Staffing Services Manager - Milwaukee Fire and Police Commission

31 Mar 2016 4:21 PM | Anonymous

The Fire and Police Commission (FPC) was established in 1885 by state law and is one of the oldest police oversight agencies in the nation. The Commission’s authority and responsibility are set forth in Wisconsin Statute Section 62.50, the Milwaukee City Charter Chapter 22.10, and the Milwaukee Code of Ordinances Chapter 314. The nine citizen board members are appointed by the Mayor of Milwaukee and approved by the Common Council. The mission of the FPC is to ensure that the Fire and Police Departments are prepared to protect the lives and property of the citizens of the City of Milwaukee by monitoring the quality and effectiveness of Fire and Police Department policies, practices, and outcomes.


Take your career in personnel selection to the next level and lead a staffing services team in this challenging and worthwhile position with the Milwaukee Fire and Police Commission. Under the direction of the FPC Executive Director, the FPC Staffing Services Manager is responsible for leading and directing the testing and recruitment staff who develop and administer the selection processes for City of Milwaukee public safety positions – both sworn and non-sworn – within the Milwaukee Police Department and the Milwaukee Fire Department. In addition, the FPC Staffing Services Manager provides guidance to professional consultants in the administration and execution of recruitment, testing, and hiring functions in accordance with applicable state statutes and FPC rules.

Essential Functions

Supervision and Leadership of the Testing and Recruitment Staff:

·         Supervise testing and recruitment staff. Participate in the recruitment, selection, and assignment of division personnel. Evaluate staff and provide for their training and development. Develop and maintain effective working relationships with all agencies impacted by the service. Anticipate workforce needs and plan selection activities.

Job Analysis, Test Development, and Administration:

·         Determine the need for new selection procedures for entry level and promotional positions; approve qualifications, job postings, components and weights of tests, job analysis procedures, and test materials, as well as test scheduling and physical arrangements; review and evaluate test statistics and eligible lists prior to submission to the FPC; ensure all testing activities are validated, developed, and administered according to professional and legal standards (e.g., Standards for Educational and Psychological Testing, Principles for the Validation and Use of Personnel Selection Procedures, and the Uniform Guidelines on Employee Selection Procedures); direct and evaluate the work of consultants; and ensure the security and confidentiality of test materials.

Research, Reporting, and Complaint Response/Resolution:

·         Serve as the testing subject matter expert for the FPC; prepare research reports and recommendations on employee selection and related human resources issues as requested by the Executive Director, FPC, Office of the City Attorney, public officials, and other agencies; and respond to complaints or legal actions regarding selection processes.

Background Investigation and Pre-Employment Testing:

·         Develop and oversee administration of the background investigation and appeals process pursuant to Fire and Police Commission Rules and professional and legal standards; and oversee the work of professionals contracted to perform pre-employment testing that includes drug screening, medical, and psychological testing.

Reasonable accommodations requested by qualified individuals with disabilities will be made in accordance with the Americans with Disabilities Act (ADA) of 1990, as amended by the Americans with Disabilities Act Amendments Act (ADAAA) of 2008

Conditions of Employment

Must be willing to work an extended schedule for successive days (i.e., 10-12 hour work days) on occasion as well as evenings and weekends to meet departmental needs.

Minimum Requirements

  1. Master’s degree in industrial/organizational psychology, industrial psychology, educational psychology, human resources management, or a closely related field from an accredited college or university. Education must have included coursework in testing and assessment and statistics.
  2. Three years of advanced level professional experience in developing, administering, and validating personnel selection procedures, including the application of related principles, practices, techniques, and legal considerations.
  3. Valid Driver’s license and availability of a properly-insured vehicle at time of appointment and throughout employment.

Equivalent combinations of education and experience that provide the applicant with the knowledge, skills, and abilities required to perform the job will be considered.

IMPORTANT NOTE: College transcripts are required and must be received by the application period closing date. Transcripts should be attached to your online application. Applications without transcripts attached will be considered incomplete and will be rejected. Your transcript must be legible and include your college/university name, your name, the degree completed (if applicable) and the date completed.

Desirable Qualifications

Experience with personnel selection for public safety positions.

Current Salary

THE CURRENT STARTING SALARY (PAY RANGE 1IX) for City of Milwaukee residents is $75,478 annually, and the non-resident starting salary is $73,627. Appointment above the minimum – up to $93,593 – requires approval and will be based on qualifications and experience.

The City of Milwaukee offers a collaborative, positive work environment where each employee contributes to making the city the best place possible to live and work. The City offers a comprehensive benefits package, including a top rated pension plan, health, and dental benefits, paid time off including vacation, 11 holidays, sick leave accrual, and much more.


Applications can be accessed by visiting

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