Policy Text
Policy
1000Mountain View Police Department
Mountain View PD Policy Manual
Copyright Lexipol, LLC 2019/12/16, All Rights Reserved.
Published with permission by Mountain View Police
DepartmentRecruitment and Selection - 1Recruitment and Selection
1000.1 PURPOSE AND SCOPE
The employment policy of the Mountain View shall provide equal opportunities for applicants
and its employees regardless of race, sexual orientation, age, pregnancy, religion, creed, color,
national origin, ancestry, physical or mental handicap, marital status, military or veteran status, or
sex, and shall not show partiality or grant any special favors to any applicant, employee or group
of employees. The rules governing employment practices for this department are maintained by
the Mountain View Human Resources Department.
1000.2 APPLICANT QUALIFICATIONS
Candidates for job openings will be selected based on merit, ability, competence and experience.
All peace officer candidates must meet the minimum standards described in California
Government Code § 1031 in addition to the employment standards established by this department.
1000.2.1 VETERAN'S PREFERENCE
Qualifying veterans of the armed forces of the United States shall receive a veteran's preference
as applicable. Preference points shall be added after the applicant has received a passing score
on an entrance exam and is qualified for placement on the employment list (Government Code
§ 18978).
1000.3 STANDARDS
Employment standards shall be established for each job classification and shall include minimally,
the special training, abilities, knowledge and skills required to perform the duties of the job in a
satisfactory manner. The Mountain View Human Resources Department maintains standards for
all positions.
The dilemma facing the Department is one of developing a job-valid and non-discriminatory set
of policies which will allow it to lawfully exclude persons who do not meet the Mountain View or
State of California hiring standards. The California Commission on Peace Officer Standards and
Training (POST) developed a Job Dimensions list, which are used as a professional standard in
background investigations.
The following standards have been adopted for public safety applicants:
1000.3.1 OPERATION OF A MOTOR VEHICLE
(a)The ability to possess a valid California driver's license
(b)The ability to drive safely
(c)The ability to control a motor vehicle at high speeds
(d)The ability to operate a motor vehicle in all types of weather conditions
(e)The following shall be disqualifying:
Mountain View Police Department
Mountain View PD Policy Manual
Recruitment and Selection
Copyright Lexipol, LLC 2019/12/16, All Rights Reserved.
Published with permission by Mountain View Police
DepartmentRecruitment and Selection - 21.Receipt of three or more moving violations (or any single violation of a potential
life threatening violation, such as reckless driving, speed contest, suspect of a
pursuit, etc.) within three years prior to application. Moving violations for which
there is a factual finding of innocence shall not be included.
2.Involvement as a driver in two or more chargeable (at fault) collisions within three
years prior to date of application.
3.A conviction for driving under the influence of alcohol and/or drugs within three
years prior to application or any two convictions for driving under the influence
of alcohol and/or drugs.
1000.3.2 INTEGRITY
(a)Refusing to yield to the temptation of bribes, gratuities, payoffs, etc.
(b)Refusing to tolerate unethical or illegal conduct on the part of other law enforcement
personnel
(c)Showing strong moral character and integrity in dealing with the public
(d)Being honest in dealing with the public
(e)The following shall be disqualifying:
1.Any material misstatement of fact or significant admission during the application
or background process shall be disqualifying, including inconsistent statements
made during the initial background interview (Personal History Statement
or Supplemental Questionnaire) or polygraph examination or discrepancies
between this background investigation and other investigations conducted by
other law enforcement agencies.
2.Any forgery, alteration, or intentional omission of material facts on an official
employment application document or sustained episodes of academic cheating.
1000.3.3 CREDIBILITY AS A WITNESS IN A COURT OF LAW
(a)The ability to give testimony in a court of law without being subject to impeachment
due to his/her honesty or veracity (or their opposites) or due to prior felony conviction.
(b)The following shall be disqualifying:
1.Conviction of any criminal offense classified as a misdemeanor under California
law within three years prior to application
2.Conviction for two or more misdemeanor offenses under California law as an
adult
3.Conviction of any offense classified as a misdemeanor under California law while
employed as a peace officer (including military police officers)
Mountain View Police Department
Mountain View PD Policy Manual
Recruitment and Selection
Copyright Lexipol, LLC 2019/12/16, All Rights Reserved.
Published with permission by Mountain View Police
DepartmentRecruitment and Selection - 34.Admission(s) of having committed any act amounting to a felony (including
felony-misdemeanor offenses) under California law, as an adult, within five years
prior to application or while employed as a peace officer (including military police
officers)
5.Admission(s) of administrative conviction of any act while employed as a peace
officer (including military police officers) involving lying, falsification of any official
report or document, or theft
6.Admission(s) of any act of domestic violence as defined by law, committed as
an adult
7.Admission(s) of any criminal act, whether misdemeanor or felony, committed
against children including but not limited to