Lennie, all of that is good but one of the major issue is the testing companies, what is experience and background in giving nondiscriminatory test that have the racial makeup and population as Bridgeport. The system of testing has national and Federal Guidelines that are required. I still ask the question on how can people have trust with the City Charter and with Civil Service because neither Finch and Ganim did absolutely nothing along with the city council members for 12 years with having David Dunn as the “Acting” Personnel Director. The City Attorney office needs to do a backgroup check into consulting that the city has retained to assist with the hiring of the Personnel Director position.
This nothing, nothing at all as it’s only the Dunn/ Pérez stop the cheat rules!
What is the criteria that will be used to select the new Civil Service Director? Background in Civil Service, college requirements or has the criteria been changed since the hiring of Ralph Jacob’s, the last Civil Service Director that passed a legitimate exam? Criteria Change? 🙈🙉🙊
Don, it’s amazing how all of these pro Democrats, pro Finch, Ganim and Testa and want-a be mayor and city council members and all of those against all of them have not been upset about this corruption that affects the tesing and hiring of city employees. There has been NO investigation into what David Dunn did to the testing process and the hiring and running of the office of the Personnel Director. Dunn pleaded guilty to conspiracy to commit wire fraud and making a false statement to the FBI.
“Former Bridgeport personnel director sentenced to 4 months in police chief test cheating scandal”
Daniel Tepfer April 13, 2021, article,
“As I stand before you the wrongfulness of my conduct is apparent, the harm it has caused. I accept full responsibility for these actions,” Dunn told the judge.
Details of Dunn’s part in the chief selection scandal were spelled out in a sentencing memorandum submitted to the court by federal prosecutors.
“Based on the common knowledge of the close friendship between the mayor and Perez, the mayor having appointed Perez as the acting chief, as well as the frequent inquiries about Perez’s prospects by members of the city council, to the exclusion of the other candidates, David Dunn correctly assumed that Perez was the choice of his superiors for appointment to chief of police,” Dunn’s sentencing memorandum states.
Ganim has not been implicated.
For his part in the conspiracy, the prosecutor’s memorandum states Dunn hired a private consultant who had once worked for the city under Dunn’s direction to conduct the search process. Dunn then told the consultant that a bachelor’s degree for a chief candidate was not a requirement — favoring Perez, the only candidate without a degree. Dunn later forwarded to Perez an email from the consultant containing non-public information about the status of the search process.
The memorandum states that Dunn later provided Perez the questionnaire and essay questions the consultant intended to use for the candidates a month before the other candidates got them and Dunn gave Perez the questions to the oral exam he got from the consultant long before the other candidates got them.
The memorandum states that Dunn requested the consultant make changes to the scoring process of the exams to Perez’s benefit, such as awarding extra points for Perez serving as acting police chief and not awarding extra points as previously were made to candidates who live in the city since Perez was not a city resident.
On October 17, 2018, the memorandum states that Dunn called a panelist appointed to interview the finalist for the chief’s job and told her that the mayor “would like to see Perez in the top three.
“Panelist-1 understood Dunn wanted her to score Perez higher, or influence the other panelists to do so, to please Mayor Ganim,” the memorandum states.
Don, all that are facts yet the city has never done a investigation into the running of that department. Dunn had the testing company commit fraud and corruption. There needs to be a independent investigation of the Office of the Personnel Director.
Lennie,
So you think a gladiator is required to produce a professional result for our City?
How about a professional firm, used by well-run cities, respected by their peers and suffering from past criminal behavior? And if you think that the rules set up for this application process are difficult or contorted, perhaps the recent cheating episodes between “the acting Civil Service” director and the Police Chief act as a warning to the firm taking on this assignment?
So I looked at their website and am impressed with one of the articles available, : “5 Important Upskilling Tips for Public Sector Employers”.
After reading the brief article, understand that Bridgeport has ignored the process of regular evaluation of employees as a routine matter. If there is no regular evaluation where manager or supervisor can frankly comment on effort, timeliness, attitude, and job performance as well as recommend areas for focus, training, etc. no wonder there are the many grievance cases where taxpayer funds are further at risk, quality work is compromised, and no one can be proud of results so secrecy, non disclosure agreements and confidentiality become the order of the day.
We also see the work of coverup in the City in the case of Civil Service and Police Department. People know they are in the wrong while all this goes on. Trust has been eroded because there was no one doing oversight for over a decade on the ACTING DIRECTOR. I have stated before that darkness in process breeds its own problems. Where is the top administrator, bragging about quality process, teaching how the City excels at cost controls, meeting expectations of employees and bargaining, and services to citizens? Hiding out behind staff?
The “second chance” extended to former elected Mayor-employee Ganim did not start his second term with remorse, nor did he actively pursue a course to clean up administrative procedures as they were when he returned and since his return.
Right now “employee initiated actions” for failure to follow routine employee management processes are piling up in law offices. When individuals realize the common ground covered, perhaps the tsunami will show up in terms of a “class action” legal matter. I have no training in legal matters, except the power to observe, compare, and contrast results in the news. Do not hold your breath necessarily. Time will tell.
Lennie, all of that is good but one of the major issue is the testing companies, what is experience and background in giving nondiscriminatory test that have the racial makeup and population as Bridgeport. The system of testing has national and Federal Guidelines that are required. I still ask the question on how can people have trust with the City Charter and with Civil Service because neither Finch and Ganim did absolutely nothing along with the city council members for 12 years with having David Dunn as the “Acting” Personnel Director. The City Attorney office needs to do a backgroup check into consulting that the city has retained to assist with the hiring of the Personnel Director position.
This nothing, nothing at all as it’s only the Dunn/ Pérez stop the cheat rules!
What is the criteria that will be used to select the new Civil Service Director? Background in Civil Service, college requirements or has the criteria been changed since the hiring of Ralph Jacob’s, the last Civil Service Director that passed a legitimate exam? Criteria Change? 🙈🙉🙊
Don, it’s amazing how all of these pro Democrats, pro Finch, Ganim and Testa and want-a be mayor and city council members and all of those against all of them have not been upset about this corruption that affects the tesing and hiring of city employees. There has been NO investigation into what David Dunn did to the testing process and the hiring and running of the office of the Personnel Director. Dunn pleaded guilty to conspiracy to commit wire fraud and making a false statement to the FBI.
“Former Bridgeport personnel director sentenced to 4 months in police chief test cheating scandal”
Daniel Tepfer April 13, 2021, article,
“As I stand before you the wrongfulness of my conduct is apparent, the harm it has caused. I accept full responsibility for these actions,” Dunn told the judge.
Details of Dunn’s part in the chief selection scandal were spelled out in a sentencing memorandum submitted to the court by federal prosecutors.
“Based on the common knowledge of the close friendship between the mayor and Perez, the mayor having appointed Perez as the acting chief, as well as the frequent inquiries about Perez’s prospects by members of the city council, to the exclusion of the other candidates, David Dunn correctly assumed that Perez was the choice of his superiors for appointment to chief of police,” Dunn’s sentencing memorandum states.
Ganim has not been implicated.
For his part in the conspiracy, the prosecutor’s memorandum states Dunn hired a private consultant who had once worked for the city under Dunn’s direction to conduct the search process. Dunn then told the consultant that a bachelor’s degree for a chief candidate was not a requirement — favoring Perez, the only candidate without a degree. Dunn later forwarded to Perez an email from the consultant containing non-public information about the status of the search process.
The memorandum states that Dunn later provided Perez the questionnaire and essay questions the consultant intended to use for the candidates a month before the other candidates got them and Dunn gave Perez the questions to the oral exam he got from the consultant long before the other candidates got them.
The memorandum states that Dunn requested the consultant make changes to the scoring process of the exams to Perez’s benefit, such as awarding extra points for Perez serving as acting police chief and not awarding extra points as previously were made to candidates who live in the city since Perez was not a city resident.
On October 17, 2018, the memorandum states that Dunn called a panelist appointed to interview the finalist for the chief’s job and told her that the mayor “would like to see Perez in the top three.
“Panelist-1 understood Dunn wanted her to score Perez higher, or influence the other panelists to do so, to please Mayor Ganim,” the memorandum states.
Don, all that are facts yet the city has never done a investigation into the running of that department. Dunn had the testing company commit fraud and corruption. There needs to be a independent investigation of the Office of the Personnel Director.
Lennie,
So you think a gladiator is required to produce a professional result for our City?
How about a professional firm, used by well-run cities, respected by their peers and suffering from past criminal behavior? And if you think that the rules set up for this application process are difficult or contorted, perhaps the recent cheating episodes between “the acting Civil Service” director and the Police Chief act as a warning to the firm taking on this assignment?
So I looked at their website and am impressed with one of the articles available, : “5 Important Upskilling Tips for Public Sector Employers”.
After reading the brief article, understand that Bridgeport has ignored the process of regular evaluation of employees as a routine matter. If there is no regular evaluation where manager or supervisor can frankly comment on effort, timeliness, attitude, and job performance as well as recommend areas for focus, training, etc. no wonder there are the many grievance cases where taxpayer funds are further at risk, quality work is compromised, and no one can be proud of results so secrecy, non disclosure agreements and confidentiality become the order of the day.
We also see the work of coverup in the City in the case of Civil Service and Police Department. People know they are in the wrong while all this goes on. Trust has been eroded because there was no one doing oversight for over a decade on the ACTING DIRECTOR. I have stated before that darkness in process breeds its own problems. Where is the top administrator, bragging about quality process, teaching how the City excels at cost controls, meeting expectations of employees and bargaining, and services to citizens? Hiding out behind staff?
The “second chance” extended to former elected Mayor-employee Ganim did not start his second term with remorse, nor did he actively pursue a course to clean up administrative procedures as they were when he returned and since his return.
Right now “employee initiated actions” for failure to follow routine employee management processes are piling up in law offices. When individuals realize the common ground covered, perhaps the tsunami will show up in terms of a “class action” legal matter. I have no training in legal matters, except the power to observe, compare, and contrast results in the news. Do not hold your breath necessarily. Time will tell.