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. 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.
Orientation sessions will be held to familiarize candidates with the examination. The sessions will be held on September 29, 2022 in the Patrol Muster Room at 9 AM and 2 PM. You should choose which time works best for your schedule.
The orientation sessions are 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.
The competitive examination process will consist of two types of exercises. These exercises are summarized below and include a structured oral interview and a role play exercise with a written follow-up. More detailed information will be available in the candidate information guide.
Structured Oral Interview Overview:
The structured oral interview will contain a variety of questions. Some of the questions will be related to specific policies and procedures from the Sheriff’s Manual of Policies and Procedures, Criminal Laws of Alabama, and the Alabama Law Enforcement Officers' Handbook. Additional resources may be listed in the Candidate Information Guide which is made available at orientation or at the Personnel Department after the day of orientation until the test date. To prepare for these type questions, you should become thoroughly familiar with these manuals and books. You will not be allowed to reference the books during this portion of the assessment.
Some of the questions will relate to specific problems or situations that corporals might face on the job. In other words, you will be tested to determine if you can accurately apply the laws, policies and procedures.
You will be allowed very brief time to review the questions and then verbally present your answers to the questions. You will receive time limits to review and time limits to present in the instructions provided at the test.
Role Play Exercise with Written Follow-up:
The role play exercise is developed to simulate typical interactions between corporals and other individuals. The exercise consists of a work-related, one-on-one situation involving problems encountered by corporals. In the role play, the candidate takes the role of a corporal and a role player takes the role of either a subordinate, coworker, supervisor, or 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 corporal should. After the meeting, the candidate will receive follow-up questions about the role play. These questions have no time limit and must be answered verbally as soon as they are asked by the monitor. The exercise will be recorded for rating at a later date.
After completing the role play, candidates will use the information that they gained in the meeting to develop a written document. This portion of the exercise is designed to test whether you have the ability to write the kinds of documents required at the rank of corporal.
The exam has been designed to measure the knowledge, skills, and abilities which are important for a corporal 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 in the candidate information guide.
The following dimensions will be assessed in the assessment:
Technical Knowledge (TECH) - 19%
The extent to which one possesses the legal and operational knowledge needed to act as a law enforcement officer in the Montgomery County Sheriff's Office.
Problem Analysis and
Decision Making (PA/DM) - 17%
The extent to which one possesses the skill of identifying problems, securing relevant information, identifying possible causes of problems and reaching solutions.
Human Relations (HR) - 17%
The extent to which one perceives and reacts to the needs of others. Objectivity of perceiving impact of self on others.
Leadership (L) - 16%
The extent to which one leads others through example and by coordination and direction.
Oral Communication (OC) - 17%
The extent to which one can give an oral presentation and/or communicate on a one-to-one basis by listening and responding.
Written Communication (WC) - 14%
The extent to which one can express ideas through writing in a clear, unambiguous, and effective manner.
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.