|Date Opened||4/5/2018 3:32:00 PM|
|Filing Deadline||4/25/2018 5:00:00 PM|
|Salary||$44,078.00 - $65,858.00/year|
The majority of the lieutenants supervise the on-duty shift in the security and administrative operations of the Montgomery County Detention Facility while the remaining lieutenants oversee an administrative bureau. Incumbents ensure that all operations are performed in accordance with department policies and procedures. Lieutenants are responsible for supervising employees, managing a shift or bureau, coordinating inmate movement, overseeing booking of inmates, ensuring the safety of staff and inmates, overseeing intake duties, investigating complaints, and overseeing the processing of inmates to be released. Work is performed under the general supervision of a Corrections Officer Captain. Work involves regular exposure to unpredictable conditions which can arise in correctional institutions.
Lieutenants are trained in and must be certified in the use of the following: National Crime Information Center (NCIC) database, breath alcohol testing or Drager, pepper spray or Mace, Taser, Strategic Self-defense & Grappling Tactics (SSGT), and CPR.
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.
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.
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.
An orientation session will be held to familiarize candidates with the examination in J2 Muster Room on Thursday, May 31, 2018; 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.
The competitive examination process will consist of three types of exercises. These exercises include a roll call exercise, tactical exercise and meeting with written documentation. Verbal exercises will be recorded. All exercises will be scored by panels of correctional experts at a later date.
Roll Call Exercise Overview:
The roll call exercise is designed to simulate a shift's roll call in which information is presented to a shift. The candidate is provided with information which asks the candidate to prepare for a roll call and then to present it. Only the roll call presentation will be recorded and scored.
Tactical Exercise Overview:
The tactical exercise presents information about an emergency situation and asks the candidate to explain how he or she would handle the situation. The situation requires the allocation of resources, both personnel and physical, and planning of activities. The candidate will respond to the situation verbally.
Meeting Exercise with Written Documentation Overview:
The meeting exercise is developed to simulate typical interactions between lieutenants and other individuals, particularly subordinate personnel and citizens. The exercise consists of work-related, one-on-one situations involving problems encountered by lieutenants. In the Meeting, the candidate takes the role of a lieutenant 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 lieutenant should. The candidate is then asked to write an appropriate document to support the meeting.
Performance dimensions: The exam has been designed to measure the knowledge, skills, and abilities which are important for a lieutenant 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 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 Candidate Information Guide which will be distributed at the orientation. If you do not wish to attend the orientation, you may pick up a copy of the Candidate Information Guide from the City-County Personnel Department after the date of the orientation.
The following dimensions will be assessed in the assessment:
Supervisory Ability (SUP)-21%
The extent to which one uses subordinates and establishes procedures to monitor and regulate activities of subordinates.
Technical Knowledge (TECH)-19%
The extent to which one possesses the knowledge needed to act as a corrections officer.
Human Relations (HR)-19%
Perceiving and reacting to the needs of others. Objectivity of perceiving impact of self on others.
Problem Analysis (PA)-17%
The extent to which one possesses the skill of identifying problems, securing relevant information, and identifying possible causes of problems.
Oral Communication (OC)-12%
The extent to which one can give an oral presentation and communicate on a one-to-one basis by listening and responding.
Written Communication (WC)-12%
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.
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.
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