Below is a list of the most common areas that may disqualify an applicant for employment with the Whittier Police Department.  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.

Substance Abuse

Will Disqualify

• Use of PCP, LSD, Heroin at anytime
• Use of methamphetamine or cocaine within the last 10 years
• Use of hallucinogens (GHB, MDMA, Ectasy) within the last 5 years
• Sale of marijuana, drugs or narcotics at any time.

May Disqualify

• Knowingly remaining in a place where narcotics are used
• Use of non-prescription steroids within the last 12 months
• Past drug use

Criminal Offenses

Will Disqualify

• Felony conviction
• On probation or parole
• Any prior arrest conviction for domestic violence, sex crime, or crime against a child

May Disqualify

• Adult conviction for a property related offense
• Sex act or which criminal prosecution would have resulted had the incident been reported
• Any prior arrests

Traffic Related

Will Disqualify

• Unable to obtain a valid California driver license
• Unable to obtain motor vehicle insurance
• Revocation / suspension of driver license within the past 3 years
• Past driving behavior that presents as poor judgement

Polygraph Exam

Will Disqualify

• Continued responses indicating deception on questions asked

May Disqualify

• Withholding information from polygraph examiner

Psychological

Will Disqualify

• Failure to meet the standards as determined by the department psychologist (written and oral interview)

Medical

Will Disqualify

• Physically incapable of safely performing job duties pursuant to ADA regulations

General

Will Disqualify

• Falsification and/or omission of any data on personal history statement
• Untruthfulness during the background stage

May Disqualify

• Not a US citizen or resident alien having filed for citizenship
• Inability to communicate with a variety of types of people as is expected of a police officer
• Poor credit history
• Poor job history (discipline, firing, attendance problems, lack of stability, etc.)
• Signs of immaturity from a background investigator

DISQUALIFICATION GUIDELINES

As a general rule, performance indicators and candidate information and records shall be evaluated by considering the candidate as a whole, and taking into consideration the following:

• Age at the time the behavior occurred
• Passage of time
• Patterns of past behavior
• Severity of behavior
• Probable consequences if past behavior is repeated or made public
• Likelihood of recurrence
• Relevance of past behavior to public safety employment
• Aggravating and mitigating factors
• Other relevant considerations

A candidate’s qualifications will be assessed on a case-by-case basis using a totality-of-the circumstances framework.

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