Corrections Officer Sergeant

The fundamental reason this classification exists is to supervise corrections officers engaged in the security and control of inmates in the Montgomery County Detention Facility. As first line supervisors, sergeants may be required on occasion to perform tasks typically performed by officers or performed by lieutenants. Sergeants spend the majority of their time performing the following essential functions: ensuring the safety of staff and inmates, supervising officers, processing inmates for release, and operating the central control booth. In addition, sergeants will also perform the following essential functions to a lesser degree: supervising inmate actions and movement, booking inmates, performing intake duties, and performing administrative duties. Work is performed under the supervision of a Corrections Officer Lieutenant. The work of a sergeant differs from that of an corporal in that a sergeant has supervisory authority, and the work of a sergeant differs from that of a lieutenant in that a lieutenant has responsibility for an entire shift. Work involves regular exposure to unpredictable conditions which may arise in a correctional institution.

WORK ENVIRONMENT: Works within secured facility with inmates of various classifications (i.e., minimum security to maximum security).  May be required to physically restrain or subdue inmates.  May be required to inspect perimeter and facility which involves moving from floor to floor using elevators and/or stairs, entering control booths via staircase, etc.  Required to work twelve hour shifts. 

All sergeants are trained in and must be certified in the use of the following: chemical irritants, tasers, Strategic Self-defense & Grappling Tactics (SSGT), CPR, and first aid. Some sergeants may be asked to be certified in breath alcohol or Drager testing, and NCIC. Sergeants are also required to maintain a driver’s license for transporting inmates when needed. Sergeants are assigned to work on one of four squads. Each squad works either a 12-hour day shift or night shift.

How to apply

Complete an online application by visiting Montgomery City-County Personnel's Online Employment Center. Paper applications are no longer accepted. Completed applications will be accepted online until 5:00 p.m. on the closing date. If there is no closing date, the announcement may be closed at any time without prior notice. 

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, and all candidates will be placed on the employment list.  

Examination dates

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 in J2 Muster Room on Tuesday, January 29, 2019; one session at 8 AM and one session at 2 PM.

The orientation session is not mandatory. A candidate orientation guide will be distributed at the meetings. 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. A copy will also be emailed to candidates with their exam schedule notice approximately one month before the exam date. 

Examination description

The competitive examination process will consist of three types of exercises. These exercises include a structured oral interview, a role play exercise, and a writing sample. More detailed information will be provided during the orientation session and in the candidate information guide.  

Structured Oral Interview Overview: 

The structured oral interview will consist of several situational questions or problems.  Candidates are provided with several problems or scenarios and asked to explain how they would handle the problem or scenario as a sergeant.  The structured oral interview process will be recorded for rating at a later date.   

Meeting Exercise Overview:

The meeting exercise is developed to simulate typical interactions between sergeants and other individuals, particularly subordinate personnel and citizens.  The exercise consists of work-related, one-on-one situations involving problems encountered by sergeants.  In the exercise, the candidate takes the role of a sergeant and a 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 sergeant should.  The exercise will be recorded to be rated at a later date. 

Writing Sample:

The writing sample exercise is designed to test whether you have the ability to write the kinds of reports required at the rank of sergeant. In the writing sample exercise, you will be required to listen to a situation and read some background information concerning an incident, a complaint, or a memo. You will then be asked to write a report, summary or memo in response to the information. 

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 subject matter experts to be important and which are amenable to testing have been grouped together into areas of similarity to form performance dimensions. It is these six dimensions upon which the assessment center has been based.  

The following information provides a description of these dimensions as well as the test weight of each dimension. More detailed information about the exercises, weights, and KSAs underlying each performance dimension will be provided at the candidate orientation and in the orientation guide.  

1. Technical Knowledge (TECH) – 25% The extent to which one possesses correctional knowledge needed to act as a corrections officer.
2. Problem Analysis (PA) – 25% The extent to which one possesses the skill of identifying problems, securing relevant information, and identifying possible causes of problems.
3. Written Communications (WC) – 20% The extent to which one can communicate in writing and review the writing of others to include grammar, punctuation, spelling, logical order, and meeting the needs of the reader.
4. Human Relations (HR) - 10 % Perceiving and reacting to the needs of others. Objectivity of perceiving impact of self on others.
5. Oral Communications (OC) - 10 % The extent to which one can give oral presentation and communicate on a one-to-one basis by listening and responding.
6. Supervisor Ability (SUP) - 10 % The extent to which one uses subordinates and establishes procedures to monitor and regulate activities of subordinates.

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 person’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.