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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, police interview board (oral review board), command staff review, civil service review, drug screen, medical and psychological testing . A physical fitness assessment may also be required. 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, http://www.cityofdayton.org 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 present all documentation requested by the Civil Service Board in order for the application to be accepted; this includes presenting a valid driver's license, and providing a copy of the driver's license. Note: The Civil Service Office does not make copies for applicants. 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 process, a civil service exam is given. The date, time and location of this exam will be listed on the Examination Announcement. Candidates receiving a score of 70% or higher on the written civil service exam will be placed on an eligibility list. Exam score determines placement, with highest score in the number one position, descending to lowest score. Applicants will be notified of their score and placement in writing. Wear comfortable clothing to this exam.
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If a requirement for hire, the physical fitness assessment will be listed in the “qualifications” section on the examination announcement. The assessment consists of a timed 1.5 mile run, push-ups and timed sit-ups. The required Cooper Fitness Standards, date, time, and location of this test will also be listed on the exam announcement. Candidates are given only one attempt at each element. Failure to meet the given standards will result in immediate disqualification. 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 job interview with two phases. The first consists of basic questions about the candidate's views on policing, followed by several scenarios. 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: decision making, leadership, and common sense.
After the scenarios are completed, the candidate will be excused from the room and asked to wait outside for several minutes. The second phase begins when the candidate re-enters the room and a personal interview is conducted. 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.
Upon learning of a recommendation for hire, it may be wise to start investigating housing options within the City of Dayton 's corporate limits. Recruits do not live at the Academy, and must reside within the corporate limits of the City of Dayton by their first day in the Academy. When an academy starting date is announced, the candidates will be notified as quickly as possible, but sometimes the time frame is as short as 2 weeks.
Receiving a recommendation for hire is good news, but it does not guarantee a job. Whether to put a house up for sale or sign a lease or other contract prior to receiving official notification of an academy starting date is a decision to be made by the individual candidates and their families.
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