New York City Civilian Complaint Review Board Interview Questions
& Process

First, I had to complete a questionnaire that took around 15 minutes. After that, I moved on to an interview with three people. They asked basic questions about my background and why I would be a good fit for the role. My advice is to check out the company website beforehand! Overall, it wasn't a tough interview.

I applied for the Investigator Level I job in July 2015 on nycjobs.gov. Around mid-September, I got a call to set up an interview for late September. The interview itself was a 2-hour process that included a written/CCRB assessment test about the organization, followed by a 35-40 minute interview with two people. I was offered the position in late October, but I turned it down. The reasons were that there wasn't much employment development (like promotion opportunities or investigation process specifics) and the salary offer was too low, conflicting with what was advertised. They seem to draw people in with a certain salary range but then offer the minimum, acting like you're fresh out of college, which I think is their way to justify a low offer.

Applied online and got contacted by the Outreach Supervisor to set up an in-person interview. At the interview, I had 30 minutes to write answers to questions about the CCRB and police oversight. Then the in-person interview started with the Outreach Team Supervisor and Head of HR. A week later, I was told someone would contact me to set up a second interview with the Executive Director. After two weeks of waiting, I reached out to set it up. After the second interview, I was told a decision would be made soon. Two months passed without a decision, so the whole process took over 3 months. I declined the CCRB before getting an offer because they were too slow and I had other options.

The CCRB is pretty selective for a City agency. The promotion process involves a skills test where you have to write initial investigation instructions, then a panel interview. The panels can vary based on the managers' personalities and concerns, but the process itself is pretty straightforward.