The Police Captain Recruitment Process:
The first step in the application process is the submission of a resume. The resume will be a pass/fail exercise. Only those passing the resume and supplemental application evaluation will be invited to participate in the written exam.
Resumes will be scored on the following: Provide a resume of no more than three (3) full pages, detailing your training, work experience, education, and life experiences that have prepared you for the role of Captain in the Boise Police Department. At a minimum, your resume will specifically address your experiences and abilities related to the Knowledge, Skills, and Abilities detailed in this posting. Do not attach materials not requested.
The second evaluated step will be a scored written exam. Only those scoring above the cutoff score of the exam will be placed on the eligibility list.
Following the establishment of the eligible list published by Human Resources, the third and final evaluation stage will include oral board interviews including but not limited to community members, Union Leadership, City leaders, and members of the Command Staff
The top candidates will be invited to meet with the Chief of Police and Deputy Chief of Police.
Following the selection process, a selection recommendation will be made to the Chief and Deputy Chief of Police. Executive staff and appropriate command staff will review all information derived from the selection process. The Chief of Police, or his designee, will select the most qualified candidates.
Please note, the Chief of Police is authorized to make an exception to the rule, at his discretion, when weighing job tests alongside interviews, application materials, supervisor evaluations, training records, report writings, and discipline history. Those candidates not selected but who received a qualifying rating; will be placed on an eligibility list.
Process Timeline:
8/10/22 - 8/28/22 Application PeriodSelection Process Study Materials:
An Evidence-Assessment of the Recommendations of the President’s Task Force on 21st Century Policing. Lum, C., Koper, C.S., Gill, C., Hibdon, J., Telep, C. & Robinson, L. (2016)
Boise Police Department Guiding Principles
To provide a safe and healthy workplace for all City of Boise employees, residents, and community members, new employment offers are contingent upon the applicant providing proof of up-to-date COVID-19 vaccination process according to current CDC guidance to the City, on a confidential basis, or receiving an exemption from the vaccination requirement as a legally required medical or religious accommodation two weeks prior to the applicant’s scheduled start date.
Knowledge, Skills, and Abilities
Building and Supporting Teamwork:
Ability to clarify expectations and standards of the team; coach team members to work as a cohesive unit; ability to identify team conflict and facilitate productive and timely resolutions; and ability to work collaboratively with other departmental leaders to ensure effective coordination throughout the Department.
Communication Skills:
Ability to challenge viewpoints appropriately, respectfully, and effectively when speaking and writing; communicate in a diverse community through the understanding of cultural and organizational competencies; maintain positive working relationships with subordinates, peers, supervisors, and members of the community; ability to disseminate information, direction, and decisions in an effective manner; communicate critical issues through the chain of command; encourage feedback and input from others; prepare clear and concise reports, memoranda, studies, and other formal and informal written communication while using proper grammar, spelling, punctuation, vocabulary, and formatting; ability to deliver presentations to diverse groups.
Critical Thinking/Strategic Planning:
Knowledge of strategic planning and incident command systems; plan and prepare for crisis; balance focus on both strategic and tactical matters and provide tactical direction; maintain a department-wide focus; and demonstrate skills with conceptual thinking.
Leadership:
Knowledge of departmental goals, mission, and objectives; demonstrate sound leadership principles and practices; communicate the Department's vision and goals with enthusiasm and passion; build trust with those contacted in the course of work; lead by example, especially in challenging times; create organizational excellence and consistency; reinforce high standards and results; ensure a work environment free of bias and prejudice; be approachable, accountable and responsible for decisions and actions.
Managing Organizational Change and Growth:
Knowledge of current trends, challenges, management practices, and procedures in law enforcement; ability to plan for change, anticipate obstacles, use staff studies, and gather resources; implement change effectively, review progress and adjust, as necessary; measure the impact of change on the Department; create a working environment that emphasizes diverse ideas, empower others to elevate critical thinking skills and promote a growth mindset.
Managing/Developing Others:
Knowledge of supervisory practices and procedures; knowledge of collective labor agreements and human resources processes; ability to set clear expectations of individuals and hold them accountable; coach and guide subordinates and provide timely feedback; ability to recognize performance and show appreciation; measure progress related to goals and objectives; address performance issues and use corrective action processes as appropriate; ensure employees receive appropriate and/or required training; adapt management style to the situation; ability to build and maintain a creative work environment, and ability to delegate and empower others.
Modeling the Department's and City’s Values:
Ensure that all personal and professional interactions recognize the strength of diversity in our community and understand viewpoints from differing backgrounds are valued; recognize that diversity strengthens the health and vibrancy of the Department’s workforce; actions are consistent with the Department values: Safety, Service, Leadership, Creativity, Accountability, and Professionalism; and ability to own the importance of building a department that reflects the community.
Operational Effectiveness:
Knowledge of and ability to interpret and apply departmental policies, procedures, rules, and regulations; ability to utilize crime management systems; knowledge of budgetary practices and procedures; ability to manage major City and Department operations. Ability to address complex issues; provide and shift resources, as needed, to accomplish a variety of missions; develop and manage an assigned division; facilitate and lead meetings that solve issues and produce results, and effectively utilize technology.
Partnering With Community Stakeholders:
Knowledge of community-oriented policing concepts and strategies; ability to implement community-oriented policing strategies; knowledge of community issues and events; ability to serve as a departmental representative to community groups, including other city entities, community leaders, and non-governmental agencies; and ability to serve as a point of contact between Department and media, when necessary.
Problem Solving/Decision Making:
Ability to consider values, policies, facts, and other relevant considerations when making difficult decisions; knowledge of emerging problems and skills to deal with them effectively; gather input, analyze facts, and seek creative solutions before making decisions; ability to act decisively within legal, policy, and ethical frameworks, when warranted; and ability to make decisions that are fair, unbiased, and neutral.
Required Knowledge, Experience, and Training:
Must hold a bachelor’s degree from an accredited institution of higher education or equivalent level of professional experience.
Eligible applicants must currently hold the rank of Police Lieutenant (or above) or equivalent at a mid to large-sized agency serving a major metropolitan area.
Applicants will have been in that rank for a period of at least one (1) year by the closing date of this announcement, 8/28/22. The (1) one-year time requirement may include time in which the applicant was in the position of an Acting Lieutenant or a temporary appointed Lieutenant. Time in rank will be verified by Human Resources.
Must poses a Management certificate from Idaho POST or the equivalent from another state agency responsible for peace officer standards and training.
Preferred Knowledge, Experience, and Training:
Satisfactory completion of a graduate program in leadership, management, or public administration, or successful completion of the Federal Bureau of Investigation National Academy, Northwestern University School of Police Staff and Command, Police Executive Research Forum Senior Management Institute for Police, or similar leadership and management training program.
Time served in positions above the rank of Lieutenant, including temporary assignments.
Licensing and Other Requirements:
Idaho Peace Officer Standards Training (POST) certification or other state equivalents with the ability to acquire Idaho POST certification within 12 months, and law enforcement management certificates.
Valid state-issued driver’s license or must be able to obtain as required per Idaho statutes at the time of hire.
Individuals must be capable of operating vehicles safely and have an acceptable driving record.
Special Requirements:
All applicants must be able to successfully pass the City of Boise background processes, which include reference and criminal history checks. Applicants must be able to pass or have previously passed Idaho POST certification and City of Boise requirements as it relates to:
Driving record
Credit history check
CJIS and Transportation Security Administration
Polygraph exam as determined by the Chief of Police
Idaho POST physical fitness test
Illegal drug screening
Post-offer medical examination
Post-offer psychological evaluation
Drug Free Workplace
In accordance with the City of Boise Drug Free Workplace Regulation, this position is designated as safety sensitive and is subject to testing requirements including Post Offer Applicant Testing, Random Testing, Reasonable Suspicion, Post -Accident, etc. Applicants will be required to submit to screening for illegal drug use prior to hire. Appointment to this position is contingent upon a negative pre-employment drug test.
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