The Las Vegas Metropolitan Police Department (LVMPD) adheres to strict hiring standards when evaluating potential candidates for employment. Please carefully review the information listed below. These specific guidelines are provided in an effort to assist you with your decision concerning whether or not to submit your online employment application with the LVMPD.
Please be advised that the information listed below does not constitute all applicable hiring standards of this Department. A portion of the Department's standards are confidential and not available for applicants or current employees to view. In an effort to remove some of the mystery and to provide more transparency in our hiring process, we have significantly expanded our published standards to offer candidates a broader view into our hiring criteria in a background investigation.
ELIGIBILITY STANDARDS AND DISQUALIFICATION GUIDELINES
Any candidate whom, because of his/her character, is unfit for employment will be disqualified. The applicant as a whole must be examined, and the totality of the applicant’s history must be compared against the Department’s hiring standards to determine if the applicant is suitable for employment in the position for which he/she has applied.
CONSORTING WITH PERSONS OF ILL REPUTE
An applicant who frequently associates on close terms with, or otherwise fraternizes with individuals that engage in criminal activity, or other persons of bad character or ill repute, may be disqualified.
All tattoos must be within LVMPD Policy 4/107.00 Appearance
Standards, which says in part; “ Tattoos or branding will not be exposed or
visible while on duty representing the department.” This standard applies to
all positions at the LVMPD. All tattoos will be reviewed during the background
process and applicants with tattoos outside of the policy will be disqualified.
Facial hair (beards, goatees, etc.) is not allowed for commissioned employment unless a Department approved exception is obtained. Mustaches that conform to the Department’s Personal Appearance Policy are allowed.
Arrests, by themselves, are not disqualifying unless the underlying circumstances exhibit a pattern of past or present criminal behavior. All arrests will be investigated and evaluated for frequency, type, job relatedness, and severity to determine past or present criminal behavior that is inconsistent with the duties and functions of the position. This will apply to all applicants, regardless of their age at the time of the offense.
Applicants with a convicted disposition for the following types of crimes
will be disqualified indefinitely.
- Conviction of any crime currently considered a felony in the State of Nevada.
- Convictions for two (2) Driving Under the Influence (DUI) or Driving While Intoxicated (DWI) incidents.
- Conviction of Misdemeanor Crimes of Domestic Violence (MCDV)This applies to all commissioned positions and any other position that may require the use or care of firearms.
Two (2) or more warrants in the past three (3) years will be disqualifying (excluding minor traffic/parking offenses). More than one warrant arising out of a single event/incident will be counted as one (1) warrant.
Any warrant (including traffic) issued at the time of application or later will be disqualifying. If a candidate comes to an interview with an active outstanding warrant, that individual will be withdrawn from the hiring process and may be arrested
LVMPD Backgrounds Section will conduct an inquiry into the driving record of the applicant.
Traffic violations and at-fault accidents in the past two (2) years will be evaluated for frequency, type, and severity to determine a pattern of past or present behavior which is inconsistent with the duties and functions of the position.
Applicants with more than two (2) suspensions, revocations, and/or at fault accidents in the past two (2) years
will be disqualified until a period of one (1) year has elapsed since the last suspension, revocation, or at fault accident occurred.
will be disqualified if he/she currently has their driver’s license or privilege to drive suspended or revoked. The disqualification ends upon reinstatement of their license.
ILLICIT DRUG HISTORY -
Specific illegal drug use
standards and disqualification periods are confidential.
Candidates will be disqualified for any use of tetrahydrocannabinol (aka “THC” - a crystalline compound that is the main active ingredient of cannabis) based products including, but not limited to recreational marijuana, within one (1) year of application.
The candidate’s complete drug history will be taken into consideration and such usage may be disqualifying. Occurrences of drug history/involvement will be evaluated for recency, frequency, amount, and type of drug to determine a pattern of past or present demonstrated behavior which is inconsistent with the duties and functions of the position and will be thoroughly reviewed.
The following applies to all commissioned and civilian positions: High school graduation diploma or GED certificate is required by the date of the application, unless otherwise specified in the job announcement. (A certificate of attendance is not acceptable.)
Candidates are required to supply information for the last ten (10) years of work history. Any terminations, performance issues, or employment related concerns will be evaluated in the background process.
CHILD SUPPORT, NON-PAYMENT
Applicants who are not current with child support will be disqualified.
Credit history information will be reviewed to determine a candidate’s history relating to accountability and responsibility. All delinquent accounts must be resolved prior to the conclusion of a background investigation.
Social media accounts will be reviewed for inappropriate content. Content that ridicules, maligns, disparages, or otherwise promotes discrimination against race, ethnicity, religion, sex, natural origin, sexual orientation, age, disability, political affiliation, gender identity and expression or other explicit class of individuals may result in disqualification.
PENDING CIVIL FINES
Any pending civil litigation and/or penalties (such as community service) must be resolved by the candidate prior to completing the background process. Proof of payment and closure must be provided. Wage garnishments/liens will be evaluated based on individual circumstances and may result in disqualification.
LAW ENFORCEMENT INVESTIGATIONS
Any applicant who is an employee of any law enforcement agency must not have any pending duty related issues.
Medical suitability will be determined by a contracted medical service and will be based on the findings of a comprehensive medical examination and the classification for which the candidate has applied.
General and Special Court-Martials used for serious breaches and violations of the Uniform Code of Military Justice (UCMJ) that result in disciplinary action may result in disqualification. Military discharges other than “Honorable” may result in disqualification.
Attempting to Cheat Polygraph: Verified and documented attempts to cheat/alter findings of a polygraph will result in disqualification.
Omitting of material facts or information at any time during the background investigation, which includes; minimizing of drug use, employment terminations, arrests and/or convictions, etc.); gaps in employment and/or omissions of employers, missing required documents, etc.; incomplete information provided leading to significant changes of information on the Personal History Questionnaire (PHQ) or the Employment Polygraph Questionnaire during the background process may result in disqualification.
Falsifying any information or required documentation at any time during the background investigation process will result in an indefinite disqualification. (i.e., transcripts, birth certificate, etc.)
WITHDRAWAL – INVOLUNTARY
Incomplete Background Investigations: An incomplete background investigation will result in the involuntary withdrawal of the candidate’s application from the hiring process. An incomplete background investigation may result from missing / incomplete documentation such as PHQ, polygraph booklet, high school transcripts, birth certificates, or military records not being provided or the majority of the applicant’s previous employers or references refusing to respond to phone calls or written requests. An incomplete investigation may also result from a candidate that fails to attend a scheduled appointment. The candidate will be removed from all active lists.
WITHDRAWAL – VOLUNTARY
A candidate that requests to withdraw from the backgrounds investigation process that has not been disqualified during the backgrounds investigation may reapply immediately.
Police Recruit/Corrections Recruit/Police Cadet: Must be a U.S. citizen by the date of application.
Civilian: Must be a U.S. citizen or a lawful permanent resident alien of the United States, per Civil Service Rule 320.1.
GLOSSARY OF TERMS
"conviction" means a judgment based upon:
- A plea of guilty or nolo contendere;
- A finding of guilt by a jury or a court sitting without a jury; including
- An adjudication of delinquency or finding of guilt by a court having jurisdiction over juveniles; or
- Any other admission or finding of guilt in a criminal action or a proceeding in a court having jurisdiction over juveniles.
"Disposition" means the formal conclusion of a criminal proceeding at any point in the administration of criminal justice which shows the nature of the conclusion. Construction of
"Will" is mandatory.
Any disqualification under "will" needs only the approval and review of the Section Lieutenant or his Designee.
"May" is permissive.
Any disqualification under "may" will be determined by the Section Lieutenant or the Background Review Board.
"Disqualified" or "Disqualifying" means a candidate may not apply for employment for the specified time period.
Cause: some good reason for disciplinary action. Cause shall include, but not be limited to, any of the following: incompetency; inefficiency; neglect of duties; unexplained absence from duty; malfeasance, misfeasance, or misconduct in office; conduct unbecoming an employee; insubordination; acts evidencing moral turpitude.
- Misconduct: shall mean not only improper action by the employee in his/her official capacity, but also any conduct by an employee unrelated to his/her official duties tending to bring the Department into public discredit which tends to affect the employee's ability to perform his/her duties efficiently, or any improper use or attempt to make use of his/her position as an official for his/her personal advantage.
Misdemeanor Crimes of Domestic Violence (MCDV) A qualifying MCDV is an offense that:
- Is a federal, state or local offense that is a misdemeanor under federal law or state law;
- Has as an element of the use or attempted use of physical force, or the threatened use of a deadly weapon; and,
- At the time the MCDV was committed, the defendant was:
- A current or former spouse, parent, or guardian of the victim;
- A person with whom the victim shared a child in common;
- A person who was cohabiting with or had cohabited with the victim as a spouse, parent or guardian; or,
- A person who was or had been similarly situated to a spouse, parent, or guardian of the victim.