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The Police Officer Selection Process
 

The SFPD Police Officer selection process is a progressive and continuous examination process. Advancement to a step in the selection process requires successfully passing one or more prerequisite steps. Candidates who successfully pass all steps will remain on an eligible list for a period of twenty-four (24) months. A candidate on the eligible list may NOT reapply until their period of eligibility has expired. Names of new eligible candidates will be merged with existing candidates on the list. Placement on the eligible list does not guarantee nor imply that you will be extended a job offer. The SFPD will administer additional selection processes to select the most suitable candidates.

The following basic steps outline the SFPD Police Officer selection process:

Step 1: Written Examination
 

The Written Examination is developed by the California Commission on Peace Officer Standards and Training (POST) and measures reading comprehension and writing abilities. For a sample POST exam, click here

Note: Applicants who possess a current California POST Certificate or who have taken the POST written exam within the last two years and have achieved a t-score of 42 or higher will be exempted from taking the written test. (Basic Academy completion certificates will not waive candidates from the written test unless the certificate states a t-score of 42 or higher within the last two years.) A photocopy of the supporting POST Certificate or test score documentation must be submitted when applicants report to the examination site.

Step 2: Personal History Questionnaire (PHQ)
  The PHQ identifies those candidates who appear most likely to pass the full background investigation. The PHQ is a survey in a multiple-choice format, which solicits information regarding each applicants background and criminal history. PHQs will be evaluated only for those candidates who pass the written examination. PHQs of those candidates who fail the written examination will be destroyed.
Step 3: Departmental Interview
  Departmental Interview will evaluate the applicant's interpersonal skills, problem solving, oral communication and other abilities not tested by other examination components. The interview is not scored; however, the interview panel will make recommendations regarding who should proceed in the final hiring process. If you are unable to attend a session, you can attend a later session without losing your position on the eligible list. Only those candidates who have successfully completed the physical ability examination and departmental interview will continue in the testing process.
Step 4: Physical Ability Examination
  Physical Ability Examination will measure physical performance through a series of exercises that will be administered on a pass/fail basis. More information regarding the test and suggested preparation can be found here.
Step 5: Background Investigation
 

The employment, character and background investigation consists of a thorough study of the candidate's history prior to appointment to determine fitness for this employment. Reasons for rejection include use of controlled substances, felony convictions, repeated or serious violations of the law, inability to work cooperatively with co-workers, inability to accept supervision, or other relevant factors.

Candidates may be disqualified from the background investigation process if they withhold, misstate, or lie about background information; if they have a felony conviction; if they have an unacceptable driving record; or if they have a history of use or association with illegal drugs.

Candidates who are disqualified during the background investigation process must wait two years from the date of disqualification before they may reapply to take the Police Officer examination. Candidates who are disqualified because of uncorrectable medical problems, serious drug abuse or because of criminal records may possibly not be allowed to reapply.

When the candidate's background investigation process is completed, the SFPD selects those found suitable for employment as Police Officers. Those candidates selected begin a 28-week Academy as paid employees of San Francisco.

More information regarding the documentation requirements and status of an ongoing background investigation can be found here.

Step 6: Polygraph Examination
  A Polygraph Examination will be used to verify the veracity and accuracy of information submitted by candidates regarding, but not necessarily limited to: use of controlled substances; driving, criminal, medical and employment history; and other job-related factors.
Step 7: Psychological Examination
  The Medical Examination consists of a rigorous medical screening and is currently provided by Occupational Health Services at San Francisco General Hospital. Each candidate will be individually evaluated and any current or past medical condition that is likely to compromise the candidate's ability to perform the essential functions of the position may be cause for rejection. Height and weight guidelines will be strictly adhered to. The Police Department Physician will evaluate the results of the initial medical examination to determine the candidate's fitness for employment as a Police Officer. The medical examination includes the taking of blood and urine samples.
Step 8: Medical Examination and Testing
 

Candidates must meet the basic medical requirements of Police Officers with the SFPD. These requirements include height/weight limitations, vision, including color perception, hearing, and testing for the use of controlled substances. The general height and weight requirements are listed in the table below:

Height/Weight Limitations for Men and Women
Men Women
Height Max Weight Height Max Weight
5' 151 4'6" 116
5'2" 159 4'8" 122
5'4" 167 4'10" 130
5'6" 175 5' 138
5'8" 183 5'2" 144
5'10" 193 5'4" 152
6' 204 5'6" 161
6'2" 216 5'8" 169
6'4" 229 5'10" 179
6'6" 241 6' 190

VisionTesting is required prior to appointment. If correction is necessary, corrective lenses must be available at the time of the test. While each situation will be evaluated on an individual basis, all candidates must have a visual acuity of 20/30 either unaided or corrected by eyeglasses or contact lenses. Visual testing will be done using binocular vision only. If eyeglasses or hard contact lenses are worn, uncorrected binocular vision must be at least 20/100. If soft contact lenses are worn, there is no limitation on the uncorrected vision, provided the wearer has successfully worn these soft lenses for at least six months. All candidates must have entirely full visual fields and must achieve a passing score on a color vision test. Applicable tests must be taken without squinting. Color vision deficiencies may be cause for rejection.

Hearing Testing is also required. Loss of hearing may be disqualifying. The uncorrected auditory threshold for each ear in the frequencies of 500 to 600 Hz should be 25 db or less.

Testing for use of controlled substances is required. Any illegal use of controlled substances after the date of application is a mandatory cause for rejection. Any use of controlled substances after the date of application may be cause for rejection. Rejection for prior use of controlled substance(s) is based on the type of substance(s) used and the frequency and recency of such usage. All information submitted by candidates regarding the use of controlled substances will be reviewed during the polygraph examination.
 

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