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6/7/2007
New police chief survived a gauntlet
Appleton’s new Chief of Police, David Walsh hails most recently from the City of Burlington in Racine County, and before that, 11 years policing in Oakland, CA.
Dale Schumaker, President of Appleton’s Police and Fire Commission (PFC) told me earlier in the hiring process he was looking for quality – and I’m sure he settled for nothing but the best.
During the hiring process, Schumaker was mum about the level of interest in the Appleton chief’s position. Interest in Chief of Police positions around the state has varied.
To wit:
- News accounts have quoted the Milwaukee Fire and Police Commission Executive Director as saying 41 applications were received there.
- News accounts from the Oshkosh Northwestern, not citing a source, speak of “a pile of 27 applications” received there.
- 16 applications were received in Green Bay, in their 2006 Police Chief search, per the Human Resources department there. That lower number reflects modest advertising for the position, as an inside guy (new police chief Jim Arts) was seen by some as a natural for the job.
And in Appleton, according to Human Resources Director Sandy Neisen, it was 13 applications. (The Post-Crescent account said “more than 30 applicants” – but that just ain’t so.)
Why, you might ask, were there not more applicants for the top cop job in what’s been called the safest (or the third or fourth safest) city in America?
Director Neisen said the application process itself was phenomenally rigorous. A standard PFC Application – rigorous by itself. A 100 – 150 word handwritten essay. A supplemental application, again, very extensive. And if all that wasn’t rigorous enough, a rigorous “assessment center” interview.
Schumaker, never giving any indication about quantity of applications, said “we have many good candidates, and we’re being damned fussy…. Quantity of applications is absolutely meaningless.” The experienced, professional PFC President has served on the Commission for 31 years and stresses that his four fellow commissioners are experienced, long-serving human relations experts as well.
Quality aside, the council is right to ask “why only 13 applications?” And then to keep asking until they get to the bottom of it.
I have to admit to a few tears when Schumaker (skillfully attempting to throw me off the course of my “number of application” questions!) said what they’re actually looking for is a clone of Dave Gorski. Chief Gorski served as Appleton’s top cop from 1977 to 1995. Gorski is variously described as a visionary, an exercise buff, or “at the cutting edge.” I described him as simply the best. A real upright professional cop. Beloved by many, Chief Gorski died of pneumonia and cancer in 2000.
So… soon-to-be-Chief, David Walsh, you’ve got a lot to live up to! Welcome to Appleton – we know you’ve got to be quality stuff and we’re looking forward to having you aboard.
COMMENTS
I trust that very few people will focus attention on why there may have been fewer applications or candidate packets for police chief than 'last time' or than 'for the police chief search conducted in Oshkosh [or Eau Claire or some other city].' Such distraction would be counter- productive and show a shallow understanding of process.
Having been in the human resource arena for more than a quarter of a century, having been an Alderman and involved in City of Appleton 'business' for a number of years, I can say a few things with certainty.
First, if the search team truly understands the job vacancy, the key strategic attributes necessary to perform the job in question, and the pressing goals and objectives of the job, then the job that is posted is clear. Then, once the sourcing of applicants begins, the winnowing process is already underway. If several candidates who believe themselves to be potentially qualified review the job requirements, they may eliminate themselves from contention figuring they just don't have the 'right stuff' to successfully contribute to the job that needs doing. Such a process step is critical and appropriate. It winnows the field, saves time and energy, and...assuming the process doesn't 'throw the baby out with the bathwater' [i.e. eliminate qualified candidates] then the initial steps in the recruitment process show preparedness, thoroughness, commitment and resolve to get the recruting job accomplished.
Reading and hearing what I've been privileged to see about our new Chief, I'd say the process and the people involved have done their job well. Also, knowing the City of Appleton Human Resource Director Sandy Neisen's insight, drive, commitment, dedication and determination, and knowing the thoroughness that Dale Schumacher and others on the Police and Fire Commission demonstrate, I'm confident we're ready to carry on business and family-raising in our community with the same level of safety and security that we've become accustomed to under Chief Gorski's and Meier's leadership.
Dick Kendall, Appleton (Thu Jun 07 08:44:20 2007)
A 100-150 word essay? That's two or three paragraphs, tops. That's half the length of a letter in The P-C. It's shorter than a standard cover letter. What could one possibly say in such a short space that would have any real influence over his/her hiring? In addition, penning 150 words wouldn't be all that "rigorous." Elementary schoolchildren write more than that at times.
Interesting. I find it much tougher to present an issue in 150 words than in 300, or 600 - and don't often succeed in succinctness. It's not the "150" that's important - rather it's the import of those 150 words. JE
Matt Neistein (Thu Jun 07 09:02:10 2007)
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