Recruiting hiring presentation
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A slide show walkthrough of the law enforcement hiring process from RPD career watch event in March of 2014
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Recruiting hiring presentation
- 1. City of Redmond Police 201 RESPECT | PROFRESSIONALISM | DEDICATION | LEADERSHIP COMMITMETNT TO SERVICE | INTEGRITY | ACCOUNTABILITY
- 2. Information for the written exam and Physical Fitness Ability Test (PFAT) are available at Public Safety Testing website: (www.publicsafetytesting.com) City of Redmond website: (www.redmond.gov)
- 3. Tests required Written exam Physical Fitness Oral Interview • Entry Police Officer • Entry E-911 Communications Dispatcher • Police Support Officer • Administrative Support Physical Fitness Ability Test (PFAT) required for Police Officer and Police Support Officer (PSO). The PFAT includes a 300 meter run, Push-ups, Sit-ups, and a 1.5 mile Run/Walk. The PFAT is not required for Dispatcher or Administrative Support positions.
- 4. Oral interview will be scheduled There is no PFAT required for Lateral Police Officer, PSO, or Dispatcher. Tests required Written exam Oral Interview • Lateral Police Officer • Lateral PSO • Lateral Dispatcher
- 5. Interview & Background No written exam No physical ability test No polygraph A Police Support Officer can apply to be a Police Officer, after successful completion of their probation period. A recommendation from the employees supervisor is required prior to interview, along with a background update. A criminal history check will be completed, along with a psych and medical evaluation which applicants must pass successfully. Internal Entry Testing
- 7. ORAL interviews often cover: EXPERIENCE COMMUNICATION SKILLS PROBLEM SOLVING COMMUNITY INVOLVEMENT & AWARENESS LEADERSHIP & INTERPERSONAL SKILLS INTEREST/MOTIVATION
- 8. Following Interview • Candidate(s) are placed on a civil service list which includes a total of written, physical, interview, & typing test (if applicable) • Candidate is notified of rank by mail via Human Resources. • Top candidates may be contacted after civil service certification for further processing Civil Service Process 1. Personal History Questionnaire 2. Personal History Statement 3. Fingerprints 4. Photograph 5. Waivers
- 10. An applicant can re-apply 3 years after being disqualified. 3 Years
- 11. No: All illegal drug usage will be closely scrutinized on a case by case basis. Disqualification is dependent upon type of drug, length of use, and when used. SALE OF MARIJUANA, NARCOTICS, or other dangerous drugs leads to automatic disqualification
- 12. 1. Automatic Disqualifiers: Noted on the job description and related publications. 2. Discretionary Disqualifiers: Are handled on a case by case basis, and are also posted on Public Safety Testing website. Automatic & Discretionary Disqualifiers
- 13. Military service is honored; however does not count toward the education requirement unless the military school hours earned were transferred to an accredited College or University. Does my military training count toward education credit?
- 15. A complete and thorough background will be conducted Site visits to home, school, or workplace are expected References will be contacted Travel to any of the US cities if necessary
- 16. Successful completion of background can result in a conditional offer of employment
- 18. The Chief of Police gives final approval of candidate
- 19. HIRED NOT HIRED
- 20. CANDIDATE IS CONTACTED WITH THE FINAL APPROVAL OR DENIAL
- 21. Welcome to our world Welcome to RPD! AFTER HIRE PREPARATION COMMENCED! • Training schedules • FTO manuals • Technology • Finance • Benefits • Uniforms
- 22. QUESTION & ANSWER SESSION THANK YOU FOR ATTENDING CITY OF REDMOND POLICE
Editor's Notes
- Candidates can access the website @ www.redmond.gov or www.govjobstoday.com for applicant information. Depending on the position, applicants may be directed to the public safety testing link at www.publicsafetytesting.com or www.GovJobsToday.com
- For further information regarding the PFAT, please refer to Public Safety Testing.
- Oral interviews by phone may be scheduled for out-of-state applicants, or those residing outside the greater Seattle area.
- Written scoring will determine next steps to interview panel review. Candidates will be given a series of interview questions to include some situational based questions.
- Dress like a Leader: BUSINESS FORMALAnswer questions CONCISELY and always use an example of personal experience that demonstrates your leadership, conflict resolution, networking, and mentorship abilities.Research your future employer (Mission Statement, Values, Organizational structure, Goals) Have a clear idea of what you can offer, and why you want to work for that specific agency.Read on body language for interviews (use appropriate posture).Little things matter. Increase your approachability and start a conversation. Make the interviewer remember you.PST also offers a training seminar for Job Interviewing
- Every third Wednesday of each month the Civil Service List(s) is updated to adjust the ranks depending on new scores received each month. Candidates are sent his/her rank by mail the first time they test. Candidates will not receive adjusted rank notices as ranks change throughout each month. They can call Human Resources or the Training Office to see if they have moved up or down in rank over a specific time period. They are advised that these are open/competitive positions which could have an affect on the rank structure each month.
- Public Safety Testing provides answers on their site regarding Frequently Asked Questions (FAQ)Both the City of Redmond and the Redmond Police Department websites are also a source for relative information that may be useful to you (testing).
- Call the department if you have specific concerns regarding drug usage/history including the department policy in reference to the recent changes in the marijuana laws.
- Examples of some Automatic Disqualifiers include- Felony convictions, Drug Sales, Dishonorable discharge from the Military, Excessive traffic violations or collisions within the preceding 3 years, Pattern of abusing prescription medication, Lied during any stage of the hiring process, Falsified application/PHQ, or failed to disclose pertinent information, Domestic Violence statue conviction, Unlawful sexual misconductExamples of some Discretionary Disqualifiers include- Alcohol or substance misuse and/or abuse, Excessive traffic violations, A demonstrated unwillingness to honor fiscal contracts or just debts, Any other conduct or pattern that would tend to disrupt, diminish, or otherwise public trust in the law enforcement profession, An inability to perform the essential functions of the job.
- Based on Civil Service ranking, candidate(s) may be scheduled to complete WAIVERS, PRINTS & a Personal History Questionnaire (PHQ). A pre-background interview may then be scheduled to review your PHS & PHQ information.An extensive background investigation will then be scheduled for selected candidates.
- Prior to certification, the State mandates that a criminal history & records check, psychiatric, Medical and Polygraph be completed on criminal justice police officer applicants pursuant to RCW 18.310.070 and RCW 43.101.095. Although advisory procedures are available, the RCW does not state specifics on how thorough a background should be. Adhering to department policy (7.5.1) and thoroughness of the background depends on you: The Investigator.
- Conditional Offer: Receives Command and Chief Approval for candidate to proceed with Poly, Psych, Medical Appointments.
- Results from the medical professionals will evaluate protocols established by our agency that fit into the psychological and physical profiles necessary for each position examined for. If the results do not fit into the established protocols, the candidate is immediately notified. That is why it is important to advise the applicant not to give notice to current employer post conditional offer.
- After all reports are received, the final hiring packet is forwarded to the Administrative Commander for a summary write up of the candidate. The final review of the summary and files therein are signed off by the Chief of Police.
- In a rare occasion will a file be denied by the Chief unless there are unforeseen circumstances surrounding the applicants candidacy during poly, psych or medical results. Typically, most disqualifying criteria will be detected during the PRE-background and/or background stage and would not reach the Chief for final hiring approval.
- The candidate is called and given final notice of hire or denial. He or She can contact current employers to give notice. Candidate is advised of firm hire date; pending welcome letter from Human Resources and first day reporting information. If candidate is not hired we will advise of that status however can not divulge specifics of the investigation or give reason for disqualification.
- -Probationary period after hire: Entry Police officer 18 months; Lateral Police Officer 12 months; Police Support Officer 12 months; support and administrative positions 6 months.