## Meeting Overview The Bellingham Civil Service Commission convened for their November 12, 2025 meeting in what appeared to be a relatively brief but significant session focused on expanding eligibility criteria for key municipal positions. The meeting, attended by commissioners both in-person and virtually, tackled two important classification specification revisions that reflect the city's evolving approach to recruitment and diversity in its public safety departments. With Commissioner Kathy Washatka participating via Zoom and the other commissioners present in person, the meeting demonstrated the commission's continued adaptation to hybrid meeting formats. The agenda was streamlined but substantive, addressing critical workforce development issues that could significantly impact the city's ability to attract qualified candidates for leadership positions in both the fire and police departments. The session carried particular significance as it represented proactive efforts by city leadership to modernize recruitment practices, remove unnecessary barriers, and broaden applicant pools for essential public safety leadership roles. The unanimous approval of both proposed changes suggested strong commission support for these progressive staffing approaches. ## Expanding Fire Department Leadership Opportunities The meeting's first major item addressed a revision to the Battalion Chief classification specification, presented by Emma Weinberg, HR Services Manager, and Assistant Fire Chief Dave Patick. The proposed changes aimed to diversify and broaden the applicant pool for upcoming battalion chief recruitments by recognizing varied leadership experiences within the fire department structure. "We've been working with our current management group, the BCs and the DCs, to identify this solution," Assistant Fire Chief Patick explained to the commissioners. "They're trying to broaden our pool and recognize some of the leadership experience that comes from different promotional opportunities in the fire department that currently don't have access to a battalion chief." The revision specifically sought to modify experience and training requirements to include not just traditional fire captain experience, but also recognize the leadership value of EMS captains and division chiefs. This change acknowledged that effective leadership skills can be developed through various pathways within the fire service, not just the conventional fire suppression track. Commissioner Turin raised an important clarification question about the organizational hierarchy, noting potential inconsistency between pages one and two of the specification. The discussion revealed the parallel nature of division chief and battalion chief positions within the department's structure. Fire Chief Bill Hewitt clarified that division chiefs operate "at the same level of the organization" as battalion chiefs, making their experience directly relevant for battalion chief qualifications while maintaining distinct reporting relationships. When asked about the practical impact, Assistant Fire Chief Patick estimated the change would increase the current applicant pool by approximately 10 candidates, including "roughly 6 EMS captains and 5 division chiefs." He emphasized that this expansion potential would grow as the department itself expanded. The assistant fire chief framed the change as removing "unnecessary barriers" while validating "the leadership experience of officers from across the department, ensuring qualified leaders are not just sidelined by rigid criteria." This philosophical approach suggested a broader organizational commitment to recognizing diverse forms of professional development and leadership experience. ## Police Department Opens Lieutenant Positions to External Candidates The second major item represented an even more significant policy shift, as Amelia Sullivan from HR presented a revision to the Police Lieutenant classification specification alongside Deputy Chief Jay Hart. This change would allow outside candidates to compete for lieutenant positions, marking a departure from traditional internal-only promotional practices. "The policing is evolving rapidly, and the chief feels that there is opportunity to bring new perspectives into the department," Sullivan explained to the commissioners. The revision aimed to broaden candidate pools while ensuring the department promotes "the most qualified candidates for the position" and invites "a variety of experiences and qualifications." Deputy Chief Hart provided crucial context about the department's recruitment challenges: "The last time we ran a lieutenant's process, we only had one candidate, and we're very lucky that that was a very, very, very qualified candidate." This revelation highlighted the practical necessity driving the policy change – limited internal candidate pools could compromise the department's ability to conduct competitive selection processes. The proposed change would maintain internal candidates' competitiveness while opening opportunities for external applicants with relevant law enforcement leadership experience. This balanced approach acknowledged existing employees' career development expectations while addressing recruitment limitations. Commissioner questioning revealed that the change had been coordinated with the lieutenants' bargaining group, indicating appropriate labor relations consultation. The revision also included modernization updates, with one commissioner noting appreciation for removing outdated technology references like pagers from the qualifications – "a 21-year-old update." Sullivan confirmed that beyond the substantive qualification changes, the revision included formatting updates to the knowledge, skills, and ability sections and modernized language throughout the essential functions to reflect current policing practices and technologies. ## Routine Business and Commission Operations The meeting efficiently handled routine administrative matters, beginning with unanimous approval of October 8th minutes. The public comment period passed without speakers, though the chair's lighthearted interaction with firefighters present demonstrated the informal, collegial atmosphere that characterizes these commission meetings. The commission reviewed informational reports on various eligibility rosters, including positions ranging from park technicians to police officer recruits and utility workers. These routine reports provide ongoing oversight of the city's recruitment and hiring processes across multiple departments and classification levels. A notable personal moment concluded the meeting as commissioners congratulated Kathy Washatka on her reappointment to the Civil Service Commission. The brief exchange about her length of service – with Washatka unable to immediately recall her years of service – provided a humanizing glimpse into the volunteer commitment these positions represent. ## Implications for Municipal Workforce Development Both approved revisions reflect broader trends in public sector human resources management, emphasizing flexibility, diversity, and competitive recruitment practices. The fire department changes acknowledge that effective leadership can emerge from multiple specialization tracks within emergency services, while the police department changes recognize that fresh perspectives and external experience can strengthen law enforcement organizations. These policy shifts suggest city leadership's commitment to evidence-based recruitment practices that prioritize qualifications and potential over rigid adherence to traditional career pathways. For the fire department, recognizing EMS and division chief experience expands internal mobility while maintaining focus on proven leadership capabilities. For the police department, external recruitment could introduce new approaches to community policing, investigative techniques, and organizational management. The unanimous approval of both measures indicates commission confidence in city department leadership and support for progressive workforce development strategies. These changes position Bellingham to compete more effectively for qualified public safety leaders in an increasingly competitive municipal employment market. ## Looking Forward The meeting's efficiency and unanimous decisions reflected well-prepared proposals and clear commission understanding of the workforce challenges facing the city's public safety departments. The proactive nature of these changes – implemented before recruitment begins rather than in response to failed searches – demonstrates strategic human resources planning. The commission's next meeting will likely review the practical implementation of these revised specifications and potentially address similar modernization needs in other city departments. The success of expanded recruitment pools for battalion chief and police lieutenant positions could inform future classification specification reviews across city government. As municipal employers nationwide grapple with recruitment challenges and workforce diversification goals, Bellingham's approach offers a model of thoughtful policy evolution that balances organizational needs, employee development opportunities, and public service effectiveness.

### Meeting Overview The Bellingham Civil Service Commission met on November 12, 2025, to review and approve revisions to job classification specifications for two key positions: Battalion Chief in the Fire Department and Police Lieutenant in the Police Department. Both revisions aimed to broaden applicant pools by expanding qualification requirements to attract more diverse candidates. ### Key Terms and Concepts **Civil Service Commission:** A government body that oversees hiring practices, job classifications, and personnel policies for city employees to ensure fair and merit-based employment processes. **Classification Specification:** A formal document that defines the duties, responsibilities, qualifications, and requirements for a specific job position within city government. **Battalion Chief:** A mid-level fire department management position that supervises fire operations and personnel, functioning between assistant fire chiefs and captains in the chain of command. **Division Chief:** A fire department leadership position equivalent in rank to Battalion Chief, typically assigned to oversee specific operational areas or specialized functions. **Police Lieutenant:** A supervisory law enforcement position that commands operations between the sergeant level and deputy chief, overseeing patrol, investigations, or special operations units. **Applicant Pool:** The total number of qualified candidates who apply for a specific job opening or promotional opportunity. ### Key People at This Meeting | Name | Role / Affiliation | |---|---| | Commissioner Loan | Civil Service Commission Member | | Commissioner Stewartson | Civil Service Commission Member | | Commissioner Turin | Civil Service Commission Member | | Kathy Washatka | Civil Service Commission Member (remote) | | Emma Weinberg | HR Services Manager | | Dave Patick | Assistant Fire Chief | | Bill Hewitt | Fire Chief | | Amelia Sullivan | HR Staff | | Jay Hart | Deputy Chief, Police Department | ### Background Context Both the Fire and Police Departments have been experiencing challenges with limited candidate pools for supervisory positions. The Fire Department's proposed changes recognize that leadership experience can come from various promotional tracks, not just traditional fire captain roles. By including EMS captains and division chiefs as qualifying experience, the department acknowledges the diverse skill sets needed in modern fire services, which now encompass emergency medical services, specialized rescue operations, and community emergency management. The Police Department's request to allow external candidates for lieutenant positions reflects broader trends in law enforcement recruitment and the need for fresh perspectives in policing. With rapidly evolving community expectations and policing practices, departments nationwide are seeking to attract candidates with diverse backgrounds and experiences that may not follow traditional promotional pathways. ### What Happened — The Short Version The Commission unanimously approved both classification specification revisions. For the Battalion Chief position, they expanded qualifying experience to include EMS captains and division chiefs in addition to fire captains, potentially adding 10+ candidates to future applicant pools. For Police Lieutenant, they opened the position to external candidates rather than limiting it to internal promotions only. Both changes maintain existing qualification standards while broadening the pool of eligible applicants. The Commission also congratulated Commissioner Washatka on her reappointment to continue serving. ### What to Watch Next • Fire Department will launch recruitment for Battalion Chief position using the newly expanded qualifications • Police Department will conduct lieutenant recruitment process that includes external candidates for the first time • Implementation of these changes will be monitored to assess their effectiveness in attracting qualified diverse candidates ---

**Q:** What are the two job classifications that were revised at this meeting? **A:** Battalion Chief (Fire Department) and Police Lieutenant (Police Department). **Q:** Who is Emma Weinberg? **A:** HR Services Manager who presented the Battalion Chief classification revision. **Q:** What was the main purpose of revising the Battalion Chief qualifications? **A:** To diversify and broaden the applicant pool by recognizing various leadership experiences that can prepare candidates for the position. **Q:** How many additional candidates could the Battalion Chief revision potentially add? **A:** Approximately 10 candidates currently (6 EMS captains and 5 division chiefs), with more as the department expands. **Q:** What is the relationship between Division Chief and Battalion Chief positions? **A:** They are equivalent ranks operating at the same organizational level, both functioning below assistant chief and above captains. **Q:** Who is Dave Patick? **A:** Assistant Fire Chief who supported the Battalion Chief classification revision. **Q:** What specific outdated technology reference was removed from the Police Lieutenant classification? **A:** The word "pager" was removed from the qualifications as a 21-year-old update. **Q:** Who is Jay Hart? **A:** Deputy Chief of Services from the Bellingham Police Department. **Q:** How many candidates applied for the last police lieutenant position? **A:** Only one candidate applied for the last lieutenant recruitment process. **Q:** What was Commissioner Turin's question about the Battalion Chief classification? **A:** Why Division Chief was listed on page 1 qualifications but not on page 2 distinguishing characteristics. **Q:** What is the chain of command position for Police Lieutenant? **A:** Between sergeant and deputy chief, commanding operations, patrol, investigations, or special operations. **Q:** Which commissioner participated remotely via Zoom? **A:** Commissioner Kathy Washatka. **Q:** What happened to Commissioner Washatka at this meeting? **A:** She was congratulated for being reappointed to continue serving on the Civil Service Commission. **Q:** How did both classification revisions vote? **A:** Both passed unanimously with no opposition. **Q:** What bargaining group was consulted about the Police Lieutenant changes? **A:** The lieutenant's bargaining group, since the position is in their bargaining unit. **Q:** What are the three types of assignments for Police Lieutenants? **A:** Operations, services, patrol, investigations, special operations, or Office of Professional Responsibility. **Q:** What formatting updates were made to the Police Lieutenant classification? **A:** Knowledge, skills, and abilities section formatting and essential functions language were updated to current standards. **Q:** What was the Fire Chief's explanation for the Division Chief inclusion? **A:** Division Chiefs have different levels of experience and training, so they need 5 years in that role to qualify as Battalion Chief candidates. **Q:** Will internal candidates be disadvantaged by opening Police Lieutenant to external candidates? **A:** No, internal candidates will continue to be highly competitive for the position. **Q:** What does the Commission review in their eligibility rosters report? **A:** Park technician, facilities, police officer recruit, Whatcom Public Safety Telecommunicator, and Utility workers positions 1, 2, and 3. ---