The Commission on Peace Officer Standards and Training (POST) outlines 10 essential job dimensions that represent the major and critical areas of performance for entry-level law enforcement. The background investigation will specifically seek out information that will help us determine if a candidate possesses these skills.

To protect the confidentiality of sources contacted during the course of a background investigation, it is the policy of the Salinas Police Department not to discuss the content or nature of information contained in a background investigation once it has begun. Simply put, once we begin a background investigation we cannot discuss the findings of that investigation with the applicant or anyone not directly involved in the investigation or hiring process. An applicant is simply told he or she passed or failed the background investigation.

Because of the in-depth nature of the investigation, we have provided some information we believe is useful to prospective applicants before participating in the hiring process for Police Officer:

IMMEDIATE DISQUALIFIERS 

Applicants will not be considered for employment if any of the following apply:

• Felony convictions.
• Misdemeanor convictions that would preclude the applicant from possessing a firearm, such as battery, domestic violence, or being named a defendant in some restraining orders.
• Lying about any portion of the background.
• Omitting any requested or required information.
• Falsifying information.

The following types of illegal drug use or possession are considered automatic disqualifiers in the pre-employment selection process for sworn police personnel (no exception):

• Any adult use or possession of a drug classified as a hallucinogenic within the seven (7) years prior to application for employment.
• Any adult use or possession of marijuana within the one (1) year prior to application for employment.
• Any other illegal adult use or possession of drugs not mentioned above (including cocaine) within the three (3) years prior to application for employment.
• Any illegal adult use or possession of a drug while employed in the capacity of a police officer, licensed security officer, military police, or as a student enrolled in college accredited courses related to the criminal justice field.
• Any adult manufacture or cultivation of a drug.
• Failure to divulge to the Police Department during the background investigation any information about the illegal use or possession of drugs.

The disqualification of a police officer candidate for the following types of illegal drug use or possession will be considered in relationship to the overall background of that individual:

• Any illegal juvenile use or possession of a drug.
• Any illegal adult use of a drug that does not meet the criteria of the automatic disqualifiers above; e.g., marijuana use longer that one (1) year ago or cocaine use longer than (3) three years ago.

Irresponsible credit history.

Bad credit is not in and of itself disqualifying.  If an applicant had bad credit in the past and has taken responsible steps to repair it, the applicant may be considered for employment.  If the background investigation reveals that the applicant has handled his or her credit obligations irresponsibly, the applicant may be disqualified.

Part of the background investigation includes the POST Personal History Statement. You will be asked to fill out this form as part of the background investigation packet.

There are many questions that applicants have about the hiring process; particularly regarding personal matters that an individual feels may be disqualifying.  Because we are prohibited from discussing a background once the investigation begins, applicants are encouraged to call the Personnel and Training Unit with questions before we begin the background investigation.  Conversations with us are strictly confidential.  Feel free to call our Personnel & Training office at (831) 758-7164 or (831) 758-7235.

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