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Chicago Police Department

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Chicago Police Department

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Chicago Police Department Employee Reviews about "law enforcement"

40% Recommend to a Friend
Chicago Police Department Superintendent of Police David O. Brown
24% Approve of CEO
Recommend to a Friend
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Chicago Police Department Superintendent of Police David O. Brown
David O. Brown
40 Ratings

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Top Review Highlights by Sentiment

Excerpts from user reviews, not authored by Glassdoor

  • "Challenged by horrible current leadership that does not care about the overall well(in 3 reviews)
  • "Upper management is not chosen based on being the 'best candidate' for the job or promoted based on experience and leadership; rather they are selected based on political allegiances and loyalty.(in 3 reviews)
  • "Long hours due to shortage of man power(in 3 reviews)

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Found 2 of over 139 reviews

Updated Sept 15, 2023

Reviews about "law enforcement"

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    1. 5.0
      Nov 24, 2008
      Police Officer
      Current Employee
      Chicago, IL
      CEO Approval
      Business Outlook


      The salary offered by the police department is very competitive. It is difficult to find a job matching our salary without requiring at least a masters degree. Currently, only 2 years of college or 4 years of active duty military are required. The department also has tuition reimbursement for ALL college classes taken while employed by the city, even those not remotely related to law enforcement. For example, a final grade of an A is 100% reimbursement, B 80%, C 70%. The schedule can be tough on those that are used to working a 9-5 schedule, but the hours are not bad


      As in any industry, sometimes those that get promoted are not the best candidates for the position. This is because promotions are given through testing and merit. Both have their drawbacks. Those who may score high on a test may be very book smart but possess no "street smarts," which is needed to work on the streets. Those that are promoted by merit are sometimes people who don't deserve a promotion, but have many connections to higher ups and clout that. Also, we do work crazy hours, weekends and holidays. New Year eve will almost always be spent at work

      1. 4.0
        Jan 25, 2014
        District Administrative Manager
        Former Employee, more than 8 years
        Chicago, IL
        CEO Approval
        Business Outlook


        I learned a lot about law enforcement and crime.


        Many people at higher management level did not always understand the logistics of what was going on at the district level.

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      I finished final round interview. Should I send a thank you letter to everyone or only to people where I have something interesting to add on. I interviewed with the hiring manager twice already and sent thank you emails. He never responds, should I even bother to send him one more since we talked again in the final round? HR said I wouldn’t hear back until late next week earliest. It sounds like they still have to wrap up final rounds with other people. I don’t want them to forget me.


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      What level of influence do potential stakeholders have in the decision-making process during a peer interview? For instance, in my upcoming 3rd round interview involving three peers, following successful phone screenings and VP interviews, would a scenario where one peer has a positive impression while the others don't, or vice versa, significantly impact my chances of securing the job?


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