WILLMAR

– THE

Willmar City Council

On Monday, in a split 3-5 vote, he declined to hire a search firm to help him search for a new Willmar police chief.

Councilor Justin Ask moved to contract with Baker Tilly, one of four recruiting firms that submitted proposals meeting the city’s requirements, and Councilor Audrey Nelsen seconded the motion.

Ask, Nelsen and Councilor Julie Asmus voted in favor of the motion. Councilors Vicki Davis, Carl Shuldes, Mike O’Brien, Tom Butterfield and Rick Fagerlie voted against the motion.

Councilors who voted in favor of hiring the recruitment firm emphasized that it would do a better job of screening candidates.

Councilors who voted against hiring the recruitment company noted that there are currently qualified candidates within the

Willmar Police Department

and others throughout the region. Referring to comments from recently retired Police Chief Jim Felt, they believed the search could be carried out by city staff.

Felt addressed the council during the public comment portion of the meeting, noting that hiring a recruiting company at a cost of $22,000 to $29,000 is “extravagant” and unnecessary. This money could be used for “a greater good” within the police department or the city.

He explained that hiring a recruiting firm would amount to a duplication of city resources and police commission members who have the ability to screen candidates and make a recommendation for the position.

Contribution / City of Willmar

“I ask you to think about the service Willmar PD has provided to the community,” Felt commented. “…I urge you to focus on local candidates, local sense within this department and this region of Minnesota. Policing varies greatly from state to state and even from the metro area to Willmar. Look for people who share the same values, are invested in the community and know what fits best in this area.

Councilors agreed with Felt’s recommendation to conduct research regionally. However, some also thought the city could focus solely on internal candidates.

Contributed / Vicki Davis

“I feel like Chief Felt told us in his email that there were six officers here who met the stated requirements, and I trust his judgment,” Davis said. “If he feels like we have officers here who can be the chief of police, why can’t we just look at them?”

Councilman O’Brien agreed with Davis, emphasizing that it is important to hire someone who knows Willmar and that “overlooking” local candidates would be a “major mistake.”

Contribution / City of Willmar

Have O’Brien rebuke: “It’s a dangerous message to send to the public that we are neglecting officers that we deeply value and respect.” We want them to apply. I think everyone at the table said we want the best candidate. If it’s the internal candidate, so much the better. We don’t neglect anyone. »

Contribution / City of Willmar

City Administrator Leslie Valiant explained that the city is an equal opportunity employer and generally does not just hire internally.

“I think it’s better if you consider accepting outside applications,” she said. “…We’ve had external candidates wanting to apply, and if you just go internally, you could be putting yourself in trouble.

Valiant also noted that using a recruitment company ensures transparency and a lack of bias in the hiring process.

“It’s an external recruiter that’s going to help ensure there’s no bias from the start,” she said.

Contributed / Julie Asmus

Asmus noted that ministry nominees will be able to “speak very eloquently on issues in the region.” They’ll do really well in their interview because they have that insight and knowledge, and maybe they’ll make it to the top.”

Nelsen was concerned about the city’s ability to conduct comprehensive background checks, but was reassured that the city had that capacity and would work with its legal team to ensure it conducted the search properly .

Asmus argued that a recruiting company is better able to handle personality assessments when it comes to leadership and communication style. She was also concerned about taking up city staff time during the recruiting process.

O’Brien and Fagerlie shared that, in the past, promotions have occurred within the department and there have been issues retaining a new hire for city positions when the city hired non-local people.

They gave the example of former police chiefs, firefighters and city administrators who were hired but only stayed for a few years.

O’Brien also gave the example of what is currently happening at Willmar Municipal Utilities, where two recruits went through the application process and were offered the general manager position, only to turn it down because they didn’t want to. moving to Willmar. Willmar Municipal Utilities is down to two internal candidates for the position after spending significant time and money searching.

Contribution / City of Willmar

“That’s a strong argument, not necessarily for keeping it internal, but certainly for keeping it local,” Shuldes said of the examples shared. “It’s much less likely that someone will use Willmar as leverage for their current position, and I think that’s what we’ve seen happen recently. I don’t know if we need a research company if we want to keep it in the region. That would be my argument.

It was noted that having city staff do the research could save the city money, but it could also delay the hiring of a police chief by a few weeks.

Butterfield asked Acting Police Chief Mike Holme if the delay would hamper the police department in any way.

“I guess faster is better,” Holme said before giving his thoughts on some of the arguments made during the discussion. “…I still think there’s a transparency where all of us who applied internally, who went to apply for the Willmar Police Department originally, were open to all.”

He added that the

Minnesota State Patrol

hires and promotes internally.

Holme said the department was “going to make do with what we can do here…if it takes three or four months, I guess that’s what it has to be.”