Chicago Police DepartmentEmployee Resource E05-26
Chicago Police Executive Development Program for Sergeants
Issue Date:13 February 2009Effective Date:13 February 2009
Index Category:Career Development
This directive:
  • A.introduces the Chicago Police Executive Development Program for Sergeants.
  • B.informs sworn members that merit nominations are being accepted for the Chicago Police Executive Development Program for Sergeants.
  • C.defines the eligibility requirements, merit procedures, and selection process for the Chicago Police Executive Development Program for Sergeants.
  • D.introduces the merit nomination process for the Executive Development Program for Sergeants.
II.Program Overview
  • A.The Chicago Police Executive Development Program for Sergeants is designed to provide both a theoretical and practical application of the knowledge, skills, and abilities necessary for leaders engaged in 21st century law enforcement. The program is a five-week intensive course of study that will assist in the development of future leaders and managers within the Chicago Police Department.
  • B.The Commanding Officer, Continuing Education and In Service Training, Education and Training Division, will serve as the liaison for the Executive Development Program for Sergeants.
  • A.Selection procedures will be consistent with the procedures outlined in Department directive entitled “Merit Board.”
  • B.Selected members will be required to attend a five-week program that consists of:
    • 1.two separate weeks of in-class instruction to be conducted at the Illinois Beach Resort and Conference Center, 1 Lake Front Drive, Zion, Illinois, 60099.
    • week of in-class instruction to be held at sites to be determined.
    • 3.two weeks of independent field projects and research.
      Selected sergeants must attend all five weeks of the Executive Development Program for Sergeants.
IV.Nomination and Application Process
  • A.Nomination Committee members:
    • 1.will submit nominations consistent with Department directive entitled “Merit Board.”
    • 2.are encouraged to consider members of their command before nominating members assigned to units outside of their command.
      Nominating members will ensure the nominee will be able to participate throughout the dates indicated in this directive.
    • 3.will ensure that all nominations include a resume and supporting documentation. Nominations that do not include a resume will not receive consideration.
  • B.The Merit Board will review and evaluate the nominations and make recommendations to the Superintendent of Police.
  • C.The Superintendent of Police will make the final program selection.
Sergeants nominated for the program must:
  • A.currently be on the lieutenants’ merit eligibility list.
  • willing to work intensive and unpredictable schedules.
  • 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.
  • F.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.
VI.Command Staff Nominations Committee
  • A.In considering recommendations to this program, Nomination Committee members will refer to the section of this directive entitled “Important Performance Dimensions.”
  • B.Committee members will submit nominations via the CLEAR System by selecting “Merit Nominations,” then “Executive Development,” and submitting the required information.
VII.Selection Process
  • A.The Merit 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.
    • required to attend a mandatory briefing at the Education and Training Division
VIII.Important Performance Dimensions
Below is a list of the performance dimensions that are important to consider when evaluating Department members for nomination to the Chicago Police Executive Development Program. These seven dimensions are based on important job-related characteristics identified in most recent analysis of the rank of lieutenant. The definitions of the dimensions are focused on core values emphasized in the Chicago Police Department’s Mission Statement and the Law Enforcement Code of Ethics, as well as important management functions and qualities described in the Department’s Rules and Regulations and Together We Can.
  • 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: 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, 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.
Jody P. Weis
Superintendent of Police
09-011 AMR [EGV]