2012-27874 Reso RESOLUTION NO. 2012-27874
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA, CONSENTING TO AND
CONFIRMING THE APPOINTMENT OF RAYMOND A. MARTINEZ AS
THE CHIEF OF POLICE FOR THE CITY OF MIAMI BEACH, FLORIDA.
WHEREAS, The City Administration engaged in a very thorough and exhaustive
recruitment and selection process for the purpose of identifying the best candidate for
consideration for appointment as the next Chief of Police; and
WHEREAS, pursuant to Article IV, Section 4.02 of the City of Miami Beach
Charter, the City Manager has the power to appoint directors of the City departments
with the consent of the Mayor and the City Commission; and
WHEREAS, as a result of the recruitment process, Raymond A. Martinez has
been appointed as the Chief of Police for the City of Miami Beach subject to consent of
the City Commission; and
WHEREAS, Raymond A. Martinez is a 32 year veteran of the law enforcement
profession, serving in numerous capacities and ranks leading up to the position of
Assistant Chief of Police with the City of Miami Police Department, and later Assistant
Chief of Police with the City Miami Beach Police Department overseeing the
Administration Bureau, and later the Operations Bureau of the Department. Assistant
Chief Martinez is committed to implementing reforms in order to provide a high level of
law enforcement service to the City of Miami Beach; and
WHEREAS, the Mayor and the City Commission wish to consent to and confirm
the appointment of Raymond A. Martinez as the Chief of Police for the City of Miami
Beach.
NOW, THEREFORE, BE IT DULY RESOLVED THAT THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA, consent to and confirm the
appointment of Raymond A. Martinez as the Chief of Police for the City of Miami Beach.
PASSED and ADOPTED this day of f ' a irC 12012.
1 BF oc
A OR
NOORP ORATED
ATTEST: APPROVED AS TO
26' FORM&LANGUAGE
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CITY CLERK r — 3v Ll--
City PMOM Dat®
TAAGENDA\2012\3-21-12\Chief of Police RESOLUTION.docx
'Y
® MIAMI BEACH
OFFICE OF THE CITY CLERK
State of Florida
County of Miami-Dade
I, Raymond A. Martinez, a citizen of the State of Florida and of the United States of
America, and being employed by or an officer of the City of Miami Beach and a
recipient of public funds as such employee or officer, do hereby solemnly swear or
affirm that I will support the Constitution of the United States and of the State of
Florida; and that I will well and faithfully perform the duties of the Chief of Police for
the City of Miami Beach.
Raymond A. Martinez
Sworn to and subscribed before me this 215' day of March, 2012
Robert Parcher
City Clerk
F:\CLER\CLER\OATH\Oath Raymond Mortinez.doc
COMMISSION ITEM SUMMARY
Condensed Title:
Consenting to the appointment of Assistant Chief of Police Raymond A. Martinez as the Chief of
Police for the City of Miami Beach.
Key Intended Outcome Supported:
Increase resident ratings of public safety services. Increase visibility of police.
Supporting Data (Surveys, Environmental Scan, etc.): 2009 survey data showed that 90% of residents
feel very safe or somewhat safe in their neighborhoods during the night, an 18% improvement over 2007;
19% of residents rated more police as one of the two or three changes that would make Miami Beach a
better place to live, work, play, and visit.
Issue:
Shall the Mayor and City Commission adopt the attached Resolution consenting and confirming
Raymond A. Martinez as the Chief of Police for the City of Miami Beach?
Item Summary/Recommendation:
Article IV, Section 4.02, of the City of Miami Beach Charter requires the consent of the City Commission
for the appointments of department directors.
The Police Department is tasked with providing and enhancing quality police services to the Miami Beach
community by promoting a safe environment through police and citizen interactions with an emphasis on
integrity, fairness, and professionalism.
The City Administration began a very thorough and exhaustive recruitment and selection process last
September 2011, for the purpose of identifying the best candidate for appointment as the next Chief of
Police. The top candidate that emerged from this process is Raymond A. Martinez, Assistant Chief of
Police of the City of Miami Beach.
Assistant Chief Martinez is a 32 year veteran of the law enforcement profession, serving with both the City
of Miami and the City Miami Beach Police Departments. During his career with the Miami Police
Department he served in numerous capacities and ranks leading up to the position of Assistant Chief of
Police. After retiring from the City of Miami, Assistant Chief Martinez accepted a position with the Miami
Beach Police Department as Assistant Chief of Police overseeing the Administration Bureau, and later the
Operations Bureau of the department. Assistant Chief Martinez is committed to implementing reforms in
order to provide a high level of law enforcement service to the City of Miami Beach.
Advisory Board Recommendation:
N/A
Financial Information:
Source of Amount Account Approved
Funds: 1
2
3
4
OBPI Total
L L
Financial Impact Summary:
City Clerk's Office Legislative Tracking:
Ramiro Inguanzo, Human Resources
Sign-Offs:
Departrnqfit Director Assistant City Manager City Manager
42t�� Pa. - ""�Z
TAAGENDA\2012\3-21-12\Chief of Police ITEM SUMMARY.docx
AAAMIBEACH AGENDA ITEM 07G-
DATE 3—al— I Z
® MIAMBEACH
City of Miami Beach, 1700 Convention Center Drive,Miami Beach, Florida 33139,www.miamibeachfl.gov
COMMISSION MEMORANDUM
TO: Mayor Matti Herrera Bower and Members of the City Commission
FROM: Jorge M. Gonzalez, City Manager
DATE: March 21, 2012
SUBJECT: A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA, CONSENTING TO THE APPOINTMENT OF
RAYMOND A. MARTINEZ AS THE CHIEF OF POLICE-FOR THE CITY OF
MIAMI BEACH, FLORIDA.
ADMINISTRATION RECOMMENDATION
It is recommended that the Mayor and Commission adopt the attached resolution
consenting and confirming Raymond A. Martinez as the Chief of Police for the City of
Miami Beach. Article IV, Section 4.02, of the City of Miami Beach Charter requires the
consent of the City Commission for the appointments of Department Directors.
BACKGROUND / ANALYSIS
The City 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 Raymond A. Martinez, Assistant Chief of Police of the City
of Miami Beach. Attached is Assistant Chief Martinez' resume.
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 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 candidates who were identified to proceed to a telephone interview by an internal
panel comprised of representatives from the City's Human Resources Department, Fire
Department, City Attorney's Office, and City Manager's Office. This panel identified a
group of thirteen candidates who were invited to participate in the in-person panel
interviews. Of these thirteen 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 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 FCPA representative who participated in the panel process was William Liquori, the
i
former Chief of Police of Altamonte Springs, Florida and former Deputy Chief of Police of
Orlando, Florida (and also a former President of the FCPA). Chief Liquori observed all of
the interviews, reviewed the written assessments submitted by each candidate, and
independently provided feedback to me on the process, the candidates, and the written
assessments. A copy of a letter from Chief Liquori regarding his observations and
assessment of the City's process is attached.
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 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 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 the memorandums which have been sent to the Mayor and
Commission regarding the recruitment process which includes 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 second panel (Panel B) recommended the following three candidates (listed in
alphabetical order):
• Frank Fernandez, former Deputy Police Chief, City of Miami;
• 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,
Tobacco, 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 we have
identified and prioritized for action. A copy of the charge memorandum is attached.
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 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, Assistant Chief Martinez served in the
United States Marine Corps for three years. During his twenty-two years with the City of
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 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 comprised of over
850 personnel. Assistant 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 Community Policing Resource Board of the United States Justice Department
Community Oriented Policing Services (COPS) Office. 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. He is the Chairperson for
the department's Computer-Aided Dispatching (CAD), Records Management System
(RMS) and Field-Based Reporting (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 following the retirement of Chief Noriega. 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, D.C.
Assistant Chief Martinez has a Master's degree in Public Administration 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 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 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 to
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.
CONCLUSION
Following an extensive recruitment process, assisted by the Florida Police Chiefs
Association, and an assessment of the current and future needs of our City and our
Police Department, as well as the reforms that will be required, I have concluded that
Assistant Chief Martinez is the best candidate to serve the residents of our City as the
Chief of Police.
Pursuant to the requirements of Article IV, Section 4.02, of the City Charter, it is
recommended that the Mayor and City Commission adopt the resolution consenting and
confirming Raymond A. Martinez as the Chief of Police for the City of Miami Beach,
Florida.
TAAGENDA\2012\3-21-12\Po1ice Chief Commission Memo.docxdoc
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, 61h Marine Regiment, 2"d Marine Division
Raymond A.Martinez
Page 2 of 4
PREVIOUS ASSIGNMENTS
2007-2011 MBPD Assistanf 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.Mar Inez
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
1
WORKSHOPS/SEMINARS:
• Incident Command Training (NIMS): 1-300, 1400, 1401, 1402
• 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
2
'lor*da Pol'ce Ch*efs Assodat'
Police i ion
Chiefs
Associotioi, Quality Law Enforcement for the Sunshine State
est. 1952
OFFICERS
President
:FIIEF PAULSIREC' March 14 2012
pa Interntinnal Airpor! +
L t Vice President
-1 1 EF DENNIS J ONES
Tallahassee To:Jorge M. Gonzalez
22nd Vice President City Manager,
IIrl'PHILIP THORNE
tipringlield City of Miami Beach, Florida
3rd Vice President
VACANT Reference: Process for the selection of Chief of Police
Sern•tnn,Tmasurrr
-FIIEF JAY ROMINE
Holmes Re.cl, This letter is being written to express the Florida Police Chiefs Association (FPCA) and Chief
E,ecwwe Direct M RCERr Liquori's pleasure in the professional way you and your staff developed and managed the
,Police Chiefs Association
interview process for the selection of the Chief of Police for the City of Miami Beach. At your
mediate Past President
:EF DORENE THOMAS
rinella,Part: request I was asked to assist you and your staff in the interview process, as a representative of
ast President al Larhe the Florida Chief's Association.
IIEF NOLAN McLFOD
Auburndale
Parliamentarian You had two separate interview panels comprised of a Chief of Police and members of the
F THOMAS LONGO,J.D.
eersity of South Florida community. They each were provided with a number of questions developed by me and the FPCA
DIRECTORS and reviewed by you. You accepted them with some additions, which you made. You addressed
District Nu.I
41EF ALBERT HOGLE the panel members at the start of the interview process and advised them of their
Longboat Ke)
District No.2 responsibilities. Each candidate would be asked the same questions, with possible follow-up
EF RICHARD HEDGES
St.Augustine Beach questions. This was done so that each candidate had the same questions asked of them. I
'HI EF DAV DPERRY observed the candidates as they responded to the questions; you also had a member of your staff
urida Stale Uni%ec it_c
District Nu.-I present to observe. This was done to ensure fairness for all the candidates.
HIEF KEVIN LYSTAD
Miami Shores
District No.; I was also present when the two panels met with you to give their assessment of who were the
.F JEFFREY CHUDNO%V
0,;edo top candidates. Both panels agreed on the top candidates, not in any order of priority, at your
!EF-II,.SE Nr8ALD%IIN request. At the end of each interview the candidate was given two (2) questions which they had
Fort Pierce
District No ; to respond in writing. The questions were reviewed and evaluated by you and me. At the end of
=FIIEF BRIAN LOCK
West Mell+„erne this entire process four candidates emerged as the best of all candidates. In my years in Law
District Nn.S
OR SP HAN D En1BwSKY Enforcement and Y ears assisting Mayors and City Managers developing and participating in
)a,vtone Bench Shores
searches for Chiefs and top administrators, Ican say without a doubt this was one of the fairest,
District No.9
IIEF daG.IfEVENUni,,rE well developed and managed processes I have been involved. You and your staff treated
do Gulf Coact Unirrrsity
District No.10 everyone, candidates, panel members and me in a genuine and professional manner. Again
CHIEF GUY HALL
Mexico Beaclr please convey my thanks and the thanks of the Florida Police Chief's Association to your staff for a
District No.II
:FIIEF ROSS LICATA job well done. We feel your process identified the best of all the candidates that applied.
Lighthouse Point
District No 12
1IEF DAVID P.OMINE Respectfully,
St.Pete Bead,
District No 13
EF FRANK KITZEROIV
Jupiter
District No.14
IIEF SFemont \H:�N1 /WWifiriam A. Liquo Chief o olice, Retired)
Clermont
District Nu.15
EF KENNETH ALBANO
Temple Terrace
District No.16
.F.ARGATHA GILMORE
Lake Ci I,
Dieloct No,17 Tallahassee Fiead uarters:924 North Gadsden Street,Tallahassee,FL 32303• Mailing Address:P.O.Box 19035,Tallahassee,FL:2317-4038
.F)OEL DECOURSEI'.IP.. 9 �'
Alachua Telephone Lines:(850)219-3631.(850)219-3640(Fax) Welosite:%vw%v.Fpca.cnm
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OPINION
IQHN S.KNIGHT(1894-1981) DAVID IANDSSERG.PUBLISHER AMINDA MARQUES GONZALEZ,EXECUTIVE EDITOR I MYRIAM MARQUE?.EDITORIAL PAGE EDITOR
THE MIAMI HERALD EDITORIAL
Let's break
the mold
OUR OPINION: Next Miami
Beach police chief imminent — -- — s
ith 90,000 residents and 10 million
` SaiAl
visitors a year traversing this pop- / JjIIEDIA
War international beach resort,Mi-
ami Beach is as much a paradise as a paradox. "` r
There are billionaires living just blocks from
subsidized housing,mega-events like this
weekend's boating extravaganza and late-
night-to-dawn partying on South Beach.
Add to that mix the city's diverse popula-
tion by age,race,religion and sexual.orienta-
tion,and the need for clear rules and ethical
behavior by law enforcement assumes pars- t_ fi
mount importance.
Soon,a new police chief will be put to the
test.After a long and painstaking wait,the
Miami "yN MYeN'T sFbnev ANY eMeR�iW THRLIATS RAV-6 YoV?"
sear ch for Miami Beach's new police chief is
finally winding down.Miami Beach City LEE JUDGE/THE KANSAS Cn
Manager Jorge Gonzalez announced that four
Finalists have emerged in the five-month pur- .
suit to find a successor to former Chief Carlos
Noriega_
The candidates:Frank Fernandez,former G rJ ®pig Hammo,ck.project:
deputy police chief with the Miami Police De-
partment;Thomas Hunker,police chief of Bal 1VIathesR`n �Iammocle'rs lgrassy places alongside the: It,aly✓ays fascinates ml
Harbour;'Raymond Martinez,assistant chief t 'one°ftlre,'nappas prgmrer roadways,and create outgo- how consultants,who area'
of police for Miami Beach and current head of c birdmg sites r? mg txaffc jams.. familiar. with all the fact
the city's department and Mark Overton po-. ;'}What would haJipenkro . �;Taxpayers;aze'entitled'to- can make recommendation
lice chief of Hialeah our ycading and mrgiatory�know th-financWi arrange- in�a few days or weeks.
Mr.Noriega retired last year after a series of•t {buds�wrti}yoil sheks from menu i between the.Buom- — Roland Bi Garcia;Cora
high profile investigations that included al- r 360iaddttTOai' iboatfien es� coritisandthecountyforthe- Gable:
leged gay bashing,a fatal shooting during Ur- being cleaned rt nt+ y ..npYOposedstorage;facility. I've,.been, documenting
ban Beach Weekend and an officer's drunken �' ,dome'reac�era might be� _Gerald,Lune Coconut,Grover the rejuvenation ofthe man
ATV joyride that left two beachgoers serious rnferested m_class,war are f i°'The line-up I'o&-boats+ grove coastline in that azet
ly injured All of these incidents pointed to a put theunalontSifptizenS4 headed;Lnto the parkicomes for the almost 20 years since
clear lack of supervision and laissez-faire are more interest e:d rnktbe: frq�nevery dtrectlon Hurricane Andrew deci
management. 3rdirtyr4Pohpc andtbe healthx Just:imagine adding the mated
While the process to replace Mr.Noriega andbeauTyofthe'park and 6t,trafficresultofupto360 ; :On,adaily basis I've seen
has been a long one,Mr.Gonzalez's investiga- of"hpav�th>$ abominable. boat owners plus the add' the harm more than.a few
tion has been rightly thorough.The city man- piolect can lietstoped° tional. boat' gwners -who bga> s do to mangrove and
ager made sure the community and key ex- Dana AFf lnslelnSmgplber cant afford the storage and �coas�alvegetanon atMathe
pests were involved in vetting,a police chief " Tfopleal
-Au onotle =CQ�I ;then add toahat the traffic 1 son,.This Includes
who will not just oversee the department but "Y �h, Gahlnts createdlby Fatrt hill Botam over ygwpginangroves,xnd
make necessary systemic changes to:an en BAs�ogte0e wrt�rjgat 'cal Gazdens;events . .r estabhs�heditreE s;With ltigj
trenched culture of anything goes. slip at�the par tP ye.se t Irwas also incorrectly crt ttrucics boar`tratlers and per_
The impressive two-day panel interviews weeken5i9 wh retboat trails ted!, that''the park tsnt a sonalw ate
rcra
of chief candidates included area police cis;with threes ygsseLsalrea+xbreedmg'F or4 congre$ahgn L Fngqura�ing mgrea plea':
chiefs, former prosecutors;Miami Dade. dy,-launched,overflow tlrg site for manatees-We often suiebgatusF LntJusde,Leate
County Public Defender Carlos Martinez,for- parking aeas� �" seeF�gropps of manatees F`part gfmang rove habitakrs a
met state Sen.Dan Gelber,gay rights leaders Of f n"e �ssttyteyr ire coming m when we go out rFcrpe for drsase4 Ft
and business leaders. �P-edk y o4y undestgnazed boating ; �, LL T I aIT1 Fellmall jhldrrT
Mr.Gelber said Mr.Gonzalez made it clear
that the next chief must be"a commanding
presence who can help the department meet
its challenges,not just someone who will let. BUYER BE
in
things continue the way things are gog aF x , d
Good. P Rehislol yilo�r
Mr.Gonzalez is getting input frgmthe Flor, tei y4q d �st�rtn eat vt ek ,Yt y }�
ida police Chiefs before mnlang.,' its n �pforme,��w�ader �FsFFh r " '
j teas r <` Y t a ash3! 4., r z, s- 3
his recommendation to city commis �mulm � a L e ,
likely by next week.The Beach,needs a com y reakestate gaud#gEL t L sti
mitted police chief willing to break old habits edl� a Russian li and
and build up the image of a discredited. ane}e`��mm�A�-}}qx `d
department. IlatahaLfWolft
V.
F ��doesn t Lfrgurpnse-�. r� '
me�thattEl°rrda reQnlators,�
,EVE �ry.suN rievVSl
S JESSD10nE
come os asLrz om e s a?
BEST OF BLOGOSBHERE € s p
tent helpless hoeles andf )?Ithull it an Adult Dog 4rJoptloh Month Ipl
neglectful?�Isaforeu;rete wMyr�tle Qe`ach S C
This p a p a I ! alto' Ilve sgen srmilai pa ti ,
theuc conduct by the�I�epk
a ■ of�usuiessandPmfes'ston iT_ Repeal the law ._ _
MIAMI BEACH
OFFICE OF THE CITY MANAGER MEMORANDUM
TO: Raymond A. Martinez, Assistant Chief of Police
FROM: Jorge M. Gonzalez, City Manager
DATE: March 19, 2012
SUBJECT: Miami Beach Chief of Police Selection
Congratulations on your appointment as Chief of Police for the City of Miami Beach, Florida. As you
know, the Miami Beach Police Department has a long and distinguished history of providing excellent
public safety to our residents, businesses and visitors. Over the years our community has evolved,
grown and matured. The MBPD has evolved, as well. Our community's expectation is that the MBPD
continue to provide excellent service.
In the more recent past, the MBPD has faced many challenges. Challenges such as balancing the
needs of our residents and our business; managing a growing number of special events with ever
growing popularity and attendance; ensuring greater sensitivities to our changing city demographics
and diversity; developing strategic plans for Memorial Day weekend and other high impact periods;
maintaining services in spite of the economic challenges faced by local governments; and working with
our union leadership to ensure fair and appropriate collective bargaining agreements.
None of these challenges, however, are as great or as critical to the future of the MBPD as the need to
dramatically reform the organization and its culture. The department is filled with honorable and
hardworking officers whose service to the City is commendable. But recent events have shown that
there is a need for reform.
In accepting the position of Chief of Police, you are also accepting the responsibility to lead and effect
the reform needed to move the MBPD forward. It is my expectation that this department work to garner
the public trust and confidence of our community, our visitors, the press and of other law enforcement
agencies across the country.
You have been selected to this position through a very thorough and competitive process. You are
being entrusted with the safety and well being of millions of people annually. It is not a responsibility to
be taken lightly. You have demonstrated your abilities and I am fully confident that you will be
successful in this new assignment.
The future of the MBPD is very bright. Our greatest resource is our people. The department is
comprised of many highly trained and highly motivated men and women. It will be your job to lead them
and to help them attain their greatest potential.
While we will discuss my expectations further in the coming weeks, attached is a list of areas that must
be addressed both short term and long term, and will form the basis for evaluating your performance as
Chief of Police.
Attachment
We are committed to providing excellent public service and sa(eh�to all who live, work,and play in our vibrant, tropical, historic community,
MIAMI BEACH
OFFICE OF THE CITY MANAGER
CHARGE MEMORANDUM
Restore Confidence and Public Trust
• Develop and present a plan to restore faith and trust in the City's Internal Affairs Unit
• Identify appropriate leadership for this Unit. It is my expectation that the leader for
this unit will be recruited externally
• Identify appropriate personnel for this Unit. It is my expectation that the detectives in
this unit will be recruited externally
• Initiate an independent third-party review of the current Standard Operating
Procedures of the internal affairs investigative process and recommend any
necessary changes based on best practices methodologies
• Reform the City's policies regarding Off-Duty assignments
• Revise how off-duty assignments are coordinated, assigned and supervised
• Develop a methodology to better manage the scheduling and total number of hours
allowed
• Develop recommendations which will resolve the operational and public perception
issues arising from off-duty assignments in entertainment establishments that serve
alcohol
• Revise the Standard Operating Procedures governing the Off-Duty Program
• Develop and provide an officer training program focused on ethics and professional integrity
Emphasis on Community Policing and Quality of Life Issues
• Assess the proposed operational plans to address Memorial Day Weekend 2012 and
ensure plans provide for appropriate response and staffing
• Enhance and institutionalize our Community Policing efforts (Sector Plan)
o Develop a long-term strategy to create a long-term, sustainable plan while
addressing staffing needs, and reducing any unnecessary costs
• Increase the City's efforts to enforce laws that affect our residents' Quality of Life
• Develop and provide a training program on these quality of life issues
• Develop staffing approach to better address these issues
• Develop a process to monitor officer response and approach to ensuring these
quality of life issues are routinely addressed by the members of the Miami Beach
Police Department
Reform Organizational Structure and Culture by Fostering Greater Accountability
• Assess current command staff structure and organization and prepare recommendations for
staffing changes
• Ensure stricter enforcement of departmental policies and procedures, with swift and
progressive discipline to those who violate the rules
• Aggressively implement the Automated Vehicle Locator (AVL) system and appropriate
protocols, management reports and procedures.
• Develop a collective bargaining agenda
• Review current Public Information and Education efforts and recommend the appropriate
organizational structure to ensure timely response to the media, and effective
communications with our community
We are committed to providing excellent public service and safety to all who live, work, and play in our vibronl, tropical, historic community.
Page 2 of 2
Charge Memorandum-Chief of Police
Develop Closer Working Relations with Internal and External Stakeholders
o Develop a closer working relationship with other City departments, particularly, Fire, Code
Compliance Division, Homeless Outreach Team, and the City Attorney's Office,
• Develop a closer working relationship with the City's Community Relations Board, Human
Rights Commission and Mayor's Gay/Lesbian Task Force
• Improve the working relationship with the State Attorney's Office
We are commilled to providing excellenl public service and sofely 10 all who live, work,and play in our vibrant, tropicol, historic communily.
Item R7G
In the Commission Memorandum relating to the Consent to the Appointment of the Chief
of Police, the attached copies of the memorandums regarding the Chief of Police
recruitment process were referenced, but inadvertently not included.
Agenda Item R7 U
Date
MIAMBEACH
OFFICE OF THE CITY MANAGER R E C{° I V F F)
MEMORAI Pp 30 PM 4: 41
#005-2022
TO: Mayor Matti Herrera Bower and Members of the City Comm issiT?T Y C L L R K S 0 F F I C F
FROM: Jorge M. Gonzalez, City Manager
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
I 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 th e
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 Butiacavoli, Miami Beach resident (former Human Resources Director and
Assistant City Manager, City of Miami Beach)
3. Marlo 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 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) will represent the Florida Police Chiefs Association during the panel
interviews and will observe all of the interviews.
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l ............ ---- --- -
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 any additional information, please feel free to contact me.
JMG/ri
F:\HUMA\$alhGalyna\Commission\Memo Update on PD Chief Process(1-11-12).docx
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MIAMI BEACH
OFFICE OF THE CITY MANAGER
MEMORANDUM
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TO: �oeM
bers of the City Commission
FROM: onzalez, 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.
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The City accepted applications for this position through November 30, 2019, 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.
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,
I 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.
JMG/RI
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Attachments
F:\HUMA\$all\Galyna\Commission\Memo Update on PD Chief Process(12-20-11).docc
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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 timeline 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.
If you need any additional information, please feel free to contact me.
I JMGIRI
Attachment
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F:\cmgr\$ALL\LTC 2011\Memo Update on PD Chief Process 1128 11.docx
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OFFICE OF THE CITY MANAGER
MEMORANDUM
To: Mayor Matti Herrera Bower and Members of the City Co fission
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 l 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
E 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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I 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 Cit lCount Management Association (ICMA)
n Y Y
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
evaluate all applications as they are received. The
The City will continuously review and
evaluation process includes the following:
1. Review of Qualifications
Initially, the Human Resources Department will screen applications to ensure they meet the
minimum requirements of the position: In addition, the applications are sorted into categories i
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
further in the process. This is expected to be completed by early December 2011.
2. Telephone Interviews I
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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 Interview
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 organi7tation 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
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
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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 2012.
Commission Ratification
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As the Police Chief position is a department director, the City'Charter requires that the City r
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
i 1 an opportunity to individually meet with, ask questions of and give your thoughts to me or to the
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 Inguanzo, Human Resources Director, at extension 6697.
F.cngajorgaimemotpolice Chief Recruitment
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CITY OF MIAMI BEACH
invites applications for the position of:
MIAMI-BEACH Police Chief
EOE/AA/ADA/VET PREF
SALARY: $60.75- $98.12 Hourly
$4,860.30 - $7,849.81 Biweekly
OPENING DATE: 09/22/11
CLOSING DATE: 11/23/11 05:00 PM
NATURE OF WORK:
Miami Beach is a 24-hour£7-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
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 500
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 i
the City's overall mission and vision. i
The MBPD is nationally accredited by the Commission on Accreditation for Law Enforcement Agencies !
(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-hourf7-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, i
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
i 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
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department is expected.The Chief will also deal with a number of other challenges, including: (1) striking the
balance between more communiiy-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 du.dng holiday weekends le: (New Years 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;
Develops annual budget proposal arid controls budgeted expenses;
o Formulates and implements police policies, procedures, rules, regulations and
programs;
o Prepares and reviews operational and administrative reports;
Participates as a member of the City's labor relations collective bargaining negotiations
team;
e Develops and maintains effective partnerships with local, state and federal law
enforcement agencies;
G Proactively develops and implements plans to address challenges unique to the
Department and City;
a Promotes, assigns and disciplines department personnel;
1 o Supervises maintenance of all records and materials associated with law enforcement
activities or administration;
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
O Evaluates the work of departmental personnel; and
e Perorms 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).
• Bachelor's degree from an accredited institution, in Public Administration, Political
Science, Criminal Justice, Law Enforcement, Public Safety Management, or related field.
• Other combination of experience and education that meet the minimum requirements
may substitute the education prerequisites. i
• Progressively responsible senior-level police command staff experience in Florida law
enforcement. (Not a minimum requirement but highly desired)
• Graduation from a nationally recognized executive development command-training
program (i.e. FBI National Academy, Southern Police Institute, Northwestern, or other
related professional law enforcement programs). (Not a minimum requirement but
highly desired) i
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• 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)
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