Police Sergeant

Open only to City of Montgomery Police Department employees

Recruitment #18-CI8220-01

Introduction

Applicants will be screened and qualified based on the education and experience on their online applications. For this reason, applicants are urged to fill in the application completely providing detailed information concerning the kinds of jobs they have held, the dates they held them, where and exactly what their duties were. If the number of qualified applicants exceeds the appropriate number of eligible applicants for immediate referral, applicants will be placed in groups based on their responses to the supplemental questionnaire and application. Applicants within each group will be considered equally qualified and placed on the register in alphabetical order. If the number of qualified applicants is equal to or less than the appropriate number for referral, qualified candidates will be certified as equally qualified.

Nature of Work

The fundamental reason this position exists is to provide protection and security for the citizens of Montgomery. Police Sergeants serve as first line 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. Sergeants are typically supervised by Lieutenants and must respond and report through the chain of command.

Minimum Qualifications

As of December 6, 2018, all Police Corporals (PS2) in the Montgomery Police Department, who have completed two years of service as a Corporal within the department, dating from the date of promotion to the rank of Corporal, 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 dates: All exercises of the selection procedure for the classification are scheduled for Thursday, December 6, 2018 and Friday, December 7, 2018.  Qualified candidates who apply to compete in the selection process will be notified in writing of specific dates, times, and locations at which to appear for the selection process.

Examination orientation: An orientation session will be held to familiarize candidates with the examination.  All qualifying candidates will have the opportunity to attend this session.  The sessions will be held Friday, November 9, 2018 at 9:00 am and 3:00 pm in the ALEEVOC classrooms. If you choose to attend the orientation meeting, you should only go to the 9:00 am or 3:00 pm session, not both.

The orientation session is not mandatory.  A candidate orientation guide will be distributed at the meeting.  If you do not attend the orientation, you may obtain a guide after the date of the orientation at the front desk of the Montgomery City-County Personnel Department.

Candidate Feedback: A feedback session provides candidates with specific information about their performance during the assessment.  Receiving this information can help candidates identify their strengths.  It can also help them identify where they might want to improve their job performance and/or future test performance.  The feedback session dates will be provided following the scoring of the promotion procedure.

Examination description: The competitive examinations 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 two, 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 Sergeant. Every candidate will be assigned to a 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 Overview: 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 Sergeant might be required to write. Each candidate will have a set amount of time to write an appropriate response. Every candidate will be assigned to a one half-day session. An assessor panel will rate the writing sample for content and written communications (i.e., clarity, punctuation, grammar, word usage, and conciseness). Under no circumstance 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 Sergeants and other individuals, particularly subordinate personnel and citizens. The exercise consists of one work related, one-on-one situation involving problems encountered by Police Sergeants. 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 things a Police Sergeant should. Every candidate will be assigned to a one half-day session. 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 exam has been designed to measure the knowledge, skills, and abilities which are important for a Sergeant to possess on the first day of the job.  Those knowledge, skills, and abilities (KSAs) which were judged by incumbent sergeants to be important and which are amenable to testing have been grouped together into areas of similarity to form performance dimensions.  It is these seven dimensions upon which the three exercise segments have been based.  The following pages provide a description of these dimensions.  More detailed information about the KSAs underlying each performance dimension will be provided at the Candidate Orientation and in the Candidate Information Guide which will be distributed at the orientation. 

Oral Communication 10%

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 citizens and employees.

Written Communication 10%

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.

Operations 12%

The extent to which departmental field operations are effectively implemented.  This includes the ability to allocate resources and direct personnel in the field during emergency situations such as crime scenes, accident scenes, etc.  This includes knowledge of common patrol techniques, response tactics, and radio procedures required during emergency situation.

Problem Analysis 15%

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.

Supervisory Ability 21%

The extent to which work is planned, organized, and coordinated in order to accomplish specified performance goals.  This includes the ability to directly supervise subordinates, coordinate subordinate work, assign personnel, provide guidelines and monitor subordinate performance in order to provide assistance, extend recognition and motivate and counsel.

Human Relations 10%

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.

Technical/Legal Knowledge & Application 22%

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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