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Oral Boards Made Easy Module 5
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often there exists confusion among the oral presentations that occur in promotion processes as I have said repeatedly rarely are two processes exactly the same also common is for elements of the testing process to be called by a variety of names it is not unusual to have oral board exams referred to as structured interviews or panel interviews to put some around the names that I am using to describe the elements covered in the oral boards made easy program the difference between an oral board and an interview is that an oral board is a verbal test scored by more than one Raider for which you receive a performance rating such as a numeric grade pass fail or something else that is tied to a scoring rubric or criteria conversely an interview does not have strict scoring guidelines it is based more on Impressions and expectations and is therefore much more subjective in my experience the most common format for promotion processes has a scored written component a scored oral component either an oral board or an assessment center and an interview with the final decision makers for the position such as the chief or police commission or other promotion Authority this module focuses on that last component of the process that I just described namely the non-scored interview it is important to keep in mind your audience when appearing at an interview as well as the organizational culture of law enforcement in general let's start with the L law enforcement cultures are hierarchical what that means is that there is an orientation toward consistency through rules and a clear structure of Authority for the purpose of order and accountability now I know that many agencies can lean toward being less formal on a day-to-day basis but in know most cases the premise of authority is usually lurking just below the surface in a true hierarchical culture the work at the front line is done in a manner consistent with the desires of those at the top of the chain of command that is not to say that changes may never occur but as an organizational culture style it is slow to change why is any of this relevant it has everything to do with your performance at the interview for the purposes of this course I am going to treat this mod as though you were appearing for an interview with your chief after the testing components have been completed but before a final decision has been made regarding which of the finalists promotion will be elevated if your Chief is in charge of your agency and if the chief wants the front-line Personnel to perform their duties in a certain way doesn't it make sense that you go into this interview with an understanding of what the chief is seeking after all as a supervisor regardless of the rank you are seeking you will be serving in the chain of command between the chief and the front line therefore you are a critical Lynch pin in the chief's success if you understand what the chief wants and you are effective at influencing those below you in the chain of command toward that end the hierarchical objectives of your Chief will be met however if you see yourself as a free agent who is more in touch with the front line than the chief and you see it as your responsibility to lead as you see fit regardless of the chief desires the higher iCal culture becomes weakened let's put it a different way assume that you owned your own business and you had 25 employees you hire a supervisor to oversee those employees to be sure that the work gets done the way that you want it done your supervisor however believes he knows more than you do your supervisor ignores your desires and does the job their way not yours you speak with this supervisor and reinforce the way that you want the work done the supervisor ignores you and it their way because he or she believes you are out of touch as a business owner what would you do I suspect that you would be replacing that supervisor quickly there's not much difference in your promotion interview in most cases your Chief wants to be reassured that you know what he or she expects of an effective supervisor and you you are prepared to perform your supervisory duties as the chief desires not as a free agent so for that reason you want to prepare for your interview by understanding that which is important to your Chief as well as those issues which cause the chief distress then be prepared to answer the chief's questions honestly and with the chief's perspective in mind if your interview is with someone other than a chief such as a commission or elected board you should be aware of their perspective and concerns for example many elected officials and commission members have less technical knowledge of law enforcement than a chief or Sheriff it is therefore likely that the questions that they will ask you will be less technical what these officials do often possess is a citizen perspective of law enforcement and how it can be better understanding the perspectives of the individuals who will be interviewing you should help you prepare accordingly I cannot emphasize enough that regardless of the form or manner in which you are being asked questions your answers must always always be honest however the amount of information that you provide the words you choose to use and the emphasis you put on certain comments may need to be adapted so that they are received as desired for example your Chief may wish to hear you speak about community policing in a way that emphasizes influencing your officers towards more systematic problem solving whereas an elected panel or commission may wish to hear about community policing as it applies to reaching out to the community proactive i l with information and in a timely respectful manner the best way for me to put this is for you to understand your audience and prepare accordingly due to its subjective manner questions that are more likely to appear in an interview will pertain to character traits or hypothetical situations here are some examples with demonstrated answers I recognize that at the next rank both my duties and my level of responsibility will change I view the most important of my supervisory responsibilities to be the creation of a bridge from the chief to the Frontline employees in doing that I will be seeking to help the chief be successful in achieving his or her desired outcomes it is therefore important that I understand the chief's vision of our agency and incorporate that Vision with our agency's mission with my clear understanding of these two foundations I can then influence those who report to me towards those goals as an influencer it is important that I know and understand those who report to me so that I can assess their motivations on an individual level this will allow me to align agency objectives with their individual fulfillment objectives with the intention of challenging and developing these employees beyond that I see my role as one of quality assurance I will be continuously evaluating the performance of of the employees assigned to me against our general orders to be sure that tasks are being completed appropriately while conducting these evaluations I will be seeking opportunities to identify and instill individual and team Improvement and that is what I believe is expected of me at the next rank regardless of whether I am conducting line or staff inspections the overall goal will be the adherence to policies alone the Improvement of personnel and practices occasionally there will be a need to conduct covert inspections for the purpose of identifying real deficiencies and I am prepared to conduct and report on such inspections however when it comes to inspecting my Personnel on a day-to-day basis I will be more likely to engaging in overt inspections with overt inspections my Personnel will know that I have an inspection mindset and I am continuously assessing the effectiveness of my Personnel I believe that when individuals are aware that inspections are likely that they tend to perform at the highest level to assure that their behaviors meet the expected threshold upon conducting inspections as soon as practical afterward I will provide feedback to either affirm good behavior or correct less than optimal Behavior I believe documentation of inspections is essential as our follow-up assessments to assure ongoing Improvement as a supervisor I am responsible for the Assurance of appropriate behavior by all officers under my command once promoted I will meet with the officers that are assigned to me for the purpose of setting clear expectations and my expectations are not independent expectations rather they are expectations that the department holds of all officers with regards to the appropriate use of force I will reinforce that citizen safety and officer safety are dependent on the minimal use of force necessary to successfully resolve a situation an officer communication skills can be the most effective remedy for a situation for that reason I will be constantly refreshing offices on communication deescalation techniques additionally just because force can be applied does not mean that it should be officers will be expected to assess the possibility of Alternatives whenever feasible going further offical wellness and tactical proficiency will increase the likelihood of minimal use of force and lastly I recognize that it is my responsibility to review all uses of force by my officers and if necessary to take corrective action in the event of excessive or inappropriate uses of force transparency is a tool to advance trust with the community its premise is that as public servants the work that we do is done on behalf of the public we serve for that reason our agency should seek to proactively disclose information regarding its operations so the public does not believe that the police are concealing such information such concealment could be seen as suspicious and serve as a barrier to trust with the community Freedom of Information laws hold that the work done on the Public's behalf by government entities should be disclosed unless covered by a specific exception to disclosure such as ongoing criminal investigations or certain Personnel issues when an agency displays maximum transparency it shows that it is seeking to be held accountable to the public it serves resulting in stronger Trust it will be my responsibility to continuously assess the knowledge skills and abilities of the officers assigned to my command against the continuously evolving best practices of our profession this is my current practice for my own professional development and I do my best to keep a breast of new laws tactics and technological advances so that I may serve at my Peak I will meet with my officers to hear from them their assessment of how they believe they can improve and if I in concur with their assessment I will do my best to help facilitate that growth Beyond those conversations if I observe deficiencies in an officer's knowledge skill level or ability I will work with that officer to facilitate the necessary growth to have him or her perform at his or her Peak now try these next two sets of interview questions on your own listen to the question pause the video and take your best shot at answering the question to help you improve before moving on to the next question write your impressions of your answer on the interviews page on the action plan your notes will then serve as a reference for you to consult as your interview near what is our Police Department's mission statement and how will you apply it if you are promoted why should I select you over the other candidates how will you help improve police Community Trust once promoted what will your top three priorities be what would your peers say are your strengths and weaknesses what can I expect from you regarding discipline what expectations will you have for your new team what does loyalty mean to you what is your opinion on bodyw warn cameras if I were to promote someone other than you who should that be this module on interviews has been a deviation from the oral board focus of this program but because of its similarity to oral boards I felt it important to cover for you in the next module we will return to our oral board focus by specifically addressing experiential tell us about a time questions
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