SEPTEMBER 18, 2015 LAST UPDATED: FRIDAY, SEPTEMBER 18, 2015, 12:31 AM
BY MARK KRULISH
STAFF WRITER |
THE RIDGEWOOD NEWS
Last week, the Village Council discussed a possible change to an ordinance that would allow for the hiring of employees at a pay rate higher than the lowest salary possible on a case-by-case basis.
The ordinance would give the village manager discretion in hiring an employee with qualifications that suggest bringing them on at a higher salary, which officials said would allow the village to get the best employee for the position.
Village Manager Roberta Sonenfeld characterized the change as an attempt to update an ordinance that has become obsolete. The amended ordinance would only apply to Civil Service classified positions that have already been budgeted.
“When you think about the police and bringing in inter-governmental transfers, we would not bring them in at step one. We would bring them in higher,” Sonenfeld said. “Or to the extent we’re bringing in somebody to the water utility that has certain licensing that has different market value than it had, those are the kinds of things I’m thinking about.”
Deputy Mayor Albert Pucciarelli said the change would be a good one since it would give the manager “flexibility” to do whatever is necessary to get the best candidate. The ordinance, as it is currently written, could eliminate candidates who might otherwise be desirable.
Pucciarelli also referenced a situation that occurred in January 2014 when the Ridgewood Police Department had more officers hired than the ordinance allowed as an example of why this change would be beneficial.
“I think that’s consistent with good management rather than as we saw, for example, a couple of years ago in the case of the police department,” said Pucciarelli. “We had a number of police that was established and I said ‘well, maybe we’re breaking the law, but that’s not a good law. Why should the council establish the number of policemen? That’s a management function and it should be done on a case-by-case basis or in conjunction with the chief of police.'”
https://www.northjersey.com/news/proposal-would-allow-higher-pay-rate-1.141261
Laws, Laws, we don’t need no stinkin laws.
“Pucciarelli also referenced a situation that occurred in January 2014 when the Ridgewood Police Department had more officers hired than the ordinance allowed as an example of why this change would be beneficial”. Whats that got to do with this? We all know why Roberta and the crew want to do this. They are going to bring in their friends at a higher rate just like her buddy the HR person who went from a secretary to a Dept. Head
I wonder if Roberta Sonenfeld has someone in mind. Why have a salary ordinance just bring people in and pay them whatever they want. Who”s to know? I hear the Chief has a couple of kids waiting in the wings.
We they are turning this place into Hoboken so they want to hire some Hoboken cops so they can shows us how its done.
Factors to Consider
There are several factors police executives must consider when accepting a lateral transfer officer. This article will focus on one issue, training, but executives need to address all the issues when considering lateral transfer.
Policing Philosophy: Each department has its own policing philosophy and style. The lateral transfer officer is already influenced by the department he is leaving. For that reason, it is necessary to assess the differences in philosophy and style and determine whether the officer can make the adjustment.
Department’s Brand: Because each employee has a role in defining the department, an executive must consider how well the lateral transfer officer will fit with the image of the department. Consider whether the officer defines his or her role and self-image in a manner consistent with the department’s mission.
Each police department has its own strengths and challenges, its own pros and cons. Not every police department can be the epitome of every aspect of police service. Ideally, each department will be competent in all aspects of policing, but realistically it will not excel in all aspects. Some departments will excel in technology while others excel in personal contact with the community and still others in traffic enforcement.2 It is important to consider whether the prospective employee will enhance the department’s brand.
Policies and Procedures: Many facets of police work are reactive, and the policies and procedures of the department determine how the officers will react. In actual street work, the department’s procedures are used repetitively and become ingrained in the officer. To the officer, the action becomes second nature, not requiring thought. While there are many similarities in how police departments approach situations, each department has its own emphasis and procedure. The lateral transfer officer may have to unlearn some procedures and adopt the procedures of the new department.
The Rogue Transfer
The rogue officer is the exception and not the rule among officers who are seeking a lateral transfer, and this article will not focus on the problems posed by rogue officers. But all executives must be aware of the rogue officer who transfers from one department to the next, just staying a step ahead of termination or decertification. Factors to Consider
There are several factors police executives must consider when accepting a lateral transfer officer. This article will focus on one issue, training, but executives need to address all the issues when considering lateral transfer.
Policing Philosophy: Each department has its own policing philosophy and style. The lateral transfer officer is already influenced by the department he is leaving. For that reason, it is necessary to assess the differences in philosophy and style and determine whether the officer can make the adjustment.
Department’s Brand: Because each employee has a role in defining the department, an executive must consider how well the lateral transfer officer will fit with the image of the department. Consider whether the officer defines his or her role and self-image in a manner consistent with the department’s mission.
Each police department has its own strengths and challenges, its own pros and cons. Not every police department can be the epitome of every aspect of police service. Ideally, each department will be competent in all aspects of policing, but realistically it will not excel in all aspects. Some departments will excel in technology while others excel in personal contact with the community and still others in traffic enforcement.2 It is important to consider whether the prospective employee will enhance the department’s brand.
Policies and Procedures: Many facets of police work are reactive, and the policies and procedures of the department determine how the officers will react. In actual street work, the department’s procedures are used repetitively and become ingrained in the officer. To the officer, the action becomes second nature, not requiring thought. While there are many similarities in how police departments approach situations, each department has its own emphasis and procedure. The lateral transfer officer may have to unlearn some procedures and adopt the procedures of the new department.
The Rogue Transfer
The rogue officer is the exception and not the rule among officers who are seeking a lateral transfer, and this article will not focus on the problems posed by rogue officers. But all executives must be aware of the rogue officer who transfers from one department to the next, just staying a step ahead of termination or decertification.
What did they start the new head of the water dept. at?
“When you think about the police and bringing in inter-governmental transfers, we would not bring them in at step one. We would bring them in higher,” Sonenfeld said. Well why stop there how about inter-governmental transfers for Sergeants Lieutenants Captains and Chief and or Police Director ? What do you think Chief?
Let us count all the ways that village officials can screw the taxpayer,what a bunch of bums.
I saw on Blue Bloods that officers looking to transfer to other towns are usually just a half step from being fired where they work.
They should hire the well-trained new young cop; at the starting salary.
The council is a bunch of bums: all those who like the idea of starting at higher salary.
My anger is really at the residents who did not vote at all and who do not keep up with what’s going on and those who voted for the three amigos; at least I only voted for one of them.
LPucciarelli totally rewrote history with his scripted quotes. What a liar. He was flat out oops end to hiring those cops in January of 2014 and pontificated about how we cannot break laws, yadayadayada. He lambasted John Ward at that time and was really on a high horse. Now he acts like he was Mr. Reasonable at that time. pUcciarellis is pond scum.
Susan Knudsen was so smart when she pointed out how much this will cost us in the short run and the long run. Higher starting salaries will lead to higher raises and higher pension burdens for all the taxpayers to shoulder. Roberta does not give a crap, she just wants her friends to get into jobs like the anger-ridden HR director. Roberta has cost us a freaking fortune already.
At the council meeting on Wednesday the Village Manager held up a hefty volume that she said was the Village Code, and furthermore, it was printed on both sides of the page. She said that with Matt Rogers’s pro bono assistance (applause from audience) they were going to go through the entire thing and update it. This sounds like a reasonable idea (in fact, I’ve suggested it more than once) until you realize who is about to do it and their attitude about which laws are good ones (“I know it’s against the law, but it’s not a good law” –A. Puccarielli). I would love to see the code updated by a smart bunch of council members who thought for themselves and had a clue about Village history; however, the current plan does not bode well. Will they start on page one or with the items that are not phrased to their advantage?
More MONEY. Lets see who Roberta brought in a HR person ( More Money) A new Building Dept. Manager ( More Money)
Who else? Let me see did they make a full time Senior Citizen Center Manager ? Matt Rogers’s pro bono my ass.
Thats the one ones we know of. Did Roberta get a raise? What about the other Dept. heads? Are there stipend also given out? Nothing published. They figure like the illegal dumping of the concrete this to residents will forget.
After the last incident John Ward learned to tow the line
Right away she bring up the police. What a smoke screen to hire her friend at a higher rate. The trend these day is to pick on the police for everything that wrong with the Village, State and America. Just jump on board Roberta. Using that diversion while all the time your pushing your own secret agenda. A wise man once said. Be careful of the people you step on when your climbing the ladder up you may find those same people stepping on you on you way down the ladder. This council got rid of the last VM maybe the next VM will do the same.
Friends, the Village is horribly broken. What other town in Bergen County has such contentious council meetings? The responsibility falls in the laps of Mayor Aronsohn, Councilman Pucciarrelli and Councilwoman Hauck. Their approach to each and every situation is one of entitlement and hubris. They have polarized every issue and created more problems than they have solved. And just how in the world did the Village Manager get so much power? How? Because they gave it to her. Those four need a time out. Lastly the scrutiny of the Village residents must be commended, they obviously realized that their trust has been violated by these conspirators and have demanded better.
kompromitować
Fine, rewrite the entire code and take out the outdated laws. But in the meantime follow those laws until they are officially changed in public discussion. I am sorry, you three, this is how it works here in America. You are not permitted to break laws willly nilly, it is against the law to do so. And why do we, the anonymous public, have to tell our elected officials this basic FACT?
Exactly 4:16
“Lastly the scrutiny of the Village residents must be commended, they obviously realized that their trust has been violated by these conspirators and have demanded better.”
Yes, but sadly we are powerless until the next election. No checks and balances, they have the majority and that is that. Good news is that they will be gone, gone gone. I would vote for The Glen Rock over them.
Roberta is 5 for 5 with me….just stating the facts.
Well 7:35 even a broken clock is right twice in 24 hours.
7:35, yeah right, she is 5 for 5 with all of us. Five big mistakes out of five executive actions and now she needs to GO.
1. hired a friend from LEADS.
2. broke the code to hire her friend.
3. brought in some at higher salaries than the law permits.
4. brought in the jack-assoholic park mobile which is so expensive and stupid.
5. now the cops cannot issue parking tickets so we lose money,money, money
And that is just five. There are plenty more
the talk around town is that john spano got a 10 grand spike in his pay, is it true, don’t know. some on needs to talk very soon. if not the feds will come in to open up the books, ware is all the money. they are not replacing workers, it’s is starting to smell.