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The Hiring Process
The Dayton Police Department is a progressive organization, seeking a wide range of applicants to reflect the diversity of the City's citizenry. The police hiring process is multi-faceted and intensive, consisting of: application, civil service exam, extensive background investigation, polygraph, physical fitness assessment, psychological and medical examinations. Applicants must pass each element of the hiring process in order to be appointed as a Police Recruit.
The Dayton Police Department's application process starts with an examination announcement from the Civil Service Board. This announcement will appear on the City of Dayton's website, https://jobs.daytonohio.gov and will give all pertinent information, including qualifications, when and where to apply, documentation needed, exam dates and locations. It is important to note that there is a limited amount of time in which to submit an application. The applicant must meet the minimum qualifications as stated on the Exam Announcement in order for the application to be accepted. When the exam posting expires, applications will no longer be accepted. To view minimum qualifications, click here .
A few weeks after the closing of the application period, a civil service exam is given. The date, time and location of this exam will be listed on the Examination Announcement. Candidates receiving a passing score will be placed on an eligible list. Exam score determines placement, with highest score in the number one position, descending to the lowest score. Identical scores will be broken by a random selection method. Applicants will be notified of their score and placement in writing. Wear comfortable clothing to this exam.
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The physical fitness assessment requirement will be listed in the “minimum qualifications” section on the examination announcement. Applicants must be able to score in the 30th percentile or better on the Cooper Fitness Standards during the pre-employment physical fitness assessment test. Failure to meet the given standards will result in immediate disqualification from the hiring process. For this test, work-out clothing and a comfortable pair of sneakers is recommended.
The background investigation starts with receipt of the candidate's completed application. A sworn DPD officer will conduct the investigation, and in addition to interviewing the candidate, may interview family members, neighbors, and former and current employers. Business attire is recommended for this interview.
The investigation focuses on employment history, credit history, driving record, military record, criminal history (if any) – this includes expunged records –, drug and alcohol use, and school records, including high school transcripts. Complete disclosure is required.
Investigators are looking into the candidate's day-to-day life for evidence of high morals, good decision making, maturity, responsibility, and integrity. Candidates will be given a chance to explain any issues that surface. Some indiscretions are cause for immediate disqualification, while others may be handled on a case-by-case basis. For a list of disqualifiers, please click here .
After the background investigation has been completed, a polygraph test will be given by a sworn DPD officer who has received specialized training in conducting these types of tests. Prior to conducting the test, the Polygraphist will re-interview the candidate. Any additional information will be added to the investigation packet. Wear comfortable clothing to this test.
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The next step is the police interview panel, or “Oral Review Board”. This is a single job interview with two segments. The first consists of basic questions about the candidate and a scenario. A candidate with no law enforcement training is not expected to answer the scenarios as a police officer would. Some of the attributes the interview panel is evaluating are: problem solving, decision making, maturity, responsibility, leadership, and common sense.
After the scenario and questions are completed, the candidate answers questions about any issues disclosed during the background investigation. At the end of the interview, the panel will make the decision to accept or reject the candidate, based on the interview and results of the background information. The interview panel's recommendations are sent to the Chief and Civil Service for review and final approval. The candidate will be advised of the outcome by mail. Candidates who are rejected have the opportunity to appeal the decision to the Civil Service Board.
The medical examination involves a cardio-pulmonary treadmill test, drug screen, vision test, hearing test, blood test, and comprehensive physical evaluation. A psychological test is also required.
Candidates who successfully pass each of these phases may be recommended for hire.
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