Background Issues that Disqualify Candidates
Parsons Police Department
JOB REQUIREMENTS & BACKGROUND ISSUES THAT DISQUALIFY APPLICANTS
The Department recognizes that individuals can mature and demonstrate rehabilitation. Unless prohibited by law, each applicant is evaluated individually considering the totality of the circumstances, including the seriousness of the conduct, age at the time, elapsed time, subsequent conduct, employment history, education, and evidence of rehabilitation.
Purpose of the Background Investigation
Police employees occupy positions of public trust and are entrusted with significant authority, access to confidential information, public resources, and critical decision-making responsibilities. Accordingly, applicants are held to higher standards of integrity, honesty, judgment, professionalism, and accountability than many other occupations. The purpose of the background investigation is to evaluate an applicant's overall suitability for public service rather than to seek perfection.
We use the following guidelines for the rejection of applicants that are applying for employment with the Department. However, there may be exceptions on a case-by-case basis (i). Applicants are rejected based on 'good causeii' and applicable state and federal policies, regulationsiii and statutes. Applicants who make an Intentional omission(s), concealment, or falsification of material facts during any phase of the hiring process constitutes good cause for immediate disqualification.
Residency/Response Requirements: All police staff (Officers, Dispatchers & Civilian Staff) are required to reside within a 45-minute response time of the Parsons Police Station. Police Officers with an assigned vehicle are required to live within a 15-min response time of the Parsons Police Station. The agency has the right to impose a reasonable response time for officers and staff to respond to the police department in an emergency. Out of area hires are required to arrange a schedule to move within the required response area at the time of hire (within 90 days of hire).
Your participation in the hiring process begins with the voluntary submission of your job application. The hiring process is comprehensive and includes an extensive background investigation designed to evaluate each applicant's suitability for employment in a position of public trust. Therefore, you should carefully consider this and weigh this against your personal background. You may voluntarily withdrawal from the hiring process at any time.
The standard is, "Any behavior that casts a clear doubt or suspicion on the applicant's character, integrity or competency." Examples that may illustrate this are:
a. During the selection process: Failure to comply with any appointments or deadlines during the hiring process without a reasonable justification; providing false or willfully incomplete information; being evasive or deceptive at any stage in the employment process or minimizing or exaggerating information; or failure to provide proof of attaining the minimum job requirements.
b. Crimes.
· Conduct that constitutes a felony offense, when supported by reliable evidence including convictions, admissions, judicial findings, diversion agreements, or verified investigative findings, may constitute good cause for disqualification. Select crimes are automatically disqualifying regardless of the time frame.
· Crimes involving dishonesty, fraud, violence, abuse of trust, official misconduct, sexual offenses, or offenses demonstrating lack of integrity.
• Unless otherwise described below, any misdemeanor crime regardless if convicted, charged or reported to a police agency within the past 3 years.
• Patterns of misdemeanor criminal behavior as an adult or within the past 7 years.
NOTE: Juvenile crimes and convictions as well as incidents between the ages of 18 and 21 are reviewed on a case-by-case basis by the Deputy Chief and Chief of Police to take into consideration the totality of circumstances, pattern of behavior and intent to determine if they are automatically disqualifying factors.
c. Behavior that casts reasonable doubt regarding issues of integrity. For example, falsifying work attendance records, filing false claims, making an intentionally false statement on an official document or employment-related document, cheating or dishonesty, falsification, theft, fraud, identity theft, insurance fraud, perjury, witness tampering, false police reports, academic dishonesty. Social media postings which profess illegal, advocacy of criminal conduct, violent extremism, unlawful harassment, threats, hate-based content, disclosure of confidential information, conduct demonstrating bias inconsistent with the duties of a police officer
d. or narrative may subject the candidate to disqualification. Association with known felons, misdemeanants, parolees or probationers to a level of concern for the candidate's integrity.
e. Committing domestic violence that would be considered a misdemeanor regardless if reported to the police within the previous 7 years. Conviction for domestic violence, which restricts the possession of a firearm would be automatically disqualifying for police officer applicants.
f. Addictive behavior that could reflect poorly on the Police Department or illustrate bad judgment on the part of the applicant. For example: drugs, alcohol, sex, pornography, gambling.
g. Legal inability to own or possess a firearm, (for police officer candidates).
h. Illegal drugs. The use, possession, or sale of controlled substances under these circumstances:
Note: Juvenile use/possession of drugs is not an automatic disqualification and is reviewed on a case-by-case basis.
Experimental marijuana use occurring outside employment in a legal jurisdiction may be evaluated considering recency, frequency, age at use, and demonstrated rehabilitation.
Recruit or Student Officer Candidates are usually disqualified for drug use by the:
· Use of marijuana within the past 12 months.
· Illegal drug use within the past 18 months, though review in conducted on a case-by-case basis.
Lateral or experienced candidates are disqualified for drug use by the:
• Use of marijuana within the past 3 years.
• Illegal drug use within the past 10 years.
Note: All classes of police employees participate in mandatory random drug testing. All police employees involved in a vehicle crash on-duty are subject to a mandatory drug test. Drug testing is required in a deadly force incident too.
• Participating in the manufacture, selling, offering to sell, trading for, distribution, or transportation for sale or sale any illegal narcotics or prescription drugs regardless of timeframe.
• Use of illegal drugs while employed in any position of public trust regardless of time frame.
• Use of a prescription drug through fraud or deception, regardless of timeframe.
• Working under the influence of drugs, alcohol or non-prescription drugs within the past 5 years.
i. Driving. Driving history free of conduct or record of violations that show a disregard for the safe and effective operation of motor vehicles.
Examples are:
• Within the past 7 years: criminal offenses regardless of being arrested or cited, road rage, 5 or more traffic citations, history of repeated canceled auto insurance, any license was suspension or revocation or 5 or more traffic collisions.
• Conviction of Driving Under the Influence of Intoxicants within 7 years; this includes receiving a diversion or a plea to lesser charge or two or more convictions regardless of timeframe; any flee or elude incident within 10 years.
j. Military service. Dishonorable discharge. Review on a case-by-case basis for Other Than Honorable, General Under Honorable Conditions, Entry Level Separation, and Failure to complete enlistment.
k. Medical. Ability to safely perform the essential functions of the position with or without reasonable accommodation that might endanger the applicant, fellow employees or citizens, or the inability to perform the essential job functions as described in the job description.
l. Work history that reflects dishonesty, disloyalty, incompetence, instability, dereliction of duty, or inability to get along with supervisors or co-workers, pattern of unexcused absences, involuntarily termination for cause, resignation in lieu of termination, or discipline that is 2 or more significant formal reprimands. Consideration will be given to employment history that demonstrates a documented pattern of unsatisfactory work performance, poor reliability, lack of integrity, inability to work effectively with supervisors, coworkers, or the public, or failure to meet the reasonable expectations of employers.
m. Employment Stability. A pattern of repeated short-term employment, voluntary resignations, or involuntary separations that demonstrates instability, poor performance, inability to maintain satisfactory employment, or avoidance of accountability may constitute good cause for disqualification. The Department will consider the reasons for each employment change, the applicant's career progression, military service, educational pursuits, layoffs, economic conditions, and other mitigating circumstances.
n. Performance Evaluations. A documented history of consistently unsatisfactory or below-standard performance evaluations, failure to meet established performance expectations, repeated performance improvement plans without sustained improvement, or documented deficiencies in judgment, dependability, professionalism, productivity, or interpersonal relationships may constitute good cause for disqualification.
o. Failure to provide proof of citizenship.
p. Financial affairs that show a history of poor judgment, irresponsibility or refusal to confront problems such as intentional financial dishonesty, fraud, theft, embezzlement, repeated failure to satisfy lawful obligations, tax evasion, unexplained debt affecting security or susceptibility to corruption.
q. Misrepresentation or ignoring laws such as not paying taxes or using a false address for school tuition purposes. Misrepresentation of military service, prior employment, training or education.
r. References. Information obtained from employers, supervisors, coworkers, educators, professional associates, or other credible references that establishes a documented pattern of poor judgment, dishonesty, lack of integrity, unreliability, poor work performance, inability to work effectively with others, or other conduct materially affecting suitability for employment may constitute good cause for disqualification. The Department will evaluate the credibility, consistency, and supporting documentation of all reference information.
s. Totality of the Application. No single employment action, disciplinary event, or unfavorable evaluation shall automatically disqualify an applicant unless otherwise required by law or Department policy. The Department shall evaluate the totality of the applicant's employment history, including the severity of the conduct, the time elapsed, evidence of rehabilitation or improvement, and the relevance of the conduct to the duties of the position sought.
t. Psychological Fitness.
• Applicants determined by the licensed police psychologist to be unsuitable or presenting a substantial risk to safe, effective performance of the essential functions of the position. Psychological ratings are reviewed on a case-by-case basis by the Chief of Police to take into consideration the totality of circumstances, pattern of behavior and scope to determine if they are automatically disqualifying factors.
•History of anger or emotional issues that show instability, impulsiveness or could present risks to themselves, the public or to other employees.
Effective 2019.07.01 Updated 2019.09.25 Updated 2024.09.05 Updated 2026.07.08
i The Department does not engage in disparate impact discrimination and reviews each candidate on the totality of their application and life experiences.
ii 'Good Cause' includes but is not limited to the Kansas Commission on Peace Officer Standards and Training (KCPOST) KSA 74-5601, et al and includes felony convictions, misdemeanor domestic violence and other disqualifying misdemeanors that are outlined in state statute. FBI and KCJIS policies and procedures can disqualify applicants based on record of arrest, conviction and/or deferred prosecution on a case-by-case review by the police department.
iii Title 28 CFR Part 20, Section 20.21
