Whether you are starting your career in law enforcement or have experience as a sworn officer, getting selected to join the Dublin Police Department (DPD) involves far more than completing an application and interview.
Each officer who is hired by the DPD has to successfully participate in and pass a series of comprehensive interviews, tests and exams, which are designed to narrow the field of applicants to those who are the most qualified and will uphold and model the agency’s mission and core values.
The purpose of the extensive selection process is to uncover any history of racism, discrimination or dangerous biases that would affect an officer’s decision-making and ability to build relationships with the community if employed in this profession.
The DPD devotes a large amount of energy in recruitment efforts to ensure candidates are diverse, inclusive, have a passion for service, and can engage in the community in a positive way. In coordination with Human Resources, the DPD’s Recruitment Team attends community events and job fairs, as well as speaks to local groups about the agency and overall vision. The DPD engages and advertises with a variety of diverse organizations, women groups and minority groups within the community.
Additionally, the department collaborates and advertises with colleges, universities, police academies and military units.
Following the initial application phase, candidates are required to participate in a written examination. The written examination is a validated test which is designed to assess whether a candidate has the most basic abilities necessary to learn and perform the duties of a police officer, such as patrolling an assigned area, questioning witnesses, securing a crime scene, handling a disturbance, investigating a complaint, making arrests and writing reports.
After the written examination, successful candidates complete a structured panel interview. The panel interview phase of the process is designed to gather information regarding the candidate’s attitude, oral communication style, self-motivation, mental awareness, judgement and reasoning skills, interpersonal and human relations, and overall suitability.
Additionally, questions are raised to gauge one’s thoughts regarding the importance of diversity and inclusion, ethical dilemmas, stressful encounters and the use of force.
Several other aspects of the recruitment and hiring process include:
- Pre-employment police officer medical exam
- Polygraph examination
- Psychological evaluation and interview
- Pre-employment drug screen
- Full background investigation, including
- Personal history
- Employment and military history (including discipline)
- Review of associates and personal references
- Candidate and neighbor interviews
- Alcohol and/or drug use
- Social media review
- Financial history
Appointment is probationary in nature for a period of at least one year from the beginning of the Field Training and Evaluation Program.
The Dublin Police Department also partners with the Columbus Division of Police for police officer basic training. Police recruits will attend Columbus’s Police Academy, which includes more than 1,100 hours of training and a minimum of 40 hours of scenario-based training. The 29-week program will equip recruits with the tools needed to become exceptional law enforcement officers, including but not limited to:
- defensive tactics, physical training, patrol operations, law and legal procedures, human relations, applied behavioral science, criminal investigation and firearms training.
Once recruits complete the required classroom and practical exercises required by the State of Ohio, they will sit for the State of Ohio Basic Peace Officers Exam. Upon passing the state exam and completing all phases of the academy training, recruits will graduate as a certified Ohio Peace Officer and return to Dublin to complete the City’s extensive Field Training and Evaluation Program.