To be considered for employment with the Joplin Police Department an individual must first make application to the City of Joplin Human Resources Department. The Human Resources Department will process applications for completeness and adherence to minimum qualifications. All applications will be screened and maintained by the Human Resources Department.
The National Criminal Justice Officer Selection Inventory (NCJOSI) Exam is used to test candidates who are not already licensed law enforcement officers, have not been full-time employed as a law enforcement officer for a period longer than one year, or if it has been longer than one year since becoming licensed by Missouri POST.
The exam measures the following components:
- Cognitive: Reading Comprehension / Writing / Mathematics
- Behavioral Orientation: Stress Tolerance / Team Orientation / Ethics / Integrity / Assertiveness / Interpersonal Abilities
The NCJOSI is delivered in either a written or electronic format.
The NCJOSI is scored automatically in electronic format. Written tests will be forwarded by Human Resources to I/O Solutions for scoring. The overall acceptable score is 70% or higher.
Physical Ability Testing (POPAT)
This test is used to test a candidates' relevant physical ability to complete physical tasks commonly associated with law enforcement physical activity. This test is used for candidates who are not already licensed law enforcement officers, have not been full-time employed as a law enforcement officer for a period longer than one year, or it has been longer than one year since becoming licensed by Missouri POST.
Scoring on this test is pass/fail. Failure to complete any required task will eliminate the applicant from the selection process.
A complete, thorough and confidential background investigation will be conducted upon every eligible candidate. The investigation shall include the applicant's education, character, reputation, financial arrearage, driving record, criminal record, military record, employment record, residency, qualifications, verification of at least three personal references, and other pertinent information.
Command Staff Interview
This interview uses a mix of behavioral and situational questions and allows the Chief of Police and other command staff members to evaluate and determine if the candidate is properly prepared and a suitable fit for the Joplin Police Department.
Conditional Employment Offer
Once the Chief of Police is satisfied with the candidates' suitability to become a police officer for the City of Joplin there will be a conditional offer of employment extended. The conditions of the offer are that the candidate will be hired if there are no disqualifying criteria identified in the final steps of the selection process.
A polygraph examination shall be conducted on the candidate by a certified polygraph technician trained to conduct such examinations and approved by the City of Joplin to administer the examination. The polygraph is considered an investigative aid and shall not be used as the only determinate in the selection process.
A psychological examination will be conducted using valid, useful, and nondiscriminatory procedures. The examination is designed to assess a applicant’s work habits and preferences and overall compatibility for the position. Only qualified professionals are used to administer the examination and evaluate the results.
Medical / Drug Screening
- A medical examination shall be conducted by a licensed physician approved by the City of Joplin to perform such examinations.
- Drug screening (urinalysis) shall be conducted at a medical facility approved by the City of Joplin to conduct such tests.
Official Employment Offer
Once all levels of the selection process have been completed, the Chief of Police will advise Human Resources to provide the candidate with an official employment offer and coordinate an appropriate starting date for their new employment with the City of Joplin.