Selection for Police Officers

Applicants who are not currently certified as a Peace Officer through Georgia P.O.S.T. Council must provide successful POST Entrance Exam results prior to submitting an application for employment.  Exams that are accepted include the following:  ASSET, COMPASS, SAT, ACT and CPE.  For additional information, go to http://www.gapost.org/ee_info.html

andidates must successfully complete each step to continue in the process.  If for any reason, a candidate voluntarily withdraws from the process or fails to successfully satisfy any step of the process, and decides to re-apply at a later date, he/she will have to begin at Step 1.  Applicants will not be allowed to start at the point where they were previously withdrawn from, voluntarily or involuntarily. 

Step 1:  City Application

A standard City of Conyers application is available on-line or at the City of Conyers Department of Human Resources.  Once the application is submitted, the Personnel Officer for the City of Conyers shall review all applications for all positions in the police department and log affirmative action information from the applications into the personnel log.  The last two pages of the application containing this information will be removed from the application and filed in the personnel department.  The personnel officer shall have the responsibility of forwarding the first three pages of all applications, to the Chief of Police or his/her designee. 

Once received at the police department by the Chief of Police or his/her designee, all applications for all positions will be turned over to the selection officer.  The selection officer is responsible for reviewing all applications to ensure each candidate meets the minimum qualifications required for the position he/she has applied.  The selection officer is also responsible for maintaining contact with all applicants that have been selected as a candidate for employment until final employment disposition.  Applicants are defined as those persons selected for interviews, psychological examination, etc.

All applications will be reviewed by the selection officer for accuracy, completeness and eligibility.  Applications that are deficient will be processed routinely if the deficiencies can be rectified prior to the interview process.

Step 2:  Conyers Police Department Applicant Processing Booklet (APB) 

Applicants who have completed the previous step will be provided with the departmental Applicant Processing Booklet (APB) along with instructions on how to complete it.  The Applicant Processing Booklet (APB) will be considered the applicants formal application with the Conyers Police Department. It shall be the sole responsibility of the applicant to return the applicant processing booklet back to the selection officer with all required documentation.  Required documentation to be turned in at the time the background booklet is submitted includes the following:

·         Certified copy of birth certificate

·         Copy of high school diploma or GED

·         Copy of any college degrees, certificates, or diplomas

·         Copy of DD 214 long form if you were active military service

·         Court Disposition Documents and police reports of any major court cases that you are currently or were personally involved (bankruptcy, law suits, etc.)

·         Copy of any certificates of training you have received in the past that are applicable to your current application

·         Official transcripts from all colleges and universities attended.  Transcripts must be received from the college and/or university in a sealed envelope.

·         Full credit report from all of the major three credit bureaus: Trans Union, Experian, and Equifax.  A downloaded Internet version is acceptable.  Just check all three boxes when given the option.  (Do not pay for additional reports if they will only provide one). 

·         All forms inside the background book must be fully completed, signed, and notarized, if necessary.  There is a notary public at the Police Department. 

·         Two color passport photographs – most of the photo shops in drug stores or department stores will provide these photos for a fee.

·         List of all personal on-line social media sites.

The applicant cannot move on to the next step until all required paperwork has been turned in.

Step 3:  Criminal and Driver History

The selection officer will use the forms from the applicant processing booklet to run a criminal and driver’s history on the applicant.  If the applicant’s criminal and driver history meets the requirements set by the state and our department, he/she will move on to the next step. 

Step 4:  Physical Fitness Assessment

Upon receipt of the application(s) by the department, the selection officer will notify all applicants of the next testing date for the Physical Abilities Test.  All applicants should arrive promptly for their scheduled test time in order to complete necessary paperwork which includes the required liability waiver, any additional required paperwork, and to  provide a copy of his/her current valid driver’s license.  All applicants will be required to complete and successfully pass the physical abilities test prior to moving on to the next step. 

The physical fitness assessment consists of the following:

o   a ¼ mile run in the allotted time,

o   wait one minute,

o   perform the designated number of sit-ups in one minute,

o   do a low-crawl across the ground,

o   stand up and climb a four foot high chain link fence,

o   once on the other side of the fence, drop and perform the designated number of push-ups in one minute,

o   stand up and walk up a balance beam made of railroad crossties,

o    jump down from the elevated platform,

o   climb over one of the balance beams made of railroad crossties. 

These requirements are subject to change.  Applicants must pass all phases of this assessment according to set requirements for the age group as listed below.  Failure to successfully complete this portion of the application process will preclude applicants from going any further in the process.  

Physical Fitness Assessment Requirements

                                                                     Age 20 – 30                 Age 31 – 40                 Age 41 & Older

¼ Mile Run                                        2:30                              2:50                               3:10   

Sit Ups (60 seconds)                           50                                  45                                  40    

Push Ups (60 seconds)                       30                                  25                                  20    

Applicants will be given two (2) attempts per month over the course of three (3) months to meet the minimum physical fitness standards.  If an applicant is unable to meet the standards within this time period, he/she will be removed from the selection process for failure to successfully complete this step.

Step 5:  National Criminal Justice Officer Selection Inventory Exam

Once the physical abilities test has been successfully completed, the applicants will be administered the National Criminal Justice Officer Selection Inventory Exam.  Generally, this exam will be given on the same day as the physical abilities exam.  Applicants must successfully pass the exam with a score of 70% or better to continue in the selection process.  These scores shall be valid for a period of two years after the exam date.  Applicants will be given their results the same day that they take the exam, unless extenuating circumstances exist.   Applicants who successfully complete this step will move on to the next step. 

NOTE:  The company that produces our written test is I/O Solutions.  They offer a study guide and practice test that consists of 100 questions and answers.  If you are interested, go to the web address: www.publicsafetyrecruitment.com .  Click on “Study Guides” and then click on “Law Enforcement Study Guides”.  The applicant may purchase it with a credit card and download it for printing right there.  THIS STUDY GUIDE IS NOT REQUIRED - Obtaining the study guide is strictly between you and I/O Solutions.  The City of Conyers Police Department is not promoting or endorsing this study guide for I/O Solutions. 

Step 6:  Applicant Review Board

The applicant will be scheduled for a panel review before the Applicant Review Board.   The applicant will be required to respond to a series of questions before a panel of officers employed within the police department.  All information received on the applicant, up to this point, shall be made available to the applicant review board for review.  Applicants will be asked questions concerning, but not limited to, the following:

• Applicant’s background information.
• Initial application.
• Personal characteristics.
• Education.
• Experience.
• Decision making ability.
• Ability to communicate.
• Presence, appearance.
• Goals and objectives.

Each panel member shall rate the candidate on a scoring sheet based on the interview.   If the members of the applicant review board recommend that that applicant continue in the process, he/she will move on to the next step.  

Step 7:  Applicant Ride-Along Observation

The applicant may be required to complete a ride-along observation on each shift prior to moving on to the next step.  Depending upon previous employment and experience this step may be waived for certain candidates. 

Step 8:  Truth Verification Examination

All applicants that enter this phase will be scheduled for and given a polygraph examination or a voice stress analyzer.  Upon successful completion of this step the applicant will move on to the next step.

NOTE:     No applicant will be disqualified from appointment based solely on the results of the truth verification examination.

Step 9:  Background Investigation / Verification of Information

If after the truth verification examination, the applicant is recommended to continue in the process, the background investigation will begin on the applicant.  Background investigations will be completed by Department personnel trained in conducting these types of investigations to verify information listed on the application.  A complete background check and investigation will be conducted on all applicants who have successfully passed all of the previous steps.  This phase will also verify all information provided in the background booklet and will authenticate all documents provided.  The background investigation will include, but may not be limited to, the following:

• Check of criminal record, if any.
• Check of driving records, if any.
• Verification of selective service registration.
• Verification of applicant’s credentials (education experience).
• Interview of previous employers.
• Interview of a minimum of five (5) personal references.
• Review credit history.
• Review of civil records in the area of current and past records.
• Review all on-line social media sites.

This is an extensive and time-consuming process that can be lengthy. It should be noted that the background investigation will be an ongoing process, and applicants may be scheduled for other selection testing/processes even though the background investigation may still be underway. Additionally, the department has set forth minimum selection standards for applicants to meet in order to move forward in the selection process.  Appendix A provides a list of all minimum background selection criteria and standards.  During the background investigation, these standards will be reviewed for compliance.  Applicants who do not meet the minimum selection standards will be removed from the selection process.  

Personnel conducting background investigations shall attach a written report of findings and recommendations to the application file. 

Step 10:  Interview with the Chief of Police  

The applicant is scheduled for an interview with the Chief of Police or his/her designee.

Step 11:  Conditional Job Offer 

Upon successful completion of steps 1 through 10, and upon completion of the background investigation with no disqualifying information discovered, the selection officer will prepare a report detailing the recommendation of the applicant and shall forward such recommendation to the Office of the Chief of Police. The report submitted to the Office of the Chief of Police shall be a summary report on the applicant.  The selection officer shall have the complete file available for review if requested by the Chief of Police or his/her designee.

The Chief will review all information received on the applicant.  A conditional offer may be extended at this time depending on the decision of the Chief of Police or his/her designee.  The Chief of Police or his/her designee may extend the conditional job offer during an additional interview, by telephone, letter sent via e-mail or parcel post.    

Failure to meet the minimum requirements for each of the final phases will result in the conditional job offer being withdrawn.

Step 12:  Psychological Exam

The applicant must complete a psychological examination.  All psychological evaluations will be handled by the department’s professional psychologist. The results will be closely scrutinized prior to final appointment of any and all applicants.  The results of the psychological examination shall be placed in a separate and secure file maintained by the selection officer.

Step 13:  Medical Examination and Drug Screen

The candidate must have a complete physical and drug screen test conducted by a designated physician.  This testing will be arranged by the City of Conyers Department of Human Resources, in cooperation with the selection officer.

Step 14:  Approved Job Offer

Once all the previous steps of the application process have been successfully completed, the Chief of Police shall submit a written appointment recommendation in the form of a City of Conyers Personnel Action (PA) form to the City Manager in accordance with personnel policy for approval.

The selection officer will be responsible for notifying the applicant of the following:

·         The final approval of employment.

·         The start date for employment.

·         The reporting times for his/her start date.

·         The person the applicant will report to on his/her start date.

We are an Equal Opportunity Employer.