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15.5 PROMOTIONAL & ADVANCEMENT PROCESS Page 1 of 8 EDGEWOOD POLICE DEPARTMENT GENERAL ORDER #15. 5 PROMOTIONAL & ADVANCEMENT PROCESS Revised Date: January 25, 2024 The purpose of this policy is to establish guidelines for the administration of examination devices used in the promotional process of sworn personnel within the agency. This order consists of the following numbered sections. I. Scope II. Definitions III. General IV Promotional Process – Non -Management Position V. Advancement VI. Review and Appeal of the Non -Manag ement Promotional Process VII. Promotion/Selection Process – Management Position VIII. Promotional Process – Civilian Position I. SCOPE A. The agency shall have a promotional process. B. The promotional process is of vital importance to the agency. C. The promotional process provides for a fair, equitable, job related and non- discriminatory means of advancement for all personnel who participate. II. DEFINITIONS A. Non -management Positions 1. Positions that are supervisory in nature . 2. Positions wherein the individual holds a rank of sergeant or below. B. Management Positions 1. Staff positions wherein there is policy making responsibility . 2. Positions wherein the individual holds the rank of lieutenant or hi gher . C. Civilian Positions 1. Positions wherein the individual is not a sworn officer . D. Promotion 1. Advancement to a more senior job or a higher rank, grade , or position . III. GENERAL 15.5 PROMOTIONAL & ADVANCEMENT PROCESS Page 2 of 8 A. The rank structure for sworn officers will be: 1. Chief of Police 2. Deputy Chief of Police 3. Captain 4. Lieutenant 5. Sergeant 6. Corporal 7. Police Officer First Class 8. Police Officer 9. Probati onary Police Officer All ranks may not be used. B. The agency shall provide non -management and civilian members with a written announcement of the promotional process which shall include the following: 1. A description of the positions for which vacancies exist . 2. A schedule of dates, times , and locations of all elements of the process . 3. A description of the eligibility requirements for the position . 4. A description of the process to be used in selecting members for the vacancy/s . 5. The announcement shall be promulgated not less than 60 days before the examination . C. Eligibility lists 1. Eligibility lists shall be utilized for non-management and civilian positions . 2. Eligibility lists for non -management and civilian positions shall be as described in Sections IV and VII of this policy . 3. Eligibility lists shall not be utilized for management positions . IV. PROMOTIONAL PROCE SS – NON -MANAGEMENT POSITION A. Officers aspiring for promotion to the rank of sergeant must meet the following eligibility requirements: 1. Not currently on probation . 2. Two and one -half (2 ½) years minimum full -time sworn law enforcement experienc e. 3. Maintain an overall rating of “Acceptable” or better on his/her most recent performance review . 4. In Good Standing as defined in the Collective Bargaining Agreement. B. The procedure for making an application for participation in the promotional process shall be: 1. All eligible officers wishing to participate in the promotional process shall add their name to the posted sign-up list which shall accompany the promotional announcement. 2. The list will require the officer’s signature but does not require chain of command approval or acknowledgement. C. Promotional process sign up list/s shall be returned directly to the Chief of Police when the time period for the posting of the list has expired. 15.5 PROMOTIONAL & ADVANCEMENT PROCESS Page 3 of 8 D. Candidates who meet the minimum qualifica tions for the position and apply by the closing date listed in the promotional announcement shall be notified in writing of the elements of the promotional process to include: 1. Date, time and location of each element of the promotional process . 2. A br ief description of the promotional process elements, measurements instruments to be utilized, cut off scores, and rating scales . 3. A bibliography of source materials . E. Candidates may withdraw from the promotional process at any time after the initial application without prejudice. F. The Chief of Police, or his designee, has responsibility for the development of the measurement instruments utilized in determining the knowledge, skills, and abilities of employees eligible to participate i n the promotion al process. G. The Chief of Police will determine the testing methods and methods utilized to evaluate experience, education, training and seniority during the promotional process. H. The promotional process is subject to statistical documentation to ensure validity, reliability and to minimize adverse impact. The measurement instruments selected for use in evaluating promotional potential will relate specifically to the duties and responsibilities of the position for which candidates are being examine d. A variety of instruments may be utilized in the process including: 1. Assessment of a candidate’s training and educational background . 2. Work experience . 3. Written examination . 4. Oral examination and/or interview . 5. Review of a candidate’s p ersonnel file to include disciplinary and or commendatory actions. I. Testing procedures for sergeant promotion shall be: 1. A subjective written examination prepared by a committee appointed by the Chief of Police pert aining to, but not limited to, polic e procedures, supervisory techniques, criminal and civil law, and agency policy and procedures will be administered