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EPD Officer Hiring Process

For more information about becoming a police officer for the Eugene Police Department, go to https://www.eugene-or.gov/913/Police-Hiring-Process

Eugene Police Department

on 7 December 2016

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Transcript of EPD Officer Hiring Process

EPD Officer Hiring Process
Screening STEPS
Police Officer Hiring Screening
Application and supplemental questionnaire for minimum qualifications
If you succeed in the EPD hiring process screening, you will receive a final job offer.
Police Officer Hiring Screening
Police records check
Background Investigation
Oregon Physical Abilities Test
Written Exam
Narrative writing
Personal history questionnaire (PHQ)
PHQ Investigation
Police Records Check
Suitability Assessment Report (SAR)
The SAR is a non-medical risk assessment investigation conducted by the police psychologist. The following tests are used: PHQ (noted earlier), Supplemental Personal History Questionnaire, California Psychological Inventory Police and Public Safety Selection Report, State-Trait Anger Expression Inventory, Wonderlic Personnel Test, and a writing sample.
Conditional job offer
Police Psychological Testing
Physical Exam
Candidates take the CPS Entry

Level Law Enforcement test that

evaluates the following categories:
observation and memory, written

communication and report writing,

reading and understanding written

information, and reasoning and
analytical ability
Candidates watch a video scenario in which they can take notes. After the video they have one hour to write a report that details what they witnessed. The test is designed to test their observation and writing skills.
Narrative Writing
If the applicant passes this
step, they proceed.
The Oregon Physical Abilities Test is designed to test a person's physical strength, muscular endurance, coordination and agility by performing basic physical tasks that professional police officers will use throughout their career.
The applicant must pass all three components of the testing before moving forward in the process.
Police records check - This is a criminal history check using the criminal justice system and the check will flag anything from parking tickets to felonies
PHQ - This test was created by our police psychologists. It asks 180 questions related to the applicant's education, employment, military experience, law enforcement experience, driving record, legal history, substance abuse and general information. The applicant's answers are compared with averages collected from tens of thousands of other applicants, for similar positions, across the county.
PHQ Investigation - A police background investigator is assigned to contact the applicant and investigate answers of concern provided by the applicant. The investigator writes a report about the investigation.
If the applicant passes this step, they proceed.
Interview Process
Police Records Check - This is a repeated check to determine if there is any new information in the system since the first check
If the applicant passes this step, they proceed.
Interview Process - Includes a role-play exercise, general interview questions and scenario-based questions, in front of an interview panel.
If the applicant passes this step, they proceed.
Applicants are required to complete a 31-page information packet detailing their personal identification information, employment history, volunteer experience, education, military service, residential history, relatives, personal references, professional references, financial history, legal history, motor vehicle operation, and other general information. The application must also provide several supporting documents.

The background investigation usually takes an investigator 40-50 hours. Investigators are sworn officers who are trained to conduct backgrounds. The investigator usually will interview more than 25 people during the course of this investigation. In addition to interviewing people listed by the applicant, the investigator seeks secondary contacts not reported by the applicant.
Unlike many other police agencies, mailed questionnaires are not used. References are either interviewed in person, by phone or video calling. Financial credit reports and other online investigative tools are also used as part of these investigations.

Throughout the process, applicants are repeatedly warned that complete honesty is required and they are required to sign several documents, including one notarized document, swearing that all their statements are true. Honesty is a critical issue. In fact, omitting details is looked at critically.
References and secondary contacts interviewed are strongly encouraged to be completely honest and their identity is protected, so the information shared is not connected to them. Concerning incidents are investigated from multiple angles in an effort to ensure the most accurate information is obtained.
Full transcript