PHASE 2: In-depth Evaluation

Phase 2 is where candidates go more in depth with the hiring process. It’ll start with a Chief’s interview and then move along to a more personal assessment.

Chief’s Ranking Interview

• Once the eligibility list is finalized, each candidate who successfully completes Phases 1 through 3 may have an oral interview with the Police Chief and a panel of his designees in order to make a selection from the band(s) that is under consideration. Ranking interviews will start with Band 1 which is the top band. In making the selection from the band, the Police Chief shall consider, but is not limited to, the following factors: (1) the needs of the department; (2) prior employment experience of a candidate; (3) special skills and training such as, but not limited to, military experience and prior public safety training; (4) prior experience in public safety employment; (5) formal community college and/or university education or credits received for coursework; (6) ability to interact with persons of diverse backgrounds; and (7) goals to increase racial, ethnic and gender diversity and increase the number of persons from different backgrounds and provide diversity within the age range of the candidates. Candidates must obtain at least a score of 60% to be ranked within their respective band to continue in the examination process. If that score is not achieved, the candidate will be removed from the current eligibility list. Conditional offers will be made based upon the availability of positions and the hiring needs of the department.

Background Check:

• Upon successful completion of Phases 1 through 4, the top ranked candidates will
  complete a Personal History Questionnaire and Credit Release Form for use in
  conducting a confidential background investigation.

Documents required:

• A government issued, or copy of a government issued Birth Certificate
• A copy of the candidate’s High School Diploma or GED Certificate and
  College Diploma, if applicable. If a candidate cannot provide a diploma, an
  Official High School Transcript and College transcript, if applicable that shows a
  graduation date in a sealed envelope from the school may be submitted to the
  Office of Human Resources at 300 South 7th Street, Room 309, Springfield, IL
  62701.
• Personal History Questionnaire – It is strongly suggested that the required
  documents be located prior to this background phase due to the limited amount of
  time (5 days minimum – 10 days maximum) candidates are given to complete a
  Personal History Questionnaire (approximately 37 pages) for this phase.

The background investigation is a detailed analysis of the candidate’s past and present behavior. The investigation is conducted by the Springfield Police Department within the guidelines established by the Civil Service Commission. Sensitive and confidential aspects of candidates’ personal lives will be explored as part of the background investigation. This process entails a thorough check of each candidate to be certified for appointment. The background investigation will consist of the following:

• The original application and the Personal History Questionnaire to identify any
  conflicting or erroneous information.
• A check on a complete set of fingerprints.
• A review of records obtained by contacting the following agencies: 

A review of records obtained by contacting the following agencies:

• a. Secretary of State – driving record, citations, license revocations
  b. Credit Bureau – outstanding debts, liens, judgments, child support payments,
  wage garnishments, general credit reputation
  c. City Records – Police Department, LEADS, NCIC, Treasurer’s Office
  d. County Records – tax non-payment, legal actions, divorces, court actions
  e. State’s Attorney Records – criminal charges and/or convictions
  f. FBI and IBI – any record
  g. Previous Employers – work attendance, work habits, relationships with other employees
• h. Military Service – service record (if a veteran)
• i. Neighbors and family – general statements of candidate’s habits
• j. Other additional sources as they may apply
• A candidate must have no felony convictions. Persons with a record of misdemeanor
  convictions may be disqualified from taking examinations as set forth in 65 ILCS 5/
  Article 10-1-7(c). Certain misdemeanor convictions may disqualify candidates for a
  position on the Police Department. This can be viewed at www.ilga.gov.
  The investigation normally takes several weeks to complete, depending on the complexity
  of the individual’s background. Once the information is relayed to the Civil Service
  Commission, the Commission evaluates the background data, considering all aspects as
  they relate to a candidate’s fitness to become a Police Patrol Officer. All records are the
  property of the Civil Service Commission. Rule 4.12 of the Rules of the Springfield Civil
  Service Commission states that copies of a Personal History Questionnaire (PHQ) and
  background investigation shall not be circulated to a candidate or employee, unless
  required pursuant to court action or proceedings under the Illinois Freedom of
  Information Act. However, the reason(s) for a candidate’s removal from the Eligibility
  List may be released with the Disclosure of Information Form without court action.
  Please note: It is strongly recommended that candidates make a copy of the
  PHQ prior to submission.

Psychological Screening:

• If a candidate passes Phases 1 through 5 and moves to this phase, a conditional offer of
  employment will be given, contingent upon the availability of positions and the hiring
  needs of the department. The screening is performed by a psychologist selected by the
  Civil Service Commission. A psychological profile will be conducted by a registered
  psychologist specializing in public safety. This screening involves completion of several
  tests and an oral interview designed to determine the candidate’s fitness for duty as a
  Police Patrol Officer. Travel (at the candidate’s expense) may be required.