Morse, press release, 1978-02-23 |
Save page Remove page | Previous | 17 of 27 | Next |
|
small (250x250 max)
medium (500x500 max)
Large (1000x1000 max)
Extra Large
large ( > 500x500)
Full Resolution
All (PDF)
|
This page
All
|
.,. ~ ; · / 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 -MORE- ,. .. - .... _..._ ___ __ p , -2- 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. -MORE- '~ • ' . . 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 -3- 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. -MORE- . . " ------ ..... -4- 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% -HORE- . ,. I ----~ .. -5- 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. -MORE- -6- 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 -MORE- . . r -7- 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. - - - - -30- - - - -
Object Description
Title | Gates' training procedures (1 of 3), 1977-1991 |
Description | Los Angeles Police Department chief Darryl Gates training procedures (1 of 3), 1977 February 25 - 1991 April 7. PART OF A SERIES: Materials in the series fall into one of several categories related to the Independent Commission's work product: (1) Commission meeting materials, which include meeting agendas, work plans, memoranda, and articles about police misconduct that were circulated and reviewed during the Commission's internal meetings; (2) public correspondence, which includes citizen complaints against the LAPD in the form of written testimony, articles, and an audio cassette tape, as well as letters drafted by citizens in support of the LAPD; (3) summaries of interviews held with LAPD officers regarding Departmental procedures and relations; (4) public meeting materials, which include transcripts, supplementary documents, and witness statements that were reviewed at the Commission's public meetings; (5) press releases related to the formation and work product of the Commission; and (6) miscellaneous materials reviewed by the Commission during its study, including LAPD personnel and training manuals, a memorandum of understanding, and messages from the LAPD's Mobile Digital Terminal (MDT) system. |
Coverage date | 1977-02-25/1991-04-07 |
Publisher (of the digital version) | University of Southern California |
Date created | 1977-02-25/1991-04-07 |
Type | texts |
Format | 153 p. |
Format (aat) |
announcements charters codes (records, regulations) correspondence guidelines job descriptions memorandums minutes (administrative records) press releases programs (documents) rules of procedure surveys (documents) |
Format (imt) | application/pdf |
Language | English |
Contributing entity | University of Southern California |
Part of collection | Independent Commission on the Los Angeles Police Department, 1991 |
Series | Independent Commission File List |
File | Training Procedures |
Box and folder | box 25, folder 32 |
Provenance | The collection was given to the University of Southern California on July 31, 1991. |
Rights | This work is licensed under a Creative Commons Attribution 4.0 International License. https://creativecommons.org/licenses/by/4.0/ All requests for permission to publish or quote from manuscripts must be submitted in writing to the Manuscripts Librarian. Permission for publication is given on behalf of Special Collections as the owner of the physical items and is not intended to include or imply permission of the copyright holder, which must also be obtained. |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Repository name | USC Libraries Special Collections |
Repository address | Doheny Memorial Library, Los Angeles, CA 90089-0189 |
Repository email | specol@dots.usc.edu |
Filename | indep-box25-32 |
Description
Title | Morse, press release, 1978-02-23 |
Description | 1978 police chief exam material - press release - re: February 1978 final results in the examination for chief of police of Los Angeles, Daryl F Gates scores highest |
Coverage date | 1978-02-23 |
Date created | 1978-02-23 |
Type | texts |
Format | 7 p. |
Format (aat) | press releases |
Format (imt) | application/pdf |
Contributing entity | University of Southern California |
Series | Independent Commission File List |
File | Training Procedures |
Box and folder | box 25, folder 32, item 17 |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Full text | .,. ~ ; · / 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 -MORE- ,. .. - .... _..._ ___ __ p , -2- 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. -MORE- '~ • ' . . 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 -3- 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. -MORE- . . " ------ ..... -4- 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% -HORE- . ,. I ----~ .. -5- 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. -MORE- -6- 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 -MORE- . . r -7- 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. - - - - -30- - - - - |
Filename | indep-box25-32-17.pdf |
Archival file | Volume84/indep-box25-32-17.pdf |