Policy Text
CATEGORY DATE ADOPTED LAST REVIEW
3 01/24/2011 08/19/2020
TUSTIN POLICE DEPARTMENT
STANDARD OPERATING PROCEDURES
PS112 - Selection Criteria 1 PS112 SELECTION CRITERIA
PS112 .1 PURPOSE AND SCOPE
This procedure establishes guidelines for the proper administration of the personnel selection
process.
PS112 .1.2 ACCREDITATION STANDARDS
This policy pertains to the following CALEA Standards: 31.4.1 , 31.4.2 , 31.4.3 , 31.4.4 , 31.4.5 ,
31.4.6 , 31.5.1 , 31.5.2 , 31.5.3 , 31.5.4 , 31.5.5 , 31.5.6 , 31.5.7 , 31.5.8 , 32.1.1, 32.1.2, 32.1.3, 32.1.4,
32.1.5, 32.1.6, 32.1.7, 32.2.1, 32.2.2, 32.2.3, 32.2.4 , 32.2.5, 32.2.6, 32.2.7, 32.2.8, 32.2.9 ,
32.2.10 , 34.1.3 , 34.1.4
This procedure pertains to the following General Orders: §1000
PS112 .2 PROCEDURE
The Tustin Police Department uses a standardized selection process designed to present the
most qualified applicants for employment .
PS112 .2.1 GENERAL REQUIREMENTS
a) All elements of the selection process should use rating criteria or minimum qualifications
that are job related .
b) All elements of the selection process must be administered, scored, evaluated, and
interpreted in a uniform manner .
c) At the time of their formal applicati on, applicants for all positions will be informed, in writing,
of:
1. All elements of the selection process;
2. The expected duration of the selection process; and
3. Applicants who are not successful in a selection process may re -apply when position
becomes available again (new recruitment process) .
d) All applicants determined to be ineligible for appointment will be notified in writing within
(30) days of determining their ineligibility.
PS112 .2.2 RECORDS
a) Applicant data will be maintained by the Tustin Human Resources Department for
minimum of five years.
b) Selection materials are stored in a secure area when not being used and are disposed o f
in a manner that prevents disclosure of information within.
CATEGORY DATE ADOPTED LAST REVIEW
3 01/24/2011 08/19/2020
TUSTIN POLICE DEPARTMENT
STANDARD OPERATING PROCEDURES
PS112 - Selection Criteria 2 c) Medical and Psychological clearance letters are to be kept in the applicants background
file.
d) Completed background files of appointed applicants will be kept in a secure area .
e) Completed or partially completed background files of applicants not selected for
appointment will be maintained by PSD in a secure area for one year. The files will then
be given to Human Resources .
f) Correspondence or documents related to medical and psycho logical examinations are not
public information and shall be maintained in a secure area, limiting access to this
information to those legally entitled to view same.
PS112.2.3 SELECTION PROCESS STEPS
All applicants must successfully complete the followin g steps prior to being placed on an
employment eligibility list. Each step must be successfully completed in order to advance to the
next step in the process. Applicants who successfully pass all steps of the selection process will
be placed on an eligib ility list . The eligibility list will remain active for a period of (1) year beginning
at the passing of the oral interview.
a) Human Resources will verify that all information provided in the application meets the
minimum qualifications/requirements ;
b) Administer written tests if required by the position ;
c) Administer a TPD approved physical agility test if required by the po sition
(http://www.tustinpd.org/employmentSelectionProcessTP D.htm );
d) Administer an oral interview; and
e) Produce a list of eligible applicants.
f) Applicants testing for employment at TPD will participate in an oral interview. This
interview will be coordinated by PSD.
g) Applicants selected from the eligibility list will be given a Personal History Statement (PHS)
(http://lib.post.ca.gov/Publications/2 -251.pdf ) and Pre -Employment Questionnaire (PEQ);
which must be completed and returned, along with supporting documents outlined below ,
within (21) days .
h) When the PHS and PEQ are completed and the above documents have been collected
by the applicant, it is the applicant’s responsibility to schedule a PHS interview with the
background investigator.
i) The background investigator will complete a thorough background investigation adhering
to the minimum standards set forth by the California Commis sion on Peace Officer
Standards and Training (P.O.S.T.) .
j) Personnel used to conduct background investigations will be trained by a P.O.S.T.
approved institution.
k) A background investigation will be conducted on each candidate for all positions prior to
appointment to probationary status and includes at minimum:
1. Verification of qualifying credentials