Agenda - Council - 02/25/1997 - Laserfiche WebLink

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A number of people said they would not have recommended the Sergeant for the ChieFs position in years past. When he was appointed Sergeant, there was a rough transition period. No one, including him, knew exactly what a sergeant was supposed to do and he came across as authoritarian and heavy handed. With the blessing of the Chief, the officers shared their concerns with the Sergeant. He listened and responded by adapting his style. It is his willingness and his ability to change for the betterment of the department, employees say, that gives them confidence they can work with him as Chief. They have a history of shared problem solving that gives them a good foundation for confronting challenges in the future. People inside and outside the department say that the way this position is filled will send a message to all City employees. If a qualified insider is passed over, they say, morale will plummet. There will be no incentive to keep growing professionally if there is no chance for advancement inside the organization. Officers were asked about the importance of formal education. How can the City require less formal education from its Police Chief than from its Police Officers? How will rookies feel about working for someone who has less formal education than they do? Overwhelmingly, people agreed that education was important but that credentials are no guarantee of success in the position. Common sense, street experience and open mindedness are more important than a degree, although it was agreed that over time education and training will become increasingly important in the Police Chief's position. As for rookies, several people said that once new officers are exposed to the Sergeant's skills on the street, they respect him, regardless of his educational background. STAFF RECOMMENDATIONS Based on the overwhelming consistency of the information gathered during interviews, most of which lasted for 45 to 60 minutes, there appears to be no compelling reason to fill the Police Chief opening from outside the organization. The department does not appear to be "broken" at this point, and making change for the sake of change seems to have more costs than benefits. Staff recommends that the City Council conduct an interview process with Sergeant David Gustafson and any other internal candidates who come forward for the Police Chief position. Given the current job description, it is assumed there will be only one internal candidate but the process must allow for others. The goals of the process would be: * That City Council and City staff work with the Police Chief candidate to clearly establish expectations for the department and the Police Chief; 12