Chiefs Interview

Question 1

Why is morale important and what would you do to improve moral

Answer 1

• Role of sergeant multi-faceted, one of most important roles is to create environment that supports and improves morale
• Strong morale leads to increased productivity and cohesive teamwork
• Recognize hard work such as proactive arrests, significant investigative follow-up, positive community engagement
• Seek training opportunities and encourage officer participation
• Concentrate / highlight positives in briefings
• quickly address issues that arise that I can impact, such as equipment issues
• team events

Question 2

What was a time when you intervened between an officer and public

Answer 2

• Call of woman begging who had small child with her. RP felt bad and offered a drink while person was detained. Officer was very short with the RP and immediately said no to providing a drink
• I noticed the RP was upset with the officers response and I understood the likelihood that the RP had no idea about the background of the organized crime related to the Romanian begging crews, and the officer could have exercised more patience and explained to the RP
• I took the time to meet with the RP after the call and explained the above

Question 3

Time when you intervened between 2 officers engaged in a conflict

Answer 3

• Drone team shed clean up and broken items
• Created checklists and assigned specific personnel to complete these tasks

Question 4

How would you deal with a problem employee

Answer 4

• I would handle a problem employee with fairness, consistency and purpose
• First I would clearly identify the issue
• Also review past evaluations to see if the issue was previously addressed and if corrective actions were taken
• I would meet 1 on 1 with the employee. I would explain the issues I recognize and provide an opportunity to hear from them and understand their perspective
• After gathering all of the facts, I would make a determination if the issue is rooted in training, misunderstanding, personal stressors, or intentional misconduct
• If the behavior did violate policy then I’d follow department procedures and generate a personnel complaint. If it didn’t rise to policy violation, I’d clearly outline expectations and provide verbal guidance and/or training
• I would continue to monitor progress to ensure corrective action was effective. If not effective, I would escalate appropriately

Question 5

How would hold officers accountable?

Answer 5

• we are a paramilitary organization, rules policies procedures exist for a reason, if they’re violated it needs to be addressed appropriately
• Accountability starts with communicating clear expectations
• I would ensure my expectations as a supervisor are thoroughly explained to my team
• If I observe or am made aware of behavior that would rise to the level of a policy violation I follow department procedures and generate a personnel complaint
• if the incident/behavior was not a policy violation, I would provide verbal guidance, or specific training
• I would properly document the issue and corrective plan of action

Question 6

Upon arriving at a critical incident, you observe an officer using questionable tactics and demeanor, how would you handle this situation

Answer 6

• I recognize this is an important role of a supervisor, to guide officers and ensure officers act within policy, with professionalism
• my actions would depend on the severity of the behavior. If the behavior is illegal, immoral, or a policy violation, I would intervene immediately by ordering the officer to stop the behavior and separate them from the situation.
• if the behavior did not rise to that level but was still unprofessional or should have been handled differently, I would address the issue with the officer following the call.
• Provide the officer an opportunity to explain their position
• I would communicate the issues I saw and would provide direction and guidance as to how the call should have been handled
• I would

Question 7

Closer

Answer 7

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