|Date Opened||8/18/2017 3:20:00 PM|
|Filing Deadline||9/18/2017 5:00:00 PM|
City of Montgomery
The fundamental reason this position exists is to provide protection and security for the citizens of Montgomery. Incumbents directly supervise Lieutenants and/or Sergeants within their division. Work entails budget and policy development, community and public relations, and emergency incidents and crises management. Police Captains are typically supervised by Police Majors.
As of November 2, 2017, all Police Lieutenants in the Montgomery Police Department, who have completed two years of service within the Department as a Lieutenant, dating from the day of their promotion to Lieutenant are eligible to compete in the process.
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. All candidates will be placed on the employment list.
Examination dates: All exercises of the selection procedure for the classification will be tentatively scheduled on November 2 and 3, 2017, at Whitfield United Methodist Church in Montgomery, Alabama. 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. All qualifying candidates will have the opportunity to attend this session. After the announcement closing date, you will receive a letter or email with more information. Date will be determined. The orientation session is not mandatory. A candidate orientation guide will be distributed at the meeting. 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.
Examination description: The competitive examination process will consist of the following four exercises:
a) Structured Oral Interview
b) Meeting Exercise
c) Role Play Exercise
d) Operations Exercise
Structured Oral Interview Overview: The Structured Oral Interview will consist of three or four 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 Captain. The Structured Oral Interview process will be videotaped for rating at a later date. The ratings will be conducted by panels of law enforcement officials from departments outside the Montgomery area. Under no circumstances will a candidate be evaluated by someone known to the candidate. The Structured Oral Interview measures Oral Communication, Policies/Procedures, Problem Analysis, and Management Ability.
Meeting Exercise Overview: The Meeting Exercise is a simulation of the periodic supervisory staff meetings which occur between the Police Captain and his or her Lieutenants. The candidate is presented information in written form on a number of topics, and is required to orally communicate this information to role players acting as the staff. The role players will ask the candidate a set of standard questions and make comments concerning the topics presented. This exercise will be videotaped to be rated at a later date. The exercise will be rated by an assessor panel of law enforcement officials from departments outside the Montgomery area. Under no circumstances will a candidate be evaluated by someone known to the candidate. The Meeting exercise measures Oral Communication, Management Ability, Human Relations, and Problem Analysis.
Role-Play Exercise Overview: The Role-Play Exercise was developed to simulate the typical interactions between Police Captains and other individuals, particularly subordinate personnel and citizens. The exercise consists of a work related situation involving problems encountered by Police Captains. In the Role Play, the 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 Police Captain should. The Role Play Exercise will be videotaped to be rated at a later date. The exercise will be rated by an assessor panel of law enforcement officials from departments outside the Montgomery area. Under no circumstances will a candidate be evaluated by someone known to the candidate. The Role Play measures oral communication, human relations, and policies and procedures.
Operations Exercise Overview: The Operations Exercise presents information about a special assignment or situation and asks the candidate to explain how he or she would handle the situation as a Police Captain. The situation requires the allocation of resources, both personnel and physical, and planning of activities. The candidate will have to present the Operations plan in writing. The exercise will be rated by an assessor panel of law enforcement officials from departments outside the Montgomery area. Under no circumstances will a candidate be evaluated by someone known to the candidate. The Operations Exercise measures Written Communication, Management Ability, and Problem Analysis.
Performance dimensions: The Captains Promotion Procedure was designed to measure those knowledges, skills, and abilities (KSAs) important to performing the job of a Captain within the Montgomery Police Department. Similar KSAs have been grouped together into performance dimensions. Each performance dimension is weighted based on the importance of the KSAs that fall under that dimension. Each exercise in the Captains Promotion Procedure measures one or more of the following dimensions. The percentage next to each dimension reflects the overall value of this dimension for the entire procedure. (More information regarding the exercises and the dimensions measured by each exercise is presented in the Candidate Information Guide.)
Human Relations 10% The use of appropriate interpersonal skills which indicate a consideration of the feelings, interests, and needs of employees, representatives of other agencies and the general public. This includes using tact, building and maintaining rapport and morale, recognizing stress symptoms in others, and confronting others as necessary when interacting in one-on-one situations or with groups to resolve interpersonal conflicts and address complaints.
Management Ability 25% The extent to which subordinates are provided with directions and guidance toward the accomplishment of specified performance goals. This includes the ability to set and enforce performance standards, recognize problem behavior, evaluate subordinate work performance, provide guidelines and monitor subordinate performance in order to provide assistance, extend recognition, discipline and motivate or counsel. It also includes the knowledge and application of specific department policies related to personnel in monitoring employee performance and disciplining employees. Additionally, this dimension includes the ability to oversee a group of individuals and determine resource needs, planning needs, and management strategies needed to accomplish tasks and projects.
Oral Communication 12% The clear, unambiguous, and effective expression of oneself through oral means to individuals such as subordinates, peers, other agency representatives, and the general public to ensure the accurate exchange of information. This includes the ability to relate MPD policies and procedures to complaints, investigations and personnel decisions regarding transfers, leave, etc. and explain them in a manner that provides the necessary information to the recipient.
Written Communication 15% The clear, unambiguous, legible and effective expression of ideas in writing to ensure that readers of varying levels (e.g., co-workers, citizens, attorneys, politicians) can interpret information correctly. This includes not only presenting information in writing, but obtaining and understanding written information. This encompasses the utilization of proper grammar such as capitalization, punctuation and spelling at a level needed to compose documents.
Problem Analysis 20% Effectiveness in identifying problem areas, securing relevant information, relating and comparing information from different sources, determining the source of a problem and implementing task-resolving decisions. This includes developing short or long-range plans to determine objectives, identify problems, establish priorities, set standards, provide guidelines and identify resource needs.
Policies and Procedures 18% Demonstrates knowledge and understanding of laws, court rulings and departmental policies and procedures in planning work, making decisions, giving advice and responding to situations. This includes utilizing knowledge of the departmental organization to determine solutions to problems.
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 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.