LTC 078-2012 Selection and Appointment of Chief of Police - Raymond A. Martinez ® MIAMI BEACH
OFFICE OF THE CITY-MANAGER
31�r '_ D
NO. LTC # 078-2012 212�`;AR Is p i 2: ,,LETTER TO COMMISSION
TO: Mayor Matti Herrera Bower and Members o tk�C&ty Commission
FROM: Jorge M. Gonzalez, City Manage
DATE: March 15, 2012
SUBJECT: Selection and Appointment of Chief of Police — Raymond A. Martinez
The purpose of this Letter to the Commission (LTC) is to update you on the selection and appointment of
the Chief of Police for the City of Miami Beach.
As you are aware and I have previously informed you, the Administration engaged in a very thorough and
exhaustive recruitment and selection process last September 2011, for the purpose of identifying the best
candidate for my consideration for appointment as the next Chief of Police. The top candidate that
emerged from this process is City of Miami Beach Assistant Police Chief Raymond A. Martinez.
Attached is Assistant Chief Martinez' resume.
As a reminder, the Chief of Police position was advertised nationally for a sixty day period from
September 23 through November 23, 2011. A total of seventy-nine (79) candidates applied from all over
the country, including Ohio, New York, Virginia, Michigan, New Jersey, New Mexico, Pennsylvania,
Maine and Maryland, to name a few.
Following an initial review of all applications, this number was narrowed down to twenty-three (23)
candidates who were identified to proceed to a phone interview by an internal panel made up of
representatives from the City's Human Resources Department, Fire Department, City Attorney's Office
and the City Manager's Office. This panel identified a group of thirteen (13) candidates who were invited
to participate in the "in-person panel interviews." Of these thirteen (13) candidates, two withdrew from
the process. Among these thirteen candidates were individuals from law enforcement departments in
North Carolina, Georgia, Washington D.C., New Jersey, New York, Connecticut, Maryland, and various
counties and various cities throughout the State of Florida.
The City worked closely with the Florida Police Chiefs Association (FPCA) who assisted with the
recruitment process leading up to the final selection of the Police Chief by providing assistance in
preparing for the panel interviews, including the formulation of the questions and a written assessment
that each candidate was asked to complete. The Florida Police Chiefs Association representative who
participated in the panel process was William Liquori, the former Chief of Police of Altamonte Springs,
Florida and former Deputy Chief of Police of Orlando, Florida (and also a former President of the Florida
Police Chiefs Association). Chief Liquori observed all of the interviews, reviewed the written
assessments submitted by each candidate and independently provided feedback to me on the process,
on each of the candidates and on the written assessments.
To ensure that we had the benefit of diverse perspectives, the in-person panel interviews took place with
two different panels and included a mix of individuals from throughout the greater Miami Beach
community who have occasion to interact with the City and the Miami Beach Police Department. The
mix of individuals included three police chiefs from outside jurisdictions; three former prosecutors; the
elected Miami-Dade County Public Defender; two individuals who. have served as human resources
directors for municipalities in South Florida; four Miami Beach residents; and representatives from local
community organizations and the business community. The direction to the members of the two panels
LTC re:Chief of Police Selection
March 15,2012
Page 2
in meeting with the candidates was to take into consideration the following traits and characteristics as
they evaluated each candidate: Reformer and change agent; Team builder and ability to positively impact
employee morale; Dedication and commitment to law enforcement and the community; Demonstrated
and proven leadership abilities and capabilities; Commitment to the concept of community policing; and
the ability to effectively deal with our labor unions.
Attached are copies of all the memorandums which have been sent to the Mayor and City Commission
regarding the recruitment process which include the list of the candidates that were interviewed by the in-
person panels and the names of the panel participants.
The two panels interviewed all candidates over a two day period on February 6 and February 7, 2012.
Each panel independently recommended the top candidates to proceed to the next level of the
recruitment process.
One of the panels (Panel A) recommended the following four candidates (listed in alphabetical order):
• Frank Fernandez, former Deputy Police Chief, City of Miami;
• Thomas Hunker, Police Chief, Village of Bal Harbour;
• Raymond Martinez, Assistant Police Chief, City of Miami Beach; and
• Mark Overton, Police Chief, City of Hialeah.
The other panel (Panel B) recommended the following three candidates (listed in alphabetical order):
• Frank Fernandez, former Deputy Police Chief, City of Miami; (2)
• Raymond Martinez, Assistant Police Chief, City of Miami Beach; and
• Mark Overton, Police Chief, City of Hialeah.
The four candidates referenced above were invited to participate in a final interview on February 22,
2012 with myself and the following individuals:
• Hugo Barrera, Special Agent in Charge, Miami Field Office, Bureau of Alcohol, Firearms and
Explosives (ATF);
• Victor M. Diaz, resident, attorney and former City of Miami Beach Commissioner;
• James Loftus, Director, Miami Dade County Police Department; and
• Jose Smith, City Attorney, City of Miami Beach.
This final interview panel met again via conference call on March 6, 2012 to further discuss the
candidates and provide me with their recommendations. At this meeting, a motion was made, seconded
and unanimously approved by all panelists to recommend the appointment of Raymond Martinez as the
Chief of Police and to offer Mark Overton the position of Deputy Chief of Police. In addition, the panel
also agreed with the City Manager's recommendation that the incoming Chief of Police be provided with
a "charge memorandum" which sets forth my expectations and priorities for the implementation of the
necessary reforms within the Miami Beach Police Department.
In looking at who to appoint as the Chief of Police, the decision was based on who had the ability to best
manage the necessary reforms in the police department. My charge memorandum to the new chief
identifies both short and long term tasks that I have identified and prioritized for action. The charge
memorandum is being finalized and will be provided under separate cover.
The reforms that have already been implemented in our Police Department over the past six months
have proven to me that the right leadership to effect change can, indeed, be found from within. Assistant
Chief Martinez brings a combination of experience within the organization from his tenure, with the
benefit of over twenty-two years of police experience from outside the City of Miami Beach. As a
LTC re:Chief of Police Selection
March 15,2012
Page 3
decorated military veteran and a police officer injured twice in the line-of-duty, Assistant Chief Martinez
brings an understanding of fundamental policing, with the much added benefit of management and
administrative experience
Prior to beginning his law enforcement career, Chief Martinez served in the United States Marine Corps
for three years. During his twenty-two years with the Miami Police Department he served in numerous
capacities and ranks leading up to the position of Assistant Chief of Police. He was a patrol officer,
firearms instructor, academy training advisor, robbery detective, motorcycle traffic enforcement
supervisor, general investigations commander, communications unit commander, and has been a
member of the Special Weapons and Tactics (SWAT) team, to highlight a few. He received several
awards during his career with the City of Miami Police Department, including the Unit Citation (twice),
Officer of the Month, Gold Medal of Heroism, and the Purple Heart for being shot two times in the line of
duty.
While serving as the Assistant Chief of the Miami Police Department he commanded both the
Administrative Division as well as the Operations Division comprising of over 850 personnel. Chief
Martinez coordinated numerous major projects, which include the Florida Police Chiefs Annual
Conference in 1994, security for the U.S. Conference of Mayors in 1995, and the International
Association of Chiefs of Police (IACP) Conference in 1995. He spearheaded the successful bid to bring
the 2005 IACP conference back to Miami Beach. He served as the department's representative on labor
relations activities, including collective bargaining negotiations. Assistant Chief Martinez was intricately
involved in the department's community policing strategies and served on the United States Justice
Department COPS Office Community Policing Resource Board. He was appointed by the President of
the IACP to serve on the Police Administration Committee for the IACP.
Assistant Chief Martinez retired from the Miami Police Department in October 2001 and took a position
with the City of Miami Beach Police Department as Assistant Chief of Police overseeing the
Administration Bureau, and subsequently the Operations Bureau. During his tenure with the Miami Beach
Police Department, Assistant Chief Martinez has been involved in all aspects of the organization. While
commanding the Operations Division, he has been instrumental in the development of the evolving
tactics to deal with large scale special events, such as Memorial Day Weekend. During 2007, with the
reorganization of the department, Assistant Chief Martinez assumed both the Administrative and
Operational responsibilities for the department. He is the Chairperson for the department's
CAD/RMS/FBR technology conversion initiative. On November 4, 2011, as the highest ranking sworn
officer, Assistant Chief Martinez assumed day-to-day control of the police department with the separation
of the chief. Given that Assistant Chief Martinez had obtained an FBI background clearance of "Secret"
classification and is eligible to receive classified briefings, in December 2011, he was selected to attend
the Anti-Defamation League's prestigious Advanced Training School on Extremist and Terrorist Threats
in Washington DC.
Assistant Chief Martinez has a Master's degree in Public Administration degree from Florida International
University and a Bachelor's degree in Liberal Studies from Barry University. He is a graduate of the
Southern Police Institute Administrative Officers Course. He has also attended Harvard University's
John F. Kennedy School of Government Executive Education Program for Government Performance and
Florida International University's Academy for Strategic Management.
Chief Mark Overton brings over twenty-nine (29) years of law enforcement experience, with fifteen of
those years at the executive level with the City of Hialeah. He brings the unique experience of nearly five
(5) years as Chief of Police for the third largest municipal Police Department in Miami-Dade County, with
an approximate $40 million dollar budget and 450 employees. Prior to being named Police Chief in
2007, he served as the Deputy Chief of Police from 2005 to 2007. He began his career with the City of
Hialeah Police Department in 1984 as a Police Officer; served in the capacity of Detective from 1987-
LTC re:Chief of Police Selection
March 15,2012
Page 4
1990 and was subsequently promoted to the ranks of Sergeant, Lieutenant and Captain between 1990
and 2005. Chief Overton currently serves as the President of the Miami-Dade Police Chiefs Association.
He has received a number of awards and honors over the course of his career including the Officer of the
Year in 2003. Chief Overton has a Bachelor's degree in Public Administration from Barry University and
has attended the Southern Police Institute's National Sheriff's Association Executive Leadership Program
and the Command Officer's Development Course both at the University of Louisville. Attached is Chief
Overton's resume.
I believe that the combination of Assistant Chief Martinez and Chief Overton as Chief and Deputy Chief
of Police for the City of Miami Beach Police Department will provide the right combination of experience,
leadership, and commitment to effectively lead and reform the Police Department. Meetings with both
Assistant Chief Martinez and Chief Overton have been scheduled with each of you over the next few
days to give you each a chance to speak with them individually.
The item to consent to the appointment of Raymond Martinez as the Chief of Police is on the March 21,
2012 City Commission agenda for your action in accordance with Article IV, Section 4.02 of the City of
Miami Beach Charter.
If you have any questions or need any additional information, please feel free to contact me.
JMG/RI
® MIAMI BEACH
OFFICE OF THE CITY MANAGER RE. �?- I V F D
MEMORAtff 30 PM 4: 41
#005-2012
TO: Mayor Matti Herrera Bower and Members of the City CommissiQra T Y C L E R i 'S 0 F F I C F
FROM: Jorge M.Gonzalez, City Manager C
. Nr 6
DATE: January 30, 2012
SUBJECT: Update on Police Chief Recruitment
This memorandum is to provide an update on the Police Chief recruitment. All previous
memorandums regarding the Police Chief recruitment process are attached. Although there were
originally thirteen (13) candidates who had been invited to participate in the panel interview
process, one of those candidates, Ricardo Gomez, Police Chief, City of Doral, Florida, is no
longer participating in the process so there are now twelve (12) candidates. Attached is the
December 20, 2011 memorandum that lists the names of all these candidates.
To ensure that we have the benefit of diverse perspectives, the next round of interviews will take
place with two (2) panels, which include a mix of individuals from throughout the greater Miami
j Beach community who have occasion to interact with the Miami Beach Police Department.
The City has been working with the Florida Police Chiefs Association (FPCA) to prepare for the
panel interviews, including the formulation of the questions and any oral and/or written
assessments each candidate will be asked or requested to provide. We have also asked the
FPCA to assist with the entire process leading up to the final selection of the Police Chief. The
panels will meet with each candidate on Monday, February 6 and Tuesday, February 7, 2012.
Panel A includes(in alphabetical order):
1. Richard Amion, Police Major, Miami Dade County Police Department and Police
Commander,Town of Miami Lakes, Florida
2. Mayra Buttacavoli, Miami Beach resident (former Human Resources Director and
Assistant City Manager, City of Miami Beach)
3. Mario Courtney,Goldman Properties(representing the business community)
4. Dan Gelber,Attorney(former Federal Prosecutor)
5. Carlos Martinez, Public Defender
6. Gerald Monahan, Chief of Police, Port Orange, Florida (former President of the Florida
' Police Chiefs Association)
Panel B includes(in alphabetical order):
1. Michael Band,Attorney(former Chief Assistant State Attorney, Miami Dade County)
2. Averill Dorsett, Human Resources Director, City of Fort Lauderdale (former Prosecutor,
Miami Dade County)
3. C.J.Ortuno, Executive Director, Save Dade
4. Samuel Williams, former Chief of Police, Ocala, Florida (former Assistant County
Manager over Public Safety, Miami Dade County and former Assistant Director, Miami
Dade County Police Department)
5. Elsa Urquiza, Miami Beach resident (former U.S. Equal Employment Opportunity
Commission(EEOC) employee)
In addition, William Liquod, the former Chief of Police of Altamonte Springs, Florida and former _
Deputy Chief of Police of Orlando, Florida (and also a former President of the Florida Police
Chiefs Association) will represent the Florida Police Chiefs Association during the panel
interviews and will observe all of the interviews. .
Memorandum—Police Chief recruitment
Page 2 of 2
After each of the two (2) panels interview all 12 candidates, the panels will collectively
recommend which candidates should move to the final interview. The final interviews are
scheduled to take place on February 22, 2012. 1 have asked the following individuals to join me
in the final interviews with the top candidates:
1. Hugo Barrera, Special Agent in Charge, Miami Field Office, Bureau of Alcohol,
Firearms and Explosives(ATF)
2. Victor M. Diaz, resident, attorney and former City of Miami Beach Commissioner
3. James Loftus, Director, Miami Dade County Police Department
4. Jose Smith, City Attorney,City of Miami Beach
The selection of the Police Chief will be made shortly after these final interviews and a thorough
background check and criminal history check. The selected candidate will also be subject to a
pre-employment physical and I will conduct a series of reference checks to cross-check and verify
the information we have gathered and to get to know the candidate even better. Finally, the
salary, benefits and start date will be negotiated. I expect the selected candidate will be
introduced to the City Commission and then brought to the City Commission for consent at the
March 21,2012 City Commission meeting.
If you need an additional information, lease feel free to contact me.
Y Y P
JMG/ri
F:\HUMA\$all\Galyna\Commission\Memo Update on PD Chief Process(1-11-12).docx
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MIAMI BEACH
OFFICE OF THE CITY MANAGER
MEMORANDUM
TO: M r M Herrera Bower and Members of the City Commission
�t P�vi
FROM:boh42 e M. Gonzalez, City Manage '
DATE: December 20,2011
SUBJECT: Update on Police Chief Recruitment '
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This memorandum is to provide an update on the Police Chief recruitment. Attached is the
November 28,2011 memorandum that provided the last update on this recruitment process.
The City accepted applications for this position through November 30, 2011, and received a total
of 79 applications. Of these 79 applicants, the City identified 24 candidates to proceed to the
telephone interview stage of the recruitment process, as described previously in the September
27,2011 memo to the City Commission(also attached).
The telephone interviews took place from December 7, 2011 through December 9, 2011, and '
were conducted by Assistant City Manager Hilda Fernandez, Assistant Fire Chief Javier Otero,
Assistant Director of Human Resources Rafael Granado, and Senior Assistant City Attorney
Aleksandr Boksner. From these telephone interviews, the panel Identified a group of candidates
to participate in the formal Interview stage of the recruitment process. A preliminary background
search was performed on all the candidates selected to participate in this next process. The
thirteen (13) candidates who have been invited to participate are listed below (in alphabetical
order):
1. Eugenio Bernal, Deputy Chief of Police, Orlando, Florida Police Department
2. Thomas Cannon,former Assistant Chief of Police, Miami, Florida Police Department
3. Frank Fernandez, Police Expert Consultant, U.S. Department of Justice and former
Deputy Chief of Police/Chief of Operations, Miami, Florida Police Department
4. Ricardo Gomez, Chief of Police, Dora[, Florida Police Department I
5. Michael Gugliotti, Chief of Police,Waterbury, Connecticut Police Department
6. Rafael Hernandez,former Chief of Police, North Miami Beach, Florida Police Department
7. Thomas Hunker, Chief of Police, Bal Harbour, Florida Police Department !
8. Raymond Martinez,Assistant Chief of Police, Miami Beach, Florida Police Department
9. Paul Miller, Deputy Chief of Police, Miami Gardens, Florida Police Department
10. Calvin Moss, Deputy Chief of Police, Atlanta, Georgia Police Department
11. Mark Overton,Chief of Police, Hialeah, Florida Police Department
12. Amos Rojas,former Special Agent in Charge, Florida Department of Law Enforcement
13. Louis Vega,former Police Director, Camden, New Jersey Police Department
To ensure many different perspectives are taken into account, the formal interviews will take
place with two (2) panels, which will include a mix of individuals from throughout the community
who have occasion to interact with the Miami Beach Police Department. Our Human Resources
Department is reaching out to and finalizing who will serve on the panels. The panel interviews
are scheduled to take place during the week of January 16,2012.
i As mentioned previously, and noted in the September 27th Memorandum, the final round of
interviews and other assessments are expected to be completed by early to mid February 2012,
s with the selection of the Police Chief expected to be made shortly afterwards.
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If you need any additional information, please feel free to contact me.
I JMG/RI j
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Attachments
F:\HUMA\Sall\Galyna\Commission\Memo Update on PD Chief Process(12-20-11).docx
OFFICE OF THE CITY MANAGER
MEMORANDUM
TO: Mayor Matti Herrera Bower and Members of the City Commission
FROM: Jorge M. Gonzalez, City Manager
DATE: November 28, 2011
SUBJECT: Update on Police Chief Recruitment
This memorandum is to provide an update on the Police Chief recruitment. Attached is
the September 27, 2011 memorandum that provides details and an overview of the full
recruitment process.
As of November 23, 2011, the City has received 75 applications. Of these candidates,
there is a mix of senior level law enforcement individuals and a number of current or
former police chiefs from other jurisdictions. Although the City will continue to accept
applications, a comprehensive review and evaluation of each application has already
begun.This review is expected to be completed by early December 2011.
The telephone interviews described in the September 27, 2011 memorandum (attached)
are expected to be completed by mid-December 2011. From this telephone interview
process, candidates will be selected and invited to participate in the formal interview
process. These formal interviews will be with at least two panels which will include a mix
of individuals from throughout the community and the organization who have occasion to
interact with the Police Department and can provide valuable insight to the process.
This will ensure many different perspectives are taken into account. I have identified a
number of individuals to participate in the process and once we know which candidates
will be invited to interview, the panelists will be finalized and interviews will be
scheduled.
As mentioned in my memo of September 27, 2011, the final round of interviews and
other assessments are expected to be completed by the end of January 2012 to early
February 2012 with the selection of the Police Chief expected to be made shortly
afterwards. Even though the City will have already conducted preliminary background
checks on the top candidates, once the final selection is made, a more thorough
background check,including references and other required steps,will be conducted prior
to the City Commission ratification.
The recruitment process and fimeline described in the September 27, 2011 Memo is
aggressive and should yield a highly qualified and competent selection for the Chief of
Police. As previously mentioned, timelines are subject to change based on several
factors including how the process progresses.
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If you need any additional Information, please feel free to contact me.
JMGIRI
Attachment
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F:lcmgrl$ALLILTC 20111Memo Update on PD Chief Process 11 28 11.docx
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OFFICE OF THE CITY MANAGER
MEMORANDUM
To: Mayor Matti Herrera Bower and Members of the City Co mission
From: Jorge M. Gonzalez, City Manager
Date: September 27, 2011
Subject: Chief of Police Recruitment
The purpose of this memorandum is to provide an overview of the recruitment process for the
City of Miami Beach Chief of Police. As you know, Chief Carlos Noriega is in the DROP and will
separate from the City on December 31, 2011.
As discussed at the September 14, 2011 City Commission meeting, an internal/external
recruitment will be conducted to identify and select the next Chief of Police for Miami Beach. In
order to ensure a fair and open recruitment, which will aid me in identifying and selecting the
best candidate for the position,the process I intend to follow is outlined below.
As City Manager, I have conducted numerous executive level recruitments over the past several
years and I have used a variety of methods to ensure that we fully evaluate prospective
candidates. Typically, the City's recruitment process includes the following phases: (1)
Recruitment; (2)Evaluation; and (3) Selection/Appointment.
The process for the Police Chief recruitment will be similar to the City's standard process which
we have used for other senior level recruitments for department directors, including the two
most recent appointments — the CIP Director and Building Director. This process will include
input from many different perspectives and stakeholders to ensure that a fair and unbiased
selection is made. Other elements may be incorporated to the process to help with the City's
recruitment efforts. Such a process will help protect the City from any challenges that may arise
after the process is concluded from any non-selected candidate. The timelines described below
are subject to some fluctuation depending on how the process progresses.
Recruitment
The recruitment phase of the process is already underway and the City has already begun to
accept applications.
Before the recruitment phase began, the Human Resources Department updated the Police
Chief job description (as it had not been revised since 1997) to more accurately capture the
current nature of work; essential duties; knowledge, skills and abilities; and minimum
j requirements of the position. Based on the updated job description, a position announcement
was developed(attached).
This position announcement has been posted on the City's website and job boards and has
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been submitted to the following organizations for posting on their respective websites and
employment outlets:
• International Association of Chiefs of Police(IACP)
• Florida Police Chiefs Association (FPCA)
• Miami-Dade County Association of Chiefs of Police (MDCACP)
• International City/County Management Association (ICMA)
• Florida City/County Management Association (FCCMA)
• Miami-Dade City/County Management Association (MDCCMA)
In addition, the City will forward the position announcement to contacts in the industry and ask
that the announcement be distributed to individuals or groups that may be interested or may
know of individuals who may be interested. Human Resources will also identify candidates
through referrals, networking and available online services.
The position will be posted for two full months (from September 23, 2011 through November 23,
2011) to allow adequate time for prospective candidates to consider the opportunity and to
complete and submit an application to the City for consideration. Although the City will continue
to accept applications after this date,the evaluation phase will become the priority.
Evaluation
The City will continuously review and evaluate all applications as they are received. The
evaluation process includes the following:
1. Review of QUaliffcations
Initially, the Human Resources Department will screen applications to ensure they meet the I
minimum requirements of the position. In addition, the applications are sorted Into categories
based on their relative experience and whether they meet the qualities described in the position
description. Following this initial review of paper qualifications, I also will personally review the
candidate applications to determine an initial list of candidates who will be asked to participate 1
further in the process. This is expected to be completed by early December 2011.
2. Telephone Interviews
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The telephone interview is intended to reduce the initial list of potential candidates down to a
more manageable number of candidates (usually between eight and twelve). An informal
interview with candidates is conducted to refine items included in their application and get a
better understanding of their unique skills, abilities and experience. A determination is made as +
to whether the candidate warrants continued consideration.
At this time, a determination is also made as to whether the overall pool of candidates is
sufficiently acceptable and diverse enough that a selection can be made from the list and the
evaluation process should continue. If not, the City will expand recruitment efforts to'attract
additional candidates. This is expected to be completed by December 2011.
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3. Panel Interviews
The next step involves, inviting the candidates to come to the City for a structured panel
interview. At this step,the process is much more formal. Specific questions are developed and
a specific routine is followed. The panels will consist of a mix of individuals to ensure that we
get the benefit of many different perspectives. This step will identify more specifically the
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candidate's technical abilities and other skills for the position. This has, on some occasions,
included more than one panel ("Internal"and"External"evaluators).
For this position, it is my intention to have at least two different panels interview the candidate
and give me their opinions. The panels will include individuals from the community who have a
particular perspective or who have occasion to interact with the Police Department and can
provide valuable insight to the process as well as internal individuals (employees) who interact
frequently with the Police Chief or Police Department.
The panel interview portion should reduce the candidate list down to the top three to five
candidates for further consideration. This is expected to be completed in early January 2012.
Selection/Appointment
Upon completion of the panel interviews, a short list of candidates will be identified and will be
further considered for selection. This process will.include a final interview panel, as well as
other assessment tools to ensure that.the candidate who is best qualified and is the best fit for
the community and the organization is identified.
Final Interview
I will conduct one or more final interviews with the candidates. Typically, I will include others on
this panel to again, ensure a variety of perspectives in our consideration. At this stage,
management, leadership and personality traits are also considered. The aim is to ensure a
highly qualified candidate with not only the technical skills to do the job, but also someone who
has the appropriate other skills to succeed in our community, our organization and our
environment. I expect that this step will be completed by the end of January 2012.
Other Assessments
Given the high degree of public contact that the Police Chief will have with our community, I
i would also expect to.create an opportunity for our community (both resident and business) to I
have an opportunity to meet and question the candidates. This exercise is still under
development but would entail a public meeting.(or series of meetings) to give the broader
community an opportunity to give me their thoughts and suggestions as I make my final
determination on selection. The expected completion for this is January 2012
In addition to the process mentioned above, further research and evaluation takes place. The
short list of candidates and/or final candidate will also have to go through a thorough
background check and criminal history check_ A pre-employment physical is conducted. I will
also conduct a series of reference checks on the final candidate to cross check and verify the
information we have collected and get to know the candidate better. Finally, the salary, benefits
and start date negotiations are conducted. This is expected to be completed in early to mid
February 2D12.
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Commission Ratification
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As the Police Chief position is a department director, the City'Charter requires that the City
Commission consent to his/her appointment. It is my intention to introduce the selected
candidate to each of you prior to the item being heard by the Commission. You each will have
an opportunity to individually meet with, ask questions of and give your thoughts to me or to the i
ti selected candidate prior to consenting to the appointment. This is expected to take place at
either the February or March 2012 commission meeting (depending on dates and completion of
above process).
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The recruitment process and timeline described above is aggressive and should yield a highly
qualified and .competent selection for the Chief of Police. As previously mentioned, timelines
are subject to change based on several factors including how the process progresses.
If you have any questions or need additional information regarding this issue, please feel free to
contact me directly or Ramiro Ingua=o, Human Resources Director, at extension 6697.
Fxrngr/jorgememo/Police Chief Recruitment
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CITY OF MIAMI BEACH
invites applications for the position of:
MAN RE
Police Chief
EOE/AA/ADA/VET PREF
SALARY: $60.75- $98.12 Hourly
$4,860.30 - $7,849.81 Biweekly
OPENING DATE: 09/22111
CLOSING DATE: 11/23/11 05:00 PM
NATURE OF WORK:
Miami Beach is a 24-hours-day-a-week, entertainment / residential full service community, encompassing
seven square miles, populated by approximately 90,000 year-round residents, but with a daily population of
nearly 200,000. Miami Beach's international appeal brings over 10 million tourists annually to its beaches,
restaurants,clubs,cultural facilities,convention center and other establishments.
The City of Miami Beach was incorporated in 1915 and operates on a CommissionlCity Manager form of
government.The Commission consists of an elected Mayor and six Commissioners who serve as the policy
making body of the City. The City Manager ensures that policles, directives, resolutions and ordinances
adopted by the City Commission are enforced and implemented.The City Manager is also charged with all the !
daily operations of the City. All Department Directors, including the Police Chief,are appointed by and report i
to the City Manager.
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The Miami Beach Police Department (MBPD) is responsible for the enforcement of all laws within the City
limits of Miami Beach. The MBPD has an annual budget of approximately$90 million and approximately 50D
employees (of which approximately 370 are sworn officers).The Fraternal Order of Police (FOP) represents !
the non-command staff sworn employees and three other general employee unions represent most other '
employees. The MBPD is one of approximately 20 citywide departments that all work together to accomplish
the City's overall mission and vision. j
The MBPD is nationally accredited by the Commission on Accreditation for Law Enforcement Agencies II
(CALEA).Additionally, the MBPD is currently recognized as an elite "Flagship Agency," an accomplishment
attained by a limited number of police departments. Flagship Agencies are selected by CALEA based upon
their past awards,current assessments,and overall professional standing in the public safety community.
The current Police Chief is retiring after a 28 year career with the MBPD.
The Police Chief is a highly responsible senior level management position that involves the planning,
organizing, staffing, directing and controlling of all of the Police Department's functions and activities. This
position requires extreme confidentiality and professionalism. The Chief exercises extensive independent
judgment and professional managerial knowledge in the_administration of a large and complex 24-hourl7-day-
a-week public safety and law enforcement department to provide the highest level of protection to the City.
The position requires the ability to proactively and successfully work with staff at all levels and with the City
Administration to deal with personnel, safety and administrative issues. Supervision is exercised through,
various levels of command staff in the Police Department over a variety of sworn,technical professional, j
administrative, specialized, and clerical employees with assigned responsibilities in various operations of the
department. The Police Chief reports to the City Manager.The Police Chief is responsible for the attainment
of desired objectives, the professional management of all of the MBPD operations, and for the quality of
services provided by MBPD employees to the City and its customers.
The selected Police Chief will lead the transformation and transition of the MBPD to an even higher
performing organization with particular emphasis on developing a well trained and well respected organization
applying traditional community-based and problem-oriented policing strategies.Special attention to the use
and implementation of technology and automation to ensure increased accountability and transparency of the
department is expected.The Chief will also deal with a number of other challenges, including: (1) striking the
balance between more community-oriented services delivered to our residents and the demands and
workload generated as a 24-hour tourist destination; (2)Managing and policing several large scale events that
take place in the City which attract large crowds particularly during holiday weekends le: (New Year's Eve,
July 4th, Memorial Day etc.),spring break,the winter season and other special events throughout the year(3)
Focusing on streamlining the organization in light of extremely challenging budget constraints; (4)Collectively
bargaining with the FOP and other unions In 2012 as the current contracts expire on September 30,2012 with
particular focus on wages,benefits and pension issues; (5)Ensuring that all MBPD employees are committed
and connected to the City's and MBPD's mission, vision, and values, and are held accountable at all levels.
and at all times,(6)Ensuring the Delivery of good customer service by police personnel and the attainment of
high employee morale;and,(7)focusing on other high priority tasks to be addressed immediately.
ILLUSTRATIVE EXAMPLES OF ESSENTIAL DUTIES:
Plans, programs, directs and evaluates all the operations of the Police Department;
e Develops annual budget proposal arid controls budgeted expenses;
Formulates and implements police policies, procedures, rules, regulations and
programs;
Prepares and reviews operational and administrative reports;
Participates as a member of the City's labor relations collective bargaining negotiations
team;
a Develops and maintains effective partnerships with local, state and federal law
i enforcement agencies;
o Proactively develops and implements plans to address challenges unique to the
Department and City;
Promotes, assigns and disciplines department personnel;
u Supervises maintenance of all records and materials associated with law enforcement
activities or administration;
o Makes periodic public addresses;
Attends meetings and serves on committees, boards and agencies related to promoting
crime prevention and improving law enforcement;
Ensures the delivery of good customer service by departmental personnel
G Evaluates the work of departmental personnel; and
C Performs related work as required. .
MINIMUM REQUIREMENTS:
A minimum of fifteen (15) years of progressively responsible law enforcement
experience, which must include at least five to seven (5-7)years of executive
management and police command staff experience.
0 Certification as a Florida law enforcement officer in accordance with Chapter 943, Florida
Statutes(or ability to obtain within six months of employment).
e Bachelor's degree from an accredited institution, in Public Administration, Political
Science, Criminal Justice, Law Enforcement, Public Safety Management, or related field.
o Other combination of experience and education that meet the minimum requirements
may substitute the education prerequisites.
Progressively responsible senior-level police command staff experience in Florida law
enforcement. (Plot a minimum requirement but highly desired)
Graduation from a nationally recognized executive development command-training
program (Le. FBI National Academy, Southern Police Institute, Northwestern, or other '
related professional law enforcement programs). (blot a minimum requirement but
highly desired) i
I u Master's degree from an accredited institution, In Public Administration, Political Science,
Criminal Justice, Law Enforcement, Public Safety Management, or related field. (Not a
minimum requirement but highly desired)
i
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Raymond A. Martinez
Assistant Chief of Police
Miami Beach Police Department
1100 Washington Avenue
Miami Beach, FL 33139
305 673-7925
QUALIFICATIONS
➢ Over 32 years of law enforcement experience with the Miami and Miami Beach Police
Departments
➢ Solid breadth and depth of departmental experience, in both operations and administration
➢ Law enforcement professional with an uncompromising commitment to duty and honor
➢ Motivational leader who guides by example and inspires loyalty and exceptional
performance
➢ Readily accepts challenges; resolute, even under the most difficult circumstances
PROFESSIONAL EXPERIENCE
2001 —Present Police Department, City of Miami Beach, Florida
Built a record of distinguished service in law enforcement for a community of
90,000 residents with ten million visitors annually. Performed many diverse roles
throughout career and gained familiarity with every aspect of departmental
operations. Received numerous honors and awards.
CURRENT ASSIGNMENT
2011 —Present Assistant Chief of Police, City of Miami Beach, FL, and Serving as the Highest
Ranking Officer in Charge while the Chief of Police position is vacant. Command of
the Department's two Bureaus (Operations and Administration), 362 sworn officers,
and 139 civilian employees. Oversight of$92 million departmental budget.
Summary
Furthered the implementation of comprehensive community policing by initiating a Sector Plan for
the Patrol Division with specific areas of responsibility for all officers and supervisors.
Oversight of a wide variety of major events including Memorial Day(with over 250,000 attendees),
2010 Super Bowl and Pro Bowl, Art Basel, Art Deco Weekend, Spring Break, and New Year's Eve.
Lead MBPD contingent to the 2009 Presidential Inauguration in Washington DC
Adjunct Professor for the School of Policy and Management, College of Urban and Public Affairs,
Florida International University and the University of St. Francis
Served with the United States Marine Corps(1976— 1979) Honorable Discharge as Lance
Corporal, served as a Field Radio Operator, 2nd Battalion, 6 ch Marine Regiment, 2nd Marine Division
Raymond A. Martinez
Page 2 of 4
PREVIOUS ASSIGNMENTS
2007-2011 MBPD Assistant Chief of Operations and Administration Bureau—oversees all
operations within the Miami Beach Police Department including the Internal Affairs
Unit.
2004-2007 MBPD Assistant Chief of the Operations Bureau. This includes the Patrol Division
consisting of uniform patrol, motorcycle patrol, accident investigation, marine patrol
K-9, bicycle patrol, beach patrol, SWAT, Crime Suppression Teams, and Problem
Solving Teams for the Redevelopment Areas. Also includes the Criminal
Investigations Division consisting of Homicide, Violent Crimes, Robbery, Burglary,
Auto Theft, Economic Crimes, and Juvenile Crimes, the Strategic Investigations
Unit(Vice, Narcotics, and Terrorism).
2001-2004 MBPD Assistant Chief of the Administration Bureau. This includes the Technical
Services Division and the Support Services Division. The area of responsibility
includes hiring, training, personnel, background investigations, budget,
confiscations, 911 communications, property and evidence, fleet management,
records management, information technology, and off-duty employment.
1994-2001 Miami Police Department—Assistant Chief of Police
Chief of the Field Operations Division, November 1999 through October 2001,
which included overseeing all patrol operations, District Investigations to include
robbery and burglary, tactical operations to include K-9, Mounted Patrol, Marine
Patrol, Motorcycle Patrol, SWAT, street level tactical operations and drug
enforcement. Assistant Chief Martinez was responsible for overseeing the
department's community policing efforts, which included the department's
Neighborhood Enhancement Teams (NET), Problem Solving Teams (PST),
Neighborhood Resource Officers (NRO), School Resource Officers (SRO), and
Citizens on Patrol programs.
Chief of the Administration Division July 1994-November 1999, which included the
Business Management Section, Personnel Resource Management Section,
Communications Section, and the Support Services Section. The area of
responsibility included hiring, training, personnel, recruitment and selection,
budget, property and evidence, forfeitures, 911 communications, planning and
research, grants management, records management, information technology, and
vehicle fleet services.
Related Duties: Was instrumental in the strategic development and implementation
of the department's community policing philosophy. Chief Martinez was the point
person on all federal grants for the police department. He coordinated the
department's efforts to obtain over $95 million in grants as well as match waivers
from the COPS Office in Washington, DC. Assistant Chief Martinez was the
department's labor relations representative, which negotiated the labor agreements
with the Fraternal Order of Police in 1995 and 1998. Coordinated the 1995
International Association of Chiefs of Police Conference and successfully
spearheaded the bid to bring the 2005 IACP conference back to Miami Beach. He
served as an active member of the United States Department of Justice COPS
Community Policing Resource Board. Was invited and served on the International
Association of Chiefs of Police Summit on Hate Crime in America, June 25-26,
1998. Served as the City of Miami Police representative for the selection
Raymond A. Martinez
Page 3 of 4
committee for the Federal Government Lobbyist and Consulting Services and the
committee for the Test Developer and Provider for the police lieutenant promotional
process.
1991-1994 Miami Police Department—Major of Police
Commander, Business Management Section (1993-1994)
Commander, Field Support Section (1991-1993)
Commander, Communications Section (1991)
Commander, Special Weapons and Tactics Team (SWAT)(1991-1994)
May 1994 Miami Police Department—Captain of Police; promoted to the civil service rank of
Captain while serving in the unclassified rank of Major
1989-1991 Miami Police Department—Lieutenant of Police
Commander, General Investigations Unit(1990-1991)
Commander, Patrol (1989-1990)
Commander, Special Weapons and Tactics Team (SWAT)(1989-1991)
1984-1989 Miami Police Department—Sergeant of Police
Supervisor, Enforcement Detail (Motorcycle) (1986-1989)
Supervisor, Patrol (1984-1986)
Supervisor, Special Weapons and Tactics Team (SWAT)(1984-1986)
1979-1984 Miami Police Department—Police Officer
Robbery Investigator(1983-1984)
Training Advisor at Police Academy(1982-1983)
Patrol Officer(1979-1982)
Special Weapons and Tactics Team (SWAT)(1981-1984)
AWARDS
Up & Comers Award recipient 1996, Government category, South Florida Business
Journal and Price Waterhouse LLP
Purple Heart(Shot in the line of duty 1981)
Gold Medal of Heroism
Officer of the Month
Unit Citation (Twice, Enforcement Detail, Coordinator Florida Police Chiefs
Conference)
EDUCATION AND TRAINING
Master of Public Administration. Florida International University, Miami, Florida,
December 1993.
Bachelor of Liberal Studies. Barry University, Miami, Florida, 1990.
Administrative Officers Course, Southern Police Institute. University of Louisville,
Louisville, Kentucky, 1990.
Academy for Strategic Management, Florida International University, Certificate
Program, April 1999.
Raymond A. Martinez
Page 4 of 4
Federal Bureau of Investigation, Florida Executive Development Seminar,
Certificate Program, May 2005.
Driving Government Performance, Harvard University, John F. Kennedy School of
Government, Certificate Program, November 2006
CERTIFICATIONS AND UCENSURE
Law Enforcement Officer, State of Florida
Police Instructor, State of Florida
PROFESSIONAL AFFILIATIONS
International Association of Chiefs of Police
Miami-Dade County Association of Chiefs of Police
Fraternal Order of Police Lodge#20
Florida Police Chiefs Association
Police Executive Research Forum
Police Officer Assistance Trust(P.O.A.T.)
COMMUNITY SERVICE
Executive Board Member, Miami Beach Police Athletic League
University of Miami Baseball Team Coach's Committee
Past Chairman, Board of Trustees, Plymouth Congregational Church
Teen Youth Advisor, Plymouth Congregational Church in Coconut Grove
Manager and Coach, Howard Palmetto Baseball
Manager of Youth Travel Baseball Team (Miami Bandits)
MARK NATHAN OVERTON
CAREER OBJECTIVE: To obtain the position of Chief of Police with the City of Miami
Beach Police Department. I have over twenty-nine years of law enforcement experience,
fifteen years of which are at the executive management level. My strengths are proven
leadership, exceptional liaison, organizational skills, and personnel management skills
with a talent for making rapid assessments of diverse administrative and operational
situations and developing and leading the resulting action plans.
PROFESSIONAL EXPERIENCE:
November 2007 to Present
Chief of Police—City of Hialeah Police Department
August 2005 to November 2007
Deputy Chief of Police—City of Hialeah Police Department
Second in command to the Chief of Police
February 2002 to August 2005
Captain —City of Hialeah Police Department
Criminal Investigation Division
Support Services Division
Special Weapons and Tactics
February 1996 to February 2002
Lieutenant—City of Hialeah Police Department
Uniform Patrol Division
Special Investigations Divisions
September 1990 to February 1996
Sergeant—City of Hialeah Police Department
Uniform Patrol Division
Criminal Investigation Division
October 1987 to September 1990
Detective—City of Hialeah Police Department
Combined Operations Platoon —S.W.A.T.
January 1984 to October 1987
Police Officer—City of Hialeah Police Department
EDUCATION AND TRAINING:
Bachelor of Science in Public Administration
Barry University, Miami Shores, Florida
Southern Police Institute— National Sheriff's Association Executive
Leadership Program and the Command Officers Development Course -
University of Louisville, Louisville, Kentucky
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WORKSHOPS/SEMINARS:
• Incident Command Training (NIMS): 1-300, 1-400, 1-401, 1-402
• Emergency Management Training
• Hurricane Preparedness Training
• Threat and Risk Assessment Training
• Innovative Management
• Leadership and Team Building
• Line Supervision
• Instructor Technique Workshop (ITW)
• Field Training Officer Training
• Fire Arms Instructor
• Defensive Tactics Instructor
AWARDS AND HONORS:
• Administrative Excellence
• Outstanding Supervisor (5 awarded)
• Combat Cross (2 awarded)
• Purple Heart
• Distinguished Service
• Officer of the Year 2003
• Officer of the Quarter
• Officer of the Month
• Meritorious Service (18 awarded)
• Good Conduct (5 awarded)
• Hialeah Expeditionary (2 awarded)
• Emergency Mobilizations (16 awarded)
ORGANIZATIONS AND COMMITTEES:
• Hialeah Police Pension Fund Board of Trustees — Elected 2004 to 2008
• International Police Chiefs Association
• President of Miami Dade Police Chiefs Association - Present
• Florida Association of Chiefs of Police
• Urban Areas Security Initiative 2006 to Present
• South Florida IMPACT Board of Directors 2007 to Present
• Police Officers Assistance Trust 2007 to Present
• Management Representative City of Hialeah Retirement Board 2007 to Present
• NICB CEO's Law Enforcement Advisory Committee 2008 to Present
• Region XIV Training Council Chairman
• Executive Committee of the FBI Joint Terrorism Task Force (JTTF)
LANGUAGES:
Fluent in English and Spanish
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