Job Description

Summary

To apply to be a City of Charleston Police Officer, you must:

• Be 21 years of age
• Have a high school diploma/GED
• Have prior work or volunteer experience
• Possess a valid driver\'s license

See \xe2\x80\x9cImmediate Disqualifiers\xe2\x80\x9d for a list of concerns that may make you unable to continue in the application process.

Annual Salary and Benefits:

• PAY RATES LISTED REFLECT A PAY PLAN ADJUSTMENT EFFECTIVE 02/04/2023 * The Charleston Police Department\'s pay plan includes a comprehensive scale based on career development and degree incentives.

For a review of the complete pay scale please click .

Certified Officers who have an active Law Enforcement Certification or equivalent applicable military experience will come into the department under the following: Education Level Police Officer - Step 1
3 Years of Experience Police Officer - Step 2
4 Years of Experience Police Officer - Step 3
5 Years of Experience
High School/GED $55,382.21 $56,782.27 $58,217.73
Associate\'s Degree $59,258.97 $60,757.03 $62,292.97
Bachelor\'s Degree $63,407.09 $65,010.03 $66,653.48
Master\'s Degree $67,845.59 $69,560.73 $71,319.22
PHD/JD $72,594.78 $74,429.98 $76,311.57

Benefits:
The City of Charleston offers a competitive total compensation package, including benefits:

• Paid pre-academy and academy training
• Group health, dental, vision insurance
• Flexible spending accounts
• Police Officers Retirement System (PORS)
• Optional deferred compensation plans (401k and 457 plans)
• Annual leave starting at 96 hours per year and growing to 192 hours per year
• Paid sick leave at 96 hours per year
• Employer paid life insurance, short term disability and long term disability programs
• GI Bill eligible veteran on-the-job training
• Tuition reimbursement
• Wellness programs, including gym reimbursement
• 10 paid holidays and 1 personal holiday

**Benefit information provided is a summary only and is subject to change. Full details will be provided at time of employment and take precedence to any information provided here.

The Process:
The Charleston Police Officer Hiring Process consists of FOUR separate phases. You must pass each phase in order to advance to the next. The final decision concerning your employment will be made by the Chief of Police and will be based on information collected throughout the hiring process. In total, the process should take between two and four months.

PHASE I
COLLECTION OF DOCUMENTS AND APPLICATION
You must first collect and then attach the following documents to your City of Charleston Police Officer job application. These documents include:

• Resume
• Copy of Driver\'s License
• Official Driving Record from ALL states where you have HELD A DRIVER\'S LICENSE
• If the applicant served in the US military for any period of time, copy of DD-214 (Member 4 listing Characterization of Service, Separation and Re-Enlistment)
• Birth Certificate/Naturalization Certificate
• Three Documents:

for the Authorization to Release Information (MUST BE NOTARIZED), Release of Consumer Credit Report and Personal Drug History Form * If you are a certified law enforcement officer from outside S.C., a photocopy of your state certificate and training academy curriculum with hours.

• Documentation of expungement for any criminal charge or conviction (not including traffic violations).

All documents must be attached to your application.

PHASE II
TESTING
If selected to move forward, you will take part in a three-day testing battery of the following:

• Physical Agility Test

For detailed information on the Physical Agility Test, click . If you do not successfully complete the Physical Agility Test, you will have the opportunity to return on a different date to re-take the physical agility test. Candidates who attain a passing score on the physical agility test will advance to the written examination that afternoon. * Written Examination (National Police Officer Selection Test):

The POST is made up of four separately-timed test sections. The first three sections (Mathematics, Reading Comprehension and Grammar) utilize multiple choice and true/false formats. The fourth section, Incident Report Writing, requires you to write out your answers in complete sentences in the spaces provided in the test booklet. Though most of the questions in this test battery relate to police duty, no prior knowledge of law or law enforcement will be needed to answer the questions. Applicants scoring above 70% will advance. * Interview:

Candidates who successfully complete the physical agility and written examination will be scheduled for an oral interview, conducted by a panel of current CPD employees. The applicant will be assessed on dimensions of work history, education, training, community service, customer service, and interpersonal skills. * Polygraph:

After completing the interview, the applicant will be required to submit to a polygraph examination. During the polygraph the applicant will be asked questions pertaining, but not limited to, honesty in handling money and merchandise with present and previous employers, use of drugs, alcohol, gambling habits, arrests and/or convictions. The applicant should be prepared to answer questions concerning undetected crimes they may have committed and their involvement in any previous or current investigations.
PHASE III
BACKGROUND INVESTIGATION

• Applicants who successfully pass the testing phase will be notified by the background investigator that a rigorous and thorough background investigation will be conducted to review applicant information obtained from but not limited to: DMV abstract, consumer credit report, criminal history check, any and all social media accounts, and interviews with previous employers, teachers, neighbors, landlords, and personal references. The applicant will also have a personal interview with the background investigator.
• Applicants not moving forward to the background investigation phase will be notified by CPD staff.

PHASE IV
CONDITIONAL OFFER, MEDICAL AND PSYCHOLOGICAL EXAMS
The results of phases 2 and 3 are reviewed and the top applicants will be sent a conditional offer of employment. If the applicant accepts the conditional offer, they will proceed to the medical and psychological examinations.

• Applicants not selected must wait one year from the date the background investigation is completed to reapply and must take part in the entire selection process.

IMMEDIATE DISQUALIFIERS

Criminal History

• Adult commission of undetected crimes of a serious or repetitive nature
• Any conviction of domestic violence, including simple assault against a domestic partner, spouse, child or parent
• Conviction of any crime which carries a 6-months jail sentence or more, excluding traffic violations which are discussed separately, or the South Carolina State Law equivalent within the last 5 years
• Conviction of any felony or any crime involving moral turpitude (crimes contrary to justice, honesty, or good morals)

Traffic Violations

• Suspension of driver\'s license within the past thirty-six (36) months (Non-traffic related suspensions, such as an insurance related suspension, shall be reviewed on a case-by-case basis.)
• Four (4) or more moving violations within the past thirty-six (36) months (regardless of adjudication withheld)
• Accumulation of eight (8) points or more within the past 36 months on a South Carolina Operator\'s License or the equivalent for out of state licenses. Points may be negated by attending defensive driving school offered by the Division of Motor Vehicles prior to initial testing
• Conviction or case pending for DUI, DWI or Hit and Run within the last five (5) years.
• Any significant negative driving history, which shall be determined by management review of all relevant facts.

Drugs

Marijuana/hashish/hashish oil:

Experimental use, which is one use, within 12 months of the application being submitted is no longer disqualifying or conditional for required drug screening.

Any use within 12 months in a state where marijuana is legal is no longer disqualifying but may subject the applicant to additional drug screening

If used more than once within 12 months of the application being submitted, the applicant would have to agree to required drug screening.

Drug screening would be random, at least quarterly, and in addition to standard, unannounced drug screenings

Any marijuana use after the application is submitted would disqualify the candidate. * LSD/PCP/Mushrooms/Ecstasy/Molly/MDMA/Synthetics/Depressants,etc./GHB/Inhalants/Steriods/Rx drugs for recreational purposes:

• Any use within 12 months of the application being submitted would disqualify the candidate.
• Experimental (one) use within 3 years but outside 1 year of the application being submitted would no longer immediately disqualify the candidate.

• More than one use within 3 years would disqualify the candidate.

Heroin/cocaine/methamphetamine:

Any use within 3 years would disqualify the candidate

*Due to the classification by the American Addiction Center

Contingencies:

Experimental use is not cumulative. For example, if an applicant discloses experimental use with two different drugs, they would be disqualified.

ALL applicants with drug use disclosures are subject to required drug screening in addition to the standard, random drug screening already in place for sworn officers.

Any involvement in the sale or distribution of illegal drugs as an adult

Juvenile involvement in the sale or distribution of illegal drugs is an area of concern which will be given careful scrutiny in the context of the full investigation/review.

The Police Chief and/or his/her designee may grant an exception to illegal drug activity by an applicant based on the totality of the circumstances. Credit

• Demonstrated history of financial irresponsibility. (Examples of areas of concern include unpaid collections or unsatisfactory judgments where no payment plan has been established. Bankruptcies will be evaluated based on the time frame, circumstances, other measures pursued, and restoration of credit).

Others

• Cheating on any examination or testing associated with the position
• Dishonorable discharge from any military service
• Untruthfulness and/or intentional withholding of information on any application, interview, or paperwork associated with the position. Examples of intentional withholding of information would include deliberate inaccuracies or incomplete statements.

Additional Information
This is not intended to be an exhaustive listing of background disqualifiers. Applicants who are successful in the initial testing will undergo a thorough background investigation, including a polygraph examination. Areas of concern will be evaluated on a case-by-case basis within the context of the full investigation/review. The Police Chief and or their designee may grant an exception to disqualifiers based on the overall assessment of the candidate. Examples of areas of concern may include, but are not limited to, the following:

• Crimes committed as a juvenile, including undetected crime
• Illegal drug possession that does not fall within the parameters defined above
• Less than honorable military discharge, erratic work record, or unfavorable employment references
• Multiple convictions of driving under the influence
• Patterns of reckless and/or irresponsible driving
• Pending litigation or prosecution for criminal offenses must be resolved prior to consideration for employment
• Reduction of charges as a result of a plea agreement or other form of sentencing disposition prior to a conviction in any of the aforementioned criminal and driving history categories

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