VOL I: CHAPTER 27 CLASSIFICATION SYSTEM 2016
CLASSIFICATION SYSTEM and PROMOTIONAL PROCESS Determine the appropriate salary of a particular employee I. PURPOSE Serve as the foundation for the police rank structure. The purpose of this General Order is to outline advancement procedures within the Police The Police Personnel System includes the Personnel System. The classification system serves following classifications within the Police Officer two purposes: to identify the promotional process series: to be used for sworn employee advancement; and, Grade to establish a system by which the Chief of Police Police Officer Recruit makes recommendations regarding employee Police Officer P1 positions to the Town for budgeting purposes. All Police Officer First Class P2 advancements are made through Proficiency, Police Corporal P3 Competition, or Appointment. Police Senior Corporal P3 Police Master Corporal P4 Police Sergeant P5 II. CHECKLIST (N/A) Police First Sergeant P5 Police Lieutenant P6 III. DEFINITIONS 2. Corresponding Rank Structure Appointed Advancement: Where the applicant is chosen directly by the Chief of Police. The rank structure within the Department also serves two important purposes: Competitive Advancement: Where the list of qualified applicants are ranked and selected in It easily denotes supervisors by the use of accordance with the promotional process. chevrons, bars, and other rank insignia Serves as a tool that encourages employees to Position Classification: A salary grade within the take pride in advancement. Police Personnel System. The Police Personnel System includes the Proficiency Advancement: Where all officers who following ranks within the Police Officer series: meet the advancement criteria are advanced to a higher classification. Rank Police Recruit Recruit Officer Rank: Denotes traditional police hierarchy, Police Officer I Police Officer signified by the nominal assignment of the insignia Police Officer II Police Officer First Class of advancement that corresponds to a salary grade Police Officer III Corporal for recognition of authority. Police Officer III Senior Corporal Police Officer IV Master Corporal Similar Service: Refers to an applicant’s service Police Sergeant Sergeant and experience as a police officer in an agency Police Sergeant First Sergeant other than the CPD. Police Lieutenant Lieutenant
IV. FORMS 3. Proficiency Advancement
V. PROCEDURES Proficiency advancement applies to Police Officer Recruit through Police Officer III. The variance 1. Classification System within these grades is intended to identify qualitative differences between the work performed The classification system is divided into grades. by individual officers and the amount of These grades are used to: supervision that must be exercised over these
CHEVERLY POLICE DEPARTMENT Vol I-27 1 of 4 GENERAL ORDERS MANUAL VOL I: CHAPTER 27 CLASSIFICATION SYSTEM 2016 individuals as they perform their work. Police All police officers to be advanced must have Officer III is the highest grade class in the served satisfactorily as a Police Officer I for occupational series to which officers may be two (2) years or the equivalent similar service advanced on a non-competitive basis. as determined by the Chief of Police. Possession of a high school diploma or its Proficiency advancement is obtained primarily by equivalent. means of Performance Evaluations. To qualify for advancement, affected officers must receive a total For Police Officer III evaluation of “Proficient” or better on their yearly Performance Evaluation, regardless of a particular All police officers to be advanced must have duty assignment or current in-grade experience. served satisfactorily as a Police Officer II for two (2) years or the equivalent similar service Similar service can be used as a hiring incentive in as determined by the Chief of Police. lieu of a Performance Evaluation for original Possession of a high school diploma or its placement. equivalent.
To qualify for “similar service,” the following 4. Competitive Advancement conditions must be met: Competitive advancement is for the ranks of Police The officer must have been employed in the Officer IV and Sergeant. Candidates for these ranks past with a Maryland law enforcement agency must participate in the promotional process as or an agency through which the officer has outlined in this General Order. received certification by the Maryland Police Training Commission (MPTC). Subject to Equal Opportunity Employment Guidelines, the Chief of Police is free to choose The service in the other law enforcement any officer from the highest rating category, based agency must have consisted of duties and upon the officer’s overall rating, character, responsibilities wholly and substantially the knowledge, skills, abilities, and physical fitness for same as those performed by Cheverly police the job, as well as possible future advancement. officers. Minimum Qualifications Whether or not the officer receives full credit for each year of service with the other law For Police Officer IV: enforcement agency shall be determined by the Chief of Police in his discretion after Must currently be a Police Officer III or the consideration of the nature, time, duties, have the equivalent similar service as training, record, evaluations, and rank of the determined by the Chief of Police. officer in this similar service. Must have satisfactorily completed 60 college Minimum Qualifications credit hours in a police-related field at an accredited institution of higher learning. For Police Officer I: For Police Sergeant: All officers who are to be advanced must have graduated from the mandated entrance level Must have five or more years of continuous training program mandated by the MPTC or an service as a police officer as certified by MPTC-approved equivalent program. MPTC. Possession of a high school diploma or its equivalent. Must have satisfactorily completed 60 college credit hours in a police-related field at an For Police Officer II: accredited institution of higher learning.
CHEVERLY POLICE DEPARTMENT Vol I-27 2 of 4 GENERAL ORDERS MANUAL VOL I: CHAPTER 27 CLASSIFICATION SYSTEM 2016
Must pass a field (first-line) supervisor training This memorandum shall request that all interested program approved by the MPTC. personnel who have an intention to participate in the promotional process respond to the Chief of 5. Appointed Advancement Police in writing by a specific date no less than ten days in advance of this declaration. Appointed advancement is for the rank of Lieutenant. The position of Lieutenant, or the 8. Eligibility Roster Patrol Commander, is appointed at the sole discretion of the Chief of Police. At the end of the declaration date, the Chief of Police will prominently post an eligibility roster of Because this position is critical, this candidate is all candidates and the competitive testing process. chosen based upon prominent criteria for this position: experience, leadership, character, In the event that there are no interested, qualified, professionalism, trustworthiness, and loyalty. or in the opinion of the Chief of Police, too few candidates to make testing competitive, additional Minimum Qualifications candidates may be sought with similar service from outside the Department, if practical. Must have ten or more years of continuous service as a police officer as certified by Pending the creation of a viable eligibility roster, or MPTC. in the event of an inability to establish one in a reasonable period of time, the Chief of Police may Must have satisfactorily completed a Bachelor suspend the promotional process until such time as Degree in a police-related field at an accredited sufficient candidates become available. institution of higher learning. 9. Testing Process Must pass a manager (second-line supervisor) training program approved by the MPTC. The testing process shall follow the below template unless a change is authorized in writing to all 6. The Promotional Process candidates by the Chief of Police. While continuity of operations is important, testing is best performed While the promotional process directly affects only if the criteria is timely, relative, and oriented to this the ranks of Police Officer IV and Sergeant, the Department. mechanics of it can be applied in the evaluation of all ranks. The Chief of Police, for example, may Each candidate in the testing process will be use the structure of the promotional process in the notified in writing of the date, time, and location of appointment of the Lieutenant rank. all segments of the testing process.
Because the promotional process involves The Testing Process shall include the following competition among officers for selected positions, procedures: its structure and use shall be well documented and prominently be made available to all interested Resume – Each candidate shall submit, in parties. Modifications to the process may only be writing, a two page, single-sided Resume to the made by the Chief of Police. Chief of Police. The Resume may contain any information that the candidate feels is pertinent, 7. Declaration of Position Availability such as previous experience, education and training, and skills and abilities. Resumes will When an approved and budgeted position becomes be provided to an Oral Board as outlined available, the Chief of Police shall cause a below: memorandum to be distributed to all Departmental personnel declaring the open position(s) and the Oral Board – An Oral Board consisting of at minimum qualifications for applicants. least three current police officers shall be established at the direction of the Chief of
CHEVERLY POLICE DEPARTMENT Vol I-27 3 of 4 GENERAL ORDERS MANUAL VOL I: CHAPTER 27 CLASSIFICATION SYSTEM 2016
Police. Each of these officers shall be at least one rank higher that the rank currently sought by the competing candidates.
• Oral Board members shall present to each candidate a pre-determined list of questions as approved by the Chief of Police that require an oral response by the candidate. The candidate is free to answer these questions within a required time period based upon his or her experience, knowledge of the General Orders and Department policy, and previous training. Notes of these responses will be made by the Oral Board members.
Performance Evaluations – The last two Performance Evaluations of each candidate will also be provided to the Oral Board. Previous evaluations in the case of similar service are acceptable.
The Oral Board will consider each applicant’s Resume, answers to Oral Board questions, and the Performance Evaluations of each candidate and establish a ranking of the candidates.
10. Promotional Results
Once the Oral Board has established a ranking of the candidates and such ranking is approved by the Chief of Police, each candidate will be advised in writing of the results. Any questions as to the results shall be forwarded in writing to the Chief of Police for consideration.
11. Promotions
Promotions shall be made at the start of the next pay period upon approval of the Chief of Police. Appropriate ceremonies and presentations may be considered.
VI. GOVERNING LEGISLATION & REFERENCE
Governing Legislation: Town Code, Chapter 21 and 22
CHEVERLY POLICE DEPARTMENT Vol I-27 4 of 4 GENERAL ORDERS MANUAL