Chicago Police DepartmentEmployee Resource E05-05
Career Service Rank Promotional Process
Issue Date:06 December 2018Effective Date:06 December 2018
Rescinds:06 November 2018 version
Index Category:Career Development
I.Purpose
This directive:
  • A.informs Department members of the career service rank promotional process for the ranks of Sergeant of Police, Lieutenant of Police, and Captain—Senior Executive Service (SES), including, but not limited to:
    • 1.the duties and eligibility requirements for promotion/appointment.
    • 2.the application process and selection procedures for each promoted/appointed position.
  • B.will not affect any current eligibility lists for any career service rank promotion prior to the effective date of this directive and will only apply to future career service rank promotional processes.
  • C.satisfies CALEA Law Enforcement Standard Chapter 34.
II.POLICY
  • A.MCC 2-84-050 vests in the Superintendent of Police the power and duty to make all appointments and promotions within the Department.
  • B.The City of Chicago Department of Human Resources (DHR), the Department's Human Resource Division, and outside vendors are charged with administering the promotional processes for all sworn career-service positions.
  • C.The Chicago Police Department (CPD) in conjunction with the DHR testing manager, may use a vendor to administer tests. The DHR testing manager and the Department's Human Resource Division will oversee the outside testing administrator and will certify that the testing process has been followed.
  • D.CPD is committed to ensuring the confidentiality of the exam content and preserving test validity. All subject matter experts (SMEs) as well as the City's selected vendor(s) will be required to sign and abide by confidentiality agreements regarding testing materials.
III.Sergeant of Police Examination and Selection Process
  • A.Duties

    Under supervision and direction, the essential duties of Sergeant of Police are to:
    • 1.supervise subordinate members during their assigned tours of duty, which includes, but is not limited to:
      • a.supervising criminal investigations,
      • b.supervising and performing specialized, technical and/or restricted work in the office or the field, and related duties as required,
      • c.preparing officers for duty and roll call,
      • d.monitoring officer activity and adherence to Department procedures,
      • e.providing guidance on how to handle incidents,
      • f.ensuring officers carry out all assigned responsibilities,
      • g.supervising the response at an incident scene, which may include protecting the scene, establishing an inner and outer perimeter, ensuring access to medical personnel, and providing expertise and guidance, and
      • h.supervising or participating in collection of evidence to ensure appropriate procedures are followed.
    • 2.perform field duties such as responding to emergencies, general and directed patrol, investigation of crimes or non-criminal incidents, and traffic enforcement and control.
    • 3.review and evaluate subordinate performances, ensure officer safety is addressed in the performance of all job-related duties, (emergency and non-emergency incidents), and administer employee counseling, development, and corrective action.
    • 4.report significant incidents to command staff through the chain of command.
    • 5.perform various administrative duties such as completing and filing reports, reviewing subordinate reports and communications, managing schedules and maintaining staff levels, and managing equipment and supplies.
    • 6.conduct activities related to internal investigations, complaint investigations, and employee grievances.
    • 7.coordinate and participate in law enforcement activities such as incident response, providing court testimony, and enforcing and/or supervising the enforcement of state and local laws and ordinances.
    • 8.discuss significant activities with members from other shifts/units in order to ensure that pertinent information is disseminated.
    • 9.develop roll call training materials to ensure the appropriate information, such as new policies, are disseminated, communicated, and understood.
    • 10.oversee investigations and ensure that appropriate progress is being made, evidence is gathered and documented to prepare cases for prosecution, and provide guidance in investigative techniques.
    • 11.perform the duties and responsibilities delineated in the Department directives entitled "District Station Supervisor" and "District Field Sergeants."
    NOTE:
    The list of essential duties is not intended to be inclusive; there may be other duties that are essential to particular positions within the rank of Sergeant of Police.
  • B.Eligibility

    The eligibility requirements for the rank of Sergeant of Police are as follows:
    • 1.To be eligible to take the examination, all applicants must:
      • a.be employed by the City of Chicago as career service Chicago police officers who are:
        • (1)actually so employed,
        • (2)on approved leaves of absence,
        • (3)eligible for reinstatement,
        • (4)currently on suspension, or
        • (5)suspended pending separation.
      • b.have completed their probationary period and served an additional two full years as an active career service Chicago police officer on or before the designated date listed on the application.
      • c.have successfully completed the application process and abided by all submission procedures and deadlines.
      NOTE:
      Applicants who do not meet all these requirements are not eligible to apply for or take any part of this examination and will be disqualified.
    • 2.To be eligible for promotion, an applicant must:
      • a.have met all the eligibility requirements for taking the examination as listed in this directive.
      • b.be in full-duty status.
      • c.not be on a leave of absence (military leave excluded), relieved of police powers, on current suspension, or be suspended pending separation.
      • d.have completed his or her probationary period and served an additional five full years as an active career service Chicago police officer prior to the date the Department member is ordered to report for pre-service training.
      • e.comply with all Chicago Police Department orders and directives regarding reporting and verification of education credits.
      NOTE:
      Applicants who do not meet all of these requirements will not be allowed to attend pre-service training and will not be promoted.
  • C.Announcement and Application

    The Human Resources Division will create a Department-wide announcement indicating that applications will be accepted for each examination. Each announcement and application will include:
    • 1.all application requirements;
    • 2.the application process including submission procedures and deadlines;
    • 3.the date, time, and location for the promotional exam;
    • 4.an explanation of the examination design and process; and
    • 5.a candidate orientation and preparation guide that lists all directives, resources, bulletins, or other reference sources used in the preparation of exam questions.
  • D.Education

    To be eligible for promotion, the Department member must:
    • 1.have received 60 semester hours (90 quarter hours) of credit from an accredited college or university prior to the date the member is ordered to report for pre-service training.
    • 2.have submitted proof of academic attainment to the Human Resources Division and have received verification of academic transcripts/receipt from the Human Resources Division prior to the date the Human Resource Division posts the sergeant pre-service training notice via the Administrative Message Center.
    • 3.comply with all Chicago Police Department orders and directives regarding reporting and verification of education credits.
    NOTE:
    Applicants who do not meet all of these requirements will not be allowed to attend pre-service training and will not be promoted.
  • E.Examination and Selection Process
    • 1.Scope of the Examination. The examination will consist of two parts. These parts will include:
      • a.A written Job Knowledge (Qualifying) Examination. During this portion of the examination process:
        • (1)a multiple-choice examination containing job-knowledge items taken directly from the pre-approved study list will be administered. All components of the qualifying examination will be job related and nondiscriminatory in nature.
        • (2)all candidates will be provided their individual scores, though the qualifying exam itself is pass/fail. The cut-off score for the qualifying examination will be set based on the standards set forth by Title VII of the Civil Rights Act of 1964 and the Society for Industrial Organizational Psychologists. DHR and CPD may consider recommendations from the vendor hired to create or administer the examination when setting cut-off scores. Only those candidates who meet or exceed the cut-off score will be afforded the opportunity to proceed to the later stages of the promotional process.
        • (3)all candidates must abide by the rules of the examination set forth by the examination vendor and proctors while taking this portion of the examination.
        • (4)all candidates will be provided an opportunity to review and appeal the results of the qualifying examination. Procedures for this review and appeal process will be included in the candidate orientation and preparation guide.
        • (5)following the review/appeal period, DHR or its vendor will prepare a list of all passing candidates who will be eligible to participate in the written assessment. All candidates will be informed of their scores and, if applicable, their eligibility for the written assessment via email.
      • b.A written Assessment. During this portion of the examination process:
        • (1)an assessment of the application of knowledge and the skills and abilities necessary for the performance as a Sergeant of Police will be administered. The assessment may contain situational judgment-style items, in-basket items, and open-ended questions that require a written response. The response formats may include multiple choice, fill-in-the-blank, and short written narratives. All components of the written assessment will be job related and nondiscriminatory in nature.
        • (2)all candidates must abide by the rules of the examination set forth by the examination vendor and proctors while taking this portion of the examination.
        • (3)all candidates will be provided an opportunity to review and appeal the results of the written assessment. Procedures for this review and appeal process will be included in the candidate orientation and preparation guide.
        • (4)following the review/appeal period, DHR or its vendor will prepare a descending rank-order listing of candidates who attain or exceed the predetermined minimum test score on the written assessment. All candidates will be informed of their scores as well as their rank position on the Sergeant Eligibility List. For equivalent score results, rank position will be determined by seniority date followed by date of birth for further resolution, if needed.
    • 2.Selection for Promotion. The selection process for promotion to Sergeant of Police is as follows:
      • a.Rank Order Selection:
        • (1)no less than seventy percent of those persons selected for promotion in each promotional round will be selected in rank-order based upon the results of the written assessment.
        • (2)upon receiving notification to report for pre-service training, individuals who wish to defer promotion may do so provided that such a request is made in writing to the Human Resources Division via To-From-Subject Report by the date and time listed on the training announcement. Candidates who defer promotion will maintain their rank-order position for the duration of the relevant eligibility list.
      • b.Merit Selection:
        • (1)no more than thirty percent of those persons selected for promotion in each promotional round will be selected via merit appointment. Merit promotions will be determined at the discretion of the Superintendent of Police.
        • (2)members must pass the "Qualifying Examination" and participate in the 'Written Assessment" to be eligible for merit promotion.
        • (3)Department members will refer to the directive entitled "Merit Board" for further information regarding the merit-selection process.
  • F.Additional Information for Promotion

    Applicants are informed that:
    • 1.applicants must be able to perform the essential duties of a Sergeant of Police as required. Applicants must be on full-duty and on active status at the time they are ordered to report for pre-service training. Applicants must take and pass a drug screen performed during pre-service training and possess a valid State of Illinois Driver's License and valid Firearm Owner's Identification Card prior to the date the Human Resources Division posts the sergeant pre-service training notice via the Administrative Message Center. Applicants cannot be on the medical roll on the first day of pre-service training.
    • 2.any person promoted to the position of Sergeant of Police with the City of Chicago will be required to maintain the ability needed to perform the essential duties of a Sergeant of Police or will be subject to dismissal from the service of the City of Chicago according to the rules.
  • G.Retiring of Eligibility Lists and Reapplication Process

    Applicants are informed that:
    • 1.the eligibility list for the position of Sergeant of Police may be retired at any time, at the discretion of the Superintendent of Police, with notice to the City of Chicago Department of Human Resources Commissioner, provided that no eligibility list will be used for less than one year and no longer than six years, unless there is a lack of available funds for testing, in which case the eligibility list will be retired as soon as practicable after funding has been made available for a new examination.
    • 2.after an eligibility list is retired, all members not selected for promotion may reapply for testing and consideration for future promotional exams provided that they meet all eligibility requirements and comply with all application procedures.
IV.Police Lieutenant Examination and Promotional Process
  • A.Duties

    Under supervision and direction, the essential duties of a Lieutenant of Police will be to:
    • 1.serve as an officer in charge of a unit or section during an assigned tour of duty and perform specialized, technical, and/or confidential work in the office or field, and perform related duties as required.
    • 2.manage work functions during a tour of duty to maximize use of Department personnel and resources in an area of responsibility.
    • 3.assign personnel by allocating assignments and tasks in a manner consistent with both collective bargaining agreement and Department directives.
    • 4.schedule and approve requests for use of compensatory time earned and requests for extended time off to maintain appropriate staffing levels consistent with the executive officer and commanding officer's direction.
    • 5.check email, Department administrative messages, and automated in-box throughout a tour of duty and take appropriate action on items received.
    • 6.direct the overall watch response to district crime conditions.
    • 7.ensure that sergeants are monitoring their officers' daily activities and are available when officers need assistance.
    • 8.respond to:
      • a.assignments and ensure that sergeants respond to officers' assignments (e.g., felonies, domestic disturbances) and that they evaluate, guide, and instruct officers as needed.
      • b.the scene of major field incidents (e.g. firearms discharged at or by Department members, school emergencies) and assume command and oversight of the scene, until relieved by a Department member of higher rank, when appropriate.
    • 9.monitor radio communications regarding subordinate members' response to incidents and crime conditions.
    • 10.provide work direction to subordinate members under his or her command including advice, guidance, and assistance as necessary.
    • 11.coach and mentor subordinates to develop their knowledge, ability, and leadership potential.
    • 12.maintain an environment of clear standards for acceptable behavior and performance and set an exemplary personal example.
    • 13.monitor and ensure compliance with all of the investigative guidelines contained in the Department directives regarding complaint, disciplinary, and summary punishment procedures.
    • 14.ensure that arrestees are charged or released within the 48-hour time frame, as appropriate, and that arrestees who are eligible for bond are bonded out appropriately.
    • 15.manage body-worn cameras and the in-car camera video system.
    • 16.perform the duties and responsibilities delineated in the Department directives entitled "Watch Operations Lieutenant" and "District Field and Tactical Lieutenants."
    NOTE:
    The list of essential duties is not intended to be inclusive; there may be other duties that are essential to particular positions within the rank of Lieutenant of Police.
  • B.Eligibility

    The eligibility requirements for Lieutenant of Police are as follows:
    • 1.To be eligible to take this examination, all applicants must:
      • a.be employed by the City of Chicago as career service Sergeant of Police who are:
        • (1)actually so employed,
        • (2)are on approved leaves of absences,
        • (3)eligible for reinstatement,
        • (4)currently on suspension, or
        • (5)suspended pending separation.
      • b.have served two full years as an active career service Chicago Police sergeant on or before the designated date listed on the application.
      • c.have successfully completed the application process and abided by all submission procedures and deadlines.
      NOTE:
      Applicants who do not meet all these requirements are not eligible to apply for or take any part of this examination and will be disqualified.
    • 2.To be eligible for promotion, an applicant must:
      • a.have met all eligibility requirements for taking the examination as listed in this directive.
      • b.be in full-duty status.
      • c.not be on a leave of absence (military leave excluded), relieved of police powers, on current suspension, or be suspended pending separation.
      • d.have served three full years as an active career service Chicago Police sergeant prior to the date the Human Resources Division posts the lieutenant pre-service training notice via the Administrative Message Center.
      • e.comply with all Chicago Police Department orders and directives regarding reporting and verification of education credits.
      NOTE:
      Applicants who do not meet all these requirements will not be allowed to attend pre-service training and will not be promoted.
  • C.Announcement and Application

    The Human Resources Division will create a Department-wide announcement indicating that applications will be accepted for each examination. Each announcement and application will include:
    • 1.all application requirements;
    • 2.the application process including submission procedures and deadlines;
    • 3.the date, time, and location for the promotional exam;
    • 4.an explanation of the examination design and process; and
    • 5.a candidate orientation and preparation guide which lists all directives, resources, bulletins, or other reference sources used in the preparation of exam questions.
  • D.Education

    To be eligible for promotion, the applicant must:
    • 1.have received a bachelor's degree from an accredited university prior to the date the member is ordered to report for pre-service training.
    • 2.have submitted proof of academic attainment to the Human Resource Division and have received verification of academic transcripts/receipt from the Human Resource Division prior to the date the Human Resource Division posts the lieutenant pre-service training notice via the Administrative Message Center.
    • 3.comply with all Chicago Police Department orders and directives regarding reporting and verification of education credits.
    NOTE:
    Applicants who do not meet all these requirements will not be allowed to attend pre-service training and will not be promoted.
  • E.Examination and Selection Process
    • 1.Scope of the Examination. The examination for Lieutenant of Police will consist of two parts. These parts will include:
      • a.A written Job Knowledge (Qualifying) Examination. During this portion of the examination process:
        • (1)an exam comprised of questions relating to job knowledge and application of required knowledge in situations that are encountered by lieutenants on the job will be administered. Candidates are asked to apply their knowledge of Department directives and procedures, laws and ordinances, rules and regulations, and contractual obligations to respond to various types of multiple-choice questions. All components of the qualifying examination will be job-related and nondiscriminatory in nature.
        • (2)all candidates will be provided their individual scores, though the qualifying exam itself is pass/fail. The cut-off score for the qualifying examination will be set based on the standards set forth by Title VII of the Civil Rights Act of 1964 and the Society for Industrial Organizational Psychologists. DHR and CPD may consider recommendations from the vendor hired to create or administer the examination when setting cut-off scores. Only those candidates who meet or exceed the cut-off score will be afforded the opportunity to proceed to the later stages of the promotional process.
        • (3)all candidates must abide by the rules of the examination set forth by the examination vendor and proctors while taking this portion of the examination.
        • (4)all candidates will be provided an opportunity to review and appeal the results of the qualifying examination. Procedures for this review and appeal process will be included in the candidate orientation and preparation guide.
        • (5)following the review/appeal period, DHR or its vendor will prepare a list of all passing candidates who will be eligible to participate in the assessment exercises. All candidates will be informed of their scores and, if applicable, their eligibility for the assessment exercises via email.
      • b.Assessment Exercises. During this portion of the examination process:
        • (1)assessment exercises that have been designed to test a candidate's abilities in regards to incident responses, administrative duties, personnel management, and other types of situations that are often encountered by lieutenants on the job will be administered. The questions will measure the application of important knowledge, skills, abilities, and personal characteristics that are required to perform the critical duties of a lieutenant in the Bureau of Patrol. All components of the assessment exercises will be job related and nondiscriminatory in nature. The Lieutenant Assessment Exercise consists of two parts:
          • (a)Written Assessment Exercise

            A series of multiple-choice and open-ended questions based on a variety of materials such as items that may be found in the Commanding Officer's Book, reports, watch assignment worksheets, bulletins, correspondences, memos, messages, and other paperwork or documentation from computerized systems.
          • (b)Oral Assessment Exercise

            In the Oral Assessment Exercise, candidates are required to make a brief oral presentation based on information provided about a situation. Candidates are also asked questions by police personnel and/or community members which require a response without prior preparation or materials. All questions presented in part of the Oral Assessment Exercise are open-ended and provided via computer video.
        • (2)all candidates must abide by the rules of the examination set forth by the examination vendor and proctors while taking this portion of the examination.
        • (3)all candidates will be provided an opportunity to review and appeal the results of the Assessment Exercises. Procedures for this review and appeal process will be included in the candidate orientation and preparation guide.
        • (4)following the review/appeal period, DHR or its vendor will prepare a descending rank-order listing of candidates who attain or exceed the predetermined minimum test score on the Assessment Exercises. All candidates will be informed of their scores as well as their rank position on the Lieutenant Eligibility List. For equivalent score results, rank position will be determined by seniority date followed by date of birth for further resolution, if needed.
    • 2.Selection for Promotion. The selection process for promotion to Lieutenant of Police is as follows:
      • a.Rank Order Selection:
        • (1)no less than seventy percent of those persons selected for promotion each given promotional round will be selected in rank order based upon the results of the assessment exercises.
        • (2)upon receiving notification to report for pre-service training, individuals who wish to defer promotion may do so provided that such a request is made in writing to the Human Resources Division via To-From-Subject report by the date and time listed on the training announcement. Candidates who defer promotion will maintain their rank-order position for the duration of the relevant eligibility list.
      • b.Merit Selection:
        • (1)no more than thirty percent of those persons selected for promotion in each promotional round will be selected via merit appointment. Merit promotions will be determined at the discretion of the Superintendent of Police.
        • (2)members must pass the Qualifying Examination and participate in the Assessment Exercises to be eligible for merit promotion.
        • (3)Department members will refer to the directive entitled "Merit Board" for further information regarding the merit-selection process.
  • F.Additional Information for Promotion

    Applicants are informed that:
    • 1.applicants must be able to perform the essential duties of a Lieutenant of Police as required. Applicants must be on full-duty and on active status at the time they are ordered to report for pre-service training. Applicants must take and pass a drug screen performed during pre-service training and possess a valid State of Illinois Driver's License and valid Firearm Owner's Identification Card prior to the date the Human Resources Division posts the lieutenant pre-service training notice via the Administrative Message Center. Applicants cannot be on the medical roll on the first day of pre-service training.
    • 2.any person promoted to the position of Lieutenant of Police with the City of Chicago will be required to maintain the ability needed to perform the essential duties of a Lieutenant of Police or will be subject to dismissal from the service of the City of Chicago according to the rules.
  • G.Retiring of Eligibility Lists

    Applicants are informed that:
    • 1.the eligibility list for the position of Lieutenant of Police may be retired at any time, at the discretion of the Superintendent of Police, with notice to the City of Chicago Department of Human Resources Commissioner, provided that no eligibility list will be used for less than one year and no longer than six years, unless there is a lack of available funds for testing, in which case the eligibility list will be retired as soon as practicable after funding has been made available for a new examination.
    • 2.after an eligibility list is retired, all members not selected for promotion may reapply for testing and consideration for future promotional exams provided that they meet all eligibility requirements and comply with all application procedures.
V.Captain—Senior Executive Service (SES) Appointment Process
  • A.Duties

    The primary function of a Captain—SES will be to:
    • 1.serve as the executive officer of a Department unit, or
    • 2.serve as the executive officer and be second in command of a district. If assigned to District Law Enforcement as an executive officer, a Captain—SES will:
      • a.typically not work the same duty hours as the district commander.
      • b.primarily assist the district commander in areas of operations, administration, planning, identification of emerging crime trends, and preparing strategic plans to address crime and disorder issues impacting the community.
      • c.perform duties and responsibilities outlined in the Department directive entitled "District Executive Officer" and Bureau of Patrol Special Order 12-06 entitled "District Executive Officer."
    • 3.perform related duties as required.
  • B.Eligibility

    To be appointed to Captain—SES, candidates must:
    • 1.be a Lieutenant of Police in an active-duty status or on an approved leave of absence at the time of application.
    • 2.have obtained a bachelor’s degree by the close of the application period.
    • 3.be a Lieutenant of Police in an active duty status for two years at the time of appointment.
      NOTE:
      Lieutenants of Police on an approved leave of absence at the time of application can be appointed as long as the above criterion is met and they are otherwise eligible to return to an active-duty status.
    • 4.be able to perform the functions of a Captain—SES at the time of appointment.
    • 5.be able to work any watch assignment at the time of appointment.
    • 6.if applicable, have received performance ratings above the minimum rating score necessary to qualify for a step increase for each of the last four evaluation periods at the time of appointment.
    • 7.have an acceptable disciplinary record at the time of appointment. The candidate’s disciplinary record cannot reflect any sustained Complaint Register (CR) investigations for misconduct resulting in suspensions of more than seven days during the preceding twelve-month period; or a record of three or more sustained CR investigations resulting in suspensions of any length of time within the preceding five years prior to appointment.
      NOTE:
      Sustained CR investigations with findings of “No Disciplinary Action” will not be considered as sustained violations for purposes of this selection process. Candidates with pending grievances or Police Board cases concerning discipline will be allowed to apply. Such applications will be considered if the candidate’s disciplinary record is modified or expunged as a result of the grievance or the Police Board hearing so that the member’s disciplinary record meets the disciplinary standards set forth in this directive.
    • 8.have an acceptable attendance record at the time of appointment. The candidate’s attendance record cannot reflect any unauthorized absences within the preceding twelve-month period prior to appointment.
    • 9.meet acceptable medical roll usage guidelines at the time of appointment. If the candidate’s medical roll usage reflects nine or more medical incidents and/or forty-five days or more on the medical roll within the preceding three-year period, absent exceptional circumstances, or demonstrates a pattern of medical roll abuse or misuse (i.e., behaviors including, but not limited to, the candidate goes on the medical roll when assigned to an involuntary detail; the medical roll use is linked to furloughs, RDOs, or other time due to extend time off; or the candidate is found to have used the medical roll in an unauthorized manner), the candidate will be disqualified.
      NOTE:
      Medical time used in relation to approved FMLA leaves, ADA accommodations, or IOD injuries cannot be the basis for disqualification.
    • 10.have satisfied all indebtedness to the City of Chicago at the time of application and at the time of appointment.
    • 11.have successfully completed the application process and abided by all submission procedures and deadlines.
  • C.Captain — SES Announcement and Application Process
    • 1.Applicants will refer to Employee Resource E05-05-01 for instructions in the procedures for submitting applications for Captain – Senior Executive Service (SES).
    • 2.Employee Resources E05-05-01 delineates:
      • a.all application requirements.
      • b.the application process, including submission procedures and deadlines.
  • D.CaptainSES Selection Process
    • 1.The Chicago Police Department, Human Resources Division (CPD-HR), will review applications for completeness and forward complete applications to the City of Chicago, Department of Human Resources (DHR).
    • 2.DHR will again review applications for completeness and will screen applications to determine whether a candidate meets the minimum qualifications for the position in accordance with the eligibility requirements delineated in Item V-B of this directive.
    • 3.The City of Chicago, Department of Human Resources (DHR), will compile a list of all minimally qualified candidates and submit a referral list of eligible applicants identifying those applicants that meet the eligibility requirements to the Chicago Police Department, Director, Human Resources Division (CPD-HR).
    • 4.CPD-HR will review the certified list of eligible applicants to determine if the candidates meet the appointment requirements and remove candidates, if necessary. The Director, Human Resources Division, will ensure the list is processed as specified in the Department directive entitled “Merit Board.”
    • 5.Candidates will be notified via Department email if their application has been rejected and will be provided an opportunity to review and appeal the results of the application process.
    • 6.Eligible candidates will be further screened by the Captains' Screening Board.
      • a.The Screening Board will be comprised of the following members selected by the Superintendent of Police:
        • (1)two members currently in the Rank of Captain,
          NOTE:
          The Patrolmen's Benevolent and Protective Association (PBPA), Unit 156 – Captains, may make nominations to the Superintendent of Police on which captains to select for the Screening Board.
        • (2)two district commanders, and
        • (3)two deputy chiefs, Bureau of Patrol (or equivalent rank).
      • b.The Screening Board will review submissions for all candidates on the referral list and will determine by a two-third vote whether to eliminate a candidate from further consideration. All decisions to eliminate an applicant from further consideration will be documented in writing and will specify the job-related and non-discriminatory reasons why the applicant was eliminated.
      • c.The Screening Board will forward ineligible candidates' submissions to the Chicago Police Department, Director, Human Resources Division, for retention purposes.
      • d.The list of remaining eligible candidates will be forwarded with all submissions to the chairperson of the Merit Board for further screening.
    • 7.The Merit Board will review all the submissions and make recommendations to the Superintendent of Police as delineated in the Department directive entitled "Merit Board".
    • 8.CPD-HR will submit a Request for Hire Form to the Office of Budget and Management identifying the position and the number of vacancies to be filled.
    • 9.The Superintendent of Police will have sole discretion to select candidates for appointment to Captain—SES. The Superintendent of Police:
      • a.may elect to conduct interviews, make decisions based on documents submitted by the candidate, seek additional information from supervisors, or any combination thereof.
      • b.will select candidates to attend training and make the final selection for all appointments to Captain—SES.
      • c.will select which candidates will be appointed. Appointment will be contingent on successful completion of the Captain—SES training.
      • d.may choose to send more candidates for training than available vacancies.
      • e.determine the duration of the eligibility list.
    • 10.After an eligibility list is retired, all members not selected for promotion may reapply for future consideration provided that they meet all eligibility requirements and comply with all application procedures once a new application period is announced.
    • 11.The Superintendent of Police will forward all submissions to the Chicago Police Department, Director, Human Resources Division, for retention purposes.
  • E.CaptainSES Training Process
    • 1.The Superintendent of Police will select which candidates shall attend Captain—SES training and those candidates will have to complete the Captain—SES training.
      NOTE:
      Any candidate who is on an approved leave of absence must return to active duty status prior to selection for training.
    • 2.The Superintendent of Police may choose to send more candidates than available vacancies to the Captain— SES training and make final decisions after the completion of the training.
    • 3.The completion of the training does not guarantee appointment to Captain—SES.
    • 4.Appointed candidates must undergo and pass a drug screening prior to appointment to the position of Captain—SES.
  • F.Removal of Incumbents from CaptainSES Positions
    • 1.Individuals may be removed from captain positions and returned to their career-service rank at the discretion of the Superintendent of Police, subject to any restrictions and procedures outlined in the applicable collective bargaining agreement.
    • 2.District commanders or appropriate exempt members may, with the approval of the appropriate deputy chief, remove a Captain—SES during the first six months that such member holds the position of Captain—SES for such reason(s) as the district commander or appropriate exempt member deems appropriate. This recommendation will be subject to command-channel review and the final written approval of the Superintendent of Police.
    • 3.After a period of six months, a Captain—SES can only be removed in accordance with the following process:
      • 1.the Captain—SES must be advised, in writing, specifically by the district commander or other appropriate exempt member in the chain of command, of the reason(s) that warrant(s) removal;
      • 2.the district commander or other appropriate exempt member must provide the Captain—SES with an opportunity to respond to the reason(s) in writing;
      • 3.the district commander’s or other appropriate exempt member’s reason(s) and the response from the Captain—SES must be submitted, in writing, to the Captain—SES Review Board convened by the Superintendent of Police. The Review Board will be composed of nine Department members, consisting of seven exempt members appointed by the Superintendent of Police and two captains recommended by the Policemen's Benevolent & Protective Association of Illinois, Unit 156—Captains;
      • 4.the Captain—SES must be afforded an opportunity to appear before the Review Board to respond to the reason(s) for removal. The district commander or other appropriate exempt member may also be required to appear before the Review Board to respond to questions that may be put forth by the Review Board;
      • 5.the Review Board will make and forward a written recommendation to the Superintendent of Police.
      • 6.the Superintendent of Police, within sixty days, will:
        • a.approve the Review Board’s recommendation,
        • b.reject the Review Board’s recommendation, or
        • c.modify the Review Board’s recommendation.
      • 7.written copies of the Review Board’s recommendations and the decision of the Superintendent of Police will then be given to the affected Captain—SES and district commander or other appropriate exempt member.
    • 4.The Superintendent of Police has the authority to temporarily remove a Captain—SES, provided that the salary of the Captain—SES is not affected, prior to the completion of the formal removal process.
  • G.Consequences of Removal

    A removed Captain—SES will be returned to his or her permanent career-service rank of lieutenant and assigned to a position customarily held by a lieutenant at his or her original lieutenant seniority date.
  • H.Additional Conditions
    • 1.The removal and reassignment processes are administrative in nature, not punitive, and not part of a disciplinary process. Nothing in this directive, including, but not limited to, the removal and reassignment process, will affect the Department’s right to initiate and impose disciplinary action against such employee in accordance with the appropriate Department directives, rules and regulations, including the rules and procedures of the Police Board.
    • 2.If needed, an Ad Hoc Committee will monitor and assess the effectiveness of the process outlined in this directive. The committee will meet, as needed, and may make recommendations to the Superintendent of Police and/or the Policemen's Benevolent & Protective Association of Illinois, Unit 156—Captains, if appropriate, for modifications to the process. The committee will be comprised of:
      • 1.three captains appointed by the Policemen's Benevolent & Protective Association of Illinois, Unit 156—Captains, and
      • 2.three exempt members appointed by the Superintendent of Police.
(Items indicated by italic/double underline were added or revised)
Eddie T. Johnson
Superintendent of Police
SB 18-093
ADDENDA:
1.E05-05-01 - Application Process for Captain (Senior Executive Service)