Selection for Probation Officers
The selection officer may be assisted in this
process by the Court Services Commander or his/her designee as necessary.
Candidates must successfully complete each step to
continue in the process. If for any
reason, a candidate voluntarily withdraws from the process or fails to
successfully satisfy any step of the process, and decides to re-apply at a
later date, he/she will have to begin at Step 1. Applicants will not be allowed to start at
the point where they were previously withdrawn from, voluntarily or
Step 1: City Application
A standard City of Conyers application is available
on-line or at the City of Conyers Department of Human Resources. Once the application is submitted, the Personnel Officer for the City of Conyers shall
review all applications for all positions in the police department and log
affirmative action information from the applications into the personnel
log. The last two pages of the application
containing this information will be removed from the application and filed in
the personnel department. The personnel
officer shall have the responsibility of forwarding the first three pages of
all applications, to the Chief of Police or his/her designee.
Once received at
the police department by the Chief of Police or his/her designee, all
applications for all positions will be turned over to the selection officer
who, for the purposes of this policy, may also be referred to as the selection
officer. The selection officer is
responsible for reviewing all applications to ensure each candidate meets the
minimum qualifications required for the position he/she has applied. The selection officer is also responsible for
maintaining contact with all applicants that have been selected as a candidate
for employment until final employment disposition. Applicants are defined as those persons
selected for interviews, psychological examination, etc.
will be reviewed by the selection officer for accuracy, completeness and
eligibility. Applications that are
deficient will be processed routinely if the deficiencies can be rectified
prior to the interview process.
Step 2: Conyers Police Department
Applicant Processing Booklet (APB)
who have completed the previous step will be provided with the departmental
Applicant Processing Booklet (APB) along with instructions
on how to complete it. The Applicant
Processing Booklet (APB) will be considered the applicants formal application
with the Conyers Police Department. It shall be the
sole responsibility of the applicant to return the applicant processing booklet
back to the selection officer with all required documentation. Required documentation to be turned in at the
time the background booklet is submitted includes the following:
copy of birth certificate
Copy of high school
diploma or GED
Copy of any college
degrees, certificates, or diplomas
Copy of DD 214 long form
if you were active military service
Documents and police reports of any major court cases that you are currently or
were personally involved (bankruptcy, law suits, etc.)
Copy of any certificates
of training you have received in the past that are applicable to your current
Official transcripts from
all colleges and universities attended.
Transcripts must be received from the college and/or university in a
Full credit report from
all of the major three credit bureaus: Trans Union, Experian, and Equifax. A downloaded Internet version is
acceptable. Just check all three boxes
when given the option. (Do not pay for
additional reports if they will only provide one).
All forms inside the
background book must be fully completed, signed, and notarized, if
necessary. There is a notary public at
the Police Department.
Two color passport
photographs – most of the photo shops in drug stores or department stores will
provide these photos for a fee
List of all personal
on-line social media sites.
The applicant cannot move on to the next step until
all required paperwork has been turned in.
Criminal and Driver History
The selection officer will use the forms from the applicant processing
booklet to run a criminal and driver’s history on the applicant. If the applicant’s
criminal and driver history meets the requirements set by the state and our
department, he/she will move on to the next step.
National Criminal Justice Officer Selection Inventory Exam
The applicant will be administered the National Criminal
Justice Officer Selection Inventory Exam.
Applicants must successfully pass the exam with a score of 70% or better
to continue in the selection process.
These scores shall be valid for a period of two years after the exam
date. Applicants will be given their
results the same day that they take the exam, unless extenuating circumstances
exist. Applicants who successfully
complete this step will move on to the next step.
company that produces our written test is I/O Solutions. They offer a study guide and practice test
that consists of 100 questions and answers.
If you are interested, go to the web address: www.publicsafetyrecruitment.com . Click on “Study Guides” and
then click on “Law Enforcement Study Guides”.
The applicant may purchase it with a credit card and download it for
printing right there. THIS STUDY GUIDE
IS NOT REQUIRED - Obtaining the study guide is strictly between you and I/O
Solutions. The City of Conyers Police
Department is not promoting or endorsing this study guide for I/O Solutions.
Step 5: Applicant Review Board
The applicant will be scheduled for a panel review
before the Applicant Review Board. The
applicant will be required to respond to a series of questions before a panel
of officers employed within the police department. All information received on the
applicant, up to this point, shall be made available to the applicant review
board for review.
will be asked questions concerning, but not limited to, the following:
panel member shall rate the candidate on a scoring sheet based on the
interview. If the members of the applicant review board recommend that that
applicant continue in the process, he/she will move on to the next step.
Step 6: Realistic Job Preview
The applicant may be required to complete a realistic job preview with
court services personnel prior to moving on to the next step. Depending upon previous employment and
experience this step may be waived for certain candidates.
Step 7: Truth Verification
All applicants that
enter this phase will be scheduled for and given a
polygraph examination or a voice stress analyzer.
Upon successful completion of this step the
applicant will move on to the next step.
NOTE: No applicant will be disqualified from
appointment based solely on the results of the truth verification examination.
Step 8: Background Investigation
/ Verification of Information
If after the truth verification examination, the applicant is
recommended to continue in the process, the background investigation will begin
on the applicant. Background
investigations will be completed by Department personnel trained in conducting
these types of investigations to verify information listed on the application. A complete background check and investigation will be conducted
on all applicants who have
successfully passed all of the previous steps.
This phase will also verify all information provided in the background
booklet and will authenticate all documents provided. The background investigation will include,
but may not be limited to, the following:
of criminal record, if any.
of driving records, if any.
of selective service registration.
of applicant’s credentials (education experience).
of previous employers.
of a minimum of five (5) personal references.
of civil records in the area of current and past records.
all on-line social media sites.
This is an extensive and time-consuming process that can be
lengthy. It should be noted that the background investigation will be an
ongoing process, and applicants may be scheduled for other selection
testing/processes even though the background investigation may still be
the department has set forth minimum selection standards for applicants to meet
in order to move forward in the selection process. Appendix A provides a list of all minimum
background selection criteria and standards.
During the background investigation, these standards will be reviewed for
compliance. Applicants who do not meet
the minimum selection standards will be removed from the selection
conducting background investigations shall attach a written report of findings
and recommendations to the application file.
Interview with the Chief of Police
The applicant is scheduled for an interview with the Chief of Police or
Conditional Job Offer
Upon successful completion of steps 1 through 10, and upon completion of
the background investigation with no disqualifying information discovered,
selection officer will prepare a report detailing the recommendation of the
applicant and shall forward such recommendation to the Office of the Chief of
Police. The report submitted to the Office of the Chief of Police shall be a
summary report on the applicant. The
selection officer shall have the complete file available for review if
requested by the Chief of Police or his/her designee.
Chief will review all information received on the applicant. A conditional offer may be extended at this
time depending on the decision of the Chief of Police or his/her designee. The Chief of Police or his/her designee may
extend the conditional job offer during an additional interview, by telephone,
letter sent via e-mail or parcel post.
Failure to meet the minimum requirements for
each of the final phases will result in the conditional job offer being
Step 11: Psychological Exam
The applicant must complete a psychological
examination. All psychological
evaluations will be handled by the department’s professional psychologist. The
results will be closely scrutinized prior to final appointment of any and all
applicants. The results of the
psychological examination shall be placed in a separate and secure file
maintained by the
Step 12: Medical Examination and
The candidate must have a complete physical and
drug screen test conducted by a designated physician. This testing will be arranged by the City of
Conyers Department of Human Resources, in cooperation with the selection
Step 13: Approved Job Offer
Once all the previous steps of the application
process have been successfully completed, the Chief of Police shall submit a written
appointment recommendation in the form of a City of Conyers Personnel Action
(PA) form to the City Manager in accordance with personnel policy for approval.
selection officer will be responsible for notifying the applicant of the
final approval of employment.
start date for employment.
reporting times for his/her start date.
person the applicant will report to on his/her start date.
We are an Equal Opportunity Employer.