Competitive Selection

Under the regulations of the police department, all appointments to the Creve Coeur Police Department are made on the basis of an open, competitive selection process conducted under the supervision of the Administrative Support Services Division. Applicants must successfully complete each stage of the selection process before becoming eligible to proceed to the next step. The selection steps, in order, consist of:

1. PRELIMINARY BACKGROUND REVIEW: A careful review of the department personal history questionnaire to determine if an applicant meets the minimum requirements for the position and to insure that all necessary documents are included.

2. ORAL BOARD INTERVIEW: A three-member board for evaluation (consisting of at least one supervisor) to determine overall fitness for the job. Candidates will be judged on self-expression, mental alertness, openness, appearance and the probability of adaptability to police department duties.

3. WRITTEN TEST: Test is administered on a scheduled basis. (A minimum score of 60% is required in order to remain in the selection process).

4. PHYSICAL AGILITY TEST: This test will be administered at the direction of designated department personnel. Candidates must successfully complete a series of physical events that carry either a minimum number of repetitions, or are timed. Events are adjusted for age and sex. A waiver relieving the City of Creve Coeur and the Creve Coeur Police Department of any liability must be signed by the applicants prior to being allowed to participate in this stage of process.

5. BACKGROUND INVESTIGATION: A thorough background investigation will be conducted on all applicants focusing on past employment record and reputation, personal references, neighborhood reputation, police record check, credit history and military record (when applicable). It is the responsibility of the applicant to assist the assigned background investigator by providing complete information regarding how to contact personal references as well as making themselves available for follow-up questions.

6. CVSA EXAMINATION: (Computer Voice Stress Analyzer) This examination is conducted in an attempt to verify information that has been submitted in the personnel history questionnaire and the oral board interview. The results of the CVSA are confidential and available only to the Chief of Police.

7. CHIEF’S REVIEW BOARD: (Police Officer Applicants)

The final determination toward a conditional offer of employment: The Board shall consist of the Chief and at least two additional people, generally either Police Department Command Staff or Police Committee Members.
NOTE: The Chief of Police makes the final determination whether the applicant is given a conditional offer of employment, placed on an eligibility list for employment, or removed from consideration in the selection process.

8. PSYCHOLOGICAL EXAMINATION: Prior to appointment a candidate must submit to psychological testing conducted by psychological consultants retained by the department. This testing is designed to further evaluate applicant’s suitability for employment.

9. PHYSICAL HEALTH EXAMINATION: Conducted only after a conditional offer of employment, a department-designated physician will conduct this examination. The examination shall consist of various organic tests (to include drug screening) to determine the applicant’s suitability for employment. If applicant meets the physical standards for employment and is deemed physically capable of performing the essential job functions, the conditional offer of employment may be sustained. The Chief of Police has the authority to place the applicant on the appropriate eligibility list.

10. PROBATIONARY PERIOD: The probationary period is an integral part of the post-appointment screening process. In accordance with the City’s Personnel Manual, an appointee to the city shall serve a minimum of twelve (12) months probationary period for commissioned employees. The probationary period is in effect from the date of appointment or upon the date of graduation from the Police Academy (whichever is more applicable). A probationary employee may be dismissed at any time during the probationary period in accordance with the City Personnel Manual.