Most sworn positions establish minimum standards involving age, legal authorization to work, driving history, criminal history, education and physical readiness. The details are not interchangeable. One police department may accept a high school diploma, another may require college coursework, and a federal agency may require a bachelor's degree plus professional experience.
The hiring process commonly evaluates more than whether an applicant meets the minimum. Written testing, interviews, background investigation, medical review, psychological screening, physical testing and a polygraph may be used. Some steps are pass-or-fail; others contribute to a ranked selection process.
A background investigator may review employment, finances, driving, criminal contacts, drug history and information supplied by references. Honesty is critical. An applicant can create a larger problem by hiding conduct than by accurately disclosing something the agency is willing to evaluate.
After appointment, many officers complete an academy followed by supervised field training. Federal agencies run their own training programs, while requirements for conservation and specialized positions may include subject-specific instruction. Graduation does not end the evaluation period; new personnel commonly work under probationary standards while applying their training on the job.
