Chicago Police DepartmentEmployee Resource E05-28
Chicago Police Executive Development Program for Captains and Lieutenants
Issue Date:28 December 2012Effective Date:28 December 2012
Rescinds:12 July 2007 Version; E05-27
Index Category:Career Development
I.Purpose
This directive:
  • A.continues the Chicago Police Executive Development Program for Captains and Lieutenants.
  • B.continues the intranet application.
  • C.defines the eligibility requirements, application procedure, and selection process for the Chicago Police Executive Development Program for Captains and Lieutenants.
II.Program Overview
The Chicago Police Executive Development Program for Captains and Lieutenants 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 six-week intensive course of study that will assist in the development of future leaders and managers within the Chicago Police Department.
III.Scope
The selection procedures identified for this program will:
  • A.take precedence over the selection procedures for select management and educational programs identified in the Department directive entitled “Merit Board.”
  • B.require the selected members attend a six-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
    • 2.two weeks of in-class instruction to be held at a site to be determined.
    • 3.two weeks independent field projects and research.
      NOTE:
      Selected captains and lieutenants must attend all six weeks of instruction.
IV.Eligibility
Captains and lieutenants selected for the program must:
  • A.be willing to work intensive and unpredictable scheduling.
  • B.be willing to attend all in-class instructions and complete all assigned projects.
  • C.be willing to live away from home for the dates of the program.
  • D.be willing to change current day-off groups and furlough selections if it conflicts with the program schedule.
  • E.have a demonstrated record of positive performance.
  • F.have an acceptable medical and disciplinary record.
  • G.be willing to work and live closely with a group of fellow captains and lieutenants.
  • H.be willing to accept and learn from critical feedback and evaluation.
  • I.obtain a recommendation from an exempt member consistent with Item VI of this directive.
  • J.be willing to work all assignments under stressful circumstances.
V.Application Procedures
  • A.The application for the Chicago Police Executive Development Class for Captains and Lieutenants is available on the Department Intranet. The application can be obtained from the Department’s Intranet home page by selecting “Bureau Sites,” then, selecting “Bureau of Administration,” and then, selecting “Human Resources Division.” The member will choose “Chicago Police Executive Development Class for Captains and Lieutenants” and enter his or her PC number and star number in the format requested. A confirmation page is displayed after the member has successfully registered and should be printed for the member’s records.
  • B.In addition to the application, members must submit a resume. The resume must explain in detail the level of experience the member possesses. The resume must be submitted to the Human Resources Division, Career Development Section, by the end of the application process. The application process is not complete until the resume and letter of recommendation have been received. It is the responsibility of the member to ensure that the resume and letter of recommendation are received by the Human Resources Division, Career Development Section, prior to the close of the application period.
    NOTE:
    A resume confirmation will be returned to the member within ten days of receipt by the Human Resources Division, Career Development Section. Any member who does not receive a receipt should contact the Human Resources Division, Career Development Section.
  • C.Prior to submitting an application, members will obtain the name of the exempt member who will be forwarding the required letter of recommendation and list that exempt member’s name on the application form.
    NOTE:
    Only exempt members below the rank of Chief may write a letter of recommendation for an application. Additionally, no exempt member may write more than two letters of recommendation.
VI.Command Staff Members' Instructions
In considering recommendations to this program, exempt members will pay close attention to the Important Performance Dimensions listed in this directive. Letters of recommendation must be no longer than one page and include why the exempt member believes the nominated captain or lieutenant possesses the identified qualifications for this program. Letters of recommendation will be written in a To-From-Subject format, directed to First Deputy Superintendent, and forwarded to the Director, Human Resources Division, without command channel approvals
VII.Selection Process
The Merit board will 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.
VIII.Important Performance Dimensions
  • 1.Leadership / Motivating / Mentoring Others: 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; 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.
Items indicated by italic/double underline were added or revised.
Garry F. McCarthy
Superintendent of Police
12-003 RDR