Police Commission Agenda Packet - 5:00 PM

City of Oconomowoc Police Commission Thursday September 24, 2026 - 5:00 PM Public Safety Building, Multi-Purpose Room 630 E. Wisconsin Ave. Oconomowoc, WI 53066 Notice: If a person with a disability requires that the meeting be accessible or that materials at the meeting be in an accessible format, call the City Clerk’s office at least 48 hours in advance to request adequate accommodations. Tel: (262) 569-2186 1. Call to order and confirmation of appropriate meeting notification 2. Approve minutes from a. Minutes of January 27 and July 27, 2026 3. Committee Business a. Election of Chairperson b. Election of Vice-Chairperson c. Election of Secretary d. Request Permission to Start Hiring Process - Laterals and/or Beginning Officers e. Review of Police Chief Hiring Process f. Comments from the Chief of Police g. Comments from Police Commissioners h. Closed Session Per Wis. Stats. 19.85(1)(c) Considering employment, promotion, compensation or performance evaluation data of any public employee over which the governmental body has jurisdiction or exercises responsibility (Nepotism Policy) The Police Commission reserves the right to adjourn in closed session. 4. Adjourn Gina Kozlik, City Clerk City of Oconomowoc Members of other city governmental bodies (boards, commissions, committees, council, etc..,) may attend the above noticed meeting of the Police Commission in order to gather information. The only action to be taken at the above noticed meeting will be action by the Police Commission. Police Commissioners should notify the City Clerk’s Office at (262) 569-2186 if they are unable to attend. 1 Police Commission - January 27, 2026 City of Oconomowoc Police Commission Meeting Minutes January 27, 2026 - 5:00 PM Members Present: Danny Day, Louise Sausen, Michael Miller, Alex Hansen and Non-Voting Member Matt Rosek Excused Members: Tim Gossett Also Present: James Pfister, Tina Wallace, Ryan Wollenhaupt Chairman Miller called the Police Commission Meeting to order at 5:00 PM. Approve minutes from a. Minutes of October 23, 2025 Motion to approve the October 23, 2025 minutes as written made by Sausen and seconded by Hansen. Motion carried 4-0-0. Committee Business a. Discussion on Filling the One Open Lateral Police Officer Position Lt. Wollenhaupt explained the hiring process. The position was opened due to Sgt. Hogan retiring. He stated 2 people were interviewed and ranked. A background check was done on the candidate, and he was given a Conditional Offer. b. Establish Eligibility List Pfister is requesting an Eligibility List with one name of Ryan Kalas. Motion by Day to certify the eligibility list; seconded by Miller. Motion carried 4-0. c. Closed Session Motion by Sausen to go into Closed Session, per Wis. Stats. 19.85(1)(c) Considering employment, promotion, compensation or performance evaluation data of any public employee over which the governmental body has jurisdiction or exercises responsibility regarding consider appointment of Police Officer lateral hires; seconded by Day. Motion carried 4-0-0. Closed Session convened at 5:05 PM. d. Reconvene into Open Session, per Wis. Stats. 19.85(2) Motion by Sausen to reconvene into Open Session; seconded by Day. Motion carried 4-0-0. Open Session reconvened at 5:13 PM. e. Consider/act on Confirmation of Chief's Appointment for One Lateral Police Officer Position Motion by Day to confirm Chief Pfister’s appointment of Ryan Kallas to the Position of Police Officer; seconded by Sausen. Motion carried 4-0. Ald. Rosek stated he liked the candidate and appreciated the interview process. Comments from Police Commissioners: None. Adjourn Motion to adjourn made by Miller and seconded by Sausen. Motion carried 4-0-0. The meeting adjourned at 5:15 PM. Minutes taken by Tina Wallace, Deputy Clerk 2 City of Oconomowoc Police Commission Meeting Minutes July 27, 2026 - 5:00 PM Members Present: Louise Sausen, Chris Douglas, Michael Miller, Alex Hansen and Non-Voting Member Matt Rosek Excused Members: Danny Day Also Present: Chief James Pfister, Tina Wallace, Mark Frye, Tony Posnik, Lt. Ryan Wollenhaupt, Atty. Ron Stadler, Atty. Aaron Graf, Officer Ryan Rinehart, Atty. Austin Felber Chairman Miller called the Police Commission Meeting to order at 5:00 PM. Approve minutes from a. Minutes of January 27, 2026 – No action taken. Committee Business a. Disclosures and Recusals b. Discussion related to Suspension Appeal by Officer Ryan Rinehart Miller stated the Commission will be setting a hearing date; disclosures, procedures and administration matters, such as time of the witness and disclosures; and deadlines and other procedural matters that are related to the hearing. The Commission will take action on these items. Atty. Stadler stated we have an appeal of a one day suspension from the officer. So we need to set a date for a hearing and then set a date for the exchange of witness exhibit lists and have discussion on whether we want to do a prehearing or post hearing brief. All attorneys agreed to the following: 1. The parties are encouraged to stipulate to any facts in advance of the hearing. 2. Neither party indicated an intent to file any procedural motions. 3. August 17, 2026 at 5pm - deadline to request the PFC Chairperson to sign subpoenas. 4. August 17, 2026 at 5pm – deadline to serve opposing counsel and file with PFC’s attorney the list of witness names and addresses they intend to call at hearing. 5. August 17, 2026 at 5pm – deadline to serve opposing counsel with exhibit list and copies of proposed hearing exhibits and to file exhibit list with PFC’s attorney (see Bylaws Section 6.8.1). Please pay attention to the requirements concerning numbering and identification of exhibits and the number of copies for the hearing in the bylaws. 6. August 21, 2026 at 5pm – deadline to serve opposing counsel and file with PFC’s attorney notice of any objections to proposed exhibits. 7. Hearing scheduled for August 27 at 5:00pm at the Council Chambers at City Hall. Pursuant to the bylaws, the PFC will schedule a court reporter for the hearing. 8. The parties agreed that verbal closing arguments will be sufficient with no anticipated post-hearing briefing. 9. The parties agreed that email is sufficient for both service upon the opposing party and for filing with the PFC. 10. Assuming that the hearing is closed the evening of August 27, a written decision will be issued by September 1. Adjourn Motion to adjourn made by Douglas and Seconded by Sausen. Motion carried 8-0-0. The meeting adjourned at 5:12 PM. __________________________________ Minutes taken by Tina Wallace, Deputy Clerk 3 Updated 2025 (ADA) Page 1 of 3 HR DEPT OFFICIAL COPY- DUTIES, QUALIFICATIONS, ETC SUBJECT TO CHANGE- CONTACT HR PRIOR TO OFFICIAL USE CITY OF OCONOMOWOC JOB DESCRIPTION POLICE OFFICER-LATERAL HIRE REPORTS TO: Chief of Police UNION AFFILIATION: Oconomowoc Professional Police Association GENERAL STATEMENT OF DUTIES: Perform the responsibilities necessary to serve and protect the citizens and guests of the City of Oconomowoc. CHARACTERISTICS OF THE CLASS: The Police Officer is responsible for enforcing all laws including state statutes and local ordinances in a fair and just manner. An officer shall respond to calls for service and will actively patrol all areas within the City while at the same time, promoting the image and understanding of the department within the community. The Police Officer should exercise independent judgment in the performance of duties but is responsible to follow the orders of the shift commander in accordance with department policy. EXAMPLES OF DUTIES:  Investigate complaints or crimes.  Enforce traffic and safety regulations in accordance with all state and local laws.  Detection and prevention of crime.  Apprehension and/or arrest of law violators.  Participate in the investigation and follow-up of cases as required.  Deal with citizens’ complaints.  Submit required reports with current laws and regulations.  Participate in all training provided and required by the department.  Offer unique individual talents and ideas to advance the development of the officer and the department.  Actively cultivate the highest professional relationships with other city departments and outside agencies.  Maintain a positive image with the public through actions that are both professional and impartial.  Substitute as a shift commander in the absence of regular supervisors.  Special assignments.  Perform related work as required. QUALIFICATIONS: Training and Experience- Lateral: 1. Minimum one year of full-time law enforcement experience required. 2. Police Science or Criminal Justice degree (associate degree or higher) at the time of hire is preferred. In absence of the required degree, related military, and law enforcement experience to be considered. Must obtain 60 college credits within 5 years of hire. 3. If not currently certified in Wisconsin, must have received certification with the Wisconsin Law Enforcement Standards Board within one year of hire. 4 Updated 2025 (ADA) Page 2 of 3 HR DEPT OFFICIAL COPY- DUTIES, QUALIFICATIONS, ETC SUBJECT TO CHANGE- CONTACT HR PRIOR TO OFFICIAL USE PHYSICAL AND OTHER REQUIREMENTS:  Age- At least eighteen (18) years of age.  Height/Weight- Proportionate.  Vision- Corrected in each eye to 20/20 and normal color perception.  Hearing- Hearing loss outside the normal range is unacceptable.  Citizenship- Must be a United States citizen.  Residency- Must become a Wisconsin resident by the date of employment.  Criminal Record- No felony convictions unless fully pardoned, and no domestic abuse convictions.  Medical Exam- Must successfully pass a required physical and psychological test (including drug screening) before the appointment.  Driver’s License- Possession of a valid Wisconsin driver’s license, or the ability to obtain one, and a good driving record. Necessary Knowledge, Skills, and Abilities:  Knowledge of the principles and practices of modern police work.  Working knowledge of the rules and regulations of the department.  Knowledge of police science and police operations as applied to crime prevention, investigation, traffic control, and the various functional services utilized in police operations.  Ability to properly use police records.  Skills to meet the standards of quality police work.  Ability to command the respect of the department personnel and to have a good relationship with others.  Capability to express ideas orally and in writing.  Good judgment, thoroughness, dependability, and leadership.  Be in good physical condition. PHYSICAL DEMANDS: The physical demands described here are representative of those which must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions. Work is performed in varying indoor and outdoor settings to include working in a vehicle. 5 Updated 2025 (ADA) Page 3 of 3 HR DEPT OFFICIAL COPY- DUTIES, QUALIFICATIONS, ETC SUBJECT TO CHANGE- CONTACT HR PRIOR TO OFFICIAL USE Hand-eye coordination is necessary to operate computers and various pieces of office and police equipment. While performing the duties of this job, the employee is occasionally required to stand, walk; use hands and finger to handle, feel, or operate objects, tools, or controls; and reach with hands and arms. The employee is occasionally required to sit; stoop, kneel, crouch; talk or hear. The employee must have the physical ability to engage in all police functions including rescue or performing other public safety functions. Specific vision abilities required by this job include close vision and the ability to adjust focus. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions. The noise level in the work environment is usually quiet. SELECTION GUIDELINES: Formal application, rating of education and experience, oral interview and reference check, and job-related testing may be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of the specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. EMPLOYEE SIGNATURE: The employee signature below constitutes the employee's understanding of the position’s essential duties, qualifications/requirements, necessary knowledge, skills, and abilities. Employee Signature__________________________________ Date_____________ Employee Printed Name: _______________________________________ 6 Updated 2024 (ADA) Page 1 of 3 HR DEPT OFFICIAL COPY- DUTIES, QUALIFICATIONS, ETC SUBJECT TO CHANGE- CONTACT HR PRIOR TO OFFICIAL USE CITY OF OCONOMOWOC JOB DESCRIPTION POLICE OFFICER REPORTS TO: Chief of Police UNION AFFILIATION: Oconomowoc Professional Police Association GENERAL STATEMENT OF DUTIES: Perform the responsibilities necessary to serve and protect the citizens and guests of the City of Oconomowoc. CHARACTERISTICS OF THE CLASS: The Police Officer is responsible for enforcing all laws including state statutes and local ordinances in a fair and just manner. An officer shall respond to calls for service and will actively patrol all areas within the City while at the same time, promoting the image and understanding of the department within the community. The Police Officer should exercise independent judgment in the performance of duties but is responsible to follow the orders of the shift commander in accordance with department policy. EXAMPLES OF DUTIES:  Investigate complaints or crimes.  Enforce traffic and safety regulations in accordance with all state and local laws.  Detection and prevention of crime.  Apprehension and/or arrest of law violators.  Participate in the investigation and follow-up of cases as required.  Deals with citizens’ complaints.  Submits required reports with current laws and regulations.  Participate in all training provided and required by the department.  Offer unique individual talents and ideas to advance the development of the officer and the department.  Actively cultivate the highest professional relationships with other city departments and outside agencies.  Maintain a positive image with the public through actions that are both professional and impartial.  Substitute as a shift commander in the absence of regular supervisors.  Special assignments.  Performs related work as required. QUALIFICATIONS: Training and Experience: Minimum training and experience requirements: 1. Police Science or Criminal Justice degree (associate degree or higher) at the time of hire. In absence of the required degree, related military and law enforcement experience to be considered. 2. Eligibility and passing of the Wisconsin Law Enforcement Standards Board Certification within 6 months of hire. 7 Updated 2024 (ADA) Page 2 of 3 HR DEPT OFFICIAL COPY- DUTIES, QUALIFICATIONS, ETC SUBJECT TO CHANGE- CONTACT HR PRIOR TO OFFICIAL USE PHYSICAL AND OTHER REQUIREMENTS  Age- At least eighteen (18) years of age.  Height/Weight- Proportionate.  Vision- Corrected in each eye to 20/20 and normal color perception.  Hearing- Hearing loss outside the normal range is unacceptable.  Citizenship- Must be a United States citizen.  Residency- Must become a Wisconsin resident at date of employment.  Criminal Record- No felony convictions unless full pardon & no domestic abuse convictions.  Medical Exam- Must successfully pass a required physical and psychological test (including drug screening) before the appointment.  Driver’s License- Possession of a valid Wisconsin driver’s license, or the ability to receive one, and a good driving record. Necessary Knowledge, Skills, and Abilities:  Knowledge of the principles and practices of modern police work.  Working knowledge of the rules and regulations of the department.  Knowledge of police science and police operations as applied to crime prevention, investigation, traffic control, and the various functional services utilized in police operations.  Ability to properly use police records.  Skills to meet the standards of quality police work.  Ability to command the respect of the department personnel and to have a good relationship with others.  Capability to express ideas orally and in writing.  Good judgment, thoroughness, dependability, and leadership.  Be in good physical condition. PHYSICAL DEMANDS: The physical demands described here are representative of those which must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions. Work is performed in varying indoor and outdoor settings to include working in vehicle. Hand-eye coordination is necessary to operate computers and various pieces of office and police equipment. 8 Updated 2024 (ADA) Page 3 of 3 HR DEPT OFFICIAL COPY- DUTIES, QUALIFICATIONS, ETC SUBJECT TO CHANGE- CONTACT HR PRIOR TO OFFICIAL USE While performing the duties of this job, the employee is occasionally required to stand, walk; use hands to finger; handle, feel, or operate objects, tools, or controls; and reach with hands and arms. The employee is occasionally required to sit; stoop, kneel, crouch; talk or hear. The employee must have the physical ability to engage in all police functions including rescue or performing other public safety functions. Specific vision abilities required by this job include close vision and the ability to adjust focus. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions. The noise level in the work environment is usually quiet. SELECTION GUIDELINES: Formal application, rating of education and experience, oral interview and reference check, and job-related testing may be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of the specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. EMPLOYEE SIGNATURE: The employee signature below constitutes the employee's understanding of the position’s essential duties, qualifications/requirements, necessary knowledge, skills, and abilities. Employee Signature__________________________________ Date_____________ Employee Printed Name: _______________________________________ 9 1 MEMORANDUM HUMAN RESOURCES DEPARTMENT Date: September 24, 2026 To: Police Board From: Tony Posnik, Director of Human Resources Re: Chief of Police Hiring Process RELATES TO THE STRATEGIC PLAN N/A BACKGROUND The retirement of the Chief of Police is effective January 7, 2027. To begin the recruitment process for the next Chief of Police, the Police Board needs to review and finalize the items outlined below. Once the Board has reviewed these items and provides direction, Human Resources will begin the recruitment process and move forward with posting the position. Recruitment Process – Items for Board Consideration The following items should be reviewed and finalized by the Board: 1. Determine the Scope of Recruitment o Internal recruitment o External recruitment o Both internal and external recruitment 2. Review and Finalize the Job Description and Hiring Criteria o The attached Chief of Police job description has been reviewed and updated by the Chief of Police and Human Resources. o Review the attached job description and finalize any additional changes, including the qualifications, knowledge, skills, and abilities to be used in the selection criteria. o Incorporate the approved changes and selection criteria into the final job description. 3. Consider a Police Board Recruitment Subcommittee o Determine whether the Board wishes to establish a subcommittee to review and narrow the applicant pool, select candidates to advance to interviews, and review and approve interview questions and selection criteria. 10 2 o If established, the subcommittee may conduct initial interviews to narrow the candidate pool before candidates advance to the full Police Board, reducing the need for the full Board to participate in the initial interview process. 4. Review of the proposed Recruitment Timeline o Review the anticipated recruitment and selection timeline. o Provide any direction regarding the proposed timeline. ADDITIONAL ANALYSIS N/A FINANCIAL IMPACT N/A RECOMMENDATION Staff recommend the Police Board review and provide direction on the items outlined above to finalize the recruitment process and authorize Human Resources to proceed with posting the Chief of Police position. SUGGESTED MOTION N/A. HR X/Management Memos/Police Chief Hiring Pre-Meeting. 11 Updated September 2026-For PD Board Review Page 1 of 3 HR DEPT OFFICIAL COPY- DUTIES, QUALIFICATIONS, ETC SUBJECT TO CHANGE- CONTACT HR PRIOR TO OFFICIAL USE CITY OF OCONOMOWOC JOB DESCRIPTION CHIEF OF POLICE REPORTS TO: Mayor and City Administrator GENERAL STATEMENT OF DUTIES: Perform responsible administrative work in directing and coordinating all activities and employees for the Oconomowoc Police Department. CHARACTERISTICS OF THE CLASS: The Chief of Police has responsibility for supervising and evaluating all police functions including planning, directing and controlling patrols, traffic, and investigations of crimes. The work includes responsibility for assuring the proper training, assignments, and discipline of all department members and the general overall performance of the police department. Works in partnership with Western Lakes Fire District to oversee the City’s interest and ensure uniform public safety. The Chief of Police exercises independent judgment in administering the activities of the department and is responsible for internal policy and control. EXAMPLES OF DUTIES:  Responsible for the police budget.  Approves the planning of police operations.  Address citizen complaints and special policy concerns in a timely manner.  Supervise and assign duties to police personnel.  Plan and supervise the enforcement of traffic and safety regulations and programs for crime prevention and detection.  Direct the training of police personnel.  Study and submit reports to the Mayor, Council, and City Administrator as to the use of staff and equipment in the most efficient and cost-effective way.  Serves as City liaison and primary contact with Western Lakes Fire District (WLFD). Meets regularly with WLFD Fire Chief. Monitor operations and represent City interests.  Meet with business groups, other City departments, school representatives, state and federal units, and other interested individuals or groups as necessary to represent the interests and cooperation of the police department.  Aware of community relations issues, paying particular attention to public contacts by public safety personnel, and by rule, training, instruction or direction, encourage positive interaction between such personnel and members of the public.  Work cooperatively with other City department heads to ensure uniform, coordinated, and efficient delivery of services to citizens.  Enforce, or cause to be enforced, the laws and ordinances within the Chief of Police’s assigned area of duty and as otherwise may come to his/her attention.  Hold monthly staff meetings and facilitate communications within the police department.  Evaluate personnel under the control of the Chief of Police on an annual basis.  Be aware of and promote the welfare and morale of members of the police department.  Keeps the Mayor, City Council and City Administrator informed in a timely manner regarding budget concerns and police procedures and personnel concerns as well as Western Lakes Fire District activities/matters.  Administers the police union contract.  Submits and Monitors grant applications (FEMA, DOT, DOJ)  Works in partnership with the Emergency Management Director to plan and execute any 12 Updated September 2026-For PD Board Review Page 2 of 3 HR DEPT OFFICIAL COPY- DUTIES, QUALIFICATIONS, ETC SUBJECT TO CHANGE- CONTACT HR PRIOR TO OFFICIAL USE emergency management needs.  Keeps books as required by law.  Works with City Departments to ensure interagency cooperation and efficient delivery of services.  Perform other related duties as assigned. QUALIFICATIONS: Education and Experience:  Degree: Graduation from a college or university of recognized standing with a degree in public administration, criminal justice, business administration, or a closely related field, with a bachelor’s degree preferred (equivalent combinations of extensive executive-level law enforcement experience and professional training may be considered).  Rank & Experience: Minimum of seven (7) years of progressively responsible municipal law enforcement experience, including at least three (3) years in a supervisory or command capacity (Lieutenant, Captain, or Assistant Chief) within a municipal police department of comparable size (agencies with 20–50 sworn personnel, or similar size).  Certification: Must possess a current, valid law enforcement certification from the Wisconsin Law Enforcement Standards Board (LESB) at the time of application, with no active disciplinary actions, suspensions, or revocations.  Executive Leadership Training: Preferred graduation from recognized executive leadership programs, such as the FBI National Academy, Wisconsin Command College, or Northwestern University Center for Public Safety (NUCPS) School of Police Staff and Command. Necessary Knowledge, Skills, and Abilities:  Administrative & Fiscal Acumen: Thorough knowledge of municipal budgeting, fiscal management, grant writing, and resource allocation tailored to an agency of this scale.  Operational Expertise: Comprehensive knowledge of modern police management, community-oriented policing philosophies, emergency management, Wisconsin constitutional law, and risk management/liability reduction.  Labor & Personnel Relations: Demonstrated experience managing personnel evaluations, internal affairs investigations, and police labor matters within the framework of collective bargaining agreements and municipal policies, paired with the administrative capability to effectively collaborate with City Administration and Human Resources on recruitment, hiring, and disciplinary actions.  Public Relations & Intergovernmental Communication: Proven ability to maintain transparent, effective communication channels with the Police and Fire Commission/Police Board, City Administration, elected officials, local media, community stakeholders, and the public.  Executive Judgment: Superior decision-making skills under crisis conditions, strategic planning capabilities, and the capacity to analyze complex operational data to direct crime-prevention initiatives.  Availability: Must be accessible 24/7/365 to respond to critical incidents, major emergencies, and urgent administrative situations. PHYSICAL DEMANDS: The physical demands described here are representative of those which must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is performed mostly in office settings. Hand-eye coordination is necessary to operate computers and various pieces of office equipment. While performing the duties of this job, the employee is occasionally required to stand, walk and 13 Updated September 2026-For PD Board Review Page 3 of 3 HR DEPT OFFICIAL COPY- DUTIES, QUALIFICATIONS, ETC SUBJECT TO CHANGE- CONTACT HR PRIOR TO OFFICIAL USE use hands to finger, handle, feel or operate objects, tools or controls and reach with hands and arms. The employee is occasionally required to sit, stoop, kneel or crouch and talk or hear. Employee must have the physical ability to engage in all police functions including rescue or performing other public safety functions. Specific vision abilities required by this job include close vision and the ability to adjust focus. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet. SELECTION GUIDELINES Formal application, rating of education and experience; oral interview, and reference check; job- related test might be required. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of the specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. EMPLOYEE SIGNATURE Employee signature below constitutes employee's understanding of the position’s essential duties, qualifications/requirements, necessary knowledge, skills, and abilities. Employee Signature__________________________________ Date_____________ Employee Printed Name:_______________________________________ 14 CHIEF OF POLICE 2026/2027 HIRING TIMELINE (Subject to change) Week of Sept 21st Pre-Meeting & Preparation- Review scope (internal , external, or both), job description/hiring criteria, determine selection committee, and timeline. Week of Sept 28th Position Posted & Advertised – 3-week duration. Week of October 12th Application deadline. Deadline closes at 10 a.m., date TBD. Week of October 19th Applications to Selection Committee for Review Week of October 26th Application Review & Selection- Review applications, determine candidates to advance to interviews, and finalize interview questions and scoring evaluation form. Potential date: Oct. 27th or 28th (availability poll to be sent). Week of November 2nd 1st Interviews. Conduct initial panel interviews with selected candidates. Potential dates: Nov. 2nd and/or Nov. 5th (availability poll to be sent). Week of Nov 9th 2nd Interviews (if needed). Conduct follow-up or final round interviews. Potential dates: Nov. 10th, 11th, or 12th (availability poll to be sent). Week of Nov 16th & Nov 23rd Background Investigation (allow 2 weeks minimum, accounts for Thanksgiving and holiday adjustments). Week of Nov 30th PFC Selection and job offer approval. Potential date: Nov. 30th or Dec 3rd (availability poll to be sent). Week Dec 7th-Jan 8th Allows up to 30-days for selected candidate to provide notice to their current employer and transition to the Chief position. January 8th & Beyond First Day of Hire. Start date to be determined. Chief Pfister’s last day is January 7th. 15