Upcoming Police Officer Applicant Testing
The City is accepting applications for Police Officer positions for its next quarterly Police Recruiting Process. Interested parties should complete the online questionnaire and resume submission form and review the City's police officer recruiting process (below).
Interested parties should also review the steps of the hiring process, steps to reapply and the length of the hiring process. See below for upcoming dates. Qualified candidates will be contacted by email at least 10 days prior to the assessments date. Qualified candidates who pass all requirements will be placed on an eligibility list, which will be valid for one year or until a new list is created.
Please Note: Anyone who has submitted a resume online should note that they do not need to reapply for one year. Online submissions are active for at least 12 months.
*Please note: The April 23, 2020 Assessment date has been cancelled due to COVID-19. We will reschedule when City Hall resumes normal operations
||Resume Submission Deadline
|April 23, 2020
(*CANCELLED due to COVID-19)
|April 9, 2020
|July 2020 (TBD)
|October 2020 (TBD)
Any recruiting questions should be sent by email to RecruitPD@JohnsCreekGA.gov
Only those interested parties who receive an email from the City will be permitted to participate in the assessments. These applicants should R.S.V.P. as instructed and bring their completed forms to check-in.
If an applicant does not successfully pass the Oral Interview, he/she will be eligible to reapply after one year.
If an applicant does not successfully pass the Physical Agility Test, he/she will be offered an opportunity to retest one time within the next three testing periods. If still unsuccessful, he/she will be eligible to reapply one year after the Oral Interview date.
Steps of the Hiring Process
There are ten steps to the Police Officer hiring process:
Step 1 - Application for Employment
All applicants must complete the online submission process
, which includes your resume and salary requirements. If selected for further consideration, you will also be asked to complete an Authorization for Release of personal records.
Resumes will not be accepted by email, in person, by mail, or any other delivery method in-lieu of online submission via the link provided. False or misleading information at any stage of the recruiting process will result in immediate disqualification from the process.
Step 2 - Oral Interview Assessment
An interview to assess your decision making skills, communication skills and judgment ability will be conducted by the Department. Only those candidates who pass the oral interview will move forward in the selection process. The Physical Agility Test and Oral Interview will occur on the same day in most cases.
Step 3 - Physical Agility Test / Assessment
The Physical Agility Test (PAT) is designed to measure strength, agility and endurance. The physical fitness test standard is: 1.5-mile run (18 min. 30 sec.); 300-meter sprint (90 sec.); push-ups (10 in 1 min.); sit-ups (12 in 1 min.).
The test/standards are pass/fail and apply to both male and female applicants.
Step 4 - Conditional Offer of Employment
A conditional offer of employment will be made to qualified applicants once an opening is available. This offer is contingent upon the applicant successfully completing and passing the remaining steps of the hiring process, and the department having current openings to fill.
Step 5 - Background Unit Interview
Applicants may be required to come in person to the Police Department to be interviewed by the Background Investigation Unit. The interview is informal in nature and serves to provide additional information in completing the background investigation.
Step 6 - Background Investigation
All applicants will submit to a complete Background Investigation. As part of the background investigation, we will check the applicant's employment history, criminal history, credit history, education and military records as well as personal references. Please note that the background investigation is ongoing and may begin as soon as the application for employment is received.
Step 7 - Polygraph
Polygraphs are administered in house in most cases although a contractor employed by the City may administer polygraphs. If results indicate deception, the applicant will be given the opportunity to explain, deny or admit the deception. A second examination may be administered at the discretion of the Police Department, if it is determined to be necessary for consideration of the applicant continuing in the process. The decision to remove an applicant from the hiring process will not
be based solely on the outcome of a Polygraph.
Step 8 - Medical Evaluation/Drug Screen
The Medical Evaluation is thorough, and it is essential that you be in excellent health with no conditions which would restrict your ability to safely perform work. This exam will include but is not limited to the following: EKG, Substance Abuse Screening, Medical Exam and a TB Test.
Step 9 - Psychological Evaluation
The Psychological Evaluation consists of written psychological tests as well as an individual oral interview and evaluation by a contracted party on factors related to successful performance in the difficult and stressful job of Police Officer. The information evaluated includes psychological tests as well as the background findings.
Step 10 - Hiring Interview with the Chief of Police
Once the application and hiring process has been completed, the applicant will be interviewed by the Johns Creek Chief of Police, Chris Byers
. This process serves as a way for the future officer and the Chief to become familiar with one another and to ensure that the officer has an understanding of what is expected of him/her while employed with the City of Johns Creek.
Note: Steps 6-9 may not necessarily occur in this order.
Post-Hire for Non-Sworn, New Officers
- Must be a US Citizen or a repatrioted/naturalized citizen of the US as of the date employment commences (POST standard)
- Must be able to hear within the normal audible range (200 to 8000 Hz) with or without correction
- Must have 20/20 vision with or without correction
- High School diploma (or GED equivalent)
- Must possess a valid Georgia Class C Driver's License
- Must be 21 years of age
- No felony convictions during your lifetime
- No termination for cause from a local, state, or national civil service or other merit system
- No convictions for DUI/DWI within the past three years. No more than one conviction of DUI/DWI in your lifetime
- Applicants must have one of the following requirements OR have a valid test score (See chart below for accepted scores for POST):
- Bachelor's Degree from an accredited college or university
- Georgia P.O.S.T. Peace Officer Certification
- Proof of successful completion of P.O.S.T. Entrance Examination or other college admission tests, as defined by Georgia P.O.S.T.
- If certified, must maintain a valid POST Certification with required 20 hours of training
The above requirements are not all-inclusive. Please see the JCPD Officer Job Description
Accepted Scores for POST
||Min Score Required
||Verbal and Reading
Applicants who are disqualified during the Hiring Process will be notified whether they are eligible to reapply in the future. If no disqualifications are identified, most applicants will be immediately eligible for future openings or hiring processes. A new online application must be submitted during the stated dates.
Length of the Hiring Process
The department maintains an eligibility list and if an opening were to become available the selection process takes approximately 2-6 months from start to finish to complete.
The following is an excerpt from the Police Department's Standard Operating Procedure 04-05 Uniform and Dress Code.
G. The display of any unprofessional or offensive tattoo or brand, by members of the Department is prohibited. The following list includes, but is not limited to, the following types of tattoos:
- Depictions of nudity or violence.
- Sexually explicit or vulgar art, words, phrases or profane language.
- Symbols likely to incite a strong negative response in any group (i.e. swastikas, pentagrams, etc.).
- Initials or acronyms that represent criminal or historically oppressive organizations (i.e. KKK, SS, street gang names, numbers and/or symbols).
- Full sections of the body that are tattooed, also known as sleeves, are also prohibited.
- Visible tattoos, while in uniform, are prohibited at all times.
- Officers with visible tattoos shall wear the long sleeve uniform shirt or cover the tattoo by other acceptable manner determined by the Chief of Police.
- The final decision on all tattoos, to include current employees and pre-hires, will be made by the Chief of Police.
The City of Johns Creek offers a comprehensive employee benefits package
. For more information, contact Human Resources:
City of Johns Creek
Human Resources Division
11360 Lakefield Drive
Johns Creek, GA 30097
Or email Human Resources
E-Verify ID: 100011
The City of Johns Creek is an Equal Opportunity Employer.