Requirements will differ from agency to agency and state to state, but these appear to be the most common.
Provided below is a brief description of the testing process used by many agencies.
Usually a test of basic reading comprehension and writing skills necessary to perform police tasks.
Used to verify information provided on the initial application and personal history questionnaire.
Used to eliminate applicants with medical conditions or limitations that would prevent them from safely performing police duties. Drug testing will probably be included in the exam.
A check of the information you provided on the personal history questionnaire. It will include a check of your criminal history and driving record. May also include a check of your employment history, credit history, personal/business references and educational background.
Used to evaluate your psychological and emotional health as it relates to the position you are seeking.
This test will include such events as:
Running a pre-determined distance. You might have to run in order to catch a suspect. Climbing flights of stairs. You may have to answer calls for service or pursue suspects in multi-story buildings.
Dragging a dummy. You may have to drag an unconscious person to a place of safety at an accident scene or other disaster.
Climbing over walls or obstacles. You may have to climb over fences or walls to check buildings or pursue suspects.
Negotiating an obstacle course. You may have to avoid different types of obstacles quickly while running, such as if you are pursuing a suspect through a crowd of people.
Broad jump. You may have to jump across a ditch.
Walking a beam. You may have to walk on a log, etc. to get across a creek or ditch.
Weight lifting. You may have to lift heavy objects or push people or objects off of you. (usually demonstrated with the bench press and leg press and other exercises)
Most of these events are timed.
More departments are utilizing this form of "hands on" type of test. Assessment centers subject the applicant to a battery of job related reasoning and decision-making exercises. This procedure may also include group discussion exercises with other applicants and an oral interview. The applicant usually participates in most of these events before a panel of "assessors".
Finally, there is usually an oral interview conducted as part of the assessment center, or before the department head, or both. You are certain to be asked questions such as: "Why do you want to be a police officer? or "Why do you feel you are more qualified than the other applicants to be a police officer?" or "Describe your strengths and your weaknesses." You may also be asked to give the interviewer(s) a short history of your background, etc. You could be asked to give your opinions on current events in the field of law enforcement.
This book will prepare you for the difficult task of job hunting. Not only will it show you how to get a job but it will show you how to keep your job and get the most out of it.
There's probably more potential in your present job.
You might see a hurdle to leap over. Or a hoop to jump through. Or a barrier to knock down. That is how many people think of resumes, application forms, cover letters, and interviews. But you do not have to think of them that way.
In today's unpredictable economy, the idea of job security with any company would seem to be a thing of the past.
Many Americans have a goal to retire, often around the age of 62 or age 65. However, with proper planning and investment, a goal to retire at an earlier age can be attained. And this is where things can get tricky.
Many people would love to get a better job. And most of these same people have the proper training and skills to achieve this goal. Unfortunately, so many job hunters have very poor communication skills.
Understand, the fact that your boss, like yourself, is a human being. Like everyone else, bosses come in all shapes and sizes. Like you, he has ambitions, aspirations, and dreams. Some he will achieve, others he won't.
The Employee Retirement Income Security Act of 1974 (ERISA) protects the interests of participants and their beneficiaries who depend on benefits from private employee benefit plans.