OVERVIEW OF THE FOUR (4) EMPLOYMENT STAGES for Civilian Positions
- • STAGE ONE: Recruiting locally (and occasionally, out-of-state).
- • STAGE TWO: Evaluating each applicant's qualifications and suitability for employment through the selection process, which includes application screening.
- • STAGE THREE: Investigating each candidate's character, history, and overall suitability to ensure they meet the LVMPD's hiring standards.
- • STAGE FOUR: Selecting the most qualified, and preparing each for employment.
The following outline summarizes the activities of each stage.
STAGE ONE: Recruitment
With the assistance of the community, the LVMPD also encourages applicants to prepare for a civilian career in law enforcement. The LVMPD has over 200 civilian classifications covering a wide range of exciting career fields, including 9-1-1/dispatch, forensic science and crime scene investigations. (See the "Search Class Specifications" tab for more information on each of these positions.) Individuals interested in employment with the LVMPD are encouraged to contact LVMPD Recruiters for information on how to prepare for specialized careers.
STAGE TWO: Selection Process
The selection process may consist of various combinations of the following: An application screening, the mini personal history questionnaire (PHQ) screener, the typing and/or data entry examination, the CritiCall examination, the written examination, the practical examination, and the oral board interview. Civilian positions range widely in the knowledge, skills, abilities and other characteristics required for each position. Therefore, the selection process will vary among positions.
Application and Supplemental Application Screening:
All civilian positions require an online application to be submitted for an individual to be considered. Others may also require a supplemental application to obtain more specific job-related information. Some job postings will accept all candidates who meet the minimum qualifications, while other job postings will select top individuals to progress in the selection process, based on the supplemental application.
Mini Personal History Questionnaire (PHQ) Screener:
Those individuals qualified to participate in the selection process may be scheduled for the PHQ Screener, if it is one of the selected civilian positions on the Department which require it. This Screener asks questions about each candidate's personal history and life experiences. It preliminarily determines whether or not candidates meet the minimum hiring standards to continue in the selection process. The Screener is scored immediately after all candidates have completed it, and is a pass/fail exam.
Typing and Data Entry Examinations:
For most clerical positions, the ability to type is required. Different positions require different minimum net (after errors) typing speeds and will be stated on the respective job posting. The LVMPD does not administer typing exams. Instead, typing certificates from outside employment agencies are required. Specific requirements for acceptable typing certificates are located on this site under "Test Preparation."
Many civilian positions include a Written Examination as part of the testing process. Written examinations test candidates' knowledge. The specific areas measured on the Written Exam will be included in the job posting for that position. The candidate's Written Examination score is usually weighted as a percentage of their overall test score and, helps determine a candidate's overall ranking for the position.
The CritiCall examination is used exclusively for Dispatch Specialist Trainee. It requires the candidate to use a computer while listening to communications on headphones and responding to questions that appear on the screen. A Study Guide is available on this website to prepare for the Criticall examination.
The Practical Examination is designed to simulate tasks that a candidate would perform if hired into the position for which they are testing and to measure the candidate's ability to perform those tasks. These examinations vary greatly among positions, depending on the abilities to be tested. Most often, a computer is used in the examination process and writing skills are measured, in addition to other knowledge, skills and abilities that are specific to the position. The specific areas measured on the Practical Exam will be included in the job posting for that position. The candidate's Practical Examination score is usually weighted as a percentage of their overall test score and, helps determine a candidate's overall ranking for the position.
Oral Board Interview:
The Oral Board Interview is usually the last part of the selection process. It is designed to evaluate the candidate's verbal communication skills and potential as an employee. The specific areas measured on the Oral Board Interview will be included in the job posting for that position. The board consists of three panel members who assess each candidate based upon their responses to each question asked of them. The Oral Board Interview is usually weighted and is a percentage of each candidate's overall test score, and, helps determine a candidate's overall ranking for the position.
Eligibility List and Civil Service Board Approval:
Those candidates who successfully complete the selection process for Civil Service positions are ranked in order by test scores on an eligibility list which is approved by the Civil Service Board.
Per Civil Service Rule 320.2(H), applicants who have failed any part of the selection procedure within the past 90 days are not eligible to apply for the same position within the LVMPD.
STAGE THREE: Background (Life History) Investigation
Once the Civil Service eligibility list has been established, Internal Standards and Analysis Section (ISAS) investigators begin the comprehensive background process and notify top candidates that they are potential candidates for employment. Each top candidate receives a conditional offer of employment. Candidates are expected to provide truthful, comprehensive, and consistent information throughout the investigative process.
A thorough background investigation is completed on each candidate to ensure they meet the LVMPD's strict hiring standards. The STAGE THREE background includes an interview and investigation, and a medical examination. For many civilian positions, STAGE THREE will also include a polygraph examination and a few civilian positions also include a psychological evaluation.
Each candidate is assigned to an investigator. Their function is to review each candidate's Personal History Questionnaire/Polygraph Booklet that the candidates are given at the conclusion of STAGE TWO and explore more in-depth life history information. The investigator reviews the information about the candidate, conducts investigations on the candidate's information, and when applicable, coordinates decisions with the psychologist and polygraph examiner. Candidates who arrive at their interview without requested documentation or completed packets are subject to disqualification from the process. Any discrepancies between documents will be closely scrutinized. The interview lasts approximately 2-3 hours.
Qualified polygraph examiners evaluate each candidate's information to ensure it is truthful. Once again, candidates are expected to provide truthful and consistent information. Failure to do so will disqualify the candidate from the hiring process.
The LVMPD has contracted for medical examination and drug testing services. Each candidate completes the medical examination and must pass the drug test before beginning employment. Medical examinations are given to ensure a candidate is able to perform the essential functions of the position. As an equal opportunity employer, the LVMPD is committed to the laws and regulations governing employment, including the Americans with Disabilities Act. Candidates will not be eliminated based on the medical examination unless they cannot perform the essential functions of the job, with or without reasonable accommodation.
STAGE FOUR: Employment
Candidates who pass the process are eligible for hire. Candidates on a ranked list are hired in order of placement on the list. Upon being hired, new employees are then placed into a position on probation which may or may not include an on-the-job training program, or area-specific academy.