Current through Register Vol. 49, No. 9, September, 2024
This Specification supplements Section
1002(3) (h) of
the Regulations. The personal interview is for the purpose of providing the
applicant with the opportunity to discuss his goals and objectives with top
management personnel within the department.
It also provides the department head or his staff the opportunity
to observe an applicant to determine such things as the applicant's ability to
communicate effectively and to observe his or her appearance, demeanor, and
attitude.
An applicant will be personally interviewed by the department
head or his representative prior to employment.
1. Verification of the personal interview may
be indicated in the space provided on the backside of the Initial Employment
Report, Form F-1, 32(h).
2. For the
agencies' convenience, the Qualifications Appraisal Guide, Form F-11, is
provided. It is not intended to replace any form used locally. It is offered
only for those agencies that do not have such a document.
3. The interview should consist of, but not
limited to, developing information in the following areas:
(a)
APPEARANCE, MANNER AND
BEARING(1) Will the applicant's
appearance, manner or bearing help or hinder in the job?
(2) Will the applicant be impressive when
speaking or talking to the public or in court?
(3) Does the applicant appear to have the
necessary motivation and incentive to save as a law enforcement
officer?
(b)
ABILITY TO PRESENT IDEAS(1) Will
his or her ability to express themselves be adequate for this job?
(2) Is the applicant logical, convincing or
persuasive?
(c)
SOCIAL ADAPTABILITY(1) Is he or
she at ease, friendly and confident?
(2) Will the applicant have the tact and
adaptability necessary to deal with public offenses, irate citizens, coworkers,
etc., under difficult conditions?
(3) Would he or she tend to be submissive,
overbearing or impatient?
(d)
ALERTNESS
(1) Does he or she grasp ideas quickly or
does the applicant appear to be slow to understand?
(2) Do his or her responses indicate they
would be quick to understand the problems of the job or would he or she
understand only the more obvious points?
(e)
JUDGMENT
(1) Does applicant consider all facts before
reaching a decision?
(2) Will he or
she know when to act and when to get more information before taking law
enforcement action?
(3) Does the
applicant know when a situation justifies departure from agency policy and when
it doesn't?
(4) Would you trust his
judgment?
(f)
ADEQUACY OF BACKGROUND(1) Will
the applicant's background be suitable for the duties of a law enforcement
officer?
(2) Has the applicant
previously met all selection requirements?
(3) Has he or she met your minimum training
requirements for the position?
(4)
Is the applicant eligible for certification as a law enforcement officer in
this state?
(g)
OVERALL EVALUATION(1) After
comparing the applicant with the above factors and other qualifications, would
you select him/her for employment as a law enforcement officer in your
department?
(2) To what extent does
he or she meet your selection criteria?
(3) Personal interview verification will be
retained by the employing agency and must be available for examination at any
reasonable time by representatives of the Commission.
