The process to become a HPD officer involves many steps, attention to detail on your part will pay off in the end.
Disqualification can occur at any of the below steps, candidates must successfully pass each to advance.
Phase 1 - Testing
- Application for Employment - This is done online through the Human Resources Department when the job opportunity is open.
- Schedule your Written and Physical Testing - This is also done on the Human Resources Job Opening page, details will be listed when open.
- Personal History Statement - This is required after you pass the above tests, check with Human Resources first before you spend the time filling out this form.
Phase 2 - Investigation
- Background Check (Criminal, Driving, Character, Previous Jobs, References)
- Polygraph Examination
- Psychological Examination
- Physical Examination
- Drug Screening
Phase 3 - Interviews
- Panel Interview
- Home Visit
- Chief Packet Review
Phase 4 - Training
HPD Pre-Academy - Our Professional Standards Unit will spend a few weeks familiarizing you with our internal workings and prepare you for the academy with various qualifications and procedures.
Central Shenandoah Criminal Justice Training Academy, Weyers Cave VA - Three months of intensive training and education to prepare you for the real world.
HPD Post Academy - Back to the Professional Standards Unit's in-house training to apply HPD's policy and procedures to the Academy's instruction.
Patrol Training Program - You will be assigned to a veteran officer to learn the ropes and be constantly guided in the right direction. Once completed you will be released for full duty.
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Sergeant Chris Watson
The City of Harrisonburg is an Equal Opportunity Employer.
The City does not discriminate or permit discrimination against any applicant or employee because of race, color, religion, gender, sexual orientation, national origin, age, marital status, veteran/military status, political affiliation, disability, or any other status or condition protected by applicable state, federal or local laws, except where a bona fide occupational qualification (BFOQ) applies. Title VII of the Civil Rights Act of 1964 prohibits employment decisions based on stereotypes and assumptions about abilities, traits or the performance of individuals of certain racial groups.
The City selects employees on the basis of individual ability and qualifications for a given position and treats everyone with dignity, empathy and respect.