Application Process

Sworn position application process is as follows:

The application process for a sworn position with the Department is both lengthy and demanding, due to high numbers of applicants the process is designed to allow a numerical ranking during it's entire length. The numerical ranking is used to assist the Chief of Police in making his final selection during the hiring phase. The Chief of Police makes the final determination on applicant selection. 

The process is made up of a number of steps which when broken down may eliminate unsuitable applicants at any time. Typically the process takes between 6 and 8 weeks to complete.

Step 1: The applicant receives an appointment to meet informally with a staff member who provides Departmental employment information, this information includes salary and benefits, hiring process, working description, academy information, departmental tour and a question and answer session,

Step 2: The applicant returns the application package (this package must be obtained and returned in person from the City of Kingsland, Human Resource Director)and it is reviewed for completeness and the initial background investigation begins.

Step 3: The applicant receives an appointment for a formal oral review board, this board is made up of several Department members as well as representatives from the City Human Resource department. The applicant is given the opportunity to answer a series of  questions during this board, no prior law enforcement knowledge is required for non- certified applicants, applicants who have been previously certified will answer a series of questions designed to determine their skill and knowledge level in law enforcement.

Step 4: The applicant receives an appointment to participate in the Physical Agility Test, during this test the applicant demonstrates their fitness for employment as a Police Officer, this test is task oriented and based on a modification to the Denver/Standard Model.

Step 5: The applicant receives an appointment to participate in the Psychological screening process, during this phase the applicant is administered a series of two testing instruments to determine suitability for a role in law enforcement. Both tests are administered locally under direction of Morris & McDaniel Inc. who evaluates and reports on the candidates results.

Step 6: The applicant receives an appointment for the Computer Voice Stress Analysis. This is used to determine the applicants integrity during the hiring process and to verify information given during this process.

Step 7: The applicant undergoes an intensive background investigation, frequent contact between the investigator and applicant can occur during this period for clarification of any issues as they arise.

Step 8: The applicant must take the PACE or COMPASS exam given at the Coastal College of Georgia, either at the Kingsland Campus or the Brunswick Campus (preferred) the fee associated with this exam is at the applicants expense. The applicant must include a copy of the grade report along with their application package prior to being extended a job offer.

Step 9: The applicant receives and appointment to particpate in a drug screening and physical examination by a licensed  physician at city expense. *Step 9 will occur after a "conditional offer of employment has been extended." Steps may not necessarily occur in this order.



Non-sworn position application process is as follows:

Step 1: The applicant receives an appointment to meet informally with a staff member who provides Departmental employment information, this information includes salary and benefits, hiring process, working description, academy information, departmental tour and a question and answer session, followed by a detailed explanation of the application package.

Step 2: The applicant returns the application package and it is reviewed for completeness and the initial background investigation begins. This background includes a criminal history review and a drivers history review.

Step 3: The applicant receives an appointment for a panel interview, this panel is made up of several Department members as well as representatives from the City Human Resource department. The applicant is given the opportunity to answer a series of questions during this board, no prior law enforcement knowledge this interview is used to determine skill and knowledge level for the position.

Step 4: The applicant undergoes an intensive background investigation, frequent contact between the investigator and applicant can occur during this period for clarification of any issues as they arise. This background includes a review of the applicants references , a financial history check, a personal reference & professional reference check and a work history review.

Step 5: The applicant receives an appointment for a Physical Examination by a licensed Physician which includes a drug screening.   ** Step 5 will occur after a " conditional offer of employment has been extended.
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