Description
A Police Sergeant supervises and participates in police work involving the protection of life and property, and other related duties as assigned. Work involves the responsibility for assisting in supervision of patrol, investigation, and administrative activities or for the performance of special duties of comparable responsibility. Incumbents frequently participate in the work performed by subordinate officers and civilians. Regularly assigned duties are performed with considerable independence.
Application And Selection Process
Applications must be completed and submitted on-line (http://intranet/), using a City computer, by the specified deadline. Candidates are requested to provide specific information on their education and experience as it relates to the position by completing all fields of the application.
Applications may be rejected if incomplete. Candidates are required to submit unofficial transcripts as proof of their completed units in order to be considered for the application screening. If desired, candidates may submit supplemental information such as a resume.
These supplemental documents (transcripts, resumes, etc.) must be submitted in person to the Human Resources Division by the recruitment deadline. To obtain scheduling times for the written test and interviews, please provide readily accessible contact information, as candidates may be contacted via work email, home, work and/or cell phone numbers.
The testing and evaluation of Police Officers for promotion to Police Sergeant will include the following:
Written Examination (30% weighted) - The written examination is designed to assess each candidate's technical knowledge of police work and supervision. A representative from Human Resources will proctor the Written Exercise process. The written examination is tentatively scheduled for
Monday, September 15, 2008, at the Neighborhood Community Center, 9:00 a.m.
- Written Examination Study Materials: 1) Supervising Police Personnel: The Fifteen Responsibilities. Whisenand, P. M. & Rush, G. E., Regents/Prentice Hall, 6th Edition (2007), and 2) Pocket Guide to the Public Safety Officers Procedural Bill of Rights Act. California Public Employee Relations, 12th Edition (2007). California Peace Officers Legal Sourcebook.
Management Assessment Panel (40% weighted) - Candidates will be evaluated by the Police Lieutenants. The assessment will include ten job dimensions covering: Leadership; Interpersonal Competence; Career Preparation; Decision Making Skills; Communication Skills; Performing Under Stressful Situations; Organizing and Planning; Support of Organizational Goals; Ethical Responsibility and Initiative/Motivation. Candidates will have five (5) minutes for an oral presentation of their qualifications. The Management Assessment Panel will ask follow up questions. A representative from Human Resources will proctor the Management Assessment process. The Management Assessment Panels are tentatively scheduled for
Tuesday, September 16 and Wednesday, September 17, 2008.
Interview Evaluation (30% weighted) - An oral resume lasting five (5) minutes will be presented by the candidates to an interview panel consisting of management level personnel from outside agencies. An oral interview will be conducted immediately following the oral resume with the same panel of raters. A representative from Human Resources will proctor the Interview Evaluation process. The Interview Evaluations are tentatively scheduled for
Wednesday September 17 and Thursday, September 18, 2008, Human Resources.
Eligibility List - Candidates will participate in all three phases of testing to determine a final composite score. The final composite score will rank a candidate in groupings of "Exceptionally Well Qualified" (90-100), "Well Qualified" (80-89), "Qualified" (70-79), or "Unqualified" (69 or below). The final composite score will determine a candidate's placement on the eligibility list. In order to be placed on the eligibility list, the candidate must obtain a final composite score of "Qualified" (70) or higher. The Chief of Police, as the appointing authority, may interview a sufficient number of candidates required to fill vacancies. The Chief of Police will have rule of the list when making a selection for any vacancy that may occur during the life of the eligibility list. The eligibility list will be in effect for one (1) year, unless exhausted sooner, or remaining candidates are not deemed sufficiently qualified at the time of the final interview with the Chief of Police. The Administrative Services Director has the ability to extend the eligibility list up to one (1) additional year.
Essential Functions
These functions may not be present in all positions in this class. When a position is to be filled, the essential functions will be noted in the announcement of position availability. Management reserves the right to add, modify, change or rescind work assignments as needed.
Inspects the equipment and appearance of subordinate officers; assigns police officers to patrol areas; relays and explains special orders and information; checks police officers performance in the field; gives advice and assistance when necessary; answers calls and complaints involving fire, traffic accidents, robberies, and other misdemeanors and felonies and takes necessary police action; and makes arrests.
Reviews and assigns investigative cases; reviews investigation reports; confers with officers regarding case problems; assists in the performance of more difficult investigative work.
Supervises uniformed and clerical personnel engaged in the receipt, preparation and maintenance of various records, reports, and related materials; reviews records and reports submitted by other divisions for completeness and conformance to regulations.
Performs photography and identification duties; photographs persons and objects for investigative purposes; checks, classifies, and files fingerprint records.
Plans, supervises, and administers departmental training programs; prepares and coordinates public relations programs.
Plans and supervises the operations of the jail, and the custody and control of inmates.
Orders and maintains an inventory of necessary equipment, supplies, and materials; performs minor repairs on equipment.
Performs the duties of a superior officer in his/her absence.
Prepares necessary records and reports.
Qualification Guidelines
Education, Training And/Or Experience
A typical way to obtain the requisite knowledge and abilities to perform the duties and responsibilities of this classification is as follows:
Applicants must be presently employed by the Costa Mesa Police Department and have achieved the following by Wednesday September 10, 2008.
Four (4) continuous years of service as a police officer with the City of Costa Mesa by September 10, 2008.
Successful completion (C average or above) of at least 60 semester or 90 quarter units from an accredited college or university with an emphasis on police science, social sciences, or a related field.
License And/Or Certificate
Class C California Driver's License. Revocation of license during employment may result in disciplinary action or reassignment.
Requisite Knowledge And Skill Levels
Considerable knowledge of modern police practices and methods; controlling laws and ordinances, particularly the laws of arrest and evidence; the geography of the City; the rules and regulations of the Police Department; and the principles and techniques of interrogation.
Skill in the use and care of firearms.
Requisite Abilities
Ability to plan, assign, and supervise the work of subordinates; deal firmly and courteously with subordinates and the public; analyze situations quickly and objectively, and to determine proper courses of action to be taken; speak and write effectively; and meet specific physical requirements that may be established by competent authority.
Please refer to the Costa Mesa Police Association MOU for benefits information.
