Police Sergeant (Promotional) - COMING SOON! bei City of Napa, CA

About the Department

Driving Principles: The Napa Police Department is unified in Safety, Support, and Service.

• Safety of the Community
• Support the Future
• Service Over Self

The Police Department's goal through this selection process is to identify those candidates that are currently ready to take on the role of Police Sergeant and to identify competency strengths and areas for development for all officers that, through applying for the Police Sergeant role, have demonstrated interest in furthering their career with the City and ensuring a path for continuing development.

Interested candidates are encouraged to attend Information Sessions to learn more about the expectations for the role as well as selection process preparation. The Information Sessions will be held on Tuesday, October 7, 2025 at 2:00 PM and Friday, October 17, 2025 at 4:00 PM in the HR Training Annex (located within the HR Department at 1541 Second Street). If you would like to attend the Information Session virtually via Microsoft Teams, then please email the Human Resources Department for instructions on how to participate remotely. 

• Tuesday, October 7, 2025 - Information Session #1
• Wednesday, October 8, 2025 - Application Submittal Period Opens 
• Friday, October 17, 2025 - Information Session #2
• Sunday, October 19, 2025 - Application Submittal Period Closes (Applications due by 11:59 PM) 
• Week of November 3, 2025 - Police Sergeant Testing Process
• November 17, 2025 - Regular Civil Service Commission Meeting (Promulgation of Eligibility List)
• November 18, 2025 - Chief's Interviews

• Technical/Professional Knowledge and Skills: Having achieved a satisfactory level of technical and professional skill or knowledge in functional areas related to the position of Police Sergeant; maintains a solid understanding of policies, procedures and the law; keeps up with current developments and trends in law enforcement.
• Decision Making: Demonstrate an ability under pressure to identify priorities and assert command and control over a major incident or incidents to promote public safety through managing, deploying and directing personnel and resources; think critically; communicate effectively; understand and employ the Incident Command System (ICS) as appropriate. Identify and understand problems and opportunities by gathering, analyzing, and interpreting quantitative and qualitative information; taking action that is consistent with available facts and constraints and optimizes probable consequences.
• Building Trust: Interacting with others in a way that gives them confidence in one's intentions and those of the organization.
• Emotional Intelligence: Establishing and sustaining trusting relationships by accurately perceiving and interpreting own and others’ emotions and behavior; using insights to effectively manage own responses so that one’s behavior matches one’s values and delivers intended results; listens and shows understanding, courtesy, tact, empathy, concern and professional courtesy.
• Managing Conflict: Dealing effectively with others in an antagonistic situation; using appropriate interpersonal styles and methods to reduce tension or conflict between two or more people.
• Mentoring: Providing timely guidance and feedback to help others strengthen specific knowledge/skill areas needed to accomplish a task or solve a problem.
• Leadership Disposition/Inspiring Others: Demonstrating the traits, inclinations, and dispositions that characterize successful leaders; exhibiting behavior styles that meet the demands of the leader role/using interpersonal styles and methods to inspire and guide individuals toward higher levels of performance.
• Community Policing: Fostering trust within the community; understanding community dynamics to enhance crime prevention. Engaging community residents in developing strategies for neighborhood safety.
• Continuous Learning / Self-Development: Actively identifying new areas for learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application.
• Optimizing Diversity: Establishing and supporting organizational systems, policies, and practices that reduce barriers and use the capabilities and insights of individuals with diverse backgrounds, cultures, styles, abilities, and motivation.

1. Have permanent status in the classified service at the City of Napa.
2. Have received an overall satisfactory rating on most recent evaluation report.
3. Be receiving a salary less than the salary of the position for which the exam is given.
4. Possess the minimum qualifications of the class.

Other Qualifications

***NOTE: CITY OF NAPA EMPLOYEES SHOULD USE A PERSONAL EMAIL DURING THE APPLICATION PROCESS, NOT THEIR WORK EMAIL*** 

MISSION STATEMENT for the City of Napa
Rooted in public service, our mission is to grow a vibrant, sustainable community for all who live in, work in, and visit the City of Napa, through thoughtful leadership and dedication to excellence. 

CORE VALUES for the City of Napa

• Integrity - Consistently demonstrating the highest level of ethical conduct with accountability and pride.

• Service - Engaging in meaningful work to care for our community through resourceful dedication and humble actions.

• Inclusion - Creating a sense of ease and belonging through respect, acceptance, and mindfulness of our collective diversity.
  
  

• Collaboration - Working together with a shared purpose while respectfully considering all voices to achieve common goals, solutions, and greater outcomes.
  
  

***NOTE:  CITY OF NAPA EMPLOYEES SHOULD USE A PERSONAL EMAIL ADDRESS DURING THE APPLICATION PROCESS***

• We will review your application and all supplemental materials to select the best qualified applicants to continue in the selection process. Application appraisal includes a review of qualifications, education, training, and experience related to the job, as well as supplemental questions if applicable.
• Applicants moving forward in the selection process may be asked to participate in any combination of the following (at any phase of the selection process): online assessment, written examination, job-related exercise, phone interview, and panel interview. These testing steps may be conducted on a pass/fail basis, and/or percentage-based scoring methodology. 
• Based on the City Charter, the final phase of the selection process is the Probationary Period, which in most cases is six (6) months but may be twelve (12) months depending on the classification.  
• When three or fewer candidates are available, the testing procedures outlined in the Job Announcement may be waived by the Human Resources Department.

• If you need assistance with the recruitment and selection process in Spanish, contact us at 707-257-9505. These request will be assessed on a case-by-case basis. 
• Si necesita ayuda con el proceso de reclutamiento y selección en español, contáctenos al 707-257-9505. Estas solicitudes se evaluarán caso por caso.