Police Recruiting

Upcoming Police Officer Applicant Testing

Recruiting Introduction

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.

Upcoming Dates

Assessments	Resume Submission Deadline
April 25 & 26, 2023	April 21, 2023

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. 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.

Qualifications

Minimum Requirements:

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):
1. Bachelor's Degree from an accredited college or university
2. Georgia P.O.S.T. Peace Officer Certification
3. 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

Exam	Exam Section	Min Score Required
ASSET	Reading	38
	Writing	35
	Numberical	35
COMPASS	Reading	70
	Writing	32
	Numerical	26
SAT	Verbal/Critical Reading	430
	Math	400
ACT	Verbal and Reading	18
	Math	16
CPE	Reading	75
	Math	75
	English	75

Re-Application

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.

Tattoo Policy

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).
The final decision on all tattoos, to include current employees and pre-hires, will be made by the Chief of Police.

Benefits

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