Recommendations to Diversify

Peoria Police & Fire Personnel

City of Peoria, lllinois
Subcommittee on Police & Fire Diversity

PRESENTATION TO COMI\IITTEE ON

POI,ICE AND FIRE DTVERSITY

October 8. 2015

ffi= clt y oF

PEORIA

RecortnnrtENDATrotrs

To Drvenstrv PeontR

Polrce Ano FrnE PeRsorurueu

October 8, 2015
Subcommittee on Police and Fire Diversity

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,

, Pass-Fail Examination for Police Officer Applicants

2. Develop an Ongorng, High Priority Recruitment Plan
3. Change to Semi-Annual Testing Frequency for Police and Fire
4. Reassign the 30 points in the Fire Department Selection Process
5. Peoria City Residency Points for Police Officer Candidates
6. Establish a Public Safety Explorers Program within District 150 Schools
7. Establish Police Cadet Program
8. Establish Firefighter Cadet Program
L Annual Performance Goals, Monitoring, and Reporting
10. Diverse Interview and Criteria Panels
1

'1O-year vision lo create a

The Subcommittee identified annual goals for achieving a
diverse workforce which mirrors the demographics of the city for commisstoned police

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.

Recruitment processes and community outreach efforts do not achieve

sufficient minority representation in the Police and Fire Department
candidate selection oools.

2. The candidate selection process from the Police

and Fire departments'

pools emphasizes a score-based ranking system that has negatively
impacted minority candidates.

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.

The Fire Department's candidate points system, as previously implemented,

negatively impacted minority applicants. (Points System recently changed, as a
result of this due diligence project, to minimize this problem).
6. The Fire Department Explorers Program does not include minorities or Peoria
youth. The Police Explorers are 68% minority.

Police Department Employee Report, July 2015; Fire Department Employee Report, March 2015.

U.S. Census, 2010.

Page 3

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 :

Pass-Fail Examination for Police Officer Applicants

For police officer applicants, the written test will be scored
for a passing score and will no longer be rank ordered.
Applicants who pass the written test, with a passing score
predetermined by an inclusive police managemenl team and
the city's Human Resources Department, will be placed in
the candidale pool with no rank order. Actual scores will
remain confidenlial and will not be released to applicants or
the police agency.
Due to state statute which requires rank order selection of
firefighters, a pass-fail examination will only apply to police
officer applicants.

Recommendation #2:

Develop an Ongoing, High Priority Recruitment Plan

Detailed recruitment plans will be created or enhanced
for bolh Police and Fire with high priority given to the
recruitment of minority applicants. The plan will
describe aggressive outreach and recruitment
methods and include interview training for screening
committee members. The Police Deoartment's new
2015 Recruitment Plan was developed specifically to
attract minority and protected class individuals. lt
incorporates diverse hiring best practices and serves
to .jump start this recommendation. See Exhibit F & J.

Recommendation #3:

Change to Semi-Annual Testing Frequency for Police and Fire

Testing twice a year will give candidates more opportunity to
be placed in a hiring pool. lt will also allow the Departments
lo refresh candidate pools more frequently. Minority and
protected class candidates who have recently entered the
job market are in high demand and it is necessary for
departments to act quickly when hiring. Individuals who are
left on a list for an extended period of trme are likely to find
another employment option.

Recommendation *4:

Reassign the 30 points in the Fire Department Selection Process

The firefighter selection process allows for the assignment of up to 30
points to criterion categories for which a slight advantage would be
granted. A maximum of five (5) points may be awarded per category
(veteran status, etc.) As part of this due diligence project, an
adjustment was made to the process to grant five (5) residency points
to applicants lhat reside within the City of Peoda. This process
change was approved by the Police and Fire Commission.

Recommendation #5:

Peoria City Residency Points for Police Officer Candidates

Police Officer applicants shall have added to their composite score,
which includes both the interview conducted by the Police Department
and Fire and Police Commission, five (5) points if they have an
established residence in the City of Peoria. Applicants must have
resided in the City of Peoria for no less than a one year period (365
days) at the time of the police applicant test. Cunently the physical
agility and wntten tests are offered on the same date; if in the future
the test is offered over a period of more than one day then the first
date the test is offered will be used to calculate the one year time
oefloo.

Recommendation 16:

Establish a Public Safety Explorers Program within District 150

This program will explore careers within both police and fire (including
firefighters, police officers, dispatchers, etc.). lt is a continuation and
broadening of the Police Department "City Youth'' Explorers
initiative which has 6B% minority participation. The Fire Departmenl s
Explorers group, which currently has no minonty parlicipants, will be
modeled after the Police department group. The Public Safety
Explorers Program will be similar to Houston's C.A.S.E.Y. Program.
See Exhibits D & | for more detail.

Recommendation #7:

Establish Police Cadet Program

The Police Cadet Program is an extension of the currenl
Police Explorer Program. The Explorer Program has been
very successful recruiting minority and protected class
students from Peoria Schools. The program averages a
makeup of approximately 70% minority and/or protected
class. Current Exolorers who demonstrate talent, initiative,
and drive to become a Peoria Police Officer, will be given an
opportunity to apply for a paid civilian part{ime posation.
Once hired. Cadets, will work in various units at a multitude
of tasks on the Department. They will learn the job while
performing basic police functions such as traffic control,
crowd control and record keeping. The Cadets will also
attend college classes at lCC. See Exhibit H for further
detail and estimated cost.

Recommendation #8:

Establish Firefi ghter Cadet Program

The Firefighter Cadet Program will be similar to the Police
Cadet Program. Peoria Explorer's Program will graduate into
Firefighter Cadet Program to assure minority participation.
The redesigned program will focus on high school youth
within the City of Peoria, specifically those attending District
150 high schools. See Exhibit G for further detail and
estimated cost.

Recommendation #g:

Annual Performance Goals, Monitoring, and Repotting

Performance goals will be established, measured, and monitored to
assure that the 1O-year vision can be fulfilled. Semi-annual ptogress
reports to the public and City Council will be required fiom the Police
& Fire Commission, with support from police and fire agencies. The
first report will be due in June 2016. To assure progress and
accountability, placement goals will be incorporated to the
management evaluations of departmental chiefs and the city
manager.

Recommendation *10:

Diverse Intewiew and Criteria Panels

All interview and criteria panels will be diverse and inclusive in terms
of race, gender, and rank.

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

adequately recognize and address the underrepresentation of minorities. These goals

are permissible by law3 and aim to correct adverse impact whereas minorities are
underrepresented. despite their availability, within specific job groups (also see Exhibits
K & L regarding legal decisions and cases). The following should be understood about

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.

In establishing placement goals, the Subcommittee applied the following principle:

1.

Establish a percenlage annual placement goal commensurate with a ten-year

goal to have a police and fire workforce which mirrors the demographics of the
City of Peoria (by 2025)

The Subcommittee proposes the following annual placement goals:

Police Department:
The Police Department commissioned ranks are currently 18.60,20 minority. The minority
percentage should increase at a minimum of B% annuallv to achieve 40o/o by 20254.
Fire Deoartment.
The Fire Department comnrissioned ranks are 14% minority. The minority percentage
should increase at a minimum of 11ok annuallv to achteve 40o/o by 20255.
These goals will be achieved by improving processes, holding administrators
accountable and monitoring and measuring performance regularly. The process should
be reviewed, and improved, annually to track and assure progress.

r Affirmative Actron Facl Sheel.

U.S Dept. of Labor. http://www dol gov/ofccp/regs/complrancelaa htm

Goals for police diversity will b adjusted according to new demographic data from US Census
: Goals for fire{ighter diversity will be adjusted according to new denrographic data from US Census

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.

lmplementation of the proposed recommendations represents an important leap in

addressing systemalic issues that have negatively impacted the hiring of minorities as
police officers and firefighters. Much time has passed without a concentrated.

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

realized over a ten-year period (by 2025).

Peoria is a great American cily. Inclusive representalion among Police and
Fire will make il even greater. A sense of urgency and priority is required.

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

City of Peoria Employment Analysis

Percentage Employed vs. Percentage Cily (Police & Fire)
Public Safety Career Fair
C.A.S.E.Y. Fire Ops Program

Houslon (Best Practice)

Frequency of Fire Department Tesling / Interview Panel

Cily of Peoria Police Department Recruitment Plan
Peoria Fire Department Cadet Internship
Peoria Police Department Cadet Program
Current Police Explorer's Program
Peoria Fire Department Recruitment Proposal

Schuetle v. Coalition to Defend Affirmative Action. el al

Majeske v. City of Chicago

Affirmative Action Case

EXHIBITA
City of Peoria Employment Analysis

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EXHIBIT B

Percentage Employed vs. Percentage Gity

(Police & Fire)

Pofice Employment July 2015

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

Source: Christy Williams, Police Adiministration July Employee Report

Fire Personnel March 2015

Race
White
African American
Hispanic
Asian
Other Mixed
Native American

Number
173
23
2
3
0
0

%
86.1
11.4

0.9
1.5

Source: Sherry Doran March 23, 2015 Employee Report

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.

Firefiqhter Examination Proc6ss

AGE: Minimum age glllg_!g!-E_gl!jr9 is 21 years old. Maximum age at the. lime of aooljcation is 34 years old
Efi-cept: Applicants having prevl6l-ufi-time employment on an lllinois Fire Deparlment or with an lllrnois Fire
proteclion bistrict; or applicants who have served the hiring deparlment (as volunleer, paid-on-call, or parl'time) for

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,

Police Rscruit Examination Process

A9g21yearso|dbydateo'writterFination,or2Oyearso|d'ifsuccess'u|lycompleledtwo(2)yearso'law
when the application

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

Resources Department for additional information)

gOijieilON,

ftflnimum: Graduation from High School

or GED equivalency accepted Prefer candidates

with

Associate's Oegree or hours toward Bachelor's Degree

MILITARy: A Veteran shall be allowed to exceed the maximum age provision by the number of years served on
active mititary duty, but by no more than 10 years of active military duty. (45 years old)

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'

hiih school transcript, or GED certificate (Even

if you have a college degree)'

9-1-1 DisPatcher

police, frre, and

$1s.g5/hour; Days otf, shifts and Hours Varies - Monitor fadio-telephone messages concernrng
responds to
user
agencies;
center
medical emergencies: monitors all lransmissions of emergency communicatrons

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

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EXHIBIT E
Frequency of Fire Department
Testing / Interview Panel

.
.

4 times Per Year fof CPAT

2 times per year for

written examanation

April and aEain in

The written examination componenl shall be administered twice a year. once in

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

lnterview Panel Recommendation

TheFireOepartmentinterviewpanelshallconsistoffive(5)membrs'two(2lmembersfrom
manaSement,thePresidentofPeoriaFirefightersUnionloa|50orhis/herdesignate,thePfesidenrof
(AAFFAPI or his/her desiSnate and one (11
the Af;o American Fire Fighters Association of Peoria
orotective class member from the local 50 body'

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

lit ( ii ,, rr'i i'('ll

/.,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:

.
.
.

Minority and protected class officers attending job fairs at surrounding

universities, community colteges, and community emptoyment events
Minority and protected class officers visiting criminal justice classes at
universities and community colleges to diruss the testlng process and career
opportunities
Minority and protected ctass officers attending tocal church servjces and events
to discuss job opportunities. The officers wi[[ attend churches with a
predominatety minority congregation.

Posting bittboards throughout the city to advertise the position and attract
quatified candidates

.
.
.
.

Advertising the position on career specific web pages

.
.

Adveftising the position on the city web page

Running commerciats on tetevision, radio and in the tocat movie theaters

Utilizing the newty created Peoria Police Department Facebook page to

advertise the testing process and career opportunities
Making calts to quatified minority and protected ctass appticants encouraging
them to stay in the testing process and offering mentoring by current officers
working with the NAACP to hotd a career fair to attract minority candidates to
both the police and fire applicant process

.
.

Sending out reminders to current officers and employees requesting assistance

with recruitment efforts
Make additions to the potice appticant orientation which inctude interviewing
tips, a presentation by a recently hired officer about preparing for the process,
and more discussion about the hiring process

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

Peoria Fire Departrnent

Gadet InternslriP

Propo.al to t|re toini Clty ot Peorla and NA.BGP

Sub.Goanrrittee on Flre and Pollce Blrlng Pracllcer
September 9, 2015

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

Peoria Fire Department Cadet Internship

PeoRn Ftnr Fte rmERs Urutoru Locnl50

Arno Auentcex Ftnr

- Prontn FIRE ADMlNlsrMTloN-

Fle xre Rs AssoclATloru

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

dedicate service lo the community.

.WHY THE RETNTROOUCTION

OI

THE CADET INTERNSHIP PROGRAM?

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

outside of the geographical boundaries of Peoria.

Lack of Drotective class representation

within the lire departmenl statfing

leYelg. The fire

department,s current demographic level does not reflect the demographics of the city of Peoria.

DemorraDhic

of Peoria

Caucasian

62.4%

Black or African American

26.9%
4.9 %
4.6 %
0.3 %
2.2 %

Hispanic
Asian

Native Ametican

Other

Peoria Fire OePertmcnt

86.47 0h
72.O %

.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 "

ol hires have been outside of the City of Peoria'

lote
An inner departme ntal poticy (introduced by o ptior lire deportment odministrotor the
obta'n
To
experience
on
retired fie Chiel Ernie Russell) lhal Places a weighted emphasis
become
experience a Peona resident would have to relocate outside of the city of Peoria; and
volunteer
aligned with a volunteer tire depanmeni. The Peoria Fire Depanment does not offer
A subsranlial number

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,

tngine 10 and Rescue

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

the hiring process.

upon successful completion of the cadet program. cadets shall have the written examination
waived. They will be required to successfutly comptete the CPAT (Candidare Physical Ability Tesl)
and wilt be subiect to any other hiring provisions; when an opening occurs in the rank of

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)

black belt. 5566.35

3o-dav citylink punch pass {3 months only) 940 p"t
cadet t-shirts,

ton16;3

= $120

Proiecied annual cost first year. $23,Ul.35 pet cadel.

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

City of Peoria Police DePartment

Recru

itment Recom mendations 9 I 19 I L5

AooEruouvt

ro

RrcnurnarNT coMMlrrEE

REPoRT

To clrY couNcll

the Peoria city council formed a sub-committee to explore increasing the

the Police and Fire
numbers of minority and protected class individuals being hired by
tn June 2015

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!.--

Creation of a Police Cadet Protram

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

tesls alons with s!9!9:tl9-!ryj9mP!9!lc- !h9

!?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

Salary S12.@ per hour; Per Cadet

Tuition lC 60 credit hours (Associates Desree

12480.00

Total for 1 cadet

X 10 Cadets

erc4!-------@.Qq
25.593.24
s255,932.40

Changes to the Culrent Police Testing Process

per year. Testint twice a year will
Increasing the number of rests from one test per year to two tests
gve candidates more opportunity to be placed in a hiring pool. lt will also allow the Department to
entered
the pool more frequently, Minority and protected class candidates who have recently

iefresh

to act qulckly when

the Job market are in high demand and it is necessary for interested depanments
hiring. Individuals who are left on a list for an extended period of time are likely to find another
employment oPtion.

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

Current Police Explorers Program

POLICB EXPLORERS' PROGRAM

NUMBER

-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

year but in summer months

of the meeting go no longer than two hours during the school
are required to wear
tend to run longer due to school being out. At all meeting Explorers
PPD issued uniforms.
tnsurance through
cost for each Explorer to be rn the program is zero. PPD pays for the
Explorers are asked
Boys Scout of America for each Explortr and the charter fee as well
small items or food to be
to iay a monthly five doltars in dues which is used for additional
dues no
puicnased during events or class. lf an Explorer is unable to pay the monthly
purchases special tee shirts for
stress is placed on them at all. At times when PPD
but once again if they
Explorers they are asked to cover the cost of each individual shirt
can't purchase it PPD covers the cost.
week lo week on need,
Explorers have numerous activities they are involved in that varies
of the events in which
training, or special requests from community organizations. Some
lllinois Fair'
Explorlrs assist pPD officers are Fourth of July fireworks, Steamboat, Heart
assist with are
and race events throughout the year. other community activities they
proiects
throughout
community gardens, neighborhood cleanups, and other beautificalion
the city.

'

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

' Employees llving outside ofthe city

' Lack of minority emploYees
' A feelin8 of hopelessness among many inner city youth du to lack of opportunities

after

hiSh

schoo|'Thisfee|inSofhope|essnesswefee|isamajorcontributinSfactortothehiShcrimerateinthe
inner city nelShborhoods these youths reslde and frequnt
CONTRtEUTtNG FACTORS

'
'

70% OF PFO hires come from outside of the City of Peoria

However one poticy he had added to the
Chief Rustell was the best chief this department has had

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"

today We would like to re-institute The Peoria

"nd
of Peoria young peoPle we would
Program. Thls program would only be avallable !o City
program This
however we would like to institute a internship

proposa an

Fire Cadet

to the explorer program

as it exists

continue the training as lt exists now,

the partnership with ICC the Peoria Promise
be two fold; flrst we would like to continue
irogra]n
"roufO
program would begin working toward their Fire Science
initiated. candidates taking pan in the cadet
first
in high school' The5e candidates would also be tautht
Assoclates degrees while still enrolled
kids
these
having
pan of the internship would be
responder training by PFD Personnel' The iecond
like PFD Personnel' Example; E1' R1' E3' E10' E4'
,-[nO ,n,f,, on machines in the summer months iust
for each of
There would be one cadet on those machines
E2 would each have a cadet on their machine'
to
our three shifts. TheY wllt become acclimated
They will learn whal is required of them if they
49
off
schedule.
as the 24 on

the flre service as well

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

licens or have comphted their Associates degree.

kids some hope, but 3lso to
Gentlmen we feel thes changes are vital not only to glve these inner-city
have them move outside th? city
stop the overwhe|ming practice of hIrin8 outs|de candidates on|y to
job. who appreciate the opportunity they
after five yeaa. we wanr candldates who appreciatc this

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'