Chicago Police DepartmentEmployee Resource E05-26
Chicago Police Executive Development Program for Sergeants
Issue Date:19 August 2019Effective Date:19 August 2019
Rescinds:13 February 2009 Version
Index Category:Career Development
This directive:
  • A.continues the Chicago Police Executive Development Program for Sergeants herein known as the Executive Development Program.
  • B.informs sworn members the rank of sergeant that applications are being accepted for the Executive Development Program until Monday, 02 September 2019, at 1700hrs.
  • C.defines the Executive Development Program eligibility requirements, application procedures, and the selection process.
  • D.provides an overview of the Executive Development Program schedule and curriculum topics.
  • E.satisfies CALEA Law Enforcement Standard Chapter 33.
II.Program Overview
  • A.The Executive Development Program is designed to prepare sergeants for future leadership roles by providing an intensive, four-week leadership training program that combines classroom instruction, experiential learning, research, and presentation opportunities. Instruction will be provided by outside experts, Department leaders, and Police Executive Research Forum (PERF) staff.
  • B.Curriculum topics may include:
    • 1.ethical decision making;
    • 2.leading in a time of reform;
    • 3.decision-making during critical incidents;
    • 4.understanding the political and community dynamics of policing;
    • 5.effective research methods;
    • 6.communication skills for leaders;
    • 7.understanding and managing implicit bias;
    • 8.problem-solving in the workplace and building effective teams; and
    • 9.managing diversity in the workplace.
  • C.The Executive Development Program will consist of a four-week course including:
    • 1.two weeks of classroom instruction.
    • 2.two weeks where students are engaged in shadowing mentors, conducting field visits, and working on a research project.
    • 3.a capstone presentation in which students present the findings of their selected research project to Department leadership.
  • D.Selected sergeants must attend all four weeks of the Executive Development Program, which includes:
    • 1.Week One: Work Sunday afternoon through Friday afternoon (Off Site).
      • a.classroom instruction at an off-site facility requiring participants to stay overnight
      • b.selection of research topic.
    • 2.Week Two: S/S DOG.
      • a.mentor shadowing
      • b.field visits
      • on research project.
    • 3.Week Three: Work Sunday afternoon through Friday afternoon (Off Site).
      • a.classroom instruction at an off-site facility requiring participants to stay overnight
      • on research project.
    • 4.Week Four: S/S DOG
      • a.mentor shadowing
      • b.field visits
      • c.finalizing research project
      • presentation of research project.
  • E.The Commanding Officer, Continuing Education and In-Service Section, Education and Training Division, will serve as the liaison for the Executive Development Program for Sergeants.
Sergeants applying for the Executive Development Program must:
  • A.affirm that he or she has not attended the Northwestern School of Police Staff and Command.
  • willing to attend all dates of the program and complete all assigned projects.
  • willing to live away from home for designated training dates.
  • willing to change current day-off groups and furlough selections if they conflict with the program schedule.
  • E.have an acceptable medical and disciplinary record.
  • willing to work and live closely with a group of fellow sergeants.
  • willing to accept and learn from critical feedback and evaluation.
  • willing to work all assignments under stressful circumstances.
IV.Application Process
Selection procedures will be consistent with the procedures outlined in Department directive titled "Academic Selection Board."
  • A.Sergeants who wish to apply for the Executive Development Program will complete and scan the following documents into .pdf form and will email the .pdf documents to the Human Resources Division at "Chicago Police Executive Development Program for Sergeants" will be listed in the Subject Line of the email.
    • 1.Personal Action Request (PAR) formset (CPD-11.612);
      Applicants will complete the top section of the PAR, will not check any of the boxes in the "Type of Action" section, will complete the "Remarks Section" stating that he or she is applying for the "Chicago Police Executive Development Program for Sergeants" and will include his or her telephone numbers (home and cellular). The Unit CO must sign the PAR form.
    • 2.A resume;
    • 3.A completed Letter of Recommendation (CPD-62.138) from an exempt member;
    • 4.A To-From-Subject Report addressed to the First Deputy Superintendent stating the applicant's interest in attending the Chicago Police Executive Development Program for Sergeants and affirming that the applicant has not attended the Northwestern School of Police Staff and Command.
  • B.It is the applicant's responsibility to ensure that his or her educational degrees or certifications are on file with the Human Resources Division by the close of the application period.
  • C.Incomplete or incorrect submissions will not be forwarded to the Academic Selection Board for consideration.
V.Selection Process
  • A.The Academic Selection Board will meet to screen all applications and forward to the Superintendent the names of those highly qualified members recommended for selection by the board. The Superintendent will make the final program selections.
  • B.The selected members will:
    • carried in a Friday/Saturday day off group during the week of classroom instruction at an off-site facility requiring participants to stay overnight.
    • 2.attend a mandatory briefing at Public Safety Headquarters;
    • 3.complete a required reading list prior to attending the program;
    • 4.present their final capstone project.
VI.Important Performance Dimensions
Below is a list of the performance dimensions that are important to consider when evaluating Department members for selection for the Executive Development Program. These seven dimensions are based on essential job-related characteristics. The definitions of the dimensions are focused on core values emphasized in the Chicago Police Department’s Mission and Vision Statement and the Law Enforcement Code of Ethics.
  • 1.Leadership: Ensuring that the highest standards of integrity and ethical conduct are maintained by one’s self and other Department members; identifying a positive goal or objective and guiding, directing, or motivating others to attain the goal; promoting open and effective communication among Department members and units; encouraging members at all levels to show initiative in identifying and solving problems; gaining support and commitment from others during normal operations and in crisis situations; influencing individual and group values, behaviors, or outcomes through one’s own words and actions.
  • 2.Professional Orientation and Commitment: Remaining firm in one’s allegiance to the Department’s core values and remaining faithful in pursuit of the Department’s mission despite obstacles or opposition; setting high standards for personal job performance and working hard to achieve them; following Department policies, rules, regulations, orders, and other directives and supporting their intent and value; guiding subordinates in their development and demonstration of loyalty and dedication to the police profession.
  • 3.Personal Integrity: Behaving in a manner, both personally and professionally, that does not bring discredit to one’s self or the Department; maintaining confidential information; demonstrating consistency among one’s principles, values, statements, and behaviors; building trust and credibility with others through demonstrated commitment to personal and Department values; accepting responsibility for one’s own decisions and actions in the face of challenge or adversity.
  • 4.Developing One’s Self: Demonstrating dedication to one's profession by taking every reasonable opportunity to enhance and improve one’s own knowledge and competence; learning from experience; seeking feedback from others and modifying behavior based on feedback received.
  • 5.Interpersonal Relations: Working in partnership with members of the community; developing and maintaining a cooperative working relationship with a wide variety of people; relating to individuals in an open, accepting, respectful, and sincere manner; building community; identifying and readily understanding the feelings and motives of others; seeking out and trying to understand differing perspectives and opinions.
  • 6.Objectivity: Enforcing the law impartially; dealing equitably with Department members, upholding them in the proper performance of their duties and correcting them in a dignified manner; treating people fairly regardless of individual differences; remaining impartial and unbiased in the face of rejection or hostility and maintaining a realistic perspective; remaining uninfluenced by personal feelings or prejudice in making decisions.
  • 7.Judgment: Applying past experience to current decisions; making timely and sound decisions, even under conditions of uncertainty; assessing and managing risks; identifying and making use of appropriate resources; remaining open to and considering information from various sources.
(Items indicated by italics/double underline have been added or revised)
Eddie T. Johnson
Superintendent of Police
18-110 SB