Willis - Police Officer

Job Overview

Department Willis Police Department
TypeEntry Level
Certified
Job TitlePolice Officer
Registration Fee$20.00
Location Willis, TX
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Job Announcement

Willis Police Department, TX Police JobsWILLIS TEXAS POLICE DEPARTMENT

NOW ACCEPTING APPLICATIONS FOR

POLICE OFFICER

*Position Open Until Filled*

I. POLICY 

The Willis Police Department strives to obtain the best law enforcement officers possible to help achieve the department's policing goals. To that end, the department shall practice a regimented, rigorous selection procedure while simultaneously affording equal opportunity to everyone regardless of race, creed, color, sex, national origin, sexual orientation, or age. The department does not discriminate against people with disabilities and affords them the same access to employment provided to all persons. All personnel who participate in screening and hiring applicants shall be guided by fairness, equal opportunity, and consistency in applying the procedures set forth in this order. 

II. PURPOSE 

The purpose of this order is to outline minimum hiring requirements and selection process for police officers and non-sworn members of the department. 

III. DEFINITION

A. Disability: A physical or mental impairment that substantially limits one or more of the major life activities. 

B. Good moral character: The attributes of a prospective employee that enhance his or her value to the department and the goals of community oriented policing which include honesty, integrity, truthfulness, obedience to the oath of office and the code of ethics, respect for authority, and respect for the rights of others. 

IV. QUALIFICATIONS FOR EMPLOYMENT 

A. The minimum qualifications that all applicants for the position of police officer must meet include the following: 

  • Age of 21 years;
  • High school graduate or GED; 
  • Pass a written examination
  • Pass a background investigation which includes the following1. Personal and family history; 2. Credit history, including current creditors; 3. Education, including all schools attended and degrees or certificates obtained; 4. Military service history; 5. All residences for the past ten years; 6. Comprehensive employment history; 7. A fingerprint-based criminal history search, including all arrestslocations, dates, and dispositions; 8. Prior litigation; 9. Traffic summonses and accidents; 10. Personal declarations; and 11. An inquiry of family, friends, and associates as to character and reputation, plus an informal interview with the applicant's spouse or "significant other,” as well as ex-spouses.
  • Pass a fitness for duty evaluation
  • Pass an oral interview board
  • Pass a physical examination, psychological screening, and drug test
  • Be of good moral character; and 
  • Any other standards set by law or by policy of the Texas Commission on Law Enforcement

B. The minimum qualifications that applicants for nonsworn positions must meet are

  • Age of 18 years;
  • High school graduate or GED;
  • Pass test(s) required for the position sought;
  • Pass a background check as described for police officer;
  • Pass an oral interview board;
  • Pass physical examination and drug screen;
  • Be of good moral character, and
  • Any other standards set by law or policy of TCOLE. 

V. DISQUALIFIERS FOR EMPLOYMENT 

A. The following are disqualifiers for employment as a sworn officer: 

  • Conviction or admission of any felony; 
  • Conviction of Class A misdemeanor after March 1, 2001; 3. Conviction of any Class B misdemeanor in the past 10 years;
  • Conviction or admission of any illegal drug use within the past 5 years, or use of marijuana within the past two years;
  • Conviction of any family violence offense;
  • Dishonorable discharge from the military;
  • Prohibited by state or federal law from operating a motor vehicle;
  • Prohibited by state or federal law from possessing firearms or ammunition;
  • Had a TCOLE license denied by final order, or revoked;
  • Currently has a TCOLE license suspended, or has a surrender of a TCOLE license currently in effect;
  • Currently charged with any criminal offense for which conviction would be a bar to licensure 

B. Waiver Process 

TCOLE, in Rule 211.30, provides a mechanism that a chief may use to seek a waiver in special circumstances where a person was convicted of a Class A or B misdemeanor. It was created to prevent such a crime committed when a person was young and immature from clouding his or her whole life after the person had demonstrated over time that he or she was a law abiding citizen who now wants to serve as a peace officer. One example given was that of a young man who was caught trespassing while hunting when he was seventeen years old, but graduated high school, served with distinction in the US Armed Forces, raised a family, has been gainfully employed for a number of years, and now seeks to serve as a peace officer. The Chief of Police shall have the discretion to be able to use that process if he believes it is in the best interest of the department. 

VI. APPLICATION PROCESS FOR SWORN 

A. The applicant must complete the Willis Police Department New Hire/Employment Packet which contains the Employment Application, Personal History Statement, and Authority to Release Information Form, and submit the packet and copies of the following documentation to the Chief of Police or his designee: 

  • Birth Certificate or other proof of US citizenship;
  • Valid Texas Driver's License;
  • Social Security Card;
  • High School Diploma or transcript, or GED certificate;
  • Police Academy Diploma;
  • Proof of successful completion of licensing exam;
  • Any TCOLE licenses and/or certificates;
  • Credit report dated no more than 90 days prior;
  • Any college transcripts;
  • Military status documents (DD-214, other) if applicable;
  • Proof of current automobile liability insurance; and
  • Two copies of recent color head and shoulder photos, similar to passport photos. 

B. The Chief of Police or his designee will review the submitted application for completeness and basic qualifications. The review will include obtaining and evaluating the following information: 

  • Driver license record;
  • Computerized criminal history;
  • F5R history from TCLEDDS; and
  • Accurint search. 

C. Incomplete applications will be returned to the applicant for remedy. Applicants who return an application containing disqualifiers will be notified of that fact, and their applications will be placed in inactive status where they must be retained for a period of two years from the date an application is declined (Local Schedule GR1050-14a).

D. If an open position exists, or is reasonably expected to exist within a reasonable time of the submission of the application, the applicant will be so informed, and the application will move through the selection process. Otherwise, it will be filed until such time as an open position exists or is expected to exist. When that occurs, the applicant will be contacted to determine interest, and if it still exists, the application will move through the selection process. 

VII. SELECTION PROCESS FOR SWORN (TBP: 4.01.1) 

A. Applications are generally processed in the order in which they are received. However, the Chief of Police may, in his discretion, advance an applicant in the order of processing who the Chief believes possesses qualifications or skills needed by the department (e.g., K-9 officer, narcotics investigator). 

B. Applicants with a valid application after preliminary review will be scheduled for: 

  • The fitness for duty test on the rowing machine (pass/fail); and 
  • The written examination (pass/fail). The written exam includes a comprehensive reading/writing component. The applicant must achieve a score of not less than the minimum score established for the test. The department shall maintain examination results. 

C. Following successful completion of the tests above, the applicant will meet with the assigned background investigator for a preliminary interview to ask questions and clarify any issues in the personal history statement that may require further explanation and clarity prior to beginning the background investigation. As the background investigation progresses, the applicant must be available for follow up questions from the investigator. 

D. The assigned background investigator shall complete a thorough investigation of the applicant and the information presented in the personal history statement, and submit a report to the Chief of Police or his designee with a recommendation as to whether the applicant should or should not proceed further. The Chief is not bound by that recommendation, but may honor it

E. The Chief of Police will convene an interview board for the applicant(s) who have successfully completed the background investigation. 

F. An applicant who successfully completes the oral interview will be given a conditional offer of employment. If multiple applicants are competing for fewer positions, the Chief of Police will select the applicants who he believes best meets the needs of the department. Any applicants who passed the interview board but were not selected at that time will have active applications for one year from that date, and will be the first contacted if a position becomes available. 

G. The offer of employment is conditional upon passing: 

  • Live scan fingerprint criminal history check;
  • A physical examination;
  • A drug screening; and
  • A psychological examination. 

H. After a conditional offer of employment is made, the officer assigned to conduct the background investigation may question the applicant regarding his or her prior medical issues, including any worker's compensation claims and conditions, disabilities due to military service, etc. The officer will investigate and document his findings, and make this information known to the doctor conducting the physical examination to be considered when determining if the applicant can perform the essential functions of the job of police officer. (TBP: 4.03.1) 

I. The officer conducting the background investigation shall have had training in conducting background investigations. The background shall include contact of all former law enforcement employers. (TBP: 3.17.1) 

JThe department does not currently utilize polygraph examinations in the pre employment phase. However, if that changes, the examinations will be conducted by an operator certified and licensed by the State of Texas to conduct polygraph examinations. (TBP: 4.02.1) 

K. Upon completion of all testing and any updates to the background investigation, the applicants file will be returned to the Chief of Police for the final decision. 

  • 1. Following a medical examination, an offer of employment may bwithdrawn if the applicant is incapable of performing the core job functions for the position or poses a "direct threat" in the workplace (per EEOC guidelines, "a significant risk of substantial harm to the individual or others that cannot be eliminated or reduced ... through reasonable accommodation"). The Chief must base the threat on medical knowledge, not just speculation. 

L. If the individual is approved for hire, the Chief or his designee will make all the necessary arrangements for processing a new employee. If the individual is not selected, a letter will be sent to the applicant advising him or her that the conditional offer of employment has been withdrawn and the reason stated plainly

M. Unsuccessful applicants who did not pass the interview board may re-apply with the department after one year from the date of last application. 

N. Generally, officers are hired for patrol positions, and openings for supervisory roles and special assignments are made from incumbent officers. However, the Chief of Police may utilize the lateral entry of officers from other another agency to obtain the skill set he desires for the open position. Officers applying for a lateral entry position must meet the same criteria set forth above. 

VIII. APPLICATION PROCESS FOR NON-SWOR

A. The applicant must complete the Willis Police Department New Hire/Employment Packet which contains the Employment Application, Personal History Statement, and Authority to Release Information Form for non-sworn positions within the Police Department. The packet, and copies of the following documentation, must be submitted to the Chief of Police or his designee: 

  • Birth Certificate, other proof of US citizenship, or proof of eligibility to be employed in the United States;
  • Social Security Card;
  • Valid Texas Driver's License;
  • High School Diploma or transcript, or GED certificate;
  • Any college transcripts;
  • Military status documents (DD-214, other) if applicable;
  • Any TCOLE licenses and/or certificates;
  • Credit report dated no more than 90 days prior;
  • Proof of current automobile liability insurance; and
  • Two copies of recent color head and shoulder photos, similar to passport photos. 

B. The Chief of Police or his designee will review the submitted application for completeness and basic qualifications. The review will include obtaining and evaluating the following information: 

  • Driver license record;
  • Computerized criminal history;
  • F5R history from TCLEDDS; and
  • Accurint search. 

C. Incomplete applications will be returned to the applicant for remedy. Applicants who return an application containing disqualifiers will be notified of that fact, and their applications will be placed in inactive status where they must be retained for a period of two years from the date the application is declined (Local Schedule GR1050-14a)

D. If an open position exists, or is reasonably expected to exist within a reasonable time of the submission of the application, the applicant will be so informed, and the application will move through the selection process. Otherwise, it will be filed until such time as an open position exists or is expected to exist. When that occurs, the applicant will be contacted to determine interest, and if still interested, the application will move through the selection process. 

  1. IX. SELECTION PROCESS FOR NON SWORN (TBP: 4.01.1) 

A. Applications are generally processed in the order in which they are received. However, the Chief of Police may, in his discretion, advance an applicant in the order of processing who the Chief believes possesses qualifications or skills needed by the department (e.g., telecommunicator license). 

B. Applicants with a valid application after preliminary review will be scheduled for any written or job simulation tests required for the position. The tests are scored pass/fail. 

C. Following successful completion of required tests, the applicant will meet with the assigned background investigator for a preliminary interview to ask questions clarify any issues in the personal history statement that may require further explanation and clarity prior to beginning the background investigation. As the background investigation progresses, the applicant must be available for follow up questions from the investigator. 

D. The Chief of Police will convene an interview board for the applicant(s) who have successfully completed the background investigation. 

E. An applicant who successfully completes the oral interview will be given a conditional offer of employment. If multiple applicants are competing for fewer positions, the Chief of Police will select the applicants who he believes best meets the needs of the department. Any applicants who passed the interview board but were not selected at that time will have active applications for one year from that date, and will be contacted first if a position becomes available. 

F. The offer of employment is conditional upon passing: 

  • Live scan fingerprint criminal history check;
  • A physical examination; and
  • A drug screen. 

G. After a conditional offer of employment is made, the officer assigned to conduct the background investigation may gain additional information from the applicant regarding his or her prior medical problems including any worker's compensation claims and conditions. The officer will investigate and document his findings, and make this information known to the doctor conducting the physical examination to be considered when determining if the applicant can perform the essential function of the job for which he or she has applied. (TBP: 4.03.1) 

H. The officer conducting the background investigation shall have had training in conducting background investigations. (TBP: 3.17.1) 

I. The department does not currently utilize polygraph examinations in the pre employment phase. However, if that changes, the examinations will be conducted by an operator certified and licensed by the State of Texas to conduct polygraph examinations. (TBP: 4.02.1) 

J. Upon completion of all testing and any updates to the background investigation, the applicant's file will be returned to the Chief of Police for the final decision. Following a medical examination, an offer of employment may be withdrawn if the applicant cannot perform the core job functions or poses a "direct threat" in the workplace (per EEOC guidelines, "a significant risk of substantial harm to the individual or others that cannot be eliminated or reduced ... through reasonable accommodation"). The Chief must base the threat on medical knowledge, not just speculation. 

K. If the individual is approved for hire, the Chief or his designee will make all the necessary arrangements for processing a new employee. If the individual is not selected, a letter will be sent to the applicant advising him or her that the conditional offer of employment has been withdrawn and the reason stated plainly. 

L. Unsuccessful applicants who did not pass the interview board may re-apply with the department after one year from the date of last application. 

X. PERSONNEL RECORDS 

A. For each employee, the department maintains a personnel file. This file contains the background investigation package, a copy of all forms completed during the hiring process, all evaluations, disciplinary action amounting to a written reprimand or higher, leave/attendance record, and assignments. The original of the officer's background investigation and all selection materials is sealed in an envelope in this file and is confidential. All TCOLE required documents on the TCOLE Law Enforcement Agency Audit Checklist are maintained in this file. (TBP: 2.23.1, 4.04.1) 

B. The department secretary has been designated by the Chief of Police to maintain and control all personnel records. Records for personnel hired by the department must be maintained for five years after the date of the employee's separation from the department (Local Schedule GR1050-14c). The department complies with the records retention schedule set by state law and city policy. (TBP: 4.04.1) 

C. Employees may review their records at any reasonable time upon request. The Chief may release a copy of a record from file upon obtaining a signed authorization from the employee. This authorization is not needed when the department is responding to a request for public information, or to a subpoena. 

D. All personnel records are considered confidential, sensitive information available for review to supervisory or investigative personnel who have a need, as determined by the Chief of Police. 

E. If the Chief deems it necessary to include derogatory information in a personnel filehe/she shall notify the employee of the fact in writing. The employee may protest the inclusion of such information in writing to the Chief. Probationary employees have no right of protest in such matters. 

F. Personnel records are permanent property of the department. 

G. Occasionally officers from the department may terminate employment and seek a lateral hire with another agency. Requests for employment information on these officers shall be referred to the Chief. The Chief shall disclose the employee's performance record consistent with current law. 

H. The records of unsuccessful applicants that are maintained in compliance with Local Schedule GR1050-14a are releasable to other law enforcement agencies when requested if a properly executed release form is obtained from the subject of the records. (TBP: 4.04.1) 


Jobs close at 11:59 PM (Eastern) on the deadline date specified, or when the position capacity has been met, or unless otherwise specified in the announcement. If the deadline date is not specified in the announcement, the agency has sole discretion on setting the deadline and jobs may close without notice. It is the applicant's responsibility to thoroughly read and understand the deadline requirements and capacity limits as outlined by the agency.

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