CC RES 79-083 A RESOLUTION AUTHORIZING PARTICIPATION IN THE SUBURBAN POLICE RECRUITMENT SYSTEM

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and evaluation system also will be more efficient for the par- ticipating municipalities. The SPAS will expose a community to a much larger group of applicants than would ap ly in' Any individual community, thus giving the community a etter chance of finding just the "right" applicant. Use of the SPRS also will drastically shorten the time required to fill a vacancy in any community. The principal need for a centralized repruitment and evalua- tion system,, howeve , relates to the teat instruments which will be used to predict an apolicgnt' s job performance. Re- peated taking of these tests by an applicant will influence their validity, thus necessitating some control over the ap- plicant population. If each community were to administer these tests individually, soon the evaluation process for all communities would be subject to challenge. 3. Why is a joint powers organization proposed to administer the SPRS? The proposal that a joint powers organization be created to administer the SPRS reflects the Selection Standards Commit- tee's philosophy that local communites should retain control over the recruitment and evaluation of their employees to the greatest extent possible. It has been estimated that each year it will take approximately 1,200 hours of professional and support time to administer the proposed recruitment and evaluation system. The Committee feels it is highly unlikely that any existing agency directly responsible to municipali- ties is willing or able to undertake such a committment, and it does not recommend that control of this function be trans- ferred to a higher level of government. 4. What services will be offered to members of the SPRS? The SPRS will act as a central "clearing house" to receive and process applications for the participating municipali- ties. Written examinations will be given to all applicants to measure their numeric and creative thinking abilities and to determine their behavioral tendencies on several specific dimensions. A composite score based upon each of these in- struments will become an applicant's "written score" in the process. Applicants successfully completing the written examination next will take a physical agility test, which they must pass in order to be listed on the SPRS eligibility roster. A -community wishing to fill a vacancy through the SPRS will receive the names and written scores of all applicants on the eligibility roster who have indicated a desire to work for that community. The community then may select candidates from this list based upon its own criteria, although such criteria obviously should be job-related, and it will receive