ANSWER THE CALL
Become a BHPD Police Officer
Signing bonus is 10% of base salary.
Also encompasses an exceptional benefits package.
Signing bonus is 10% of base salary.
Also encompasses an exceptional benefits package.
The Beverly Hills Police Department is a POST-participating agency with an authorized strength of 145 sworn police officers and 98 full-time non-sworn personnel. All new officers begin their career in the Patrol Bureau after completing the Police Academy. After an 18-month probationary period (12 months for lateral police officers), an officer can bid for the shift they wish to work based on seniority. After gaining patrol experience, officers can apply to work in several specialized and collateral assignments.
Some of these assignments include:
Officers are eligible to apply for promotions after three years of service. A standardized testing process is required before being placed on a promotion list.Apply Now
Every Beverly Hills Police Department employee is a Department ambassador and will foster healthy relationships with our community and our colleagues.
The individual and collective responsibility to maintain a strong work ethic require us to be relentless in the performance of our duties to achieve the best possible outcomes.
Dedicated to establishing the safest community through exceptional policing.
We will always be prepared and assertive in our endless pursuit of achieving the Mission, Vision, and Core Values of BHPD.
Provide professional and proactive services in partnership with our community.
Chief Stainbrook began his career as a Police Officer with the Los Angeles Police Department in 1995, eventually promoting to the position of Lieutenant before joining the Port of San Diego as Assistant Chief in 2011. He was elevated to his current role in 2018. In 2019, the San Diego Crime Commission selected Chief Stainbrook as the County Law Enforcement Official of the Year.
The Beverly Hills Police Department makes every effort to recruit the most qualified applicants for all positions. To ensure this, a series of examinations and testing procedures have been developed that meet the minimum job specifications.
Following successful completion of all procedures, an applicant will either be hired or be placed on an eligibility list. When employed, an officer will serve as a probationary employee for a period of up to 18 months, at which time they will be granted regular employment status if they successfully complete their probationary period. Lateral police officers will serve as probationary employees for a period of 12 months.
Once an application is received and accepted by the City’s Human Resources Department, applicants are invited to participate in a written test. The current exam, known as the FrontLine National exam, is administered by National Testing Network (NTN) on behalf of the City of Beverly Hills to police officer applicants. Human Resources will schedule the test with applicants.
All applicants will be required to show photo identification to gain admittance into the testing area and must maintain their photo identification at all times throughout the testing process in the event a question of eligibility should arise. Failure to supply some form of formal identification card, with a photograph, such as a driver’s license or state identification card will result in the elimination of the applicant from employment consideration.
Police Officer applicants who have previously passed the CA POST PELLETB written test with a T-score of 50 or greater are not required to take the written test and will be eligible to continue in the selection process.
Applicants who fail the written test may attempt to re-take the test after 3 months.
The physical ability test (PAT) utilized by the BHPD is the California POST standard Work Sample Test Battery used by all California POST certified police academies. The Work Sample Test Battery is used to test cardiovascular endurance, muscular strength, muscular endurance, and agility.
Applicants who do not pass the PAT exam on their first try may re-take the PAT exam a total of 3 times within 6 months. After the third test, applicants must wait 6 months to attempt the PAT again.
Below are the components of the PAT, not necessarily in order. Each event is scored, and applicants must obtain a score of 384 points (70%) to pass. Applicants should wear athletic shoes and clothing suitable for the PAT activities.Watch the PAT Videos and Descriptions of Events
Interviews will be scheduled for applicants who successfully pass the written exam and the physical ability test.
A standard set of questions are asked of each applicant and the applicant is scored based on their answers. An opportunity is provided for the applicants to present their strong points and verbalize why they would be an asset to the Beverly Hills Police Department.
Once applicants pass the written exam, physical ability test, and initial interview panel, they will be interviewed by the Command Staff.
Upon successfully passing the command interview, the applicant will receive a multi-page “pre-employment” background questionnaire which will be completed and submitted to the background investigator prior to the next step in the hiring process. The areas of focus will be the applicant’s driving history, criminal history, illegal drug use, and other pertinent information.
Additionally, applicants are required to supply copies of the following documents:
All requested documents are examined and evaluated against a list of automatic disqualifiers established by the City of Beverly Hills. Any finding of automatic disqualifiers eliminates the applicant from further consideration. Failure to supply the information requested also results in an automatic disqualification.
Before entering into the background investigation portion, applicants are required to undergo a pre-employment polygraph examination. A qualified polygraph examiner administers the test. The polygraph examination is designed to confirm an applicant is being “truthful.” All of the questions posed to the applicant during the examination are discussed with the applicant prior to the actual testing.
At this point, an extensive background investigation is undertaken which consists of personal contacts and phone contacts with listed references, school teachers, administrators, employers, co-workers, neighbors, unlisted references that can be located, spouse, ex-spouses, and friends. Additionally, there is a review of an applicant’s current financial responsibility, credit history, and criminal history.
The background investigation will evaluate each applicant’s character traits and abilities in the following areas:
2. Impulse Control/Attention to Safety
3. Confronting and Overcoming Problems, Obstacles, and Adversity
5. Interpersonal Skills
6. Decision-Making and Judgment
7. Learning Ability
8. Communication Skills
The completed background investigation file is sent to Command Staff for their review and determination on whether the applicant continues forward in the hiring process. If the applicant is approved, a conditional offer of employment is made in writing, contingent upon passing a psychological and medical exam.
Each applicant receiving a conditional job offer is required to undergo psychological screening. These psychological tests are scored, rated, and used to evaluate the applicants’ mental and emotional ability to perform police work.
If an applicant is determined to be “not qualified,” the applicant will be notified that they have been removed from the hiring process. The psychological screening will be conducted by the City’s designated health professional.
Applicants are also required to undergo an extensive medical examination to ensure their physical condition and ability to perform the duties and functions required of this profession.
If an applicant is determined to be “not qualified,” the applicant will be notified that they have been removed from the hiring process. The medical examination will be conducted by the City’s designated health professional.
Applicants who successfully pass the psychological screening and medical examination will immediately be hired or be placed on an eligibility list. If hired, all applicants receive a formal written offer of employment with the City of Beverly Hills. At this point, the Police Academy start date for entry-level applicants will be determined. Lateral applicants will be scheduled to begin field training.
Below is a list of the most common areas that may disqualify an applicant for a position with Beverly Hills Police Department. However, other information or facts revealed during the background investigation may also disqualify an applicant. If you have a question regarding any of these areas, please contact the Personnel and Training Bureau at (310) 285-2134.
An applicant will be disqualified for illegal substance use within a prescribed time frame and/or that is beyond what is considered experimental by the Beverly Hills Police Department.
Note: The above examples are representative of common disqualifiers.
However, other information revealed or discovered during any portion of the hiring process may also be sufficient to disqualify an applicant and are at the sole discretion of the Beverly Hills Police Department.
Failure to meet the standards as determined by the Department’s psychologist (written and oral interview).
NOTE: This list is not all inclusive and other information or facts revealed in the detailed background investigation may also be sufficient to disqualify an applicant.
The information on the requirements and standards for all positions and the rules and regulations as outlined should be considered for informational purposes only. The information may be amended or otherwise modified at any time. The information contained herein should not be construed as conferring any legal rights upon any applicants.
For further information please contact us.