Lateral Hire Program
Springfield is a unique city, in that the Police Department has a strong relationship with the community built on a foundation of transparency and mutual respect. Members of the Springfield Police Department are committed to providing quality service to our community through personal integrity, fairness, open communication and a helpful attitude.
We offer a diverse array of special assignment and promotional opportunities including Investigations, Training, Crime Analysis, Special Response Teams, Community Policing, University assignments, and much more. Our Officers have an opportunity to identify their strengths and aspirations and align their careers accordingly. Check out the organizational chart here.
TOP NOTCH BENEFITS
The City has benefit offerings that are un-matched, including 100% paid Health insurance coverage for employees, generous leave time, a wellness program, tuition reimbursement and more. We are especially proud of our retirement program which includes the most robust option available through MO LAGERS. This benefit is paid for by the City and your time in this pension plan can travel with you to other public employers in Missouri. The City also offers an optional 457 (b) Deferred Compensation Plan.
All candidates for the position of Police Officer wanting to attend the Lateral Program must meet the following minimum qualifications in order to apply:
- Be a U.S. citizen.
- Be at least 21 years of age at commission.
- Have no felony convictions.
- May not have more than one DWI conviction; and no DWI conviction in past three years.
- May not have been at fault in more than one traffic accident during the past twelve (12) months.
- Meet vision and hearing standard.
- No objectionable tattoos and no tattoos visible while on duty (i.e. can be covered with long sleeve shirt), or when representing the SPD in an official capacity, unless approved by the Chief of Police.
- May not have used a controlled substance illegally within the last three years.
- Currently certified as a law enforcement officer. If not currently certified in the state of Missouri, with a Missouri P.O.S.T. Class A Peace Officer License, candidates may be allowed to complete written, physical and oral testing. However, Missouri Class A certification must be obtained before a background investigation will be conducted. (Contact Missouri P.O.S.T. at 573-751-4905 to find out how to get your Class A or visit the Missouri P.O.S.T. website). >Must have a minimum of two years full-time sworn police experience in any state, within the last five years. Primary duties must include responding to calls for service, conducting preliminary and/or follow-up investigations of crimes, responding to traffic accidents, and apprehending, detaining and arresting suspects.
Appointment to Lateral Hire Program< Applicants must pass every phase of the testing and selection process in order to be considered eligible for appointment to the Lateral Hire Program. If a candidate fails to meet the physical agility standards for the Lateral Hire program but all of his/her scores meet the Regular Academy standards, the candidate may opt to be considered for the Regular Police Academy. Note: If a candidate opts to be considered for the Regular Police Academy, he/she is not eligible for placement on the pay scale higher than a step one, which is entry level pay, and he/she will be required to attend the normal 6-month academy training.
The testing and selection procedure includes the following elements: a physical agility test, written exam, oral interview, background investigation, polygraph examination, pre-employment drug testing, post-offer medical examination and psychological evaluation.
Physical agility testing will be a job simulation physical agility course. Candidates will perform a series of linked exercises that simulate the necessary job functions of the Police Officer position and shall include but not be limited to the following:
- 3-foot wall climb
- 6-foot wall climb
- 100 meter sprint
- dummy drag
- pushing a vehicle 15 feet
- stair climb
- subject resistance
- trigger pull
- vertical jump
- window climb
The above series of job simulated exercises will take place on a continuous 1/2-mile course where the candidate will run or continuously move throughout the course. Candidates must successfully engage all tasks associated with each exercise on the course. For Lateral Hire candidates, the 1/2-mile course must be completed in a maximum time of 5:54.
Preparing for Physical Agility Testing
This test shall be considered physically demanding and it is vitally important for applicants to properly prepare for the test. The following are suggestions applicants can use to adequately prepare for the test
Prep Mentally & Physically
The applicant should prepare both physically and mentally for the test. An example of mentally preparing for this test would include having a positive mindset prior to and during the test. It is recommended that applicants should have recovered at least 24-48 hours from any other physical activity prior to this testing.
Come Properly Hydrated & Nourished
The applicant should also hydrate properly, at least 24 hours prior to participating in this testing. It may be helpful to also consume a light meal 1-2 hours prior to the physical agility testing, as the applicant should have adequate energy levels to help facilitate a better performance. Proper rest prior to testing is also recommended (7-8 hours of sleep). These tips will help manage any risks associated with testing performance during extreme or inclement weather conditions.
The City of Springfield uses the National Police Officer Selection Test for the written exam phase of the selection process for Police Officer. This test assesses the following skills: Arithmetic, Reading, Comprehension, Grammar and Writing. A minimum score of 70% is required to pass the exam.
Physical agility events and standards are reviewed periodically and may be modified as deemed appropriate, without prior notice.
Starting pay for lateral hires ranges from step 3 through step 7. The starting point is discretionary and based on numerous factors including, but not limited to, years of law enforcement service, law enforcement assignments, special training and agency size.
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