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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

Recruiting:
With the assistance of the community, the LVMPD also encourages applicants to prepare for a civilian career in law enforcement. The LVMPD has over 100 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 Office of Human Resources 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 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 between positions.

Application and Supplemental Application Screening:
All civilian positions require an 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 LVMPD 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, a typing and/or data entry examination is required. These examinations are usually pass/fail and require a minimum typing or data entry speed, as stated on the job announcement for the particular position. Typing certificates from outside employment agencies are not accepted by the LVMPD for most clerical positions. In some instances, a certificate will be used only as a screening tool to verify a minimum typing speed that is confirmed by LVMPD in another part of the testing process.

Written Examination:
Many civilian positions include a written examination as part of the testing process. Written examinations test candidates' knowledge. 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.

CritiCall Examination:
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.

Practical 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 between 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 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 suitability as an employee. 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.

Reapplication Process:
Applicants who have failed any part of the selection procedure are not eligible to apply for the same LVMPD position for a period of 90 calendar days from the date they failed.

STAGE THREE: Investigation

Once the Civil Service eligibility list has been established, Internal Standards and Analysis Section (ISAS) investigators begin the comprehensive 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 process.

A thorough investigation is completed on each candidate to ensure they meet the LVMPD's strict hiring standards. The STAGE THREE investigation includes an interview and investigation, and a medical examination. STAGE THREE will also include a polygraph examination and a few civilian positions also include a psychological evaluation.

Interview:
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 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 incomplete packets are subject to disqualification from the process. Any discrepancies between documents will be closely scrutinized. The interview lasts approximately 2-3 hours.

Polygraph Examination:
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.

Medical Examination:
The LVMPD has contracted for medical examination services and drug testing . Each candidate completes the 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.