• Initial Department Interview
• Background Investigation
• Interview with Police Technical Services Administrator
• Conditional Offer
• Polygraph Examination
• Psychological Evaluation
• Medical Evaluation 
• Internal Hiring Panel Evaluation
• Police Chief’s Interview

Preparing for a background investigation involves ensuring that your personal, educational, and employment history are accurate and consistent, as well as demonstrating your suitability for the role. By being prepared, honest, and cooperative, you can increase your chances of successfully passing a background investigation.

Here are some things you should consider:

1. Gather Documentation: Collect important documents such as identification, passport, social security card, birth certificate, all certified school transcripts, and any relevant diplomas or certificates.
2. Review Your Application: Go through your application thoroughly to ensure that all information provided is accurate and up-to-date.
3. Employment History: Have a detailed list of your past employment history, including dates of employment, job titles, duties, and contact information for supervisors.
4. Education History: Gather transcripts from high school, college, or any other educational institutions you attended.
5. Be Honest: Background investigators value honesty above all else. Be forthcoming about your past experiences, including any past legal issues or employment terminations.
6. Review Civil/Criminal Record: Check your own civil/criminal record to ensure accuracy. If you have any past legal issues, be prepared to discuss them honestly and provide any necessary documentation.
7. Professional References: Prepare a list of professional references who can speak to your character and work ethic. Ensure you have all of their contact information readily available.
8. Review Credit History: We conduct a credit check as part of the background investigation. Review your credit report for accuracy and address any discrepancies.
9. Military Service Record (if applicable): If you served in the military, have your DD-214 form available.
10. Residential History: Provide a list of your previous addresses for a specified period, usually the past five to ten years.
11. Financial Information: Prepare to provide information about your financial status, including any outstanding debts or bankruptcies.
12. Drug Usage History: Be honest about any past or current drug use, as this is typically scrutinized during the background investigation. All information you provide is subject to verification through medical examination, polygraph, and psychiatric evaluation.
13. Prepare for Interviews: Be prepared for interviews with background investigators. They may ask about your personal history, employment history, education, and any legal or financial issues.
14. Be Prepared to Explain Gaps: If there are any gaps in your employment or education history, be prepared to explain them. This could include periods of unemployment or time spent traveling.
15. Review Social Media: Background investigators may review your social media accounts. Ensure that your online presence reflects positively on you and remove any potentially inappropriate content.
16. Stay Positive: Background investigations can be thorough and may take some time to complete. Stay patient and cooperative throughout the process.

Background investigations can be complex, so it depends on the applicant’s history. They typically take two to four months. 

No amount of standard-setting will eliminate the need to make case by-case judgments based on specific facts presented by each candidate’s background. Rarely is one fact a sufficient basis for disqualifying an individual; rather, it is generally necessary to investigate the circumstances surrounding each fact in order to make an educated determination of the candidate’s suitability, taking into consideration such factors as:

• The patterns of past behavior and specific combinations of fact and circumstances.
• The consequences if past undesirable behavior occurs again or becomes generally known.
• The likelihood of recurrence of the undesirable behavior
• The relevance of the past behavior to the job demands and requirements.
• The length of time between the particular undesirable act and the application for employment, with consideration given to the intervening behavior of the candidate.
• Positive attributes and/or behaviors that may mitigate past behaviors. 
• The legal rights of the candidate.

Applicants seeking employment are evaluated on an individual basis. The totality of the background investigation is taken into consideration for disqualification or non-select purposes. Bottom line, be honest from the start. In dealing with legal issues, we take into consideration the seriousness of the offense, the age of the candidate at the time of the offense, how recently the offense occurred, the career path of the candidate at the time of the offense, any mitigating circumstances, and the impact, if any, upon the candidate’s potential credibility as a witness in a court of law.

It depends. We recommend you disclose the arrest and adjudication for evaluation. 

Although this is an important area of investigation, the evaluation of a candidate’s behavior regarding the handling of finances is careful and judicious. It is critically important for the background investigator to understand the full circumstances surrounding any apparently negative financial information. Commission Regulations 1953(e)(11) and 1959(e)(10) require that a credit check be performed, “to determine the candidate’s credit standing with lenders, as an indication of the candidate’s dependability and integrity.” 

Applicants seeking employment are evaluated on an individual basis. The totality of the background investigation is taken into consideration for disqualification or non-select purposes. It is important to underscore that a sealing or expungement usually does not relieve the applicant from providing information about the underlying conduct that led to such a sealed or expunged record. One possible exception might be an arrest/conviction expunged by a court pursuant to PC §851.8, in which case the court made a factual finding of innocence, as there is no underlying conduct to disclose. 

Applicants seeking employment are evaluated on an individual basis. The totality of the background investigation is taken into consideration for disqualification or non-select purposes.