Recruiting

• Enforces city, county, and state laws; initiates investigations into violations of those laws.
• Patrols, protects, and responds to calls for protection of life and property in the assigned jurisdiction.
• Issues citations, makes arrests, and/or warns drivers about unlawful practices.
• Directs traffic and traffic flow during emergencies or because of congestion.
• Collaborates with other law enforcement agencies and emergency services staff in emergencies.

• Operates specialized and tactical equipment and conducts accident investigation and riot control.
• Drafts, maintains, and reviews records on investigations, arrests, and all other departmental actions.
• Communicates regularly with superiors regarding departmental matters, case and investigation progress, and public relations needs.
• Participates in public hearings, media and press interviews, and other public relations events required to inform the public.

• City announces a new test date (tests consist of an online exam, physical fitness testing, and interviews by the three members of the appropriate civil service commission). These announcements are made via newspaper advertisements as well as the city’s informational email list (sign up using form in right sidebar of any page on this website) and Facebook page.
• Applicants follow instructions to apply.
• Applicants should immediately begin training for the physical fitness test, because many candidates fail it. The physical testing requirements are:
  1. Upper Body Strength: Applicant must be able to complete 18 properly executed push-ups within one minute.
  2. Muscular Endurance: Applicant must be able to complete 28 properly executed sit-ups within one minute.
  3. Aerobic Power: Applicant must be able to complete the 1.5 mile run within 00:14:36.

• Written exam scores, interview scores, and various adjustments (e.g., points for military service, etc.) are used to generate a score for each applicant.
• Applicants are ranked by score on the new “eligible list”, which is then published and provided to the relevant department (i.e., police or fire). This concludes the civil service commission’s role in the hiring process.
• When the department has an opening to fill, it evaluates the top candidates (medical and psychological testing, polygraph, background check, and interview with the chief). Applicants who make it through all of these steps are then offered employment.
• Lists are good for three years or until all candidates have been either offered employment or rejected by the relevant department.
• Low placement on the list does not necessarily mean you will not be hired. The police department’s hiring process often eliminates many candidates (usually because of the polygraph test).

This list is offered for informational purposes only; legislative and administrative changes may result in a different order to or modification of some steps.

Throughout this process, the most important thing is patience: between placing on the list and being offered employment, a year or two (or more) might elapse. Law enforcement is a calling, not a job. If you feel truly called to serve, be patient and do not give up, and we look forward to swearing you in!

Because the Elkins Police Department holds its police officers to high standards, we subject all applicants to:

• Exhaustive background investigations. These include but are not limited to searches of government databases for arrests, convictions, and confirmation of details about military service. We also conduct interviews of family members, employers, and acquaintances. These interviews are not limited to people who have agreed to provide you with references. We interview anyone we choose.
• Medical and psychological testing. Not everyone is suited for police work, either mentally or physically. We use board-certified physicians and psychologists to ensure that applicants meet our stringent medical and psychological standards. (You must also pass a challenging physical fitness test during the application process. Many applicants fail this test, so please see the attached explanation for details and start training now.)
• Polygraph testing. All applicants will be interviewed by an FBI-certified polygraph technician. Some people believe that they can fool a polygraph test. Those people are wrong. Applicants attempting to conceal past actions that are incompatible with service as a police officer will be identified and rejected.

In addition to past criminal activity, we are also searching for any other factors that indicate poor judgment or weak moral character. Grounds for rejection include (but are not limited to):

• Past termination for cause from other law enforcement agencies.
• Termination for certain causes by other past employers.
• Drug use or related activity, even if you were never arrested or convicted of a crime.
• Chronic unexplained credit delinquency. (We understand that honest people experience hardships. We are willing to consider your circumstances, but we cannot hire officers who show an unjustifiable pattern of failing to fulfill contracts and agreements.)
• Personal indiscretions. Examples include but are not limited to inappropriate pictures on the internet, a reputation for disorderly behavior or violence, and any indications of an inability to show professionalism toward all members of our community.

Tattoo Policy:

• No offensive tattoos (the chief will be the final judge of whether a tattoo is deemed offensive).
• No tattoos visible when wearing long-sleeved uniform.