Police Officer

Recruitment #CCT-Q002-060667


Clerically amended to reflect updates to the Working Conditions and Benefits,

Application and Selection Procedures, Appeal Rights and Vision Testing.


Entry Level (Q‑2) Police Officer

The City and County of San Francisco invites you to join a highly respected police department and serve the citizens of one of the most beautiful cities in the country. San Francisco Police Officers perform a wide variety of duties to promote public safety and security, prevent crime and enforce the law. Police officers perform a number of essential functions. For example, they patrol districts to prevent and detect crime; respond to calls for assistance; conduct criminal investigations; interact with the community to build cooperation and support; pursue and arrest suspects; enforce traffic and parking laws; write reports and maintain records; work with superiors, peers, and others as a team; prepare for and participate in planned events; prepare for court and give testimony; and fulfill other administrative duties when required. This is much more than a job; it is an opportunity to build a career of which you can be proud.


Working Conditions and Benefits

A Police Officer works 40 hours per week on different shifts and overtime may be required. San Francisco offers excellent benefits and the current starting salary is $89,856 per year. After seven years of service a Police Officer may earn up to $125,034 per year. You will receive comprehensive training, at your full starting salary, which includes 31 weeks at the Police Academy prior to field training at one of the district stations.


Eligibility Requirements (verified during Background Investigation)

Citizenship: Applicants must be United States citizens.

Age:  Applicants must be at least 20 years old when they take the examination and at least 21 years of age by the time of appointment. (Civil Service Rule 210.10)


Driver’s License:  Applicants must possess and maintain a valid driver license to operate an automobile at the time of application and throughout the selection process. Possession of a valid California Driver License is required prior to the date of hire.

Education:  Applicants must be a U.S. High School Graduate or have passed a G.E.D. or the California High School Proficiency Examination or have an AA or higher degree from an accredited college or university.


Judicial Record:  Applicants must NOT have been:

  • Convicted of a felony;
  • Convicted of an offense involving domestic violence;
  • Convicted of any misdemeanor that carries a penalty of prohibiting ownership, possession or control or a firearm; or
  • Restricted from employment with the City and County of San Francisco.

 Desirable Qualifications

·        Experience in the United States Military

·        Proficiency in a second language relevant to San Francisco communities


Application and Selection Procedures


Step 1:   First, complete and submit an online application with the City and County of San Francisco. To do so, follow the steps below:

o  Click on “Apply” at the top of this job announcement, then read and acknowledge the information

o  Select either “I am a New User” if you have not registered before, or “I have Registered Previously”

o  Note: You will need to use an e-mail address for login purposes. Use an email address that you will maintain throughout the examination process to receive all official communications

o  Follow instructions on the screen

o  After submitting your application online, you will receive an e-mail acknowledging receipt of the application.  If you have questions regarding the online application process, please send an email to DHR-PublicSafety@sfgov.org

o  Computer kiosks are available for the public (from 8:00 a.m. to 5:00 p.m. Monday through Friday) to file online applications in the lobby of the Department of Human Resources at 1 South Van Ness Avenue, 4th Floor, San Francisco.


Step 2:    Next, schedule yourself to take the “FrontLine National” law enforcement examination administered by the National Testing Network (NTN).  Do so by visiting the NTN website below: https://nationaltestingnetwork.com/publicsafetyjobs/search.cfm?position=1&state=All+States


If you have problems scheduling the examination, the email for NTN Customer Support is: support@nationaltestingnetwork.com


As part of this process, you will need to establish an account with NTN. A fee is required to take the FrontLine National examination. Candidates with demonstrated financial hardship may submit a request to have the fee waived prior to test registration. See “Candidate FAQ #27” on the NTN website (www.nationaltestingnetwork.com/publicsafetyjobs/faqs.cfm) to learn more on how to apply for a fee waiver.


There are three components to the FrontLine National examination: a video-based human relations test, a reading ability test, and a written language ability test. Testing takes approximately 2 1/2 hours. Upon receipt of test scores from NTN, the City and County of San Francisco will notify candidates of their pass/fail status on this test component.


Please note that the NTN website provides a description of the test components and directions for scheduling a test for the San Francisco Police Department. The website offers a practice test for purchase with sample items.

Step 3: 

Candidates that attain passing scores on the FrontLine National examination will be invited to take the Physical Ability Test (PAT) and Oral Interview.


Through a series of physical exercises, the Physical Ability Test (PAT) will assess physical abilities needed to perform essential police officer tasks and successfully complete academy training. These physical abilities include: muscular strength, muscular endurance, aerobic capacity, equilibrium, and abilities involving all-out effort. The PAT will assess a combination of these abilities.   Candidates will be notified of their pass/fail status on the PAT via email.  Those that do not pass may request, no sooner than three (3) months from their first attempt, another opportunity to re-take the PAT.


The Oral Interview will assess community involvement, interest and motivation, interpersonal skills, problem solving, oral communication skills and abilities not tested by other examination components. Candidates will be notified of their pass/fail status on the Oral Interview via email.  Those that do not pass may request, no sooner than three (3) months from their first attempt, another opportunity to re-take the oral interview.


In accordance with Civil Service Commission Rule 211.16.1, candidates may appeal the administration of the examination components. All appeals must be filed in writing with the Department of Human Resources within five (5) calendar days of the administration of the examination component giving rise to the appeal. A day that the Department of Human Resources is closed shall not be counted as the fifth (5th) calendar day.  Appeals shall be limited as defined in Rule 211.16.1 https://sfgov.org/civilservice/rule-211-examinations

Eligible List / Certification Rule

Candidates that pass both test components (i.e., the FrontLine National exam and the Oral Interview) will have their names added to the eligible list. Candidate names will remain on the list for a maximum period of 24 months. The Police Department has the option to hire any candidate on the eligible list (“Rule of List”). Therefore, placement on this list neither guarantees nor implies that you will be offered employment. The Police Department will administer the remaining processes outlined below to determine who shall advance further in the hiring process and be considered for appointment.


Personal History Questionnaire (PHQ) Evaluation

The PHQ evaluation is an on-line survey in a multiple-choice format, which solicits information regarding each applicant’s background and criminal history. The PHQ identifies those candidates who appear most likely to pass the full background investigation.


Employment, Character, and 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, moral character (integrity), safe driving practices, confronting and overcoming problems, omissions of information or incomplete documents, decision making and judgment, personal accountability and responsibility, work habits, truthfulness, cooperating with the investigation process or other relevant factors.


Review of Judicial and Driving Records

A review of judicial and driving records will be conducted for all candidates. Candidates must give a full and complete listing of all motor vehicle violations on their background forms. Driving records will be obtained from the Department of Motor Vehicles. Any significant discrepancy between the candidate's statement and Department of Motor Vehicles records will be cause for disqualification.


The following misdemeanor violations may be cause for rejection if they occurred within the past three years immediately prior to the date of application and extending to the time of appointment:  drunk driving; reckless driving; hit and run with personal injury or hit and run with property damage; other violation(s) indicating individual disregard for safe vehicle operation. Candidates who incur negligent operator probation or license suspension at any time within one year prior to the date of application will be disqualified. The same is true for candidates who incur license suspension or operator probation at any time from the date of application to the date of appointment. Two moving violation convictions in the last 24 months or three moving violation convictions in the last 36 months from the date of application may be cause for rejection.


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.


Testing for Use of Controlled Substances

Testing for use of controlled substances is required. Any use of controlled substances after the date of application may be cause for rejection; rejection is mandatory for illegal use. 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.


Psychological Examination

The psychological examination consists of written tests and a clinical interview to determine the candidate's fitness and suitability for police work.


Medical 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 enforced. 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.


Vision Testing

Vision testing is required as part of the medical evaluation. 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 20/20 in at least one eye, either unaided or corrected by eyeglasses or contact lenses. All candidates must have entirely full visual fields and must achieve a passing score on a color vision test. Color vision deficiencies may be cause for rejection.


Hearing Testing

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.



Important employment information for the City and County of San Francisco can be obtained at http://www.sfdhr.org/index.aspx?page=5 or at 1 South Van Ness Avenue, 4th Floor.


Applicants with disabilities who meet the minimum eligibility requirements for this examination announcement can find information on requesting reasonable accommodation at: http://www.sfdhr.org/index.aspx?page=20#applicantswithdisabilities


Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations. Clerical errors may be corrected by the posting of the correction on the Department of Human Resources website at www.jobaps.com/sf.


The terms of this examination announcement may be appealed under Civil Service Rule 211.5.1, provided that such appeal is submitted in writing in the Department of Human Resources, 1 S Van Ness Avenue, 4th Floor, San Francisco, CA 94103-5413 by close of business on the 5th business day following the issuance date of this examination announcement.  Go to www.sfgov.org/Civil_Service for more information on applicable appeal rights and submission requirements under the Civil Service Rules; and for Civil Service Rules, policies and procedures on announcements, applications and examinations.


Candidates must pass each of the selection components unless otherwise noted on the announcement. The Department reserves the right to waive selection components for individuals based on prior experience or certification.


If candidate populations exceed the capacity for a given Oral Interview test date, the City reserves the right to schedule candidates across the next, available test date.


Candidates that are currently employed as a peace officer, possess a current Peace Officer Standards and Training (POST) certificate and have two years of patrol experience should indicate on the supplemental questionnaire portion of their job application that they are “lateral candidates”. Lateral candidates will need to pass the FrontLine National examination, the work sample test battery (i.e., WSTB administered by the South Bay Regional Academy) and the Oral Interview to be placed on the eligible list and be considered for appointment. If hired, lateral candidates may be placed in abbreviated academy and Field Training Officer (FTO) training programs. These candidates may also start at a salary step higher than the entry level.

Upon successful completion of the FTO program, candidates with a verified Intermediate or Advanced POST certificate may apply for a salary upgrade.


Candidates that are rejected for hire based upon a history of controlled substance abuse, psychological testing and/or background factors are not eligible to reapply for two (2) years from the date of disqualification. The Police Department reserves the right to disqualify individuals who have previously been rejected for hire based upon conditions that are not subject to change, e.g., non-correctable medical conditions, felony convictions, controlled substance abuse. In addition, the Department may reject, within a two (2) year period from final disqualification, individuals who have previously been rejected for hire based upon psychological testing or background factors. Final disposition, in the instance of an appeal of disqualification, shall be that date on which all administrative remedies have been exhausted.


Candidates on the eligible list may waive an offer of appointment one time only. A second waiver of appointment renders candidates ineligible.


Any changes to your contact information (name, address, phone number, etc.) should be updated immediately. To update your contact information, go to www.jobaps.com/sf, click on “Update My Contact Info,” enter your UserID and Password, then enter your new information. You must click on “Update Contact Information” again at the bottom of the page in order for your changes to be submitted. Failure to maintain current contact information may result in loss of eligibility.


Applicants should keep copies of all documents submitted, as these will not be returned.


Veteran’s Preference

To be eligible for Veteran’s Preference, an applicant must have served on active duty (non-reserve duty) and been released from active duty under conditions other than dishonorable at the time of application filing. Applicants who served in the military after January 31, 1955 for at least 181 consecutive days of active duty prior to discharge may be eligible for Veteran’s Preference. Applicants who served prior to this date or who served in time of war or during an expedition for service in which a medal was authorized by the government of the United States may also be eligible. Widows/widowers or surviving domestic partners of deceased eligible veterans may also qualify for Veteran’s Entitlement credit. In order to be considered for Veteran’s Preference, applicants must submit a copy of their Form DD214 or other acceptable documentation and complete a City and County of San Francisco Veteran’s Preference Application. Widows/widowers or surviving domestic partners must also provide documentation of relationship to deceased veteran, and the veteran’s death certificate. Individuals who have received permanent appointment with the City and County of San Francisco from an eligible list and who successfully completed the required probationary period are not eligible for Veteran’s Preference Points.


Micki Callahan,

Director of Human Resources
Announcement No.: CCT-Q002-060667
Issued: November 7, 2013

Amended: May 24, 2016

Amended: January 9, 2017

Amended: January 24, 2019
Public Safety Team

Disaster Service Workers

All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.


All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, ranging from 7.5% - 13.25% of compensation. For more information on these provisions, please contact your departmental personnel officer.

Click on a link below to apply for this position:

Fill out the Supplemental Questionnaire and Application NOW using the Internet.
View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here.

Powered by JobAps