Police Lieutenant

Open only to Montgomery Police Department Employees

Recruitment #19-CI8230-01

Nature of Work

The fundamental reason this position exists is to provide protection and security for the citizens of Montgomery.  Police Lieutenants serve as mid-level supervisors in one of the MPD divisions.  Incumbents also provide public protection through daily patrol, traffic, investigation, and communication efforts.   Work also entails responding to emergency incidents, participating in narcotics undercover operations, and securing crime scenes.  Incumbents document in writing events and procedures of an important nature and may present that information in a court of law.  Lieutenants are typically supervised by Captains and must respond and report through the chain of command.

Minimum Qualifications

As of February 28, 2019, all Police Sergeants in the Montgomery Police Department, who have completed two years of service as a Sergeant within the department, dating from the date of promotion to the rank of Sergeant, are eligible to compete in the selection process.

Kind of Examination

Purpose of examination: The purpose of the exam is to establish an employment register to fill any vacancies for the classification that may occur over the life of the register. If there are less than five qualified applicants, an examination will not be administered. All candidates will be placed on the employment list.

Examination orientation: After you have applied and your application is deemed acceptable, you will be notified of orientation dates and times. 

Examination description: The competitive examination process will consist of the following three exercises:

    a) Structured Oral Interview

    b) Writing Exercise

    c) Role Play Exercise

Structured Oral Interview Overview: The Structured Oral Interview consists of three or four situational questions. Each question describes a problem situation and asks each candidate to explain how he or she would handle the situation as a Lieutenant. Every candidate will be assigned to one half-day session. The Structured Oral Interview process will be videotaped for rating at a later date. The ratings will be conducted by panels of law enforcement officials from departments outside the Montgomery area. Under no circumstances will a candidate be evaluated by someone known to the candidate.

Writing Sample Exercise: The Writing Sample Exercise requires candidates to read and review some information, determine the appropriate action, and formulate a response in writing. The instructions request the candidate to produce a writing sample that a MPD Lieutenant might be required to write. Each candidate will have a set amount of time to write an appropriate response. An assessor panel will rate the writing sample for content and written communications (i.e., clarity, punctuation, grammar, word usage, and conciseness). Under no circumstances will a candidate be evaluated by someone known to the candidate.

Role-Play Exercise Overview: The Role-Play Exercise is developed to simulate the typical interactions between Police Lieutenants and other individuals, particularly subordinate personnel and citizens. The exercise consists of a work related situation involving problems encountered by Police Lieutenants. In the Role Play, the role player takes the role of either a subordinate or a citizen. The candidate is provided with background information explaining the general situation and is asked to handle the situation as he or she thinks a Police Lieutenant should. The Role Play Exercise will be videotaped to be rated at a later date. The exercise will be rated by an assessor panel of law enforcement officials from departments outside the Montgomery area. Under no circumstances will a candidate be evaluated by someone known to the candidate.

Performance dimensions: The Lieutenants Promotion Procedure was designed to measure those knowledge, skills, and abilities (KSAs) important to performing the job of a lieutenant within the Montgomery Police Department. Similar KSAs have been grouped together into performance dimensions. Each performance dimension is weighted based on the importance of the KSAs that fall under that dimension. Each exercise in the Lieutenants Promotion Procedure measures one or more of the following dimensions. The percentage next to each dimension reflects the overall value of this dimension for the entire procedure. (More information regarding the exercises and the dimensions measured by each exercise is presented in the Candidate Information Guide.)

Human Relations 15%

The use of appropriate interpersonal skills which indicate a consideration of the feelings, interests, and needs of employees, representatives of other agencies and the general public. This includes using tact, building and maintaining rapport and morale, recognizing stress symptoms in others, and confronting others as necessary when interacting in one-on one situations or with groups to resolve interpersonal conflicts and address complaints.

Supervisory/Oversight Ability 20%

The extent to which subordinates are provided with directions and guidance toward the accomplishment of specified performance goals. This includes the ability to set and enforce performance standards, recognize problem behavior, evaluate subordinate work performance, provide guidelines and monitor subordinate performance in order to provide assistance, extend recognition, discipline and motivate or counsel. It also includes the knowledge and application of specific department policies related to personnel in monitoring employee performance and disciplining employees. Additionally, this dimension includes the ability to oversee a group of individuals and determine resource needs, planning needs, and management strategies needed to accomplish tasks and projects.

Oral Communication 15%

The clear, unambiguous, and effective expression of oneself through oral means to individuals such as subordinates, peers, other agency representatives, and the general public to ensure the accurate exchange of information. This includes the ability to relate MPD policies and procedures to complaints, investigations and personnel decisions regarding transfers, leave, etc. and explain them in a manner that provides the necessary information to the recipient.

Written Communication 15%

The clear, unambiguous, legible and effective expression of ideas in writing to ensure that readers of varying levels (e.g., co-workers, citizens, attorneys, politicians) can interpret information correctly. This includes not only presenting information in writing, but obtaining and understanding written information. This encompasses the utilization of proper grammar such as capitalization, punctuation and spelling at a level needed to compose documents.

Problem Analysis 20%

Effectiveness in identifying problem areas, securing relevant information, relating and comparing information from different sources, determining the source of a problem and implementing task-resolving decisions. This includes developing short or long-range plans to determine objectives, identify problems, establish priorities, set standards, provide guidelines and identify resource needs.

Technical/Legal Knowledge & Application 15%

Demonstrates knowledge and understanding of laws, court rulings and departmental policies and procedures in planning work, making decisions, giving advice and responding to situations. This includes utilizing knowledge of the departmental organization to determine solutions to problems.

Disqualification from competition: The Personnel Department and/or expert shall disqualify an applicant or candidate from competition upon determination that:

    1. The application was not received by the filing deadline.

    2. The applicant fails to meet the minimum qualifications specified in the announcement.

    3. The candidate fails to appear at the announced time and place for testing.

    4. The candidate is found to be cheating. Cheating involves any attempt by an individual or group to        

        enhance test scores by means other than actual knowledge or ability, including but not limited to,     

        efforts to give or receive information about the test content or correct responses before, after or during     

        a test.

    Examples of cheating during a test would be:

    a) attempting to gain access to the test under false pretenses

    b) failing to follow instructions given by the test administrators or proctors

    c) talking to another candidate during the test

    d) removing or attempting to remove test materials from the test site

    e) leaving the testing room, holding room, or other location without permission from the test administrator

    f) attempting to use notes, hand held computers or calculators when instructed not to

    g) looking at another's test paper or answer sheet

    h) working on a test section after time has been called

    i) giving or receiving test information to or from another person

The Personnel Department may not exercise discretion in waiving these requirements for qualification except as may be required by law in connection with military personnel called to active duty.

The Personnel Department will provide written notification of the disqualification and the reason for disqualification to the applicant or candidate within five (5) days from the determination of the disqualifying circumstance.



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