The Eight Steps
Step 1 - Preliminary Background Application (PBA) and Job Preview
             Questionnaire (JPQ)
Step 2 - Personal Qualifications Essay (PQE)
Step 3 - Physical Abilities Test
Step 4 - Background Investigation
Step 5 - Polygraph Exam
Step 6 - Department Interview
Step 7 - Medical Evaluation and Psychological Evaluation
Step 8 - Certification and Appointment

Step 1 - The Preliminary Background Application and Job Preview Questionnaire

The Preliminary Background Application (PBA) will help you decide if you
have a realistic chance of success in some of the common areas of the
background investigation portion of the selection process and will
identify issues that you should resolve before beginning. The Job Preview
Questionnaire (JPQ) will help you better understand the nature of the work you will be performing as a Police Officer. This combined test is available online. You can take it at any time. If, after receiving your PBA results and JPQ
results, you believe the time is right to take the written test, you
must print the results and bring them with you to the written test
site.

If issues are identified in your PBA and JPQ, you can still take the
test. The purpose of the PBA and JPQ are twofold: the feedback will
allow you to make a fully informed decision about whether or not to
continue, and you will have some advance awareness of some of the issues
you need to begin working to resolve or improve.

However, the selection process is extremely competitive. You will want
your application considered in the best possible light. If you begin the
process at a time when you have not yet demonstrated the maturity and
judgment appropriate for a Police Officer, you are not likely to be
successful in this examination. No one expects a candidate to have a
“perfect” record. However, evidence of recent, poor choices in life,
cannot be mitigated overnight. Take the time now to begin to resolve the
issues identified in your letter.

Plain talk about this test part: Be honest. Be thoughtful about your
answers. Don’t take this test until you are really ready to present your
qualifications in the best possible light.

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Step 2 - The Personal Qualifications Essay (PQE)

The Personal Qualifications Essay (PQE) is administered at the written
test site right after you complete the Multiple-Choice Written Test. The
PQE requires you to write essays in response to questions regarding
demonstration of your personal qualifications for Police Officer. Essays
will be evaluated based on your written communication skill and
demonstrated effectiveness in judgement and decision-making and
behavioral flexibility.

Factors Judged During PQE Rating

Written communication skill
Police Officers are required to fill out many different forms, logs, and reports. Correspondingly, Police Officers must write legibly and clearly and have a good working knowledge of English grammar, sentence structure, vocabulary, and spelling. Police Officers must be concise, descriptive, and thorough in all written documents.

Judgement and decision-making
This has long been part of what a Police Officer does on a daily basis. Police Officers are expected to recognize small problems and solve them before they become big problems. They must note trends and develop preventive solutions to potential long-term problems. Think about problems you have confronted in the past and how you approached them. Why did you do what you did? Would you do it again?

Behavioral Flexibility
Police Officers must be able to work alone, responsible only for their own actions; with a partner, where responsibility is shared; as a member of a team, capable of following the orders of others and working cooperatively with other team members; or as a leader, taking control of a situation and directing or helping others. Officers must be able to assume these different responsibilities at appropriate times and as circumstances change, often during a single work shift or even during a single event. Plan to talk about your past behavior and how it has prepared you to adapt to this behavioral flexibility.

What to think about before taking the PQE
There is no right or wrong answers to the questions. You will be asked to elicit the information needed to evaluate your qualifications for each of the factors discussed above. Each candidate's response will be unique to that candidate, based on his or her life experiences. Prior to your PQE you may want to spend some time reviewing the many events and incidents that make up your personal history and that have helped make you who you are today. Which of these many experiences have prepared you for the position of Police Officer and the factors on which you will be rated?

Your PQE Score
The passing score for the PQE portion is 70% or higher, and your score is valid for 18 months. If you do not pass, you may take the PQE once every 6 months.

Your score determines your rank on the eligible list and what happens next. The City can only consider candidates in order of their score on the list. The highest scoring candidates will be scheduled for additional testing. The lowest scoring candidates will not be considered further. If your score is in the middle, you may be scheduled for some further testing, but there is no guarantee that you will ultimately be successful.

The number of candidates needed (and what score is high enough to be called for further processing) depends on two major factors -- the number of appointments expected and the number of applicants. These numbers can change dramatically over time, with new applicants testing every week, making it impossible to exactly predict what will happen to you. Continuing assessment of these external factors is done to determine what scores will be needed to fill expected Academy classes.

If you have one of the very highest scores, you can expect to be scheduled to take the Physical Abilities Test (PAT) and to complete the Preliminary Investigative Questionnaire (PIQ). If you have one of the lowest passing scores, you will not hear further from the City, but you may recompete (see below) to try to improve your score. If you are in the middle ranges, you will be notified by mail if further processing is available to candidates with your score. It is your responsibility to make sure your contact information is up to date. Call (213) 847-9060 to be change your address or other contact information.

Plain talk about this test part:
Read the essay questions and make sure that you answer the questions that are asked. Reread your answers and look for careless errors. You will be taking this test with paper and pencil. You won’t be able to rely on spell-check. It’s not enough that you know how to write or have created excellent written papers in the past - you have to demonstrate your skill on the day of the test.

Tips for the test day

* When you write your essays, consider a thoughtful answer to the
    question before you begin writing.

* Read the question carefully and answer the question as it is asked.

* Save time to review your essays and correct any careless
   grammatical or spelling errors you can find. It’s not enough to
   know proper grammar and how to spell - you have to demonstrate
   your knowledge on test day. Don’t be overconfident - check your work.

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Step 3 - The Physical Abilities Test

The Physical Abilities Test (PAT) consists of two portions. The first portion of the test measures strength, agility, and endurance; it is normally offered twice monthly. The second portion of the test measures aerobic capacity; it will usually be administered after the Medical Evaluation. The PAT is a pass/fail test. Passing the PAT only indicates the minimum physical ability required to undertake academy training. Once in the academy, you will be required to perform at very high physical levels. Just because you pass both portions of the PAT does not mean that you have the strength or conditioning needed to meet the continuing physical requirements of the academy.

If you are not successful on your first attempt, you can work on your strength and conditioning and retake the PAT whenever you are ready. If you pass the PAT, your scores will remain valid for a maximum of one year or for as long as the City continues to use this current test format. All phases of the Police Officer examination are continually under review and enhancements can be implemented at any time. Watch the “What’s New” section of this website for updates on new test procedures.

Physical Conditioning Before the Test
Among the most challenging aspects for candidates and recruits are the physical requirements of both the Police Officer examination and the Police Academy. If you find the PAT to be difficult or if you just barely pass the PAT, you can expect to experience significant difficulty with the physical requirements of the academy and should invest maximum effort in continuing to build your physical capabilities. Physical conditioning is emphasized because of the nature of both the academy training program and the job. Police work involves physical activities.

Prepare for the PAT with the Candidate Assistance Program (CAP), Click Here

The Academy is intense and demanding, and the first physical fitness test occurs during the first week of the Academy. Therefore it is critical that candidates don't wait until they are in the Academy to get into good physical shape. It is recommended to begin a physical conditioning program as soon as you apply.

The Four-Month Pre-Academy Fitness Program was designed to help candidates who want to work out on their own to develop strength and fitness levels that will help them pass PAT and succeed in the Academy.

Click here for more information about the Four-Month Pre-Academy Fitness Program

The Physical Abilities Test (PAT) First Portion - The first portion of the PAT consists of physical challenges designed to measure your agility, strength, and endurance. It is a pass/fail qualifying test and you may take the test as often as necessary to pass. This portion of the PAT consists of three events
administered in the following order:

Side Step (Agility) - This test measures coordination. You begin by straddling a centerline on the floor. When instructed to begin, you will sidestep or slide to an outer line four feet to your right, then sidestep or slide back across the centerline to an outer line four feet to the left of the centerline, and then back
to the right, and so on. You will have 10 seconds to touch or cross the outer lines as many times as you can. You will perform the test twice and your final score will be the average of the two trials.

Cable Pull (Strength) - This test measures upper body strength. You will stand straight with the handles of the test instrument held chest high and your forearms parallel to the ground. You will have three seconds to pull outward in a horizontal motion as hard as you can. The cable pull will determine how many pounds of force you are able to generate. You will perform the test three times and your final score will be the average of the three trials.

Stationary Bicycle (Endurance) - This test measures muscular endurance. You will have two minutes to pedal as fast as you can against a pre-set resistance. You will perform the test once and your final score will be the number of revolutions you can do in the two minutes.

The Physical Abilities Test (PAT) Second Portion - The second portion of the PAT consists of a measure of aerobic capacity. It is a pass/fail qualifying test and you may take the test as often as necessary to pass. This portion of the PAT consists of one event:

Treadmill - This test measures aerobic capacity. You will run on a treadmill for 10 minutes and 20 seconds. The speed and the grade of the treadmill will vary during the test. This treadmill test is equivalent to running 1.5 miles in 14 minutes on a track.

Plain talk about this test part - Passing this test is only the first step toward achieving the physical conditioning that is necessary for success in the Police Academy. For everyone, but especially if you needed multiple tries to pass or struggled to pass the two portions of this test, begin a physical preparation program immediately. Consider either the self-directed physical conditioning or the CAP program.

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Step 4 - Background Investigation

Prior to the Background Interview you will be required to complete a Personal History Form, which requires the compilation of extensive biographical information. On the day of the Background Interview you must complete a comprehensive questionnaire. A background investigator will review the Personal History Form and questionnaire and interview you about any issues noted. You will also be fingerprinted. If, based on the information obtained, it appears that you may meet the City's background standards, a thorough field investigation will be conducted. The field investigation includes checks of employment, police, financial, education, and military records and interviews with family members, neighbors, supervisors, co-workers, and friends. The investigation may take from 60 to 180 days to complete. You will be evaluated on your past behavior and the extent to which your behavior demonstrates positive traits that support your candidacy for Police Officer. The findings of the background investigation are valid for 12 months.

Plain talk about this test part: Honesty is the best policy. Everyone has done things they’re not proud of, but the worst possible action is to try to cover it up.

Quick Tips

* Type or print neatly using black ink when filling out your
    Personal History Form (PHF).

* You must do the research necessary to provide accurate answers in
    every area. "I do not remember" is not an acceptable answer on
    your PHF.

* Be well rested and have a good meal before your background
    interview. Hunger and thirst can distract you.

* Dress comfortably. (Business casual)

* Arrive at least 15 minutes prior to your scheduled background
    interview appointment time.

* For parking during regular business hours, there are 10-hour
    meters in the surrounding areas of the building (bring change) and
    also parking lots within a couple of blocks (Temple & Alameda) of
    the Personnel Building are available for a nominal fee.

Background Standards
The Background Standards for public safety positions in the City of Los Angeles reflect the very high standards demanded of candidates for public safety job classifications and safety sensitive positions within City service. They are designed to identify the kinds of behaviors which are required of Public Safety Officers serving the citizens of the City of Los Angeles. Each candidate’s past choices, judgments, and behaviors will be compared to these demanding standards. Candidates who fall short of demonstrating consistently sound decision making, maturity, and responsible past behaviors in each of these areas will not be further considered for employment in these critical positions.

Each Standard represents an area that is essential for success in public safety employment. Positions such as Police Officer, Police Specialist, Port Police Officer, Special Officer, and Firefighter, along with other public safety positions designated by the General Manager, are positions of special public trust for which these exacting standards have been designed. The City identifies and selects only those individuals with the highest chance of success in their training and in continuing employment in these critical positions.

Candidates are asked to critically assess their own background in light of these Standards before beginning the examination process.

THE STANDARDS

INTERPERSONAL SKILLS, SENSITIVITY, AND RESPECT FOR OTHERS

Public Safety Officers must be able to draw on extraordinary levels of tact and diplomacy to achieve their goals while dealing with the diverse population of the City of Los Angeles. They must be able to use advice, appropriate warnings and persuasion to engender cooperation from the public. Additionally, they must be able to work effectively either as an individual or as a member of a larger team. Each candidate shall demonstrate an understanding of the skills necessary to deal effectively with others in a cooperative and courteous manner. Desired behaviors may include, but are not limited to:

* Understanding the impact of words and behavior on others, and
    modifying one’s own behavior, comments, or course of action
    accordingly

* Concern for the feelings and perspectives of others

* Demonstration of impartiality in dealing with issues of age,
    gender, sexual orientation, race or ethnicity, religion, and
    cultural diversity

* Use of tact and diplomacy to achieve goals, resolve disputes, and
    to diffuse or deescalate conflict

* Ability to work effectively as a member of a team, making
    appropriate contributions and recognizing the achievements of others

Examples of Potentially Disqualifying Evidence

Incidents of domestic violence; use of verbal or physical abuse or violence toward others indicating a lack of self-control; inability to get along with others in work or personal life; failure to listen effectively; use of derogatory stereotypes in jokes or daily language; making rude and/or condescending remarks to or about others; use of physical force to resolve disputes; demonstrated overreaction to criticism; inability to work effectively as a “team player”; disruptive/challenging to authority; use of harassment, threats, or
intimidation to gain an advantage.

DECISION MAKING AND JUDGEMENT
Public Safety Officers must possess extraordinarily good sense and must demonstrate through their past behavior that they can analyze a situation quickly, make sound and responsible decisions, and take appropriate action. Desired behaviors may include, but are not limited to the ability to:

* Critically analyze options and determine an appropriate course of
    action in a given situation

* Act assertively and without hesitation, but without overreacting

* Make quick, responsible decisions under pressure

* Persuade others to own point of view or to desired course of action

* Know when to make an exception; exercise appropriate discretion

* Prioritize competing demands

* Simultaneously and appropriately address multiple tasks

* Make appropriate choices without constant supervision or detailed
   instructions

* Creatively develop innovative solutions to problems

Examples of Potentially Disqualifying Evidence
Making poor choices given known circumstances; indecision when options are not clear-cut; failure to take action when appropriate or demonstrating insecurity about making a decision ; behavior indicating poor judgment or failure to consider appropriate options; failure to learn from past mistakes; inability or unwillingness to modify a position; rigid adherence to rules without consideration of alternative information; failure to see or consider all options; succumbing to peer pressure.

MATURITY AND DISCIPLINE
Public Safety Officers must present a background which demonstrates maturity and readiness for such employment. Their past choices must be free from behavior inappropriate to the position being sought. A significant degree of personal discipline must be displayed to ensure that candidates can consistently refrain from taking actions which may be detrimental to their own health and well-being or the health and well-being of others. They must be able to maintain their composure and stay in control during critical situations, maintain a positive attitude, and accept constructive criticism without becoming defensive. Desired behaviors may include, but are not limited to the ability to:

* Refraining from engaging in conduct which, by its very nature,
   would reflect poorly on the City and limit a Public Safety Officer’s ability to    do his or her job effectively

* Adhering to legal and societal constraints and requirements of
   conduct

* Considering the consequences prior to taking an action

* Accepting responsibility for past actions and mistakes

* Taking proper precautions and avoid unnecessarily risky behavior

* Using constructive criticism to improve performance

* Working well in unstructured situations with minimal supervision

Examples of Potentially Disqualifying Evidence
Use of illegal drugs; abuse of alcohol or prescription medications; failure to follow all laws and common rules of conduct; associating with individuals who break the law; being argumentative, defensive, or blaming others (or circumstances) for mistakes made; past behavior which indicates a tendency to resort to use of force to gain objectives; overbearing in approach to
resolving problems; unnecessarily confrontational taking unnecessary personal risks; placing others at risk through one’s own actions; reacting childishly or with anger to criticism or disappointment.

HONESTY, INTEGRITY AND PERSONAL ETHICS
Public Safety Officers are required to demonstrate the highest possible personal integrity through their honesty and ethical conduct. They must be able to maintain high standards of personal conduct, abide by the law, and demonstrate attributes such as truthfulness and fairness in relationships with others. Each candidate must demonstrate a willingness to work within “the system”. Examples of behaviors which meet this standard include, but are not limited to:

* Being truthful in dealings with others

* Fully cooperating and being completely forthcoming during the
   pre-selection process

* Admitting and understanding past mistakes

* Refraining from using employment or a position of authority for
   personal gain

* Refraining from “bending” rules or otherwise trying to “beat the
   system”

* Accepting responsibility for one’s own actions

Examples of Potentially Disqualifying Evidence
Makes false and/or misleading statements or intentionally omits relevant information; purposefully withholds information; minimizes past mistakes or errors; blames others/makes excuses for mistakes; attempts to induce others to give false information; “bends” the rules or uses a position of authority for personal gain; refuses to accept responsibility for improper actions; condones the unethical behavior of others through silence; engages in illegal or immoral activities of such a nature that would be offensive to contemporary community standards of propriety; theft; fraud.

SETTING AND ACHIEVING GOALS
Public Safety Officers are required to demonstrate the ability to set and achieve personal and professional goals. Candidates for public safety positions can best position themselves for positive consideration through continuing achievement in the workplace, educational environment, volunteer activities and/or community involvement. Each candidate must demonstrate initiative and the ability to follow through on all commitments without constant supervision and detailed instruction. Candidates have the opportunity to demonstrate their ability to set and achieve goals, their ability to work in a diligent, reliable, and conscientious manner in accordance with specific rules and policies, and their readiness for, and commitment to, public service through the following:

* Advancement in the workplace through promotion or increased
   responsibilities

* Completing work as required and on schedule

* Meeting high standards for punctuality and attendance

* Meeting family obligations

* Educational achievement

* Involvement in volunteer or community improvement activities

* Easily meeting unpredictable or unexpected challenges

Examples of potentially disqualifying evidence
Failure to meet commitments to work, school, family, volunteer or community activities.

RECORD CHECKS
Candidates for public safety positions are held to exacting standards of behavior throughout all aspects of their lives. Candidates can expect specific inquiry to be made into their past behavior regarding:

* The exercise of fiscal responsibility and acceptance of responsibility for     financial obligations

* Employing safe driving practices

* Maintaining stable employment

* Obeying laws, rules, regulations, and orders

* Military accomplishments

Examples of potentially disqualifying evidence - Past due accounts, discharged debts, late payments, collection accounts, civil judgments and/or bankruptcy; failure to exercise fiscal responsibility commensurate with income; failure to follow all traffic laws; numerous moving and non-moving violations; at fault traffic accidents; terminations or suspensions from work; reprimands or counseling for poor work performance (including Military service); failure to meet obligations (for example, auto insurance, auto registration, selective service registration, IRS requirements, child support obligations, etc.); law enforcement contacts, arrests, and convictions (as appropriate); other than honorable discharge from the military.

It is in every candidate’s best interest to be completely forthcoming and truthful during the background investigation process. Many candidates are disqualified during the background portion of the selection process as a result of dishonesty. These candidates purposely omit information they think will result in their removal from the selection process, when that may not have
been the case. When this information is later discovered during the background investigation, the candidate is disqualified, but not necessarily for the behavior he or she failed to disclose. Rather, the candidate is disqualified for what the failure to provide complete, accurate, and honest information reveals about his or her character.

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Step 5 - The Polygraph Examination

The Polygraph Examination is conducted to confirm information obtained
during the background interview.

Plain talk about this test part: For some, this is the most frightening part of the examination. Relax, be yourself, and tell the truth.

Quick Tips

* You must have had at least 6 hours of sleep the night before your
   exam. Eight is better!

* Have a good meal. Hunger and thirst can distract you.

* Do not wear a suit and tie. Dress comfortably. Wear a short-sleeved, polo    style shirt/blouse. (Business Casual)

* For evening appointments, please report to a guard.

* For daytime appointments, please park in lot on Los Angeles and
   2nd street.

* Do not take polygraph test if you are ill.

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Step 6 - The Department Interview

A panel interview will be conducted to assess your personal accomplishments, job motivation, instrumentality, interpersonal skills, and oral communication skills.
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Step 7 - Medical Evaluation and Psychological Evaluation

Medical Evaluation
The medical examination is thorough and it is essential that you be in excellent physical, emotional, and mental health with no conditions that restrict the ability to safely perform the essential functions of a police officer. Good physical condition is necessary, as training in the Academy is rigorous. Failure to be in excellent physical condition may delay or disrupt training and result in a dismissal from the Academy. Medical examination results are valid for up to 12 months, at the discretion of the City’s medical staff. Written psychological tests (valid for up to 18 months) and the second portion of the PAT will be administered at this time.

Body Fat
Each candidate will have their percent of body fat determined during the medical evaluation process. A candidate must not exceed the current body fat percentage standard. The current standard is: Female 30% and Male 22%.

Vision
Vision must be at least 20/30 in each eye with the following exceptions. If glasses are worn, vision must be at least 20/30 in each eye while wearing the glasses and uncorrected distance vision must not exceed 20/70 in either eye and the better eye must be at least 20/40. If soft contact lenses are worn, they must have been worn for at least three months and vision must be at least 20/30 in each eye tested with the contacts in. If a LASIK procedure (refractive surgery) was performed, vision must be at least 20/30
in each eye. In addition, candidates must be able to accurately and quickly name colors, and must be free from other visual impairments that would restrict the ability to perform law enforcement duties.

Hearing
Candidates must be able to understand speech in noisy areas, understand whispered speech, and localize sounds. Specialized testing methods are used to determine hearing capability. Although hearing aid use is not automatically disqualifying, additional specialized tests will be administered to determine if the use of hearing aids will be permitted.

Psychological Evaluation
The Psychological Evaluation consists of an individual oral interview and evaluation by a City psychologist on factors related to successful performance in the difficult and stressful job of Police Officer. The information evaluated includes the written psychological tests completed during the medical evaluation along with information obtained in the background investigation process. The results are valid for 12 months.

Disqualifying Psychological Factors
Candidates with a history or prior diagnosis of a psychological or psychiatric condition, including learning disabilities or Attention Deficit Disorder, or who have been treated with psychotropic medication or therapy, will be asked to provide relevant medical records before a final psychological determination can be made.

Certain conditions that have been suspected or diagnosed such as most learning disabilities or Attention Deficit Disorder, with or without hyperactivity, may require additional testing and review of relevant medical records. In many cases these conditions/diagnoses result in a disqualification due to a lack of adequate treatment and persisting symptoms.

Other conditions such as bipolar disorder, recurring major depression, with or without psychotic features or suicidal ideation, recurring anxiety disorders, with or without panic attacks, obsessive/compulsive disorder, and most diagnoses leading to a psychiatric hospitalization are highly disqualifying.
Although the candidate will be asked to provide relevant medical records documenting the conditions and treatment received, these conditions often provide a basis for disqualification for a police officer position.

Plain talk about this test part: If you know you had prior treatment or a major injury, go to your doctor in advance and bring your records with you to the examination.

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Step 8 - Certification and Appointment

Certification and Appointment are the final steps in the selection process. To be considered, you must have successfully completed all steps in the process. Certification of a candidate's name to the Police Department does not guarantee appointment to the Police Academy. More names are provided to the Police Department than there are vacancies so that the Department can select those best qualified for appointment based on results of the interview and test process. Appointments to the Police Academy are made by the Police Department from the eligibility list. In accordance with City Policies, substance screening for drugs and alcohol may be required prior to appointment because this classification has been designated as Safety Sensitive.