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City of Los Angeles Personnel Department
Mur~el M. Morse, General Manager
Room 201 ~ City Hall South
Los Angeles, CA 90012
FOR IMMEDIATE RELEASE
February 23 1 1978
Final results in the examination for Chief of Police were released
today by Muriel M. Morse, General Manager of the City's Personnel
Department. The examination prdcess w4ich began last October with the
announcement of the retirement of former Chief of Police, Edward M.
Davis, w~s concluded yesterday.
"This is the first time the City has opened the examination to competi­tion
from outside the Los Angeles Police Department," Mrs. Morse
stated. "In accordance with our procedures, two separate lists of
eligible candidates have been created. The Promotional List contains
the names of fifteen individuals who are currently members of the
L.A.P.D. The Open List contains the names of the five candidates from
outside City service who completed the examination."
Listed below are the names and final scores of persons on each list:
PROMOTIONAL LIST
Written
Test Interview Seniority Final
Name Score Score Credit Average
Daryl F. Gates 77.40 95.83 3.15 91.61
Assistant Chief
Robert L. Vernon 83.34 90.50 1.45 89.09
Deputy Chief
Charles D. Reese 77.56 89.67 2.07 86.90
Deputy Chief
Homer F. Broome 74.84 92.00 .65 85.79
Commander
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Written
Test Interview Seniority Final
Name Score Score Credit Average
George N. Beck
Deputy Chief 78.53 85.33 2.30 84.91
Louis J. Reiter 83.56 83.17 .38 83.71
Commander
Marvin D. Iannone 71.99 88.50 1.50 83.40
Deputy Chief
Joseph A. Gunn 68.87 88.83 1.11 81.96
Commander
Barry M. Wade 76.43 83.50 1.00 81.67
Deputy Chief
Stephen M. Downing 84.41 78.67 .50 81.47
Commander
Daniel R. Sullivan 70.06 88.00 .so 81.32
Commander
Robert A. Devin 69.80 80.67 1.87 78.19
Commander
James C. Hardin 74.62 74.67 .37 75.02
Commander
John G. Konstanturos 67.21 78.00 .45 74.13
Commander
James D. Munger 65.20 72.67 .50 70.18
Commander
OPEN LIST
Written
Test Interview Military Final
Name Score Score Credit Average
Dale H. Speck 78.24 84.50 10.00 92.00
Director, Division
of Law Enforcement
California State
Department of Justice
George - P. Tielsch 83.59 94.00 89.84
Chief of Police
Santa Monica, _Calif.
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Name
Arlyn J. Brown
Chief of Police
Fort Worth, Texas
James C. Parsons
Chief of Police
Birmingham, Alabama
Lee P. Brown
Director of Justice
Services
Multnomah County, Ore.
Written
Test
Score
72.35
72.23
80.38
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Interview
Score
80.67
93.00
87.33
Military
Credit
10.00
Final
Average
87.34
84.69
84.55
During the next four working days candidates will be able to review
their test papers and interview scores. Any concerns raised during
this period are expected to be placed before the Civil Service Commis­sion
on Friday, March 3, 1978, for consideration.
After the eligibility lists have been given final approval by the
Civil Service Commission, the selection process will move to the
Police Commission.
Although some individuals on the Open List have been credited with
ten points for their military service, the City Charter provides
that these points cannot be considered __ in _m aki_ng a selection.
Accordingly, none of the candidates on the open list will be eligible
for appointment and the Police Commission will be required to make
their selection from those on the Promotional List. The Charter
further provides that the selection must be made from among the top
three scorers in the examination who make themselves available for
the job.
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Mrs. Morse noted that the selection process has been lengthy and
involved. It began with a thorough analysis of the job of Chief of
Police. "We interviewed many people who directly interact with the
Chief. Included in the group were all members of the Police Com-mission,
representatives of City management, the political, business
and legal communities, and law enforcement administrators." Mrs.
Morse stated that the purpose of the analysis was to identify the
major problem areas that would be facing the next Chief of Police,
and to gain an understanding of those knowledges and abilities that
would be vital to success in the job.
"During the re~_Euitment phase of the process we conducted an exhaustive
search to identify the nation's outstanding law enforcement adrninis-trators.
Over 250 high level officials, administrators, and educators
were asked to assist. In addition, information about the examination
was widely distributed throughout the nation in major periodicals and
newspapers. As a result of this process twenty-two applications were
received. These were submitted to a panel of four experts in the field
of law enforcement administration. The panel identified nine appli-cants
they considered to be outstanding. Although four of these per-sons
eventually withdrew from the competition, the remaining five
completed the examination and ran a very good race against the promo­tional
candidates," she said.
After a series of public hearings, it was determined that the
examination would consist of a written test which would be worth 40%
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of each candidate's final score, and an interview which would account
for the remaining 60% of the final score.
Development of the written test proceeded concurrent with the recruit-ment
search. Mrs. Morse stated that "in preparing the written test
we selected questions and exercises that would enable us to evaluate
those a~ilities we . discovered were essential. We sought questions
that would fairly evaluate each candidate's potential to effectively
cope with the problems to be faced by the next Chief of Police."
A managment exercise known as an "In-Basket" was used to evaluate
each candidate~~ written communication skills, sensitivity, leader­ship
skills, judgment and decision-making, administrative skills and
initiative and independence.
In addition, the written test also included two essay problems which
gave the candidates the opportunity to demonstrate their knowledge of
current problems in the field of police administration.
The "In-Basket" required the candidates to assume that they had just
been appointed Chief of Police of a hypothetical city. They were
told to assume that their predecessor had just died, and that they
had only a limited amount of time to deal with the items left in the
in-basket of the former Chief before leaving to attend a two week
conference.
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Candidates were given descriptive material on the size of the hypo­thetical
city, the organization of the police department and the
city government, and other facts to assist them in completing the
exercise.
The 38 items in the "In-Basket" covered a wide range of issues
including budgetary matters, personnel, labor relation, affirmative
action, political, inter- and intra-organizational, community and
press problems. Candidates were instructed to let their subordinates
know how they intended to handle each item so that action could be
taken during the two weeks they _would be at the conference.
The first essay problem was on the subject of police discretion.
This question required candidates to discuss the approaches they
would take and the problems they would expect to encounter in develop-ing
guidelines in this area. The guidelines were to focus on the
efforts of field officers on those activities which would maximize
their effectiveness and productivity.
The other essay problem required candidates to identify the major
problems confronting law enforcement administrators today and to
discuss the actions they would take to deal with those problems.
Prior to administration of the written test, the "In-Basket" exercise
and the essay question on police discretion were reviewed for accuracy
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and appropriateness by the Chief of Police of one of the country's
major police departments. Because the second essay question required
candidates tu discuss the major problems confronting police adminis­trators
it was not necessary to have it reviewed.
Each of the questions or problems was graded by experts in the ~
appropriate field. The "In-Basket" exercise was graded by a consult- \
ing firm with extensive experience in assessment center evaluation ~ ­techniques,
"In-Baskets 11
, and other management selection exercises. _,
The final step in the examination process has been the interview.
The interview panel worked for three consecutive days interviewing
and evaluating the qualifications of all the candidates. The scores
assigned by the panel have been included in the above lists.
After completing their deliberations, the interview panel wished to
make several general comments on the qualifications of the candidate
group. These have been included in the accompanying news release.
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