JOB OPPORTUNITIES - HIRING PROCESS STEPS

 

Job Opportunities Home	Hiring Process	Testing Dates	Minimum Qualifications	información en español
Background Forms	Hiring Bonus	Benefits	Police Department Facts	Application

Click on the link below for the hiring process steps you wish to view. Listed on this page are hiring processes for Police Recruit, Lateral Officer, and Communication Specialist.

LATERAL OFFICER HIRING PROCESS

Lateral Officers
In order to be considered a lateral applicant for the Peoria Police Department, you must a certified, full time police officer in good standing with a minimum of one year experience and off probation.

1. Submit an Application and Background Packet.
Submit your application and background packet for review.
Click here to download an application.
Click here to download a Sworn Background Packet.
Only the most qualified applicants will continue to the next phase of the hiring process.

2. Interview with Background Investigators.
Only the most qualified applicants will continue to the next phase of the hiring process.

3. Police Officer Physical Aptitude Test (POPAT).
A) 99 yard obstacle course
B) 165 pound body drag
C) 6-foot chain link fence climb
D) 6-foot solid fence climb
E) 500 yard run

4. Ride Along.

5. Polygraph and Background Investigation.
A thorough background investigation, as outlined by AZ POST, shall be performed on each candidate.
Click here to view minimum qualifications.

6. Interview with Chief of Police and Command Staff.
Only the most qualified applicants will continue to the next phase of the hiring process.

7. Conditional Job Offer.

8. AZ POST Medical Examination.
An AZ POST medical examination shall be given to each candidate to check for general health, fitness, and conditioning. Examinations will be conducted prior to appointment to probationary status and shall include a drug screen. Only the most qualified applicants will continue to the next phase of the hiring process.

9. Psychological Screening.
A battery of psychological tests shall be administered to each candidate after they receive a conditional job offer. The tests will be evaluated by a licensed psychologist and used in conjunction with a personal interview to evaluate the applicant and determine their suitability for employment. Only the most qualified applicants will continue to the next phase of the hiring process.

10. Final Job Offer.
The Chief of Police, based upon the results of the selection process and personal interviews, shall make the final hiring decision.

Although selection is based upon the successful completion of all of the above components listed, the nature of the selection process allows any single component, other than the polygraph result, to cause the elimination of a candidate from further consideration. The selection process is designed to allow the Department to obtain qualified personnel to fill specific needs. The final determination of the attributes and skills that a candidate should possess and who will be selected for employment is the responsibility of the Chief of Police.

For more information,  click here to ASK A RECRUITER.