|Date Opened||9/20/2022 6:00:00 PM|
|Close Date||10/3/2022 5:00:00 PM|
|HR Analyst||Shayna Durazo|
|Salary||$106,059.20 - $122,803.20/year **Salary is in accordance with Administrative Directives**|
|Job Type||Department Employees Only|
|HR Tech||Jennifer Urbina|
The City of Tucson hereby announces the 2022 Lieutenant Promotional Examination. This examination will establish a two-year Civil Service Promotional List. Candidates placed on the promotional list must have at least one year of service remaining as of the date they are eligible for promotion in order to be selected from the List.
You are highly encouraged to print this bulletin because it contains important dates and information that will not be available online once this position closes. Candidates are responsible for reading and understanding the content listed in the job bulletin.
Manages and directs personnel in the enforcement of criminal laws, education, crime prevention, and partnerships with the community.
Regularly directs or supervises the work of at least two fulltime employees at the supervisor level in the section. Coordinates assigned supervisory personnel and their projects ensuring timely and quality activities for the benefit of the section, division, department, City, and the community.
Oversees the planning, implementation, direction, and management of all functions and resources of the section to achieve the strategic objectives of the department and the City in an efficient and effective manner.
Assists with the implementation and evaluation of department policies, programs, projects, and procedures.
Assists with implementing the department vision through section activities and leads the section to maximum employee productivity and morale through hiring, disciplining, evaluating employee performance, investigating, and resolving grievances and other coordinating human resources actions.
Develops and administers the section budget with staff assistance.
Analyzes organization and community needs, analyzes trends, reviews statistics and opportunities, communicates to the department leadership of impending developments.
Develops strategic partnerships and contacts with community representatives, external agencies, and other organizations to develop a sense of relevant issues facing our community and to respond as a representative of the City.
Implements the values of the organization through example and accountabilities.
Ensures that section operations conform with local, state, and federal governmental regulations and other applicable rules and requirements.
Facilitates solutions to problems facing the department.
Maintains technical or professional knowledge through such means as attending seminars, reviewing professional publications, taking classes, and participating in developmental activities.
Provides training for personnel by developing lesson plans, conducting training courses, and ensuring completion of requisite annual training courses.
Acts as a liaison within the community by attending community functions and speaking with the public.
Responds to incidents, oversees tactical operations, and supervises investigations.
Performs administrative duties by attending meetings, writing reports, and planning programs and objectives.
Minimum Education Level & Type: High School Diploma or G.E.D
Minimum Experience Qualifications: At least 3 years as a Police Sergeant
Valid and Unrestricted Class D - Driver's License
Eligibility requirements are limited to current salaried commissioned members of the Tucson Police Department (TPD) with the following qualifications:
The evaluative components of this promotional process will be used to assess the candidates' knowledge, skills, and abilities as they pertain to the essential functions of this position, as well as their knowledge of the information and methods contained in the study material.
The information contained in the Study Material section will be distributed to all potential applicants in a separate email. All study materials will be included in a OneNote folder, and the link to the OneNote folder will be emailed to all potential applicants at their work email. The study materials will be current as of the opening date of this promotional process. Any revisions or changes to the law, procedures, or General Orders subsequent to the opening date will not be included in the examination process.
Applicants are responsible for blocking their calendars and making appropriate arrangements to ensure their availability during the testing dates listed below.
All applicants are highly encouraged to attend the Candidate Orientation to receive information on aspects of the promotional process. Candidate Orientation is tentatively scheduled for October 18, 2022.
Assessment Center (100 percent of final score)
Week of November 7, 2022
Evaluation components of this promotional exam will be scored in the following manner:
Assessment Center: All raw scores will be standardized within the applicant pool completing this evaluation and will account for 100% of the final score for those placed on the promotional list.
Candidates must achieve a minimum of 60% of the RAW points available to be placed on the promotional list. All candidates achieving a minimum 60% of the RAW points available will move forward to the Chief's selection interviews.
All numerical scoring results will be released after the Promotional List is published.
METHOD OF CERTIFICATION:
The top scoring candidates that successfully performed all evaluation components will be placed on the Promotional List. Candidates will be ranked on the Civil Service Promotional List based on scores achieved throughout this promotional examination. Final scores shall be based upon the completion and passing of all components of the process and be computed in accordance with the weights and procedures outlined in this bulletin and statistical techniques and procedures established by the HR Director. In the event a tie exists, "seniority in rank" is used first and then "seniority on the department," if needed, will be the tie breaking mechanism. Methodology for standardizing scores will utilize a mean of 50 and a standard deviation of 10.
***Please be advised, per Civil Service Rule V, Section 2G, the departmental final selection shall include a selection interview and may include additional examinations. The departmental final selection interview shall either offer all candidates on the certified list the opportunity for interview, or interview candidates in the order in which they appear on the certified list until a suitable candidate is identified through the final interview process. The [HR] Director or designee must review and authorize interview questions and any additional examinations based on job relatedness and scoring validity. An interview shall not be required if the department selects candidates based upon the ranked order his/her name appears on the list, beginning with the candidate receiving the highest score.***
All study material that will be referenced during this promotional process is contained in a OneNote link that will be shared with all candidates. It is incumbent upon all applicants to save, print, and review the material contained in the link. In terms of study material, you will need to check out “Lead Well: 10 Steps to Successful and Sustainable Leadership"through TPD HRD. Books are available to pick up now. Applicants will need to show proof of application in order to check out either by printing out the application once submitted online, or printing out the email confirmation sent by firstname.lastname@example.org confirming application was received by City HR.
The OneNote folder containing all study materials (sans the book Lead Well: 10 Steps to Successful and Sustainable Leadership) will be created and shared with all candidates via their work email account.
The information contained in the study material OneNote folder is current as of the opening date of this promotional process. Any revisions or changes to the law, procedures, or General Orders subsequent to the opening date will not be included in the examination process.
TPD Contracts, Articles, and Books
The Constitution of the United States
Performance Improvement Contract
AD 2.02-14 Ethics and Conflict of Interest
AD 2.02-2 Grievance Procedure
AD 2.02-21 Light Duty Policy
AD 2.02-22 Drug and Alcohol Use
AD 2.02-4 Reporting Wrongful Conduct
AD 2.02-5 Rules of Conduct
AD 2.05-8 Discrimination and Harassment Policy
General Orders 1300 Code of Conduct
General Orders 2000 Use of Force
General Orders 2100 Arrest Policies
General Orders 2200 Constitutional Issues
General Orders 2600 Investigative Protocols
General Orders 3000 General Administration
General Orders 3100 Internal Affairs Policies
General Orders 3200 Boards of Inquiry
General Orders 4100 Hiring and Workplace Policies
Please contact Cynthia Serrano, HR Manager at
The final promotional list will be compiled by City HR no later than close of business, 5:00 p.m., on Friday, November 18, 2022.
Following the completion of the promotional list, candidates may be invited to participate in Chief’s Selection Interviews. If selected for the Chief’s interview, candidates should plan on attending the week of December 5, 2022.
Subsequent instructions to include examination times and locations will be communicated by email so please ensure your browser accepts emails from email@example.com and check your email account regularly. The City reserves the right to change the examination dates if required for operational necessity; any changes will be communicated as soon as possible, in a timely manner.
If you are in need of Americans with Disabilities Act-related accommodation during the testing process, please call
In accordance with USERRA, eligible candidates who will be on active duty during any of the examination dates are encouraged to contact City Human Resources at one of the numbers listed below at the time of application or as soon as possible thereafter.
For application assistance or questions, please contact:
Cynthia Serrano, HR Manager at 520.837.7782 / Cynthia.Serrano@tucsonaz.gov
**Candidates are not required to requalify for medical requirements if the requirements were previously obtained through another position and are current.**
Non-NIDA Drug Screen
To ensure accurate payroll information for tax purposes, the successful candidate will need to provide their original Social Security Card or original letter from the Social Security Administration with their social security number prior to beginning work with the City of Tucson.
The City of Tucson hires lawful workers only - US citizens or nationals and non-citizens with valid work authorization - without discrimination. Federal immigration laws require all employers to verify both the identity and employment eligibility of all persons hired to work in the United States. In its efforts to meet the law's requirements, the City of Tucson participates in the E-Verify program established by the Department of Homeland Security (DHS) and the Social Security Administration (SSA) to aid employers in verifying the eligibility of workers.
Retired City of Tucson employees receiving benefits from the Tucson Supplemental Retirement System who are considering reemployment with the City should be aware that pursuant to Section 22-37(g) of the Tucson City Code, retirement benefits shall be suspended during the period of reemployment with the City of Tucson unless you have been separated at least twelve consecutive months before returning to work AND you return to a non-permanent employment classification. Creditable service does not accrue during any reemployment period.