this job. Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions.
While performing the duties of this job, the ei--iplo {ee frequently works in outside weather conditions.
The employee occasionally works near moving i echan ical arts; in high, precarious places; -and with
explosives and is occasionally exposed to wet and/or humid conditions, fees or airborne particles, toxic
or caustic chemicals, extreme cold, extreme heat, and vibration.
The noise level in the work environment is usually moderate.
SELECTION GUIDELINES
Formal application, rating of education and experience; oral interview and reference check; other job
related tests may be required.
The duties listed above are intended only as illustrations of the various types of work that may be
performed. The omission of specific statenicnts of duties does not exclude them from the position if the
work is similar, related or a logical assignment to the position.
Kalispell is are Equal Opportunity Employer. In compliance with the American with Disabilities Act, the
City will provide reasonable accommodations to qualified individuals with disabilities and encourages
both prospective a d current employees to discuss potential accommodations with the employer.
The job description does not constitute an employment agreement between the employer and employee
and is subject to change m the eployer as the needs of the em plo per and re uirem ents of the j ob change.
POSTED:
CLOSES:
A CITY APPLICATION CAN BE OBTAINED ROM THE HUMAN RESOURCES
DEPARTMENT 'ITH THE CITY OF KA ,ISPEEE, 312 I T AVENUE EAST, I A. ISPE L,
MONT.ANA., ONE: 6 7 8-77 7 OR THE KALIS EEL JOB SERVICE, 427 s' AVENUE
EAST, KALIS EEE, MONTANA, PHONE (406)758-6200 OR ONLINE AT THE CITY of
KALISPELL"S WE S. TE .T: W1VW.KAL1SPELL.00.M .
Human Resources e-mail: eriil@li ll.orn
Approval:
Department Head/Supervisor
Approval:
City Manager/Hiring Authority
Reviewed:
Human Resources Director
Date:
Date:
KAUSPELL POLICE DEPARTMENT
2 -x AVE EAST PO Bob. 1 �97 KALISPELL. MT 1�5;9903
TELEPHONE (406) 758---7781, — FAX A06) 758-7799-
E-MAIL
K D(PKA ASP"L__1 ..Co�-
,
Date: May 10, 2006
`o: City Manager Jim Patrick
From: Chief of Police Frank Gamer
RE : Suceessio . Planning
Succession planning is the key to organizational stability. It is my fervent belief that
public safety departments like police and fire departments is should be institutions in their
res.pecti.ve communities. Leadership and planning are cornerstones of that stability. The
need for succession planning in these organizations is essential to consistently
accomplishing the mission of the agency and in developing smooth transitions as
departments grow and charge.
`here can never be a leadership vacuum. or a lack of qualified candidates it any of the
core task fields or training regiments. To that end I have attempted to identify the core
task and training areas of concern and then further I have identified the means by which
we have planned for successlon it those areas.
We don't ever get to be closed for inventory. We have consistently treated succession as
a journey rather than a destination. It is a continuous process that is essential to
inaintaininor the confidence and trust off'the community. Some of the key elements of our
succession plan require multiple employees to share key tasks so that the skill. doesn-/t
Leave the department when the person toes, continual training in anticipation offuture
reeds and the chance for others to serve i "acting" positions to give them .much needed
experience before they serve full time in any one position.
1 have identified the key areas of concern by division and then provided the succession
plan for each.. The outline includes the key areas -of responsibility and training in the
department.
-ANT CHIEF C)F POLICE
Patrol Division
Patrol Lieutenant
Core Duties
The Patrol Lieutenant's duties include direct supervisory control f all patrol supervisors
and officers as well as the entire traffic unit. The Lieutenant is also in charge of all
training lannin and documentation, shift scheduling and patrol, use of force and pursuit
review, complaint investigation, productivity monitoring critical incident management
and supervision oft e special response team.
Succession Aan
An important part of our succession planning is that others share the core position
responsibilities to ensure those shills don't leave when the person does. Two sergeants
and one support staff person share the responsibility of maintaining the ele trom'
scheduling; one support staff person shares the responsibility of matntaining training
records, one support staff person assists with maintaining the records associated with use
f force and pursuit reviews. The special response team members and department
supervisors receive incident command system training. The negotiating and tactical
teams train with the Lieutenant as units. Most tasks are shared with supervisors and one
sergeant has served as acting Lieutenant and is familiar with all related tasks. All
supervisors are eventually given mid -level manager and first line supervision training in
addition in anticipation of future reeds.
Sergeant
Fore Duties
Motivate, evaluate, advise, train and direct patrol officers. flue to the size of shifts,
supervisors mast also serve in the role of patrol officer, taking their share of calls
and investigations.. etc.
Succession Plan
Line officers are required to take certifiedfirst .fine supervisor training before they can
serve as a supervisor. officers also participate in the department's leadership institute
prior to testing for sergeant. The institute provides technical and. leadership training from
a number of presenters. Additionally the department has developed acting supervisor
positions that give patrol officers the opportunity to serve as a supervisor for abbreviated
periods. This Provides valuable experience for future sergeants.
Entry-level Patrol Officer
Core Duties
Routine patrol, enforce traffic regulations, investigate .eeide .ts, investigate criminal
al
complaints, respond to calls for service, make arrests, write reports', and. testify in court.
K ok€SPE-LL POLICE-- E-PAR- IE- -{"
2
Succession Tlan
The -department has developed a reserve officer program that will provide experience and
training to volunteer officers. Some of them will be hired as entry-level officers. .cers. The
department has sponsored an internship program for years in an attempt to recruit high
school and college students and the department has encouraged a number of local
students to attend the state Junior police academy in Helena. The department also has an
outreach through its website for candidates and is continually recruiting police officers
from other agencies In hopes ofmaintaining a qualified candidate pool.
Special Response Team
Core Duties
The department has seven members in the unit currently. The unit specializes in high -
risk search warrant and arrest warrant service, barricaded suspect apprehension', s lcide
intervention and hostage rescue. The unit uses special tactics and equipment to
accomplish its mission. They also receive training In the incident command system.
Succession Aan
Officers are encouraged to express their interest In specialized units early in their careers
so that they can be sent to related training before they may be eligible to apply to the
unit. The department is hosting a SWAT basic training course this s m.iner .gin hopes o
providing it to as many officers as possible. Interested officers are allowed to attend unit
training when possible.
Trainers
Fore Duties
A .number of core areas have been .1dcntified where the department must maintain
instructors for the pose of providing regular training. Those areas include the field
training program, :firearms, handcuffing, O.C. spray, ASP baton, Taser, Emergency
driving, PIS` .maneuver, Intoxilyzer and less lethal munitions.
Succession Pfa
The department maintains multiple instructors in each discipline and continues to recruit
and train instructors to maintain the staffing numbers. 'rhe number of trainers in each
discipline is as follows:
FO-5
Firearms - 5
Cuffing -
0,C. -
Baton - 5
T sr - 3
Driving -
PIT —
ox — 3
k`= GAS/less lethal - 1.
K.x k 3 L- 0LJ � EE-PAR INIE -T PAGE 3
Dispatch/support staff
ACOP
Fore Duties
The Assistant Chief of Police has direct supervisory control of dispatch, animal control
and parking units, includes hiring, discipline and scheduling. The ACOP also has direct
control of capital and equipment purchases and building maintenance. The ACOP
position insides responsibility for the Northern Tier radio network. development and
participation in site review as well as assuming Acting Chief duties when necessary. In
addition. the ACOP manages the hiring; procedures for dispatchers and police officers
including written and physical testing.
Succession Tfa
As in other positions many of the core duties for the position are shared with others in the
department. The department has developed certified training proctors in the department
to assist with police officer hiring and. the dispatch trainer assists with dispatcher hiring
protocol. The department has recently trained several employees on the location and
issues related to radio and phone infrastructure as well as emergency electrical supply
components.
Trainer/TAC
Core Duties
The head trainer in. dispatch i.s responsible for assisting with hiring and scheduling,
training programs and all dispatch qualification, auditing and TAC related duties.
Succession Tfa
The department has continually maintained an assistant TAC position. The assistant
TAC assists in all TAC and trainer related duties. Other dispatchers also share in CHN
and NCIC related duties and a da ng requirements.
Dispatcher
Core Duties
Dispatchers answer administrative and --1 calls for service. They monitor multiple
data bases, monitor officer safety, provide assistance to officers as requested, enter ticket
data, monitor security cameras, monitor officers during booking; and produce related
.recordings and dispatch over twenty-one thousand calls for service per year.
Suceessi u At
The department maintains part-time dispatchers that fill in as needed and that often are
hired as FTEs when openings occur. Part of the succession plan involves planning for a
county wide communications center and - I - I consolidation.
{
SPA
Animal Warden
Fore Duties
Answering calls for service related to animal complaints, routine patrol, enforce anlimal
regulations, monitors stolen bikes, helps with traffic control and parking enforcement as
needed.
S.ccessn Tf.n
Succession planning is difficult in this position due to its unique nature and the
specialization involved. he department has identified at least one qualified candidate
that has served on a part time basis that could fill the position in the future.
Parking
There is some duplication of duties in the parking commission that would assist in
maintainmg institutional knowledge in this area. However there is only one enforcement
officer and he currently has no replacement i .enti red.
DetectiveslSpecial Assignments
Lieutenant
Core Duties
The Detective Lieutenant's responsibilities include supervising and assigning cases
within the detective division, s ery si .� tie major ease -unit, the schoolresource officers
and the drub; .investigator. The Lieutenant must monitor evidence Dandling and
processing., carry a case load and participate in assignment selection and hiring as
necessary.
,succession Fran
The duties of the Lieutenant are shared within the division to promote contIn lty and t
ensure smooth future succession. ' he senior detective sergeant fills in for the lieutenant
and is farni .xar with all duties and responsibilities. In addition all potential candidates
.receive police supervision. training.
Detective
Core Dws
Investigate crimes as assIgned, assist in crime scene .processing, conduct interviews.
make arrests; write reports and testify as necessary.
Succession fa
The department has one full time rotating detective position in the department. This
gives the department e.n.t a chance to evaluate future candidates as they .rotate through the
position and gives the candidate more specific experience in investigations. The
department also assigns one patrol officer to work in detectives every Monday to give
them practical and supervised experience. The department also provides special
investigation training to interested officers throughout their careers and officers receive
valuable experience while serving in special assignments like the major ease unit.
MC'U
Core Duties
Members of the Major or Case Unit MCU are responsible for processing major crime
scenes. Their duties include all disciplines necessary to process a crime scene including
photography, evidence handling and processing, crime scene sketching and fingerprintincy
and DNA recovery.
,succession Tfan
Officers assigned to MCU have full-time duties other than investI ations. This provides
them with professional development and provides the city with officers that have better
than average skills in crime scene processing. At least two officers are trained in each
disci finc (photography,, fingerprinting etc.) to maintain continuity. The d e artment
attempts to maintain seven or more officers in the unit continually.
SRO
Core Duties
School Resource officers S s are responsible le for all police duties including arrests
and investigations on school property as assigned. They also serve as teachers on police
procedures in classroom and they work with school staff on. counseling issues.
Succession Plan
Potentlai future SRO candidates are identIfied long before the officers currently serving
in that role have left their assignments in the schools. S . s are given training specific c to
the assignment and are placed with current SRos to gain practical experience. Three
future candidates have already been identified and are scheduled to attend training this
year, to include basic SWAT training. They .have already served with the cuffe .t SROs.
Drug Investigations
Core Duties
Officers assigned to the Northwest Drug Task Force have the responsibility to investigate
major drug crimes, snake arrests, conduct surveillance, process evidence and provide
public education on drug related issUes.
Succession Pin
Officers are given the opportunity through training audits to identify their interest in drug
investigations early in their career. As a result they are given specialized drub; training
and. when possible future candidates are allowed to vvork with the drug team to gain
experience.
6
Evidence Custodian
Core Dube
Maintain department evidence. assist MCU in crime scene processing, process evidence.,
assist with court discovery requests, and or -ward evidence to the crime lab. Maintains
department training records and provides clen-cal support for the patrol lieutenant.
Succession Tian
The department is attempting to promote cross training between support staff to ensure
succession planning in this area. Two employees will share training and experience in
key tasks like evidence processing.
Detective SererT
Core Duties
Duties include correspondence, transcription of interviews; traffic accident report filing
and monitoring. sex offender registration, fingerprinting as requesting, data entry and
time sheet monitoring. Some consolidation of duties between this position and the
evidence clerk position will need to occur when the department expands .into additional
work space to improve c..fi.c.lencies.
Succession P(.n
All support staff positions will receive training in core tasks to ensure that at .least two
employees are familiar with those duties. A detective is currently assigned to monitor
sex offender registration and is familiar with the duties involved. patrol officers also
assist in rnoni.toring registered offenders. More work is necessary with regard to cross
training on time sheet posting.
Administrative
Chief of Police
Fore Dees
Planning, organizing,, developing, staffing,, ng,, controlling, reviewing and budgeting for the
department. Key dutles include monitoring of budget, policy; hiring., training and
planning programs.
`u.ccessi n Aa
All core administrative duties have been incorporated into teams to improve decision
making and to .maintain organizational stability. Most core tasks are placed on project
sheets that can be reviewed historically and the department treats most complicated
administrative decisions as processes with specific goals and outcomes. This allows for
multiple employee involvement and for perpetuation of the decision making process
beyond individual personalities. All mid -level managers are given the best leadership
and. management training available. To include F.B.I. national and regional academy
training,, police management and supervision training and numerous regional and natIonal
leadership ..ip training opportunities. The department also engaged the midlevel managers in
a best practices project in an attempt to avoid organizational stagnation. The managers
visited other regional departments and sha ed information with their peers on best police
practices in their core areas of responsibilities.
Records Manager
Core Duties
The Records Manager's core duties include managing the department's computer
networks-, case management system, computer aided dispatch system., auditing coding.
data entry, correspondence, statistical reporting, budgeting and biRling,
Succession P(an
The development of the computer services position in the city has helped provide support
for the computer component of records in the police department. In addition this position
will share in. cross training with our evidence position and the detective secretary on key
tasks. Two or more w ..X share training in key responsibilities like computer networking,
coding and crime reporting.
SPADE