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HomeMy WebLinkAbout2.1 Minutes 02/03/2021� FA Budget Source Category Type Information pmi",ho' 40101 i I I I I LA 11; 1 Is] i ATTACHMENTS: Feb 23 COW minutes.pdf 11 •1 1;1q1qp o I I Ak I k w i 1111111, 1,11, 1 1 3U 00 -mo Minutes of the Committee of the Whole meeting o February 23, 2021 1 March 23, 2021 - COMMITTEE OF THE WHOLE - 1 COMMITTEE OF THE WHOLE — 7:00 PM Tuesday, February 23, 2021 The following message appeared on the February 23, 2021 agenda: Return of in-person meetings: We are happy to announce the return of in-person meetings for all our Boards and Commissions. Although it may look a bit different than what we remember, we are committed to conducting a safe and productive meeting for all. Members of the public who wish to speak under Citizens to be Heard or on an agenda item may join us live at Village Hall. We'll check your temperature upon arrival and masks or face coverings will be required during the length of your visit. Physical distancing protocols will also be enforced. If we reach the capacity limit for the Boardroom, you may be asked to wait in the Farley Community Room or outside the boardroom. If you wish to address the Board in-person on February 23, 2021, please notify us by emailing kagoranos@mountprospect.org by 3:00 p.m. on Feb. 23rd so we may plan accordingly while keeping everyone safe. Please include your name and address in the email along with your intent to speak under Citizens to be Heard or on the discussion item. This will help us plan the flow of the meeting. To be respectful of everyone's opportunity to participate, your chance to speak may be limited in time by the Chair of the meeting (Mayor) depending on the number of participants. We also ask that you limit attendance to only those who wish to speak before the Board. The Board has always recognized the need to accommodate those with disabilities. Any individual who would like to attend this meeting but because of a disability or who needs some accommodation to participate will be able to address the board remotely. The same advance notice detailed above is required. You will then be provided with a communications link. Those who are unable to join us live may submit comments or questions to vmo@mountprospect.org. Comments received in this manner will be summarized by the Mayor at the appropriate time during the meeting. As always, you may also join us via livestream or view the meeting on Comcast or WOW channel 17. 1. CALL TO ORDER The meeting was called to order by Mayor Juracek at 7:02 p.m. in the Boardroom at Village Hall, 50 S. Emerson Street. ROLL CALL: Members present upon roll call by the Village Clerk: Mayor Arlene A Juracek, Trustee William Grossi, Trustee Eleni Hatzis, Trustee Paul Hoefert, Trustee Richard Rogers, Trustee Colleen Saccotelli and Trustee Michael Zadel. Absent: None E 2. CITIZENS TO BE HEARD Mayor Juracek addressed a question brought forward at the February 16, 2021 Village Board meeting regarding face mask protocol when trustees are seated at the dais. Mayor Juracek stated the Village is compliant with CDC and State of Illinois mask mandates and social distancing guidelines. Mayor Juracek added that those who approach the podium may remove their mask when speaking. Public Comment Karen Thomas Resident • Expressed concern that the thin blue line patch worn by Mount Prospect Police officers threatens the feelings of safety and well-being felt by residents, particularly residents of color. • Removing the patch will not impede the officers' ability to perform their job but does affect how the community reacts to officers; requested removal of the patch displaying the thin blue line. Jeongmin Lee Student, Prospect High School • Respects police officers • The original intent of the thin blue line as a symbol of honor does not matter because it has become to mean something else to people of color; the symbol today has more complex meaning • Urged the Police Department/Village to find another symbol that represents the entire community Mary Catherine Hanafee Laplante Student, Prospect High School • For police officers to serve and protect the community, they must also connect with the community; the thin blue line symbol inherently evokes an "us versus them" mentality • The thin blue line carries a connotation • Urged the removal of the thin blue line patch from police officer uniforms Joe Hanafee Resident • Questioned the process that allowed the thin blue line symbol to appear on the police patch • Believes the process should include community input Mary Ann Benden Resident • Understands the importance the meaning of the thin blue line holds for police officers but questioned why Village leadership chooses to focus on their feelings rather than that of the community • Urged Village leaders, law enforcement officers and the Board to listen to the community who view the thin blue line flag as offensive • Questioned why the use of the thin blue line was permitted without public involvement Mayor Juracek read into record a public comment submitted by Cathy Dunnington. Ms. Dunnington presented questions she hopes will be answered from the Police and Fire* Departments during the discussion. 3. DISCUSSION ITEMS 3.1 Public Safety Diversity in Hiring This presentation will provide an overview of the hiring and recruitment practices of the Mount Prospect Police and Fire Departments. Specifically, this presentation will discuss the current demographics of the departments, including languages other than English spoken by our personnel. This presentation will also discuss the hiring process for police officer and firefighters positions, recruitment initiatives, police officer training, and outreach initiatives done with area youths and college students. Village Manager Michael Cassady introduced he Chairman of the Board of Fire and Police Commission (BOFPC),, Jim Powers. Mr. Powers delivered a brief overview of the commission. Mr. Powers stated the BOFPC derives its authorities from the Illinois Municipal Code and Village ordinances. The Commission is comprised of five volunteer members who are residents of the Village. Members are interviewed and vetted by the Mayor and each appointment is approved by the Village Board to serve three-year terms. Mr. Powers stated the BOFPC has two primary responsibilities: Hiring and discipline, and establishing rules and regulations to accomplish these responsibilities. Mr. Powers detailed the hiring process for entry level Police Officer and Firefighter/Paramedic positions: • The BOFPC closely follows State statues regarding hiring process for entry level Police Officer and Firefighter/Paramedic positions • The BOFPC approves vendors for consulting and testing services and psychological evaluations including polygraph exams; services include the development of structured interviews that are relevant and appropriate • Hiring process for Police Officers includes a scored panel interview combined with the written test score that produces the final score; this final score determines the candidates placement on the hiring list • Firefighter/Paramedic candidate interviews are scored on a pass/fail basis and are the first step in the background checking process • Candidates for both Police and Fire are subject to background checks, Polygraph Examination, Psychological Examination and Medical Exam as the final steps in the hiring process. Mr. Powers stated the process to become a Mount Prospect Police Officer or Firefighter/Paramedic is demanding; the intent of this process is to ensure those that are hired are the best qualified to serve the Village. Mr. Powers provided additional details on the process. Police Chief John Koziol presented an overview of Hiring and Recruitment for the Police Department, focusing on the hiring process, recruitment, department training, and outreach. The Mount Prospect Police Department has 83 sworn police officers. 4 Chief Koziol provided details on the Police Department demographics: Asian non -Hispanic - 12.3% Black non -Hispanic 2.6% Hispanic or Latino - 17.3% White non -Hispanic - 65.7% All other categories - 2.1% Languages spoken - 15 Chief Koziol detailed the hiring process that includes a written exam, interview, psychological and polygraph exams, background investigation and fitness evaluation (P.O.W.E.R test). Chief Koziol stated the Department maintains a recruiting webpage that includes important information for prospective candidates including minimum requirements, community information and the training process. Chief Koziol detailed recruiting initiatives that include participation in job fairs at area colleges and advertising in local and professional publications. Chief Koziol reviewed hiring requirements and salary information including opportunities for incentive pay. Upon hire, new recruits are must complete a 14 -week training program at the Police Academy followed by a Field Training Program for 18 weeks. Training in the department is on-going that includes diversity, equity and inclusion, sexual harassment and discrimination, and police professional development programs. Chief Koziol stated the department is developing programs to engage our youth. The Teen Police Academy was scheduled to begin in March 2020 but was delayed due to the pandemic. A virtual Teen Police Academy will be offered in March of this year. This six week program is designed to inform, engage and encourage teens to consider a career in law enforcement. The District 214 internship program is a successful initiative that strives to mentor high school students. The internship program provides students the opportunity to experience police work hands-on. Another key component to engage youth is the Police Department's School Resource Officer (SRO) presence at Prospect High School. The SRO is involved and engaged in many activities and organizations that help nurture and build strong relationships between youth and law enforcement. Chief Koziol stated the Police Department also participates in the Northwest Suburban Recruitment Task Force and the Harper College Police Officer Workshop. Chief Koziol introduced Brad Grossman, Police, Law Enforcement and Justice Coordinator at Harper College. Mr. Grossman presented information regarding the Law Enforcement and Justice Program at Harper College including recruiting programs and initiatives. John Dolan, Deputy Chief of Operations for the Mount Prospect Fire Department presented information on the Fire Department's demographics, hiring and testing procedures and key initiatives. Deputy Chief Dolan stated the Fire Department's 93 -member staff includes 72 sworn firefighter/paramedics, 13 civilian Paid -on -Call and 8 civilian members in addition to 32 volunteer members of CERT (Citizen Emergency Response Team). Deputy Chief Dolan detailed the department's demographics: Asian - 1.1% Black or African American - 0% Hispanic or Latino - 2.2% White - 96.8% 5 Languages spoken: 5 Deputy Chief Dolan stated new -hiring testing is performed every two years and is overseen by the Board of Fire and Police Commission from start to finish. There are no residency requirements to become afirefighter/paramedic. The Board of Fire and Police Commission conducts apre-screening process that follows the Illinois State Statute, known as the Illinois Firefighter Hiring Act, that provides the minimum standards for the testing process and outlines who is eligible to participate in the process. Deputy Chief Dolan stated the eligibility requirements include: • United States citizen • 21 -years of age with a valid drivers license • High school diploma • No felony convictions • Successful completion of CPAT testing (Candidate Physical Ability Test) • Not less than 60 college credit hours or equivalent To begin the testing process, candidates for the Mount Prospect Fire Department are not required to be licensed paramedics. The next step is the written exam and preference points are awarded based on active military service, education, valid paramedic license and residency. Candidates are then selected to participate in the oral interview process. The interview is standardized and is performance is measured by pass or fail. An eligibility list is published and candidates are selected from this list as positions become available. The final stage is the pre-screening process that includes a psychology and polygraph exams, criminal background check and a pre-employment medical exam. Deputy Chief Dolan stated there is low turnover in the department and positions become available mostly due to promotions and retirements. Deputy Chief Dolan shared candidate demographics. The Fire Department is committed to fair and impartial testing to identify the best candidates to serve the community. Deputy Chief Dolan stated recruitment and mentoring programs are important tools the department uses to increase the pool of candidates. Public Com ment/Questions Liz Fischer - via phone Deputy Chief Dolan responded to questions asked by Ms. Fischer: • The testing fee to apply to become a Mount Prospect Firefighter is between $30 and $40 • The Fire Academy requires sponsorship or affiliation with a Fire Department; becoming a Mount Prospect paid -on-call firefighter is a way to obtain sponsorship and supplement cost of attending the Fire Academy. • Applications for paid -on-call positions are accepted year-round and requires residency within a specified radius of the Fire Headquarters • There are currently no women firefighters on staff; three (3) retired; one full-time and two paid -on-call • Females generally perform very well on the department's testing; competition amongst municipalities is strong for top candidates 6 Linda Waycie Resident Police Chief John Koziol and Fire Chief Lambel responded to questions from Ms. Waycie regarding the importance of diversity and strategies to increase diversity in both departments: • Chief Koziol stated having officers who are able to speak multiple languages helps to respond in tense and stressful situations; it is calming to people when an officer can speak to them in their primary language. • Chief Koziol stated the bond amongst officers is strong and defies any generational, cultural, race or gender bias. • Chief Lambel stated diversity is always a high priority and reiterated the importance of having a staff that represents our community Ken B rey Resident Chief Koziol provided the following in response to questions from Mr. Brey: • There is no residency requirement to become a Mount Prospect Police Officer and stated most municipalities do not have this requirement with the exception of the City of Chicago. • Chief Koziol stated Lexipol sets the national standards for public safety polices; Deputy Chief Dolan stated the Fire Department also uses Lexipol in addition to abiding by state laws and statutes. Joe Hanafee Chief Koziol and Deputy Chief Dolan responded to Mr. Hanafee's questions regarding bias in standardized testing: • Chief Koziol stated that there are a just a few vendors for the written exam; the interview is the more important part of the police testing process. • Chief Koziol stated Police Departments are facing low turnouts for police testing • Deputy Chief Dolan stated the interview provides the most fair and best insight when determining a candidate's potential and abilities • Deputy Chief Dolan stated the department has broadened its sources to reach a more diverse pool of candidates; mentoring is a very important component Public Comment via email Heather Stewart Clark Mayor Juracek summarized Ms. Clark's email. Ms. Clark questioned why any BIPOC (black, indigenous and people of color) person would want to work for the Village given the dismissive attitude towards diversity by staff and the Board. Ms. Clark also questioned the Village's commitment toward diversity. Mayor Juracek responded by stating diversity is a key initiative in the Village's Strategic Plan and reiterated staff and the Board's commitment to this important topic and goal of increasing diversity across all Village departments. 7 Chief Koziol and Deputy Chief Dolan responded to questions from the Board: • The Criminal Justice Reform Bill recently signed into law by Governor Pritzker, will hinder the duties of police officers in many ways; will make accurate police reporting more challenging due to restricted access to review crime video/footage • Chief Koziol expressed concern that the 700 -page sweeping state legislation was produced without input from Police professionals; believes the new law will impede hiring • The Mount Prospect Police Department is ahead of the curve regarding overall training of its officers • The Police Department currently does not assign extra points to Mount Prospect resident applicants; Jim Powers stated this is something the Commission can consider in the future • Deputy Chief Dolan stated the Fire Department does allocate points for applicants residing in Mount Prospect • The pool of law enforcement applicants has been smaller recently when compared to previous years; Chief Koziol cited a lack of support potential candidates receive from their families as a contributing factor • Deputy Chief Dolan stated interest in firefighter/paramedic jobs fluctuate with the economy; a weaker economy attracts more applicants than a stronger economy • Both departments engage in anticipatory hiring to secure quality candidates • Both department participate in diversity training • Police officers train in the field for eighteen weeks with different field training officers who have diverse backgrounds. • Stressed the importance of having officers who are able to speak languages other than English fluently • There are three key motivators most candidates share: calling to profession, desire to help others and job security • Outreach and education are important recruiting tools for both departments • Focus is to educate and motivate young people early; present opportunities for a career path in public safety Additional Public Comment: Mary Ann Bendon • Asked if staff is considering resurrecting the topic of hiring non -citizens for public safety positions. Mayor Juracek responded, stating the controversial topic has not been proposed again but warrants future discussion and consideration. Mayor Juracek concluded the discussion by expressing gratitude to Mr. Powers, Chief Koziol, Deputy Chief Dolan, guests, staff and residents for their contributions to the productive and informative discussion on the Village's intense recruiting practices. There was no further discussion. 4 VILLAGE MANAGERS REPORT No report 5 ANY OTHER BUSINESS None 6 ADJOURNMENT There being no further business to discuss, Mayor ]uracek asked for a motion to adjourn. Trustee Zadel, seconded by Trustee Rogers motioned to adjourn the meeting. By unanimous voice vote of the Village Board, the February 23, 2021 Committee of the Whole meeting adjourned at 9:41 p.m. Respectfully submitted, Karen M. Agoranos Village Clerk 9