Police and Fire Commission approves national search plan for Green Bay Metro police chief

The Green Bay Police and Fire Commission on Feb. 12 approved a plan to conduct a national search for the Green Bay Metro Police Chief, including a six‑week application period and a staged screening process that will use NEOGOV to manage applications.

Commissioners voted to accept the recruitment materials and timeline after staff presented the proposed process. Jen, who circulated the job description and application materials, told the commission the city recommends accepting applications for six weeks to allow time for a national search. She said staff plans an initial review of applications around April 10, followed by Zoom-based screening interviews and, later, in-person finalist interviews likely held in June. "We would use NEOGOV to review those applications," she said.

The nut graf: The approved process sets the schedule and tools the commission will use to identify finalists and conduct vetting. It establishes an initial electronic screening using NEOGOV, commissioner-led Zoom screening interviews, in-person finalist interviews that may include meetings with the mayor and representatives from Bellevue and Halloway, and vendor-conducted background investigations of top candidates.

During discussion, commissioners raised procedural and qualification questions. Commissioners agreed staff may begin reviewing applications as they arrive — rather than waiting for the application window to close — to speed the schedule. Jen explained background checks will be conducted by an external company that interviews references and others identified in candidates' records to verify experience and claims.

Staff also recommended advertising the vacancy through professional channels used in prior recruitments and through direct outreach. Jen listed free posting options previously used — including the Illinois Fire Chiefs Association, the Iowa Fire Chiefs Association and Michigan outlets — and said pricing for Minnesota and Indiana placements was pending. She also noted Firehouse Magazine and direct recruitment outreach to Midwest departments as options. The commission settled on a six‑week public posting.

Commissioners reviewed the minimum education and experience requirements in the job description and emphasized flexibility: the job description includes a clause allowing a combination of equivalent education and experience to meet minimum qualifications. One commissioner noted concerns about strict physical standards and said the commission can evaluate equivalencies on a case-by-case basis.

The commission voted to approve the recruitment materials and process as presented and amended.

Next procedural steps include publishing the position, receiving and reviewing applications in NEOGOV, conducting screening interviews, staking out finalists for in-person interviews and commissioning background investigations for finalists. No appointment was announced at the meeting.