I would venture to say that many people are unaware of what a person has to go through, as far as hiring as a police officer in the State of California. I have been to other states, doing backgrounds for police agencies in California, and was shocked at what a difference there is in the hiring and especially the background process.
This is just an overview, and each future Law Enforcement Hiring post will go into more detail about each aspect of the process. Again, mileage may vary, but this is pretty consistent because the State POST (Peace Officer Standards and Training) regulate the requirements, therefore the process. POST is the State agency that regulates hiring and training of peace officers and public safety dispatchers. The process for dispatchers is similar but have some different testing requirements. This link is a list of all agencies in California regulated by POST.
Application
This is pretty obvious, but you have to fill out an application, either a physical one or an online application. If you meet the requirements, you will be set up for an interview.
Most agencies, especially smaller ones, went from hiring trainees, those who have not graduated from a police academy to hiring academy graduates. However, the trend has been trending toward also hiring trainees. The reason? Not enough viable academy graduates.
HINT: Be sure to keep track of the agencies you have applied to and the dates, even if just online apps that went nowhere. It will come in handy later for your background.
If you meet the qualification so far, you will be invited to go through some testing. If there are a large number of qualified applicants, they will cull the lesser qualified. Because of all the stuff going on about law enforcement, that hasn’t been happening much. By culling, I mean they will only allow the more qualified candidates to continue in the process. I bet you want an example. Well, education. If you have 150 college graduates and 35 people with a GED or high school diploma, and they are only going to test the first 160, some are going to be dropped at this point. There are other considerations as well. That was just an example. Just so some of you don’t get butt hurt, people get hired with no college and can be great officers.
Written and Physical Agility Tests
Depending on the agency, there can be a written test and a physical agility test. If the agency is hiring both trainees and academy graduates, they may waive these tests for academy graduates as they had to see the requirement already to graduate.
Applicants will be invited in mass to take these tests. Agencies try to hold the tests on the same day, if possible, on the weekend to accommodate most folks who are working.
The written test basically wants to know if you could read and comprehend and write. We all know those college grads who spent four years in college and can’t tie their shoe, much less read and write. I worked for a state police agency that required officers to have at least a bachelor’s degree. Some of them couldn’t spell Cat without a K. Most were not like that.
The physical agility test is to make sure you are capable of doing the minimum physical tasks required of a police officer such as running, jumping, climbing fences, etc. So hopefully, you wait to start eating donuts until after you are hired.
Depending on the agency and job opening situation, even if you pass, they may cull further. Hopefully, if you pass these, you move on in the process.
Interview-Oral Board
This is a scary one. If you are successful to this point, you will be invited to go before an oral interview board. They will likely ask you about yourself, your life experiences, and your basic history. Why do you want to be a police officer (or dispatcher)? Why at this agency? Note: This is where I have heard the most Bullshit! If you applied to that agency because you want to be a police officer and they have openings, then f’ing tell them that. Bullshitting will surely get you on the no-hire list. They also may give you scenarios and ask you what you would do in that circumstance and why. They want to know how you think and if you can make a decision, not necessarily the right one. A common question is if you are concerned about anything in your past that you think may disqualify you for this position.
Personal History Statement
If still in the process, you will be asked to complete a Personal History Statement. It is a minimum of 25 pages and asked about all kinds of things: family, work, illegal activity, school, etc. Here is a link to the PHS.
Some agencies will have you bring it to your interview, and they will look at it before you go and ask basic questions about it. Some will just collect it from you.
Background Process
If successful to this point, you will be asked back to start the background process. Unfortunately, most applicants do not get hired after this. I will go into detail about this in the future post.
Paperwork/Interview
A huge packet of paperwork will be provided to you. This includes waivers for things such as doing a credit check on you, military records, etc. There is also a boatload of acknowledgments and waivers. Some that require you to get notarized. Then you and the background investigator will set up an appointment to go through the packet and the Personal History Statement. It can be at your home to kill several birds with one stone. A home check is required so the background investigator can see all the empty beer cans in your front yard, talk to your significant other, and speak with your neighbors about the clouds of marijuana smoke that drift over from your house and your wild parties.
Polygraph/CVSA
Although not a legal requirement by POST, most agencies will do some type of detection of deception exam. You will be provided with an even longer questionnaire than the Personal History Statement to fill out before the polygraph/CVSA. Some agencies will do this at the end of the whole process, and some at this stage. Some even do two, both at the beginning and end. Oh, a CVSA is Computerized Voice Stress Analysis.
The examiner will go through the Questionnaires, which can include the Personal History Statement, with you and then the questions you will be asked on the exam, and then conduct the exam.
If you are successful, the background investigator will start the background, which is extensive. They are looking for EVERYTHING! Particular attention is paid to the “POST Job Dimensions.” They are as follows:
1. Integrity.
2. Impulse Control/Attention to Safety.
3. Substance Abuse and Other Risk-Taking Behavior
4. Stress Tolerance.
5. Confronting and Overcoming Problems, Obstacles, and Adversity.
6. Conscientiousness.
7. Interpersonal Skills.
8. Decision-Making and Judgment.
9. Learning Ability.
10. Communication Skills.
Discrepancy Interview
If there was a discrepancy between what the candidate provided and what the background investigator discovered, a discrepancy interview would be held. It could be that something minor or major was left out. It can be because of all kinds of things. In my experience, most issues can be resolved at this interview, and the candidate is not disqualified.
It could take months for the background investigation to be completed. It usually fills a 3″ three-ring binder, if not more.
Conditional Job Offer
If an applicant makes it to this point, they will be given a conditional job offer. This has to be given by Federal Law to conduct the medical and psych evaluations.
Psychological Evaluation
This is not a difficult part of the process. The agency will make an appointment for you with a POST-qualified psychiatrist or psychologist. You will fill out tests (fill in the bubble) for hundreds of questions. While you’re there, the test will be run through a computer, and then the psychologist or psychiatrist will interview you. Many don’t pass. Most do. Hopefully, the ones not likely to pass have been weeded out by the background.
Medical Exam
The senior sergeant will have you strip down, and he will conduct an exam. Just kidding.
There are medical groups that specialize in job medical exams. An appointment will be set up, and they will test fitness and health, including a treadmill test, hearing, vision, diabetes etc., etc., etc.
During my background investigation days, some problems have been discovered that the applicant did not know about, such as heart problems. So, even if they find a problem that prevents you from being hired, the exam could potentially save your life.
Chief’s/Sheriff’s/Admin Interview
For the agencies that do these interviews, they are done at any time. Either before the start of the background, or at the end of the whole process. The Chief (or) gets to know you and can decide whether you go forward or not, or get hired.
Next Friday, I will cover “APPLICATION’ in more detail, and every week thereafter, each one of the subjects presented in this post in more detail.
Scattered Thought 