HomeMy WebLinkAboutItem #02 - Discussion ItemI hereby request a discussion of minority hiring and promotional
practices in the City of Miami's Police Department at the City
Commission Meeting of. October 7, 1981.
Previous to this discussion I hereby request a personnel chart
of said department.
TO:
Howard Gary
City Manager
FROM: tiilu, a,,,ti�
Kenneth 1. Harms
Chief of Police
CITY OF MIAMI, FLOR10A
IN1ttR-bFFICE MEMORANDUM
DATE: OCT 0 b 1981
t
FILE:
PER 13
INFORMATION REQUEST •
This memorandum will summarize material from the Miami Police Department ~'
and Department of Human Resources in response to your request for
information concerning hiring, promotion, and the race and ethnic assignment ' =
representation practices of the Miami Police Department.
Enclosed you will find information submitted by memorandum from Robert
Krause, Director of Human Resources, that addresses in detail the Police
Department's hiring and promotion practices. Essentially, the Police
Department has been very successful in recruiting, hiring, and maintaining -
minority sworn personnel, to include fifty-two (52) Black men and women
(23.9%), one hundred twenty (120) Latin men and women (55.3%, and nine (9)
Anglo females (4.1 %) of 304 police recruits hired since October 1, 1980. This =�
represents a total of 83.9% minority sworn representation. Employment of
minorities and women in the Police Department has increased from thirty one
percent (31,') in 1977 to fifty three percent (53%) as of June 30, 1981. }
Promotions within the Police Department from the past three promotions,•
registers average a total minority representation of 41.18%. During the life of t '
these registers, from October 1977 to date, the Miami Police Department has ;
promoted nineteen (19) Black men and women, twenty-one (21) Latin men and
women and nine (9) Anglo females.
Minority representation at supervisory levels (Sergeant of Police) is 33.3%; at
middle management levels (Lieutenant and Captain of Police) is 16.9%; and
staff levels (,Majors and above) is 33.0%. r ,
You will find attached a copy of the Miami Police Department's Organizational
charts. These charts make reference to the page number in the computer
printout that reflects each organizational components: ethnic, race, and sex ►
representation.
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1�
` CITY OF MIAM1. FLORIDA
INTER -OFFICE MEMORANDUM
This replies to your request for information concerning Miami's hiring
and promotion practices in the Police Department, as requested in the
memo of September 29 from Commissioner Lacasa.
In the absence of Chief Harms, I have discussed this matter with Acting
Chief Breslow and Assistant Chief Cosgrove. [hey have assured me that
they will prepare and present to you an organizational chart and break-
down of police personnel by race and sex. The 6.said this material will
be completed by 5:00 P.M. on Tuesday, October
It may also be helpful for me to summarize the new procedures for hiring
and promotion under the revised Civil Service Rules. Theso Rules have
been extremely helpful in increasing the number of minorities and women
who have been hired. and promoted in the Police Department.
Our records since October 1, 1980 indicate that a total of 330 Police
Officers were hired, including 26 certified officers. The officers who
already had State certification were not required to enter the Police
Training Institute. 304 recruits,were enrolled in the Academy for train-
ing. Hispanic men and women constituted 173 of the new hires (52.4% of
the total). -Black men and women constituted 89 new hires (27.0% of the
total). Anglo females represented 9 new hires (2.7% of the total).
Minorities and women represented a total of 271. employees (82.1% of the
total). There has been attrition during the course of the year, includ-
ing termination of recruits from the Academy. Our data on September 2
indicated that 87 recruits have been terminated. The total recruits
remaining in service at that time represented 52 Black men and women
t23.9%); 120 Latin men and women (55.3%); and 9 Anglo females
Thus, minority and women represented 83.9% of the recruits remaining o�
September 2.
We have been working under provisions of -the Consent Decree and directives
of the City Commission. The Consent Decree requires priority hiring for
Miami residents. The Commission, by Resolution, has authorized the em-
ployment of other. Dade County residents and other Florida residents. In
order to comply with the Consent Decree and the Commission policy, we
1
Howard V. Gary
October 1, 1981
Page 2
have grouped candidates into priority categories, the first priority
going to City residents; Dade County residents are placed in the second
.category; and other Florida residents are placed in the third category. k
In addition, the commission has adopted an Ordinance establishing a g
hiring goal of 8000- for minorities and women. That.rule has been followed
by the Police Depa1.tiaent in its employment practices.
Employment of minorities and women in the Police Department has increased �
from 31 6 i_n 1977 to 53 % as _ ,j_.aune 30, 1981. These figures are used to
set prom�io _a_T goals under the Consent Decree.
The Consent Decree provides that the promotional goal for each Department
shall be established on the basis of parity with the City work force or
the Departmental work force, whichever is less. The departmental goal has
consequently increased from 31% in 1977 to 53. in 1981. Promotions are
computed on a 12-month period beginning July 1 and ending June 30. Pro-
motions for the current year beginning July 1. indicate that the Police
Department has made 21 promotions to Sergeant and'7 promotions to Lieuten-
ant for a total of 28. The totals include 15 Anglo males and 13 minorities
and women, representing an achievement rate of 46.4%. The Police Chief
has stated in writing that he expects to meet his goal of 53% during the
current year. C have discussed this on at least two occasions with Squire
Padgett of the Justice Department, who has told me that he is satisfied
with current progress durin t30.
his year although he expects the City to
meet its goal by next June
In order to achieve the promotional goal, without violating Civil Service
Rules and without creating law suits, the Civil Service Rules were amended
to provide that minority and women candidates would be certified from
eligible registers for promotion along with higher ranking Anglo male
candidates. In effect, we certify minorities and women along with persons
who score high on an exam for each promotional position. This gives the
Police Chief an opportunity to make minority and women promotions in order
to achieve the goal established each year under the Consent Decree.
This has resulted in bypassing certain names on the register. This sub-
ject has been discussed previously with the City Commission and I have had
separate discussions with you, the Police Chief, the City Attorney and the
representative of the Justice Department. [As a result of your instructions,
we have prepared an Administrative Polite requiring the Police Chief and
other Department Directors to provide you with justification for a.rpoint-
ing names out of sequence on the register] That Policy was issued on
June 30, 1981 and was amended August 17, 1981. A second revision intended
to clarify the distinction between an eligible register and a certification
ist has been prepared for your review ~and approval.
I will be glad to supply any additional information you may wish.
RDK:jb
CITY OF tJ1IAMI, FLORIDA
■
W INTER-OFF!G E ;•,1EW10qANrt.;M
TO: Major Eugene B. Gunn October 6, 1981 FIt-E PER-12
Commander
Management SectionSworn Promotional Data
FROM: �neth R,Ja�on aFErtEr,�E�:
Commander
Administrative Unit
-T
a rMajor Eugene
R. Gunn
October 6,, i81
+
. Commander
Sworn Promo ional Data
Management Section
Page two
Register (cont'd)
AM
AF BM BF LM
LF Total
_ 8/28/79
Captains
3
0 0 0 0
0 3
1
Percentage
100%
0% 0% 0% 0%
0%
All Promotions
21
2 7 0 6
1 37
--
Percentage
56.16%
5.4% 18.52% 0% 16.22%
2.7%
Minority -
43.24%
i
Register
AM
AF BM BF_ LM
LF Total
- 10/25/77
Sergeants
9
3 6 0
Percentage
42.86%
14.29% 28.57%
- 10/25/77
Lieutenants
10
0 0 0 0
0' 10
Percentage
100%
0% _ 0
Captains
5
10J25/77
Percentage
100%'0%0%
All Promotions
24
3 6 0 3
0' 36
Percentage
66.67%
8.33% 16.67% 0% 8:33%
0%
Minority
- 33.33%
a
Combined Totals
of These Three Eligible Registers
i
AM
AF BM BF LM LF;. Total
Sergeants
39
8 16 1 15
2 81
Percentage
48.15%
9.88% 19.75% 1.23% S 52%
2.47% -
Lieutenants
22
1 2 0 4
0 29
Percentage
75.86%
13079%
0% -
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` '` 11 Major Eugene B. Gunn
• . Commander
Management Section
Page three
Aker 6. 1981
Sworn Promotional Data
Combined Totals of These Three Eligible Registers (cont'd.)1.
AM AF BM BF LM LF Total
11
Captains 9 0 0 0 0 0 9
i : Percentage 100% 0% 0% 0% 0 0
� ,
11
All Promotions 70 9 18 1 19 2 119
Percentage 58.82� 7.56 15.13 15I911 7 166
Minority - 41.18�
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