How to Become a Police Officer

Basic Requirements

The Municipal Police Officers Education and Training Commission (MPOETC) establishes minimum selection standards for law enforcement officers. Individual departments must meet or exceed these minimum standards. While requirements may vary from department to department, typical basic requirements include the following:

Citizenship Requirement

Departments require applicants to be U.S. citizens. Some departments require officers to reside within their jurisdiction, while others do not.

Minimum / Maximum Age Requirement

Most departments require you to be 21 by your hire date. Do not assume that just because you are over 30, your chances of becoming a police officer are over. Most departments have no maximum age.

Education Requirement

Most departments expect officers to have a high school diploma or GED at a minimum. Some departments require an associate or bachelor’s degree or a minimum number of college credit hours. Others offer additional pay based on educational attainment. Regardless, education beyond high school will only help you in your law enforcement career. A four-year degree or an advanced degree is an asset in your career progression, particularly when seeking a promotion or specialized assignment. While criminal justice studies are the traditional route for those aspiring to a career in law enforcement, many other fields provide you with a good foundation. Sociology, psychology, and social work are a few other fields that are particularly well suited for police work. 

Military Service

Military service is not a requirement but may be a bonus. Pennsylvania civil service regulations provide for veteran’s preference points for veterans who were honorably discharged (see Veterans’ Preference and Civil Service below).

Police Training Requirement

Many departments require applicants to have successfully completed the Basic Police Officer Training course and to have been certified by the MPOETC to be hired. Some departments will hire untrained candidates and then send them to a police academy for basic training. These departments also pay the candidate a salary while in training.

Valid Driver’s License

A valid driver’s license is a requirement for any law enforcement position. Your driving history will also be reviewed during the background check.

Minimum Fitness Requirement

• View requirements set by the MPOETC

• MPOETC’s Physical Fitness Assessment Standards for Entrance and Retention in the Act 120 Police Academy 

Disqualifiers

While specific disqualifiers are defined by state law, some other disqualifiers vary from department to department. Any of the items listed below may disqualify you from police service. Departments use their discretion when reviewing past infractions. Some come with a sliding time limit that may adjust based on the severity of the crime. For example, marijuana used once in college 10 years ago might not be disqualifying, but marijuana used 10 days ago probably would. Please keep in mind that departments have different requirements. If you are found to be unsuitable for one department, there may be other departments which find you suitable. Below are some typical disqualifiers:

• Felony conviction (adult or juvenile)

• A misdemeanor conviction involving domestic abuse, a sexual component, or perjury

• Illegal drug use

• Having a medical marijuana card (unless you have the card as a caretaker)

• Poor driving record (including reckless driving conviction)

• DWI/DUI conviction

• Poor credit history or other financial problems

• Dishonorable discharge from the military

• Inadequate score on the written test

• Inadequate score on the oral exam

• Poor physical fitness

• Disqualifying medical conditions

• Falsification on the application

• Past or current gang affiliations

• The presence of racial bias in the candidate 

The Hiring Process

Unlike most jobs, becoming a law enforcement officer involves far more than completing an application and an interview. Departments run their applicants through a comprehensive series of tests and exams, each designed to narrow the field of applicants to advance only those who are most qualified.

Basic Application / Prescreening Questionnaire

The initial application and prescreening questionnaire convey an applicant’s interest and general eligibility. Based on a review of this material, candidates are permitted to take the written exam. While some departments charge an application fee, others do not.

Written Exam / Entrance Test

The written exam is typically a standardized test used to assess general aptitude and does not require or assume any knowledge specific to law enforcement. Written exams typically test an applicant’s:

• listening comprehension

• reading comprehension

• problem-solving / judgment skills

• memory

• writing skills

Physical Fitness / Ability Test

Law enforcement has physical demands, and employers must ensure their recruits are fit to serve. Applicants can expect to take some sort of physical ability test during the hiring process. Departments use a fitness test and standards specified by the MPOETC, currently the Cooper Health-Based norms. A fitness test measures a candidate’s overall level of fitness through structured activities that assess strength, endurance, and cardiovascular health.

Oral Examination

The oral examination is an opportunity for you to demonstrate your abilities in oral communication. During the oral interview, you may be evaluated on your:

• Communication skills,

• Verbal fluency,

• Ability to listen & understand,

• Judgment & intelligence,

• Understanding of and interest in policing as a career,

• Response to questions and scenarios.

Background Investigation

A thorough background check will be conducted to ensure that you do not have any personal or professional issues that would preclude you from police service. Background investigators will review your employment history, character references, academic records, residency history, criminal history, and credit history.

A background investigation typically includes a fingerprint check and interviews with those who know you, including previous employers, school or military personnel, neighbors, and family members.

Polygraph / Voice Stress Analysis

Departments use a polygraph or voice stress analysis examination to verify information submitted throughout the application process.

Psychological Testing

Just as departments want to ensure you are physically fit for the job, they also want to ensure that you are psychologically stable and mentally fit to handle the job. This evaluation is made through written psychological exams and an interview by a psychologist. Psychological testing serves two functions: to evaluate your character and emotional make-up and to ensure you are well suited to the job from a psychological standpoint.

NOTE: Psychological examinations are administered only after a conditional offer of employment has been made. 

Medical Exam

This physical exam will evaluate if you are medically fit to meet the physical requirements of the job. Specifically, you should be able to perform the “essential job functions” as listed by the department.

 A typical medical exam may include the following elements:

• Height

• Weight

• Vision

• Hearing

• Chest X-ray

• Blood test

• Urine test

• Blood pressure

• Electrocardiogram

• Screening tests for illegal drugs

NOTE: Medical examinations are administered only after a conditional offer of employment has been made.

Civil Service

The civil service rules are intended to apply primarily to police officers within boroughs and first-class townships who have three or more officers and therefore must hire through the civil service process. With respect to second-class townships, those municipalities, as well as boroughs and first-class townships with less than two officers, need not be hired through civil service. Boroughs and first-class townships with less than two officers, as well as all second-class townships, are not required to hire through the civil service process. Likewise, boroughs may hire part-time police officers outside of the civil service process.

Veterans’ Preference and Civil Service

One of the critical aspects of the civil service process is understanding the interplay between military service and civil service. The most obvious and prevalent way in which military service impacts the civil process is through the application of veterans’ preference. Under the Pennsylvania Veterans’ Preference Act, 51 Pa. C.S. § 7101-7109, applicants who have satisfied their military requirements of both training and service and meet the overall eligibility requirements for the civil service position, are entitled to both a mark-up on their final examination results, as well as preference over qualified non-veterans on the eligibility list, i.e., the employer must select the veteran over any non-veteran on the certified list of three applicants eligible for appointment.