Most police departments have in place a process to promote officers to higher positions. Typically they rely on “promotional examinations.” The purpose of the exam is to identify the most qualified candidates for a given position. Selection criteria usually include time in grade (off probation, performed at current rank one to two years), generalized knowledge as measured in a paper and pencil test, and an oral interview. It isn’t a perfect system, and there are certainly ways to screw the pooch.
For example, requiring the candidates to show up for the oral interview in uniform and groomed to meet uniform regulations. Sounds reasonable, but what if your pool of candidates contains officers from vice, narcotics, intelligence, and street crime; all plain clothes assignments that may be exempt from grooming regulations?
This isn’t about narcs they will persevere and excel. One way to pretty much guarantee failure of a promotion board is to inflict your criteria for consideration on the oral board and refuse to participate in satisfying their criteria.
Peoria, Ill., police officer interviewing for specialty assignment (pursuing asset forfeitures) declines to answer any questions until she has read aloud a “nine-page manifesto.” She does not get the gig. Seventh Circuit: She may not press her sex-discrimination or other claims.
Please, Please don’t make me go to work when it’s dark and I have to associate with all those terrible people, you know Patrol Officers.