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AGENDA
CITY OF MAPLEWOOD
POLICE CIVIL SERVICE COMMISSION
Monday, May 13, 2013
8:00 a.m.
Council Chambers—Maplewood City Hall
1830 County Road B East
1. Call to Order
2. Roll Call
3. Approval of Agenda
4. Approval of Minutes:
a. April 5, 2013
5. New Business
a. Confidential Discussion involving Non-public Data from Police
Chief Exam--*Declaration of Intent to Close Meeting
b. Accept Exam Results for Police Chief Process; Establish Police
Chief Eligibility List; Certify Top Three Candidates pending
Backgrounds
c. Discuss and Approve Police Sergeant Posting and Hiring Process
6. Unfinished Business
7. Visitor Presentations
8. Commission Presentations
9. Staff Presentations
10. Adjourn
MINUTES
CITY OF MAPLEWOOD
POLICE CIVIL SERVICE COMMISSION
Friday, April 5, 2013
8:00 a.m.
Council Chambers—Maplewood City Hall
1830 County Road B East
1. Call to Order
Chair Birkholz called the meeting to order.
2. Roll Call
Commissioners: Debra Birkholz, Chair, present
Jim Meehan, Secretary, present
Lisa Liddell, Commissioner, present
Others: Terrie Rameaux, Staff Liaison, present
Chuck Bethel, HR Attorney, present
3. Approval of Agenda
Ms. Rameaux requested that a discussion be held to select a commissioner to be
an interview panel member during Unfinished Business.
Commissioner Liddell motioned to approve the agenda as amended.
Commissioner Meehan seconded. Ayes: All
The motion passed.
4. Approval of Minutes:
a. February 15, 2013
Commissioner Liddell motioned to approve the meeting minutes for February 15,
2013.
Commissioner Meehan seconded. Ayes: All
The motion passed.
5. New Business
a. Attorney/Client Discussion Regarding Litigation--*Declaration of
Intent to Close Meeting
Mr. Bethel explained the reasoning for closing the meeting and explained the
meeting will reopen after items 5a-c have been discussed.
Commissioner Liddell motioned to close the meeting to discuss litigation, private
data and interview questions.
Commissioner Meehan seconded. Ayes: All
The motion passed.
b. Confidential Personnel Matters involving Private Data--*Declaration
of Intent to Close Meeting
c. Discuss and Develop Structured Panel Interview Questions (non-
public data)--*Declaration of Intent to Close Meeting
Chair Birkholz reopened the meeting. The commission discussed litigation,
narrowed down the list of Police Chief applicants to the top 8 to go through the
process and tabled the discussion of interview questions to allow commissioners
to forward their question suggestions to Ms. Rameaux for her to compile for the
panel interview.
6. Unfinished Business
a. Selection of Commission Member for Panel Interviews
The Commission discussed timelines and schedules of availability for the
interviews. Commissioner Meehan expressed an interest in serving on the
structured panel interviews and his schedule was flexible.
Commissioner Liddell motioned to name Jim Meehan as the Police Civil Service
Commission representative on the Police Chief structured interview panel.
Chair Birkholz seconded the motion. Ayes: All
The motion passed.
7. Visitor Presentations
8. Commission Presentations
9. Staff Presentations
10. Adjourn
Chair Birkholz motioned to adjourn the meeting at 10:32am.
Commissioner Meehan seconded. Ayes: All
The motion passed.
Agenda Item 5.a
AGENDA REPORT
TO: Police Civil Service Commission
FROM: Terrie Rameaux, Human Resource Coordinator/Staff Liaison
Chuck Bethel, HR/Labor Relations Attorney
SUBJECT: Confidential Discussion involving Non-public Data from Police Chief
Exam--*Declaration of Intent to Close Meeting
DATE: May 13, 2013
BACKGROUND
The Police Chief interviews and management assessment testing have concluded.
Eight candidates were selected by the Commission to proceed through this process
Attached is a summary of the results of the three components of this exam process: the
structured oral interview, the Police Department interview and the management
assessment testing provided by Personnel Decisions, Inc. (PDI). This list is ranked in
order based on the candidates’ final score.
Also attached is a detailed summary from PDI on each of the individual components of
the management assessment test, as well as a narrative on each of the candidates that
participated in the assessment.
Because of the non-public/private data, this portion of the meeting should be closed to
allow for a more free flow of discussion on the specific exam results of each component
of the exam process for each of the eight candidates.
RECOMMENDATION
Recommend that this portion of the meeting be closed so that the Commission can
review and discuss the exam results of the eight candidates. No motion is necessary
for this particular item.
Attachment #1 – Summary Results of All Components of Exam Process
Attachment #2 – PDI Results of Exam Process
Attachment #3 – PDI Narratives on Police Chief Candidates
Agenda Item 5.b
AGENDA REPORT
TO: Police Civil Service Commission
FROM: Terrie Rameaux, Human Resource Coordinator/Staff Liaison
SUBJECT: Accept Exam Results for Police Chief Process; Establish Police
Chief Eligibility List; Certify Top Three Candidates, pending
Background
DATE: May 13, 2013
BACKGROUND
After reviewing the exam results for the police chief exam process, in accordance with
the Police Civil Service Rules and Regulations, Section 10 (b), it is the Commission’s
responsibility to establish/create an eligibility list for all sworn positions in the City,
including the police chief position, based on the final scores of the exam results.
In accordance with the Rules and Regulations, Section 12 (b), the Commission shall
then certify the names of the top three eligible persons from the eligibility list, pending
background investigations. After the backgrounds have been completed, background
summary reports will be brought back to the Commission for their review and approval.
RECOMMENDATION
Recommend that the Commission 1) accept the exam results for the Police Chief
process; 2) Establish an eligibility list for Police Chief--Attachment #1; and 3) certify the
top three candidates, pending completed background investigations.
Attachment #1 – Police Chief Eligibility List
Agenda Item 5.c
AGENDA REPORT
TO: Police Civil Service Commission
FROM: Terrie Rameaux, Human Resource Coordinator/Staff Liaison
SUBJECT: Discuss and Approve Police Sergeant Posting & Hiring Process
DATE: May 13, 2013
BACKGROUND
Acting Police Chief Dave Kvam is requesting that the Commission discuss, review and
approve the request to start recruiting internally to establish an eligibility list for
sergeant. We currently have one sergeant vacancy.
Attached are the current job description, a draft job posting, a brief summary from
Personnel Decisions, Inc. (PDI) of the Written Test and Promotability Index portion of
the exam process for sergeant, and a summary of the psychological assessment, which
were part of our last sergeant process. The psychological assessment is done only on
a candidate when they are conditionally offered the position, pending the results of the
assessment.
The City has utilized PDI for several promotional recruitments in the Police Department
over the past few years, including the current police chief recruitment process.
The Commission should discuss and decide on the exam components and the weight of
each of those components. The draft posting indicates the weight of each of the
components that were in utilized during the last few sergeant processes.
RECOMMENDATION
Recommend approval to start the recruiting process and post internally to establish an
eligibility list for Sergeant, based on the weighted exam components decided by the
Commission.
Attachments—
#1 – Draft Job Description--Sergeant
#2 – Draft Posting--Sergeant
#3 – Summary of PDI Written Exam & Promotability Index for Sergeant
#4 – Summary of Psychological Assessment
Attachment #1
POSITION PROFILE
Effective Date: March 2011May 2013
Position Title:
Police Sergeant
Status:
Exempt
Department:
Police Department
Approved:
Accountable to:
Police Lieutenant
Primary Objectives
Performs supervisory and responsible police work involving the protection and safety of the community
through prevention and control of crime, preserving peace, regulating traffic, and providing emergency
services; and performs related duties as required.
Supervision Received
Works under the administrative supervision of the Police Chief and Deputy Police Chief and general and
technical supervision from Police Lieutenants.
Supervision Exercised
Provides general and technical supervision to Police Officers, CSOs, civilian staff or interns.
MAJOR AREAS OF ACCOUNTABILITY
The listed examples may not include all duties performed by all positions in this class. Duties may vary
somewhat from position to position within a class.
* 1. Oversees the work of uniformed officers; assigns and reviews work; trains and coaches officers;
recommends or administers discipline as authorized; conducts performance appraisals;
investigates and recommends resolution of first step grievances.
* 2. Advises and directs officers in the proper enforcement of laws and ordinances; inspects officers'
uniforms for proper condition.
* 3. Acts as a liaison to the public; responds to questions and concerns, takes reports of crimes
committed and responds or refers as appropriate.
* 4. Reviews reports of officers and/or CSOs for completeness and accuracy, recommends further
action or directs corrections to be made.
5. Maintains time records including hours worked, shift exchanges, vacation or compensatory time
taken, sick leave used, and overtime hours worked; approves time off and overtime.
6. Handles initial complaints on officers; conducts preliminary investigations; may and directs to
Police Lieutenant, Deputy Police Chief or Police Chief for further action, or responds as
warranted.
Police Sergeant Page 2 of 3 March 2011May 2013
* 7. Patrols the community to enforce laws, detect and prevent crime, and protect life and property;
responds to calls as needed.
* 8. Responds to accident scenes and fires, administers first aid, performs paramedic functions, if
certified, directs traffic flow, investigates accidents and prepares reports.
* 9. Assumes control of crime or accident scene as ranking officer; determines when to terminate a
search or chase; notifies superior officers of major incidents; oversees evidence handling and
transport and crime scene processing.
10. Issues complaints and citations, and drafts and executes warrants in accordance with state law or
department policy.
* 11. Assists and coordinates response with other agencies such as the county, area communities, BCA,
FBI, ATF, Secret Service, and the State Patrol as needed; acts as backup to mutual aid
participants.
12. Acts as a liaison with local, county, state and federal agencies including human service agencies;
coordinates assistance as appropriate.
* 13. Prepares or oversee preparation of necessary reports, logs, and other forms and correspondence as
required.
14. Purchases needed equipment and supplies as authorized; may provide input for annual budget
preparation.
* 15. Assumes command of operations when higher-ranking officers are not present.
16. Prepares and submits statistics as requested and assists in preparing the annual report.
17. Acts as a representative of the police department with members of the media as needed or
assigned.
18. Assists in overseeing the maintenance and condition of department vehicles and equipment.
19. Reviews and approves training requests.
20. May be assigned to perform one or more special work assignments including, but not limited to:
investigation, administration, paramedic, reserve coordinator, retail crime officer, canine program,
school resource program, traffic officer, special enforcement unit sergeant, or F.T.O. program.
21. May give work direction to reserve officers, explorers, community service workers, CSOs and/or
volunteers.
* 22. Performs all duties consistent with Police Officer position.
23. May oversee programs or projects as assigned.
24. Performs other duties as needed or required.
KNOWLEDGE, SKILLS, AND ABILITIES
* Thorough knowledge of law enforcement policy, practices, procedures, and techniques including
rules of evidence, search and seizure, use-of-force continuum, etc.
* Considerable knowledge of federal, state, and local laws, and department policies.
* Considerable skill in handling and discharging firearms in a safe and efficient manner.
* Considerable skill to expertly drive a motor vehicle, sometimes under adverse conditions and at
high speeds.
* Considerable skill in applying available resources and tools to subdue a suspect or effect an arrest.
* Considerable ability to analyze situations and determine appropriate action and to respond quickly
and appropriately to crisis and emergency situations.
* Considerable ability to prepare accurate and thorough written reports and provide direction to
others.
* Considerable ability to see, hear, and remember people, evidence, facts, and circumstances, and to
be able to differentiate and accurately identify color, shapes and sizes.
Police Sergeant Page 3 of 3 March 2011May 2013
* Considerable ability to use force appropriately and in accordance with department policy.
* Considerable ability to communicate effectively with others and maintain strict confidentiality.
* Considerable ability to stand, walk, and sit for long periods of time.
* Considerable ability to use fine motor skills to manipulate objects requiring manual dexterity to
operate a computer and other department equipment, write reports, or handle firearms.
* Considerable ability to process a crime or accident scene through visual inspection and analysis of
odors at all times of the day and night requiring night vision.
* Considerable ability to interview relevant parties, analyze facts, collect evidence and determine
appropriate course of action.
* Considerable ability to run, chase and subdue suspects or law violators as needed.
* Considerable ability to work independently, without direct supervision and assume control of
situations or overall operations as needed.
* Considerable ability to cope with situations firmly, courteously, and with respect for citizens'
rights.
* Considerable ability to apply laws to specific incidents.
* Considerable ability to read and enforce department directives and policies.
* Considerable ability to work different shifts, weekends, holidays, and occasionally be able to
respond to calls during non-work hours.
* Considerable ability to operate computers, radar, radios, telephone, medical equipment, and other
department equipment and vehicles.
* Considerable ability to drive safely and legally, to follow emergency driving protocols, and
maintain a good driving record.
* Considerable ability to supervise and direct subordinates.
* Working ability to use large motor skills to lift and either push, pull, twist, turn, carry and/or drag
objects or people weighing up to 150 pounds at an accident scene or to chase and subdue suspects
as required; may be required to lift heavier items/people on occasion with assistance.
Working ability to bend, crouch, stoop, stretch or crawl periodically as needed.
Working ability to occasionally work with or around loud noises, fire and smoke, contagious
disease, hazardous chemicals, and chemical irritants.
Working ability to work outside as needed in all types of weather and occasional temperature
extremes.
Working ability to use sense of touch to evaluate conditions at a scene.
MINIMUM QUALIFICATIONS
Associate degree in criminal justice, police administration, law enforcement, or a related field plus 45
quarter college credits and three years of experience as a police officer (completion of paramedic
training will be considered equivalent to the third year of college). No substitution for education.
Must be licensed as a Peace Officer in the State of Minnesota.
Must possess and maintain a valid Minnesota driver's license or equivalent out-of-state license.
* Note: Asterisked items are essential to the job.
POSTING DATE: May 14, 2013 DEADLINE: May 28, 2013
CITY OF MAPLEWOOD
INTERNAL JOB POSTING
* Promotional Only *
Police Civil Service Commission
Position: POLICE SERGEANT Department:
POLICE DEPARTMENT
Schedule/Hrs:
REGULAR FULL-TIME Annual Salary Range:As of 7/1/13—$79,978 - $87,513 (TPR)
MAJOR AREAS OF ACCOUNTABILITY
The listed examples may not include all duties performed by all positions in this class. Duties may vary
somewhat from position to position within a class.
* 1. Oversees the work of uniformed officers; assigns and reviews work; trains and coaches officers;
recommends or administers discipline as authorized; conducts performance appraisals; investigates
and recommends resolution of first step grievances.
* 2. Advises and directs officers in the proper enforcement of laws and ordinances; inspects officers'
uniforms for proper condition.
* 3. Acts as a liaison to the public; responds to questions and concerns, takes reports of crimes
committed and responds or refers as appropriate.
* 4. Reviews reports of officers and/or CSOs for completeness and accuracy, recommends further
action or directs corrections to be made.
5. Maintains time records including hours worked, shift exchanges, vacation or compensatory time
taken, sick leave used, and overtime hours worked; approves time off and overtime.
6. Handles initial complaints on officers; conducts investigations; may direct to Police Lieutenant,
Deputy Police Chief or Police Chief for further action, or responds as warranted.
* 7. Patrols the community to enforce laws, detect and prevent crime, and protect life and property;
responds to calls as needed.
* 8. Responds to accident scenes and fires, administers first aid, performs paramedic functions, if
certified, directs traffic flow, investigates accidents and prepares reports.
* 9. Assumes control of crime or accident scene as ranking officer; determines when to terminate a
search or chase; notifies superior officers of major incidents; oversees evidence handling and
transport and crime scene processing.
10. Issues complaints and citations, and drafts and executes warrants in accordance with state law or
department policy.
* 11. Assists and coordinates response with other agencies such as the county, area communities, BCA,
FBI, ATF, Secret Service, and the State Patrol as needed; acts as backup to mutual aid
participants.
12. Acts as a liaison with local, county, state and federal agencies including human service agencies;
coordinates assistance as appropriate.
* 13. Prepares or oversee preparation of necessary reports, logs, and other forms and correspondence
as required.
14. Purchases needed equipment and supplies as authorized; may provide input for annual budget
preparation.
* 15. Assumes command of operations when higher-ranking officers are not present.
16. Prepares and submits statistics as requested and assists in preparing the annual report.
17. Acts as a representative of the police department with members of the media as needed or
assigned.
18. Assists in overseeing the maintenance and condition of department vehicles and equipment.
19. Reviews and approves training requests.
CONTINUED →
20. May be assigned to perform one or more special work assignments including, but not limited to:
investigation, administration, paramedic, reserve coordinator, retail crime officer, canine program,
school resource program, traffic officer, special enforcement unit sergeant, or F.T.O. program.
21. May give work direction to reserve officers, explorers, community service workers, CSOs, and/or
volunteers.
* 22. Performs all duties consistent with the Police Officer position.
23. May oversee programs or projects as assigned.
24. Performs other duties as needed or required.
KNOWLEDGE, SKILLS, AND ABILITIES
* Thorough knowledge of law enforcement policy, practices, procedures, and techniques including
rules of evidence, search and seizure, use-of-force continuum, etc.
* Considerable knowledge of federal, state, and local laws, and department policies.
* Considerable skill in handling and discharging firearms in a safe and efficient manner.
* Considerable skill to expertly drive a motor vehicle, sometimes under adverse conditions and at high
speeds.
* Considerable skill in applying available resources and tools to subdue a suspect or effect an arrest.
* Considerable ability to analyze situations and determine appropriate action and to respond quickly
and appropriately to crisis and emergency situations.
* Considerable ability to prepare accurate and thorough written reports and provide direction to others.
* Considerable ability to see, hear, and remember people, evidence, facts, and circumstances, and to
be able to differentiate and accurately identify color, shapes and sizes.
* Considerable ability to use force appropriately and in accordance with department policy.
* Considerable ability to communicate effectively with others and maintain strict confidentiality.
* Considerable ability to stand, walk, and sit for long periods of time.
* Considerable ability to use fine motor skills to manipulate objects requiring manual dexterity to
operate a computer and other department equipment, write reports, or handle firearms.
* Considerable ability to process a crime or accident scene through visual inspection and analysis of
odors at all times of the day and night requiring night vision.
* Considerable ability to interview relevant parties, analyze facts, collect evidence and determine
appropriate course of action.
* Considerable ability to run, chase and subdue suspects or law violators as needed.
* Considerable ability to work independently, without direct supervision and assume control of
situations or overall operations as needed.
* Considerable ability to cope with situations firmly, courteously, and with respect for citizens' rights.
* Considerable ability to apply laws to specific incidents.
* Considerable ability to read and enforce department directives and policies.
* Considerable ability to work different shifts, weekends, holidays, and occasionally be able to respond
to calls during non-work hours.
* Considerable ability to operate computers, radar, radios, telephone, medical equipment, and other
department equipment and vehicles.
* Considerable ability to drive safely and legally, to follow emergency driving protocols, and maintain a
good driving record.
* Considerable ability to supervise and direct subordinates.
* Working ability to use large motor skills to lift and either push, pull, twist, turn, carry and/or drag
objects or people weighing up to 150 pounds at an accident scene or to chase and subdue suspects
as required; may be required to lift heavier items/people on occasion with assistance.
Working ability to bend, crouch, stoop, stretch or crawl periodically as needed.
Working ability to occasionally work with or around loud noises, fire and smoke, contagious disease,
hazardous chemicals, and chemical irritants.
Working ability to work outside as needed in all types of weather and occasional temperature
extremes.
Working ability to use sense of touch to evaluate conditions at a scene.
CONTINUED
MINIMUM QUALIFICATIONS
Associate degree in criminal justice, police administration, law enforcement, or a related field plus 45
quarter college credits and three years of experience as a police officer (completion of paramedic
training will be considered equivalent to the third year of college). No substitution for education. Must
be licensed as a Peace Officer in the State of Minnesota.
Must possess and maintain a valid Minnesota driver's license or equivalent out-of-state license.
* Note: Asterisked items are essential to the job.
EXAMINATION
The examination will consist of the following components:
1. Written Exam – 25%
2. Promotability Index – 35%
3. Oral Exam (structured panel interview) – 40%
The tentative dates of the exams are planned for:
Written Exam – Tentatively--week of June 10th
Promotability Index – Tentatively--week of June 10th
Oral Exam – Tentatively--week of June 17th or 24th
ELIGIBILITY LIST
The eligibility list resulting from this exam will remain in effect for one year and may be extended by the
Civil Service Commission for up to one additional year.
NOTE: Eligible candidates will be subject to a psychological assessment.
SUBMIT COMPLETED CITY Terrie Rameaux, Human Resource Coordinator
APPLICATION FORM TO: City of Maplewood
1830 County Road B East
Maplewood, MN 55109
(651) 249-2054
The City does not discriminate on the basis of race, color, creed, religion, ancestry, national origin,
sexual or affectional orientation, marital status, status with regard to public assistance, political affiliation,
sex or age (except where sex or age is a bona fide occupational qualification), or disability in employment.
An Equal Opportunity Employer
Attachment #3
Written Testing
PDI has developed a powerful, predictive police supervisory examination called the
Police Career Index (PCI). The PCI uses situational judgment methodology to place
candidates in situations a police sergeant might face. They are then instructed to
choose both the best and worst responses from the supplied options. The scoring key
for the PCI may also be “localized” by having the chief indicate which options are
preferred in the particular municipality.
Input from Others
PDI has pioneered the Promotability Index, a tool that allows other department
members to rank-order candidates on competencies determined to be critical for
success in the captain position. Raters confidentially place candidates on a “ladder”
whose rungs are defined with anchors of high, medium, and low performance. The
individual results are collated and averaged to produce a stable, reliable, and valid
indication of candidate performance. Research has shown that using the Promotability
Index allows for credit of past performance in the promotional decision-making process.
OVER →
Attachment #3
PROMOTABILITY INDEX
Promotional candidates typically have had many years of experience in the department.
Through that experience, many aspects of their capabilities are known to others. Although
testing, no matter how comprehensive, may not adequately measure some of these capabilities,
the Promotability Index, developed by Personnel Decisions, Inc. (PDI) offers departments a
reliable, valid, and fair method of assessing these skills.
In the Promotability Index candidates are rated on critical performance dimensions by others in
the department. This procedure differs from traditional efficiency or performance ratings in
several key ways:
Each candidate is rated by multiple raters rather than by a single
supervisor
The index targets dimensions critical to success in the promotional
position rather than simply appraising current performance
Raters complete the forms in full confidentiality
• Rating dimensions are supported by job analysis
• Behaviorally anchored rating scales are supplied for excellent,
adequate, and poor levels of performance
• Ratings may be drawn from both supervisory ranks and the
candidate group (peer ratings) – peer and supervisory ratings
are typically reported and weighted separately
• Candidates’ scores are computed by either averaging the ratings
given on each dimension or by “Olympic scoring” (dropping high
and low ratings and then averaging)
• Easy and efficient to administer in group sessions
• Design of instrument yields reliable rating results
• Rater confidentiality promotes integrity of ratings
• Improves validity of promotional decisions by permitting critical
attributes not measurable by other testing methods to be
factored into promotional decisions
Defensible – content validity supported by job analysis; reliability
supported by statistical analysis (research findings available upon request)
FEATURES
ADVANTAGES
BENEFITS
Promotability Index
Jurisdiction ______________________________ Date ________________
Job Title ______________________________
Completed by ______________________________ Title ________________
Please choose four dimensions based upon importance for the new position and ability to observe
in the previous position.* Examples of high levels of performance in each dimension are given
on the following pages.
Accessing and Using Information Job Knowledge
Adaptability Judgment, Problem Solving, and Decision
Making
Adaptability (alternate version) Leadership
Adjustment Personal Maturity and Motivation
Communication Skills Personal Maturity and Self-Confidence
Dedication and Conscientiousness Planning and Organizing
Following Policies and Procedures Public Contact
Following Procedures (alt. version) Setting an Example
Innovation and Creativity Service Orientation
Integrity, Fairness, and Self-
Awareness Willingness to Volunteer
Interpersonal Skills
Additional Information
How many ___candidates, ___supervisors, ___other will be rating?
Do you wish all raters to be averaged as a single group or multiple groups? (Circle one)
When would you like the materials to arrive at your location? _______________
*Please submit a typed, alphabetized (by last name) list of candidate names with this
form. Thank you.
Promotability Index
Dimension Descriptions
Very Good at Accessing and Using Information: Accurately interprets laws, codes, and orders;
effectively accesses, integrates, organizes, and utilizes all varieties of information, including written,
verbal, numerical, and physical evidence and data; consistently constructs well-focused, “big picture”
perspective of events and information; recognizes and retains important details; demonstrates sensitivity
to the confidentiality of certain information; effectively uses numerical or statistical information.
Very High Adaptability: Consistently responds appropriately and confidently to new, unusual, or
ambiguous situations; adjusts readily to new procedures, techniques, and equipment; handles
emergencies in an efficient, appropriate manner.
Very High Adaptability (alternate version): Consistently responds to emergencies in efficient,
appropriate manner; effectively reacts to a wide variety of situations that may change with little or no
notice; regularly follows unanticipated leads in investigations.
Very Good Adjustment: Consistently responds to emergencies in efficient, appropriate manner;
effectively reacts to wide variety of ever-changing situations; greets frustrating problems with patience
and self-control and pursues elusive investigations with heightened persistence; promotes own ideas with
tact though is capable and confident in taking unpopular stands when necessary; readily accepts and
requests personal criticism with humor conducive to a positive working environment.
Very High Communication Skills: Is always clear and credible; consistently provides rationale for
decisions; creates highly effective two-way communication; represents department well at all functions;
is a highly effective teacher and mentor.
Very High Dedication and Conscientiousness: Clearly accepts responsibility for the job and goes
beyond what is expected; frequently volunteers for and seeks out additional assignments; is attentive and
ready to act; demonstrates commitment to the department; can always be depended on to get the job done
well and help others; follows up on own initiative without prompting.
Follows Policies and Procedures Very Well: Consistently follows rules, policies, and procedures;
adheres to established policy regardless of expediency or personal preference; can be counted upon to set
an example.
Follows Procedures Very Well (alternate version): Consistently writes and completes forms in a
timely and accurate manner; regularly follows procedures for conducting investigations, handling
disputes, detention and arrest patrolling, responding to requests for assistance, etc.; shows thorough
understanding of rules, regulations, laws, and procedures
Very High Innovation and Creativity: Develops approaches that are new yet practical; consistently
finds ways to increase efficiency and/or effectiveness; promotes finding new approaches; is willing to
take appropriate risks; supports others in being innovative.
Very High Integrity, Fairness & Self-awareness: Can always be counted upon to apply laws, rules,
and regulations fairly and impartially; never “plays favorites”; is completely trustworthy and keeps
his/her word; is aware of his/her own imperfections and works diligently in an attempt to overcome
them.
Promotability Index Dimension Definitions - 2
Very Good Technical Job Knowledge: Possesses, at ready command, a thorough understanding of
departmental structure and organization; is an effective officer and leader due to a detailed knowledge of
all necessary rules, procedures, laws, etc.; coaches subordinates and provides sound guidance to them on
problems and issues; regarded as a dependable resource by others.
Very Good Judgment/ Problem Solving/ Decision Making Ability: Solutions to problems are
extremely reliable, accurate, and practical; is quick to recognize and react to problems and provide
innovative solutions; clearly sees crises and often is able to avoid them by preventive measures; seldom,
if ever, overreacts in a pressure situation, but rather assesses it quickly and acts effectively; recognizes
when insufficient information is available, and seeks out additional information before making decisions
and taking action.
Very High Leadership Skills: Shows strong leadership consistent with the goals and objectives of the
department; develops relationships and encourages others to work productively together to achieve group
goals; readily adapts style to needs of differing situations; consistently supports and explains
departmental policies, procedures, and decisions in such a way as to enlist support, compliance, and
acceptance by others
Very High Personal Maturity and Motivation: Clearly accepts responsibility and accountability and
goes beyond what is expected; keeps his/her word and follows through on commitments; applies laws,
rules, and regulations fairly and impartially; maintains confidentiality; avoids contributing to rumors,
maintains self-control, patience, and persistence in trying circumstances; recognizes deficiencies in own
performance and makes consistent effort to increase job knowledge and skill.
Very High Personal Maturity and Self-confidence: Possesses a highly accurate self-image; displays
realistic self-confidence without appearing arrogant; seeks and accepts feedback and devotes energy
toward remedying performance deficiencies; controls emotions in all situations and consistently responds
in a professional manner; handles frustrations and disappointments well.
Very Good Planning and Organizing Ability: Consistently recognizes and responds appropriately to
work priorities; makes highly efficient and productive use of work time; develops thorough, detailed
plans for operations including contingencies; develops and implements highly effective sequence of
information-gathering steps for investigations; establishes effective control and follow-up mechanisms
for supervising subordinates’ activities and pursuing investigative cases.
Very Good Public Contact: Is extremely effective in interacting with all facets of the community;
conducts self in a manner which enhances the department’s reputation; de-escalates conflict; finds
win/win solutions in problem situations; balances enforcement with public service orientation;
effectively “shifts gears” depending on situation and with whom he/she is interacting; conducts self as a
community member, rather than just a police officer.
Very Good at Setting an Example: Is positive, upbeat, and optimistic; is willing to stand up and make
tough decisions, even at the risk of being unpopular; is willing to admit mistakes; gives others “the
benefit of the doubt”; helps without being asked; treats others with respect and dignity.
Very Good Service Orientation: Is highly sensitive to the needs of others, both within and outside the
department; consistently searches for ways to provide exemplary service; goes above and beyond what is
minimally required; views being helpful as a major job responsibility; where appropriate, is willing to
make personal sacrifices for the greater good.
Very High Willingness To Volunteer: Always volunteers for tasks that need doing; initiates response
to needs; always can be counted on to do more than fair share of tasks; serves as an inspiration for others;
would be deserving of commendation for his/her efforts.
PSYCHOLOGICAL ASSESSMENT
FOR
POLICE SERGEANT, CITY OF MAPLEWOOD
Attachment #4
The purpose of the assessment is to determine a candidate's abilities,
attitudes, and personality characteristics that might influence their ability to
perform the duties of police sergeant. Such characteristics and abilities
include intelligence, decision-making skills, social skills, supervisory and
management style, customer service orientation, work orientation, creativity
and organizational vision, and ethics and integrity. To help determine the
necessary characteristics a job description is reviewed by the examiner.
Evaluation Methods:
The Shipley Institute of Living Scale
The How to Supervise Test
California Personality Inventory (Police and Public Safety Selection Report)
(CPI)
Survey of Ethics in Law Enforcement (SELE)
Personal Experiences Inventory (PEl)
An In-Depth Personal Interview (approximately 90 minutes) .