Deputy Sheriff Sergeant

The fundamental reason that this job exists is to protect and serve the citizens of Montgomery County. Deputy Sheriff Sergeants perform responsible supervisory and specialized law enforcement work in the Sheriff’s Office in one of four divisions–Criminal Patrol, Investigations, Legal Services, or Support Services.  Major work responsibilities may include: preparing and administering work schedules; counseling employees about personnel problems, grievances, interpersonal conflicts, and career direction; monitoring and evaluating employees' performance; performing and supervising technical law enforcement duties; directing operations of employees on a crime scene; managing work group(s); gathering facts and evidence; developing, conducting, and/or attending training activities; preparing for and testifying in court; coordinating activities with other groups or agencies; performing outreach, special events, and public relations activities; and performing administrative duties. The employee is subject to the usual hazards of law enforcement work.  Considerable tact and firmness are required in dealing with the public.  Independent judgment and considerable discretion must be exercised in determining facts, interpreting the law, and making decisions concerning law enforcement, emergency situations, and personnel issues. Sergeants have a high degree of autonomy and decision-making responsibilities and assume the responsibilities of the Lieutenant in the supervisor’s absence. Supervision and work performance evaluation are received from the Lieutenant level.  

As of the test date, all Deputy Sheriff Corporals in the Montgomery County Sheriff’s Office who have completed one year of service within the department as a Deputy Sheriff Corporal dating from the day of their appointment.

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 on Thursday, September 2, with one session at 9 AM and one at 2:00 PM in the Sheriff’s Office Muster Room.

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 examination process will consist of three types of exercises.  These exercises include a structured oral interview, role play exercise, and writing sample exercise.

Structured Oral Interview Overview: 

The structured oral interview will consist of several situational questions or problems.  Each question describes a problem or scenario and asks each candidate to explain how he or she would handle the problem or scenario as a Deputy Sheriff Sergeant.  The structured oral interview process will be recorded for rating at a later date. 

Role Play Exercise Overview:  

The role play is developed to simulate typical interactions between sergeants and other individuals, particularly subordinate personnel and citizens.  The exercise consists of a work-related, face-to-face situation involving problems encountered by sergeants.  In the role play, 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 role play exercise will be recorded to be rated at a later date.  

Writing Sample Exercise Overview:

The writing sample exercise is designed to test whether candidates have the ability to write the kinds of reports required at the rank of sergeant. In this exercise, candidates will be asked to document information in the form of a report, memo and/or summary.

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 seven 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.   

The following dimensions will be measured in the assessment: 

Technical Knowledge (TECH)-14% The extent to which one possesses the knowledge needed to act as a law enforcement officer in the field and during tactical situations. 

Problem Analysis and Decision Making (PA)-15% The extent to which one possesses the skill of identifying problems, securing relevant information, and identifying possible causes of problems and reaching solutions. 

Human Relations (HR)-15% Perceiving and reacting to the needs of others.  Objectivity of perceiving impact of self on others. 

Supervision (SUP)-11% The extent to which one uses subordinates and establishes procedures to monitor and regulate activities of subordinates. 

Planning and Organizing (PO)-14% The process of establishing a course of action for self or others to accomplish a specific goal. 

Oral Communications (OC)-15% The extent to which one can give an oral presentation and communicate on a one-to-one basis by listening and responding. 

Written Communications (WC)-16% 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.