Welcome to the LVMPD Promotional Opportunities Webpage!

The positions listed below are open ONLY to current full-time LVMPD employees. Take your time going through them, and once you have found one or more of our exciting positions that interest you and for which you qualify, you may apply to them, following the below instructions. Be sure to retain a copy of the job posting of each position you apply to prior to the closing date and time, AND to look out for supplements to this posting that can be found on the intranet under Employee / Office of Human Resources, if applicable.  It contains pertinent information regarding the testing process. Please also be sure to review the below-listed Promotional Policies, which are terms of any promotional opportunity you apply for.

Click the link below to apply for or learn more about promotional positions with the Las Vegas Metropolitan Police Department.  

How to Apply

1. Scroll down to the bottom of the page to the current open positions (or locate them through the search feature).
2. If you have already registered, enter your username and password to access the employment application.
3. Find a position of interest and click on the position title/link to access the job posting which provides details about the position and the selection process.
4. If interested in applying, click "Apply."
5. First time NeoGov applicant tracking system users will need to create a user account by clicking "Create An Account." You are encouraged to use your Department email address for this account. You can import information from LinkedIn, upload it from a saved document on your computer, or manually enter your personal information. The information you enter will be saved and used to apply for future job openings.

How To Check Your Status After You Have Applied
To access your account to learn your applicant status without having to re-apply, go to:  https://www.governmentjobs.com/Applications/Index/lvmpd

If You Forget Your Password To Log In
You should request a password reset which results in a return email to you almost immediately. If the email is not received, check your spam or junk email settings or folder. You may also add noreply@governmentjobs.com address to your contacts to ensure you receive the email. In the event that you still do not receive the reset email, contact technical support at your email service provider to determine if the email is being filtered out or blocked.

If You Have Any Other Technical Difficulties While Applying For A Position
Please contact the toll-free Applicant Support telephone line at (855) 524-5627. If you receive a message, you can expect a return phone call usually within 24 hours.

How To Print A Copy of Your Application Before You Submit It
The online job application process will take you through five steps: (1) Job Application, (2) Agency-Wide Questionnaire, (3) Supplemental Questionnaire, (4) Confirm Application, and (5) Certify and Submit. After completing Step #4, Confirm Application, you can print a copy of your application before you press "Confirm & Send" your Application.

PROMOTIONAL POLICIES

The below policies apply to promotional postings, as noted:

Class Specification:
For a complete list of the essential functions and knowledge, skills, and abilities required of each position, a class specification is available on the intranet at Employee / Office of Human Resources.  The OHR is committed to ensuring that this process is easy and user-friendly.

Filing Information:
Interested members meeting the minimum qualifications must, before the closing date and time, submit an online application for each promotional process. Applicants must notify their supervisor of their intent to compete in all promotional processes.

Civilian Promotional Processes:  Applicants must provide complete, accurate, and detailed information on their online application, which will be the sole basis, unless specified otherwise on the job posting, for the Office of Human Resources' determination on whether or not they meet the minimum qualifications for each promotional position and therefore, whether or not they will be permitted to continue in the promotional process.

Commissioned Promotional Processes:  Applicants must provide complete, accurate and detailed information in the required fields of their online application, which will be used by the Office of Human Resources, in part, to determine whether or not they meet the minimum qualifications for each promotional position and therefore, whether or not they will be permitted to continue in the promotional process.

Duty Status:
Members must be full-duty with no work restrictions at time of promotion.

Disciplinary Standards:
Major Discipline

1. Candidates whose Personnel files include major discipline, based on the purge date, within three years from the date of the first test instrument, will be automatically disqualified.  If the major discipline is outside of the three year time period, but has not met the criteria to be purged from the file, it will be reviewed by a Review Panel consisting of a representative from the Office of General Counsel, a representative from the Office of Labor Relations, and one member at the rank of Assistant Sheriff or higher.  This Review Panel will also consist of a representative of the appropriate bargaining unit as a non-voting member.  This review will be conducted prior to the administration of the first test instrument and as soon as practical once the candidate applies, and it may result in disqualification depending on the totality of the situation.
2. If a candidate is adjudicated for major discipline after the first test instrument and prior to certification of the eligibility list, they will not be certified on the list.
3. If a candidate is adjudicated for major discipline while on a promotional list, they will be removed from the list.

Minor Discipline or Disciplinary Transfer

1. Candidates whose Personnel files include minor discipline or a disciplinary transfer, based on the purge date, within one year from the date of the first test instrument, will be automatically disqualified.  If the minor discipline or disciplinary transfer is outside of the one year time period, but has not met the criteria to be purged from the file, it will be reviewed by the Review Panel identified above.  This review will be conducted prior to the administration of the first test instrument and as soon as practical once the candidate applies, and it may result in disqualification depending on the totality of the situation.
2. If a candidate is adjudicated with minor discipline or a disciplinary transfer after the first test instrument and prior to certification of the eligibility list, they will not be certified on the list.
3. If a candidate is adjudicated for minor discipline or a disciplinary transfer while on an eligibility list, the candidate will be removed from the list if the adjudication is within one year from date of promotional job offer.  If the minor discipline or a disciplinary transfer is outside of the one year time period, but has not met the criteria to be purged from the file, it will be reviewed by the Review Panel identified above prior to the promotional job offer and may result in removal from the list depending on the totality of the situation.

Written Reprimand

1. Discipline resulting in a written reprimand will not result in disqualification at any stage.

Performance Standards:
Candidates who have received a rating of "does not meet standards" on their most recent performance evaluation contained in the Personnel file will also be automatically disqualified during the screening process prior to the first test instrument.  Candidates who receive a rating of "does not meet standards" prior to certification of the eligibility list will not be certified on the list.  Candidates who have a rating of "does not meet standards" at time of promotional job offer will be deferred on the list.  If their performance meets standards during the life of the list and another position is offered, they can be promoted.  

Late Policy:
Any member turning in a late application, Management Review / Career Assessment Resume or other required document(s) will not be permitted to continue in the selection process for this position. Additionally, it is strongly recommended that candidates report for each scheduled event a minimum of 30 minutes early. Candidates must have their LVMPD ID with them to present at check-in. Failure to report by the scheduled appointment time will result in removal from the selection process. Failure to report by the scheduled time for a feedback or appeal session will result in the candidate having less time to participate.

Reasonable Accommodations:
Candidates requiring reasonable testing accommodations related to qualified disabilities must contact the Analyst at the email address listed under "Inquiries" in the Additional Information Section of the job posting, a minimum of two weeks in advance. Such requests must be in writing and include verifiable documentation of need, depending upon the circumstances. (If the candidate has a hardship in meeting this time line, please contact the OHR Analyst and the case will be evaluated on an individual basis.)

The LVMPD is committed to complying with state and federal laws, regulations, policies and procedures concerning equal employment. An applicant who uses assistive devices, such as hearing aids, to attenuate hearing loss or who is otherwise covered under the ADA, as amended, will not be automatically disqualified.

All requests for accommodations must be submitted to the OHR Analyst listed under "Inquiries" in the Additional Information Section of the job posting, using LVMPD Form 541, "Request for Accommodation for Promotional Process," located under "My Templates" in Microsoft Word.

Notifications:
All promotional process notifications will be sent via email. Therefore, it is critical that each candidate includes a current email address which is able to receive email from info@governmentjobs.com and that they update their online user account if their email address changes. Further, it is each candidate's responsibility to ensure that they have received all notification emails, which will include the date and time of each step in the process, if applicable. If a notification email has not been received prior to the next step in the selection process, the candidate should contact the OHR representative listed under "Inquiries" in the Additional Information Section of the job posting. It is also the candidate's responsibility to check for supplements to this promotional posting, which are located on the intranet at Employee / Office of Human Resources.

Exam Instructions:
Candidates will be required to present photo identification when participating in ALL phases of the selection process. Additionally, no cell phones, beepers, PDAs, Bluetooth, body cameras, laptops or other electronic devices capable of performing audio and/or video recordings (e.g., body cameras, phone wrist watches) will be allowed in the testing facilities.

Personal Appearance:
While on duty, and/or representing the Department, uniformed or otherwise, all Department members will be neat and clean in their appearance in public. Members are prohibited from attaching, affixing, or displaying objects, articles or jewelry on or through the nose, tongue, eyebrow or other exposed body part, except the ears for females, while on duty. Members are prohibited from stretching or "gauging" their earlobes. All jewelry implants will not be exposed or visible while on duty. Tattoos or branding will not be exposed or visible while on duty and/or representing the Department. Such markings must be covered by clothing, and may not be covered by make-up or bandages. LVMPD employees hired before April 15, 2012 are permitted to cover tattoos with flesh colored Band-Aids or make-up in conformance with Department policy. Tattoos or branding anywhere on the body that promote racism/discrimination, indecency, extremist or supremacist philosophies, lawlessness, violence, or contain sexually explicit material are prohibited.

Testing Dress Code:
Written Exams and Practical Exams: Candidates are strongly encouraged to comply with dress code policy and take into consideration the professional environment in which they are testing. While candidates will not be disqualified for their appearance, if appearance is sufficiently unsuitable for a professional business environment, their supervisor may be contacted.

Management Review, Career Assessment and Oral Boards: Candidates may choose to wear professional attire (suit) or their uniform, if applicable, during the Management Interview, Career Assessment Interview or Oral Board, as professional appearance may be evaluated as part of this process.  If choosing to wear their uniform, this must be full uniform, including duty belt and firearm, in accordance with Department Manual Regulation 4/107.00, "Personal Appearance, Part 3 - Uniforms."

Assessment Centers: Commissioned candidates must come in Standard Duty Uniform, including duty belt and firearm, as outlined in Department Manual Regulation 4/107.00, "Personal Appearance, Part 3 – Uniforms," as professional appearance may be evaluated as part of this process. Civilian candidates should comply with dress code policy and take into consideration the professional environment in which they are testing. While candidates will not be disqualified for their appearance, if appearance is sufficiently unsuitable for a professional business environment, their supervisor may be contacted.

Written Exams:
All candidates will check in at the OHR Testing Room located in Building B. Please follow the signs posted outside of the building. Candidates must bring their 9-digit applicant ID#, unless instructed otherwise, which is sent via email,  with them to the Written Exam. This number will be used for check-in, to score their Scantron answer sheet, and to receive their Written Exam score.

At the Written Exam, each candidate will be given an exam ID# that will be used to determine the order of the subsequent exams, as applicable.

The Written Exam Appeal Process has been changed, effective March 24, 2017.  Candidates will no longer prepare written appeals immediately follow the scoring of the Written Exam. Rather, an analysis of each test item will be generated, following the Exam administration, and based upon the test-taker pool.  Those items not meeting the industry-standard acceptable statistical ranges will be reviewed by a Written Exam Item Review Board comprised of subject matter experts to determine whether or not the item or a particular distractor will be discounted.  More information on this new process is available in the Promotional Guidelines located on OHR's intranet webpage under "Test Prep."

Management Review:
All candidates will check in at the Reception Desk located at the first floor lobby of Building B and then proceed to the second floor OHR reception area. The Management Review will consist of three parts for each candidate, all of which will be conducted by a three-member Management Review panel:

1. Resume Review
2. Personnel File Review
3. Management Interview

The Management Review score will incorporate all of the above, based upon the pre-established evaluation criteria, in accordance with the appropriate class specification.  Management Interview appointment dates and times, and resume instructions will be provided to candidates via email.

Resumes must be completed in Microsoft Word and emailed back in the original, editable Word format. The resume must adhere to the following criteria:

1. It must be no more than two pages long. If more than two pages are received, only the first two pages will be given to the raters.
2. It must be created using no less than 11-point Arial font.
3. There must be a 1" margin all around (left, right, top and bottom).

To confirm OHR's receipt of each candidate's email and resume attachment, candidates should use the Outlook email tracking options, such as "Request a Delivery Receipt" or "Request a Read Receipt." Upon receipt in OHR, each resume will be checked for adherence to the stated criteria. If it does not meet these criteria, it will be returned for correction. If each candidate's approved resume is not received by the OHR before this deadline, they will NOT be permitted to continue in the process.

Substantiation of information provided in the resume will NOT be required; however, any areas of discrepancy that may arise during the process may require substantiation which must be provided within 48 hours of the request.

Personnel File Reviews will take place by the Management Review panel prior to the interview. It is each candidate's responsibility to ensure that their Personnel file is complete prior to this review. Personnel files will be available for review until the specified date and time on the job posting. Candidates may schedule an appointment to review their Personnel file before the specified date and time by scheduling an appointment in Outlook .  Instructions on scheduling an appointment can be found on the Labor Relations MetroWeb page.

Management Interview will be scheduled by ID number in descending order. Interview dates and times will be strictly adhered to. Candidates will check-in at the Reception Desk located on the first floor lobby of Building B and then proceed to the second floor OHR reception area. The Interviews will last approximately one hour, and will be videotaped and observed by an OHR representative. Candidates may not bring anything with them to their interview. OHR will provide notification of pass/fail results of the Management Review process by the date specified in the candidate's email.

Discipline was reviewed as a minimum qualification and therefore, candidates' discipline will not be evaluated during Management Review.

Assessment Center:
Those candidates participating in an Assessment Center will be scheduled based upon the ID number in ascending order. Assessment Center dates will be strictly adhered to. Candidates will be assigned a personal computer equipped with Microsoft Word to complete their written work products, if the Center includes written exercises.  The proofing features in Microsoft Word will be available.

Career Assessment:
The Career Assessment is part of the Assessment Center, and will consist of several parts* for each candidate, all of which will be conducted by a three-member Career Assessment panel:

1. Resume Review
2. Personnel File Review
3. Interview
   

*Some Career Assessment processes may include candidate submission of a writing sample and review and evaluation of this sample by the Career Assessment panel.*

The Career Assessment score will incorporate all of the above, based upon the pre-established evaluation criteria, in accordance with the class specification.  This score will be combined with the other Assessment Center exercise scores.

Resumes guidelines, substantiation, and Personnel File Review will follow the same guidelines as listed in the Management Review section above.

Discipline was reviewed as a minimum qualification and therefore, candidates' discipline will not be evaluated during Career Assessment.

Source Materials:
None of the source and reference materials brought to the Assessment Center or Practical Exam, where permitted, may contain any additional inserts which are not contained on the source list. Highlighting and/or underlining of source material is acceptable, but handwritten notes are not. All sources will be checked by OHR representatives prior to the start of the Assessment Center or Practical Exam. OHR will provide an electronic copy of the Department Manual.

Feedback and Appeals:
Effective May 25, 2017, candidates failing any of the above components of the applicable selection process (besides the Written Exam which has its own review procedure) will be scheduled to attend an optional review session.  The date of this session will be pre-scheduled and included on the job posting.  During this review session, candidates will review the exam materials and recordings which pertain to the area(s) in which they failed.  If candidates wish to appeal their failing score, based upon the criteria set forth in the Promotional Guidelines, they must submit a written appeal pertaining solely to the area(s) they failed before the conclusion of the review session.  The Chairperson of the PRB, or designee, will review the merit of each submitted appeal to determine whether or not the entire PRB will be convened.  Appeals deemed to have no merit may be denied; those deemed to have merit will be presented to the entire PRB during which time the candidate will be allowed to present his/her appeal.  All decisions of the PRB will be final and issued in writing to the affected candidates.  Candidates must exhaust all internal remedies, including this appeal process, prior to submitting an appeal to the Civil Service Board.  Candidates who do not participate in the appeal process will not be allowed to appeal to the Civil Service Board.  Further recourse will be in accordance with applicable Civil Service Rules. 

For additional information on the feedback and appeal process, go to OHR's webpage under "Test Prep" to locate a copy of the Promotional Guidelines for commissioned and civilian employees.

Candidates may individually review their evaluative sheets and video recordings, and participate in an individual feedback session with a rater/assessor. Such feedback will be available through OHR for 60 days following Civil Service Board certification of the eligibility list and is for professional development only.

Promotional Eligibility Lists:
Most promotional eligibility lists will be in effect for 18 months, with the following exceptions:

• Corrections and Police Sergeant – 18 months
• Corrections and Police Lieutenant – 2 years
• Corrections and Police Captain – 2 years

Facility and Parking Information:
The LVMPD Office of Human Resources is located at 400 S. Martin Luther King Blvd, Building B, Las Vegas, NV 89106. Free parking is located in the parking lot at the front and side of the complex. For security purposes, candidates should wear their Department ID on their outermost garment for the duration of their time in OHR. Vending machines, which contain drinks and snacks, are available in OHR and require cash.

Thank you for considering these promotional opportunities!

NOTE: The online job application will have multiple distinct sections. Failure to complete ALL of these sections will result in an incomplete application and will not be considered.