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Today, a professional hiring and testing process is essential in reducing the opportunities for challenges to discrimination in hiring and to provide a hiring process designed to employ and/or promote the best police/fire candidates to serve the citizens of our local communities.

In today’s litigious society, testing in itself, is not the starting point, but only one facet of the need to have defined hiring policies and procedures description and non-discriminatory hiring and promotional policies and procedures that defines the entire process to provide an equal opportunity for all candidates. This is true, not only for those municipalities that require a civil service hiring and promotional but for any municipality hiring police officers. The starting point in hiring a police officer is then the advertising and the job description that cannot possess any discriminatory requirements or language. Next is the administration of the physical agility test that is “job related and consistent with business necessity.” Then comes the written test that needs to be administered an experienced consultant(s) that provides validated written tests. The process continues with oral exams and background investigations and eligibility lists. Then, once the candidate is hired he/she is hired contingent upon passing a psychological and medical exam.

All these requirements necessitate a personalized comprehensive testing service, not just a police testing service, but a resource to provide local government officials with information and solutions for all their police testing and hiring personnel needs.

Most of my more than 30 years of local government experience has focused generally on providing training and technical assistance to local government officials on police/fire administrative management and police/fire
personnel issues.

Maybe I can help,
Bill Gamble