Leslie Sanford Friday, October 4, 2019 11:56 AM David Baer; Tracy Frazzano Status Change forms Granneman stat chg 020419,pdf; Granneman stat change eff 100118 date 091219.pdf See attached Leslie W. Sanford Human Resources Manager/Grants Coordinator City of Marco Island 50 Bald Eagle Drive Marco Island FL 34145 Telephone: 239-389-3970 Fax: 239-389-4359 \sanford@cityofmarcoisland.com) oy of Marco Island W Employee Status Chan; WC Code: si Hourly Rate of Pay: __| Annual Rate of Pay: | : Thle/Dept: oo Title/Dept: Be Be Incentive Pay: | Auto: Allowances: Phone: A | Essential Employee: ves ONO Employee Status: | [Exempt CO] Non-bxemot |_| Pay Classification: C) Hourly C1) salary Computer Access: | ema 1 le ase? me Detective Ossieynnerd Pay - Ko linger achry in role asc = a Nghe ate Zest mma | “oan FC \| comune 22a De oan2/s/ | 1227019Leslie Sanford — ees AlSchettino Friday, February 8, 2019 10:39 AM Leslie Sanford Safest City/ Granneman ‘SKM_C36819020810530.pdf Leslie, Can you please remove Detective pay from Brian Granneman. | have also attached the safest city info you requested. 4 Schettino Chief of Police Marco Island Police Department 51 Bald Eagle Drive Marco Island, FL 34145 asche marcoislandpolice.us 239 389-5050 239 394-6956 fax 239 259-6580 cellMan City of Marco istry Employee Status Chang. Brian Gramemar) | St ee = i | Alig al sopi2018 Newtire: 1) 0b THe: | Department: __Rebire: || sob Tite: | Department: | Temporary: || Start Date: End Date: Department: ae ‘STATUS: Pay Rate | os enanen: ae) Transte: | O ‘Add / Change | Old Information (Current) New Information | Vola BU Wey | [Fund e/depts | COISZIO™ (1950 | Fund #/Dept: | a Location: 5210 | Location: aa Workers Comp Code: WC Code: routpraeetto | EIS. 3°718 Jr | oat aatn ex 455, 419.0]. | pnt rate ora: | ‘Annual Rate of Pay: Promotion /| Computes Acorss J | Per FOP October 1, 2018 - September 30, 2021 Collective Bargaining Agreement - ARTICLE 18 Compensation As authorized by City Council - City of Marco Island Resolution # 19-35 ratifying FOP Collective Bargaining Unit Agreement on 09/03/19. The 10% Benefit Allowance will be included in the base wages. Bargaining Unit Members who have received a satisfactory performance evaluation shall receive a 5% increase to base pay. afm oll ne steph hi Dress (TV pate 1-4) ity Manager: | z vata!]-/7.(' 9/5/2019NFIDENTIAL = Marco Island Police DE Ele’ Memo To: Acting Chief Dave Baer From: Captain Richard Stoltenborg => Date: 8/6/19 Re: Sergeant Brian Granneman Sir: On Wednesday, July 31, 2019 1, Captain Richard Stoltenborg was contact eant Brian Granneman. ‘ergeant Granneman explained ! ae wished to go through his personal insurance and reported he has plenty of banked time to ize. Teontacted Acting Chief Dave Baer and informed him of Sergeant Granneman’s situation, On Thursday August 1,2019 1 contacted Brian for an update and he informed me [——_—_ This information is CONFIDENTIAL. Respectfully, Captain Richard StoltenborgTracy Frazzano From: Tracy Frazzano Sent: Wednesday, October 2, 2019 11:45 AM To: Brian Granneman Subject: September 20, 2019 meeting Prob Status Sgt Attachments: Sept 20 2019 meeting Prob Status Sgt paf; Granneman Prob Status Sgtpdf Tracking: Recipient Delivery Brian Grenneman Delivered 1072/2019 11:45 AM Officer Granneman, Refer to attached documents and acknowledge the read receipt that is accompanied to this email. Tracy L. Frazzano Chief of Police Marco Island Police Department 51 Bald Eagle Drive Marco Island, Florida 34145 239-389-5050 Main 239-389-3973 OfficeCITY OF MARCO ISLAND Police Department 51 Bald Eagle Drive Marco Island, Florida 341.45 239-389-5050 Memo To: ‘Sergeant Brian Granneman From: Chief Tracy L. Frazzano Cc: Officer's file Date: ‘September 30, 2019 Re: Probationary Status Sergeant On November 26, 2018, you were promoted to the rank of Sergeant, subject to successful completion of a six (6) month probationary period. Former Chief Schettino extended your six (6) month Probationary period on April 10, 2019 and advised you that the new date for your probationary status would be August 26, 2019 Due to your absence from July 31, 2019 to September 15, 2019, for a total of 46 days you were unable to perform your customary duties as a Sergeant until September 16, 2019. Consequently, in accordance with Article 10 of the collective bargaining agreement ("CBA") between the City and the union, you were advised that your probationary period would be tolled during the time when you were unable to perform your job duties as a Sergeant. Based on the tolling of your probationary period, your probationary period is set to expire on October 11, 2019. However, the Department is not satisfied that you have successfully demonstrated the ability to serve as a Sergeant. Therefore, in accordance with Article 10 of the CBA, you are being returned to. the position of officer, effective October 1, 2019, for not successfully completing your probationary Period as a Sergeant. You shall report to work on October 2, 2019, at 0600 hours (A shift) and report to Sergeant Kreis. The CBA provides that the failure of an employee to pass or complete probation is not appealable and/or grievable, however, this does not preclude you from taking promotional examinations in the future. Chief of Police tee 3 owe 9180114 Witnessed by: FE ate: 9/50/14r ia CITY OF MARCO ISLAND Police Department 51 Bald Eagle Drive ‘Marco Island, Florida 34145 239-389-5050 Memo me Office Brian Ganneman From: Chief Tray. Frartano ce: Officer's file Date: October 2, 2019 Re: ‘September 30, 2019 meeting regarding Probationary Status of Sergeant On September 30, 2019, at 5:40pm, I met with you and your direct supervisor, Lieutenant Clayton Smith, in my office to discuss your probationary status as a Sergeant. This meeting lasted approximately 7 minutes, During the meeting, I informed you that based on your performance evaluation and discussions with your direct supervisor and Captain Richard Stoltenborg, you did not successfully demonstrate the ability to serve as a Sergeant and as such will be returning to the position of police officer effective October 1, 2019. We briefly discussed your deficiency in relation to following directives and your response was that you did not follow the “bullshit” ones. You signed @ document stating your return to police officer status and was offered a copy of the document, 10 which you declined. You were also offered an opportunity to speak with a representative of the Employee Assistance Program to which you declined A copy of the memorandum regarding your probationary status as Sergeant along with a copy of the performance evaluation were put into your personnel file. The signed document regarding your probationary status is also attached to this email for your records.Tracy Frazzano From: Microsoft Outlook To: Brian Granneman Sent: Wednesday, October 2, 2019 11:45 AM Subject: Delivered: September 20, 2019 meeting Prob Status Sgt Your message has been delivered to the following recipients: anneman (barann rY Subject: September 20, 2019 meeting Prob Status Sgt- Tracy Frazzano Brian Granneman Tracy Frazzano Wednesday, October 2, 2019 12:08 PM Read: September 20, 2019 meeting Prob Status Sot Your message To: Brian Granneman Subject: September 20, 2019 meeting Prob Status Sgt Sent: Wednesday, October 2, 2019 11:45:23 AM (UTC-05:00) Eastern Time (US & Canada) was read on Wednesday, October 2, 2019 12:08:00 PM (UTC-05:00) Eastern Time (US & Canada)CITY OF MARCO ISLAND Police Department 51 Bald Eagle Drive Marco Island, Florida 34145 Memo 265 COS CES 239-389-5050 To Officer Brian Granneman From: Chief Tracy L Frazzano ce Office's file Date: October2, 2019 Re September 30, 2019 meeting regarding Probationary Status of Sergeant On September 30, 2019, at 5:40pm, I met with you and your direct supervisor, Lieutenant Clayton Smith, jn my office to discuss your probationary status as a Sergeant. This meeting lasted approximately 7 minutes, During the meeting, I informed you that based on your performance evaluation and discussions with your direct supervisor and Captain Richard Stoltenborg, you did not successfully demonstrate the ability to serve as a Sergeant and as such will be returning to the position of police officer effective October 1, 2019. We briefly discussed your deficiency in relation to following directives and your Fesponse was that you did not follow the “bullshit” ones. You signed a document stating your retum to police officer status and was offered a copy of the document, to which you declined. You were also offered an opportunity to speak with a representative of the Employee Assistance Program to which you declined. A copy of the memorandum regarding your probationary status as Sergeant along with a copy of the Performance evaluation were put into your personnel file. The signed document regarding your probationary status is also attached to this email for your records. Tree pnd Aeecrote (D/H,Pieler’ Memo ‘Vo: Sgt. Brian Granneman From: Captain Richard Stoltenborg CC: Chief Tracy Frazzano Lieutenant Clayton Smith Date: 09/16/2019 Re: Probationary Period Sergeant Brian Granneman: On April 4, 2019, you were provided a memo from Chief Alfred Schettino outlining your extended probationary period as a Sergeant with the Marco Island Police Department. According to the Collective Bargaining Agreement, Article 10, Probationary Period, Section 1, your probationary period as a Sergeant with the Marco Island Police Department was extended to August 26, 2019. Between August |, 2019 and September 16, 2019, a total of forty-six days, you were not at work performing your regular normal duties. Taking this into account, and according to the Collective Bargaining Agreement, Article 10, Section 3, the Probationary period will commence running only when the bargaining unit member returns to his normal duties. This memorandum is to inform you, your probationary period is extended forty-six days until November 1, 2019. Respeetflly, late ae Stoltenborg Border allel Date Signed CC: Personnel ileCity of Marco Island a Performance Appraisal Form Employee Information: [Employee Name: Brian Granneman Department: Police Job Position/Grade: ‘Sergeant Date Assigned to | 11/26/2018 Present Position: Review Date: 9/21/2019 Period of Review From:8/1/2018 To:8/1/2019 DiProbationary Review TAnnual Review Dlother [Supervisor Name: Lt. Clayton Smith PERFORMANCE APPRAISAL SYSTEM ‘STEP 1: JOB DESCRIPTION: Review the employee's job description as part of the appraisal process to be sure you both agree on whal the job Sere ties are. Update the job description and submit to Human Resources or request a job audit f you fea! changes should be made. STEP 2: HOW WELL YOU DO THE JOB: ate the employee on each of the factors listed, based on the job requirements defined in the job description Wok contract, procedures, etc. and based on the expectation of performance identined for the employee as work is assigned throughout the performance periods, ‘STEP 3: HOW TO IMPROVE: ‘Gentty areas of improvement, either to meet or exceed expectation and lst specific steps (including OJT or formal training) the employee can take to improve his/her performance rating Appraise the performance of this em, Be objective and do not let APPRAISAL FORM INSTRUCTIONS iployee on those factors contair erzidated has five levels of achievement by which it may be measured. Each level is defined with examples of performance which may be accepted as characteristic of that level. Rating Scale: Rating Level Definition 5 Outstanding — Substantially Extraordinary performance; work is always expert, exemplary and exceeds expectations flawless; always exceeds job requirements and results expected by a substantial degree. 4 Excellent — Exceeds Superior performance; most work is characterized by unusual expectations accomplishments beyond job requirements; significantly and consistently performs at a level above that expected. 3 Meets Expectations Meets major job requirements; is consistently effective and Competent; achieves results expected. 2 Needs Improvement - Below | Needs improvement to meet major job requirements, work's tainly Expectations acceptable in some respects but does not meet expectations. 1 Unsatisfactory — Performance is unacceptable; substantial improvement is Substantially below Necessary to meet job requirements expectations JUSTIFICATION FOR PERFORMANCE RATING: Give Specific examples to justity why ‘SPECIFIC GOALS FOR IMPROVEMENT: y the performance factor rating was given to the employee. |centity steps the employee can take to improve and show when the steps should be finished. TRAINING NEEDED TO ACCOMPLISH GOALS: {st the on-the-job or formal training you think is needed to help the employee meet the goals for improvement. 9/27/2019 3:19 PM.Appraisal by Supervisor: ‘SECTION 1: Competency a._Knowledge of Job 3 b. Accuracy/Quality of Work 3 c._Quantity of Work d. Dependability 4 e._Judgment/Decision Making 2 aeaee Tota fisgeeeavevseeciree reece rec —___________Average [3.4] FACTORS PASS/FAIL SECTION 2: Teamwork ‘a._Coordination : 25 b._ Communication 25 ¢._ Collaboration 25 Pass (2.5 points) or Fail (0 points) TotalPoints | 75 | FACTORS: PASS/FAIL ‘SECTION 3: Work Habits a. Compliance with rules and procedures 25 b._Enthusiasm 25 c. Attendance 25 d._ Safety and Housekeeping [25 Pass (2.5 points) or Fail (0 points) Total Points 10 TOTAL 36 Maximum Points = 42.5 MANAGEMENT/SUPERVISOR NUMBER FACTORS a ‘SECTION 4: Management Skills aa Ha] a. Planning, Organizing, Decision Making & 2 Creativity | il b. Leading, Staffing, Employee Relations, 2 Administrating, Delegating, and Controlling ¢. Influencing, Facilitating, Policy Formulation 3 & Implementation Total fescaaeare Average 2.33 GRAND TOTAL 415 Maximum Points = 57.5 9/27/2019 3:19 PM- In the supervisor comments, reference the factors so that you tell the employee how well the job was done and how to improve performance. For Example: 4a — Knowledge of the job — Comment for this factor 3b — Communication - Comment for this factor Supervisor Comments: Sergeant Granneman was promoted to the rank of Sergeant 11-26-2018. Upon his promotion he was Placed on night shift (D squad). Sergeant Granneman had been functioning as a Detective. Sergeant Granneman was doing an excellent job while assigned to investigations. Sergeant Granneman had become a well-rounded Investigator during his assignment in investigations During his initial six months of being promoted, Sergeant Granneman started to have some issues within his shift, Sergeant Granneman felt that an effective way to supervise was to “be one of the boys". I was given information that Sergeant Granneman was socially involving himself with his shift off duty in a party setting. Captain Stoltenborg and | had several meetings with Sergeant Granneman all involving his behavior and that when he decided to become a Sergeant he had to mature, and his life would be different. During one of these meetings | asked Sergeant Granneman why he would not sit in the Sergeant's chair which is located at the head of the table. Sergeant Granneman stated that he was one of the guys and wanted to sit with them. | explained to Sergeant Granneman that the | chair shows leadership and has been used for a long time within police work. | ordered Sergeant Granneman to utilize the Sergeant's chair to convey to his shift that he is in charge. Sergeant Granneman likes his shift to be very proactive but at times his shift has had so many reports and arrests that the paperwork became a mess. Captain Stoltenborg and | had to have several meetings with Sergeant Granneman to resolve paperwork issues. Sergeant Granneman has had a few problems with other members of the Marco Island Police Department. On 4/6/2019 | was informed that an officer was receiving text messages {rom Sergeant Granneman about shift issues and rumors. | spoke with Sergeant Granneman and advised hirs that Personnel issues would be handled at work and not through text messages. Sergeant Granneman | understood where | was coming from and | have not had any additional complaints. Another complaint that | addressed was that Sergeant Granneman would allow his shift to congregate all in one place (599 S Collier, 7-11's). This problem came to light when his shift became upset when another Sergeant attempted to address this problem when he was filling in. Sergeant Granneman has had a problem separating from being a patrolman and now being the boss. Again, Sergeant | Granneman was sat down and explained what it takes to be a leader by myself and Captain Stoltenborg, Sergeant Granneman was brought into the police department to speak with myself and Captain Stoltenborg on 4/10/2019. The main topic discussed with Sergeant Granneman was his continual lapse in judgement on several occasions. In our meeting with Sergeant Granneman, we explained that his probation was going to be extended until 8/26/2019. We also wanted to assist Sergeant | Granneman in becoming a successful leader. Sergeant Granneman was enrolled and attended 40- | Rour No-Nonsense Leadership Development Boot Camp May 13, 2019- May 17, 2019. Sergeant Granneman was also enrolled and attended Line Supervision June 10, 2019- June 21,2019, Sergeant Granneman successfully completed both courses. 9127/2019 3:19 PM : 3CX on Due to Sergeant Granneman being off for 46 days on mamma nis probation has been ] extended to 11-01-2019. » Sergeant Granneman was asked to meet with Captain Stoltenborg and | se in judgement/decision making which had occurred over the course of his 48- Sergeant Granneman attempted to supervise his shift by as he stated, “staying one of the boys”. | spoke with Sergeant Granneman on numerous occasions and told him that thie style of supervision new Sergeant, that he m would help him separate Serge order that he was to conduct briefing from the head of the table. lust separate and show leadership. | explained that the Sergeants chair and show the troops that he was no longer just a patrolman but now the ant Granneman debated with me for a short time. | finally gave him a direct EMPLOYEE: HAVA NONLEDGE THAT THIS PERFORMANCE EVALUATION HAS BEEN DISCUSSED WITH ME AND THAT! HAVE BEEN GIVEN REASO! APPLICABLE, Employee Signature NABLE OPPORTUNITY TO RESPOND. PLEASE ATTACH EMPLOYEE COMMENTS IF _ Date: ‘Supervisor Signature: Opitz Date: 9-27-19 Department Director Signature: Date: Human Resources Signature: ae ibe eee eS SEE “GOALS AND OBJECTIVES — WHEN APPLICABLE ARE ATTACHED ** 9/27/2019 3:19 PMSUPPLEMENT TO PERFORMANCE APPRAISAL FOR MANAGER AND DIRECTORS. - GOALS/OBJECTIVES Name: Title: la es Weighting: Give each Goal a value so that the total weight is 100%. GOALS VALUE | ACTUAL 1 i : 3) 4 5 TOTAL | 100 9/27/2019 3:19 PM.The Performance Evaluation: Rate and Comment on the factors, goals and objectives, Step 1 The supervisor completes the performance evaluation. The Supervisor and Department Head must sign the evaluation. Step 2: The performance evaluation is then sent to Human Resources for approval and signature. St2e & The Performance evaluation is then sent back to the Supervisor for review and diecussion with the employee Step 4: The employee is given a reasonable opportunity to respond, make comments and sign isp & The completed performance evaluation form is sent to Human Resources and retained with the employee's record There are four required signatures: Employee, Supervisor, Department Director, and Human Resources. 9/27/2019 3:19 PM.Memo To: Sgt. Brian Granneman From: Chief Al Schettino CC: — Captain Richard Stoltenborg Lieutenant Smith Date: 04/10/2019 Re: Probationary Period Set. Granneman: ‘The administration of the Marco Island Police Department wishes you nothing but success in your rank of Sergeant and we believe you will achieve that success. You are a valuable member of this department and your work ethic was a major contributing factor when the decision was made to promote you. Recently, Lieutenant Smith and Capiain Stoltenborg had conversations with you together and separately regarding some lapses of judgement and actions taken by some of your officers while assigned under your command. These lapses in judgement has raised some concem regarding your confidence in your ability to lead and to set an example, Again, we wish you to be successful. Under the Collective Bargaining Agreement Amticle 10, Probationary Period, Section 1, your probation period as a Sergeant with the Marco Island Police Department is extended to August 26, 2019. I hope that you will take this time to improve your leadership capabilities, which we know you possess. To assist you in becoming a successful leader, you have been enrolled in leadership training that I feel will benefit you and the department, 40-hour No-Nonsense Leadership Development Boot Camp May 13, 2019 ~ May 17, 2019 Line Supervision June 10, 2019 — June 21, 2019 Both trainings are being held at the Southwest Florida Institute for Public Service, Fort Myers. Attached are the training schedule and descriptions of the training. Please contact Captain Stoltenborg or Lieutenant Smith if you have any questions. Respectfully, Al Schettino Chief of Police