Rejection Criteria
The following will result in the rejection of police applicants:
Any violation of POST Licensing Rules
Conviction for any of the following/or:
- Felony and gross misdemeanor convictions
- Controlled substance conviction
- Criminal sexual misconduct conviction
- Conviction of assaulting, fleeing, or eluding a police officer
- Currently on probation
- The existence of any outstanding arrest warrants, or a criminal history record that constitutes a general disregard for the law
- Misconduct of a public officer or employee
- Presenting false claims to a public officer or body
- Conviction of medical assistance or welfare fraud
- Computer crimes
- Theft convictions
- Crimes motivated by bias
- Maltreatment of vulnerable adults
- Registered sex offender
- Conviction of 5th degree assault
- Evidence that the applicant has misrepresented, omitted, or falsified any information to the Minneapolis Police Department
Information relative to any other arrests and subsequent disposition of such shall be evaluated by the Minneapolis Police Department in detail. Factors to be considered are the seriousness of the crime, multiple occurrences of a crime, length of time between crimes, and when the crime was committed.
It should be noted that this list is not intended to be all inclusive.
The following may result in the rejection of police applicants:
- Gross misdemeanor convictions for all traffic law violations that are not inclusive in Minnesota State Statutes
- Driving Under the Influence, implied consent, or B.A.C. over .08, on the driving record in the last 5 years
- Misdemeanor conviction (including traffic convictions, D.A.R., D.A.C., and D.A.S.) in the last 3 years
- Any undesirable discharge from the military or an honorable discharge that indicates the applicant is not eligible for re-enlistment
- Past motor vehicle driving history (citations/accidents), history defined as more than 2 incidents
- More than 2 "at fault" motor vehicle accidents within 2 years
- Receiving or concealing stolen property
- Felony, gross misdemeanor, or misdemeanor charge/conviction that resulted in De Novo, diversion, a pardon, or an expungement
- Affiliation or association with documented gang members or known criminals
- Documented pattern of unfitness or patterns of misconduct
- Documented instances of employee misconduct by previous employers
- Documented instances of undesirable work habits
- Evidence or admission of past abuse of controlled substances including the use of marijuana
- Failure of drug screen for marijuana or any other controlled substance
- Failure of the psychological examination
- Failure of the medical/eye examination
It should be noted that this list is not intended to be all inclusive.
Disqualification (Civil Service Rules)
Consistent with law, merit principles, and efficiency in the City service, the Human Resources Department may disqualify an applicant for employment. Moreover, the Human Resources Department may refuse to examine, refuse to certify, or remove from a list of eligible candidates any individual to whom one or more of the following criteria for disqualification apply:
- Failure to meet minimum qualification established for the position
- Failure to achieve the minimum rating required on each component of the examination
- Conviction of a crime, the nature of which is related to the duties of the job and could impair the safe, efficient, and effective operation of City services
- Has been dismissed or has resigned in lieu of discharge from public service for cause
- Has a record of employment that has been unsatisfactory in any position, public or private, for any cause, which could impair the safe, efficient, and effective operation of City services
- Has knowingly made a false statement or has attempted to practice deception or fraud in the application or examination process. By knowingly making a false statement in an application or examination, an individual may forfeit all eligibility to any position in the classified service for 3 years, and, in the case of appointment to a position, the applicant may forfeit that appointment
- A current employee who has been removed during promotion probation from a position may not take an examination for that classification for at least 12 months from the date of removal
- For any good and sufficient reason related to the candidates' ability to satisfactorily carry out the duties of the job and in the judgment of the Human Resources Department and Civil Service Commission, is undesirable as a public employee
Last updated Sep. 27, 2011