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Other police agencies where Fields applied but was rejected <br />because he failed tests or backgrcunds were Anoka and McLeod <br />Counties, Brooklyn Park, Eagan and Richfield. <br />Fields agreed that when a background investigation points out <br />•inconsistencies’, the concern is credibility and that passing oral <br />and written exartinations. psychological evaluation and background <br />search are necessary to becoming licensed as a police officer in <br />Minnesota. He further agreed that he failed background searches <br />for reasons that had nothing to do with the MPRS testing. <br />3. John Spetch Testimony. Spetch served as a police <br />officer for 16 years and has been the Chief of Police the last 10 <br />or 11 years for the city of Robbinsdale. Spetch did investigations <br />as a lieutenant and has sat on oral interviews when hiring police <br />officer candidates. As Chief of Police, Spetch has the final <br />aut.hcrity on hiring decisions. Spetch testified that the hiring of <br />a police officer is a very competitive process, involving 50 to 75 <br />candidates for a single position. The very deliberate process of <br />hiring includes a biographical write-up by the candidate, MPRS <br />testing and scoring, and a request for a list of candidates, <br />including minorities vf available. T.he City asks for letters from <br />the candidates, who then go through oral ir.terviews. A background <br />c.heok and psychological evaluation are then conducted followed by <br />selection. When evaluating the candidates, Spetch testified that <br />honesty, ability to deal with people and conflicts, ability to <br />communicate effectively, good work ethic, good decision-making and <br />intelligence are ail important attrioutes. Spetch testified that