Covina Police Department

Honor. Integrity. Service.

626.331.3391

Join our team as a Crime Prevention Specialist,Police Officer,Reserve Police Officer,Parking Enforcement Officer,Records Clerk,Jailer,Cadet,Evidence Technician,Dispatcher,Community Service Officer

The Covina Police Department offers many different career opportunities for those interested in serving their community as a law enforcement professional. Whether as a police officer working a beat, a dispatcher handling 911 calls, or a jailer processing an arrestee, the Covina Police Department has an opportunity for you to serve the citizens of Covina with Honor, Integrity, and Service.

Application and interview

During the first phase of the hiring process, each applicant goes through tests, evaluations, and interviews to determine potential success in the law enforcement field.

The Academy

Once a recruit has passed the application process, they begin a law enforcement academy that trains them in the basic skills and knowledge needed as a police officer.

FTO Program

Those who have successfully completed the academy will continue their training at our agency under a field training officer.

Probation

After finishing the FTO Program, trainees will perform duties as police officers under the supervision of department supervisors.

Candidate Disqualifications

Having any of these on your record may disqualify you from our employment process.

General disqualifications
  • Incomplete, false, or illegible Personal History Statement
  • Falsification and/or omission of any requested information
  • Rude, belligerent, or otherwise unacceptable behavior towards staff
  • Untruthfulness to staff
  • Knowingly remaining in place where illegal drugs were used/sold
  • Prior arrests and convictions
  • Felony probation/parole
  • DUI conviction(s)
  • License suspension(s)
  • Traffic accident(s)/citations(s)
  • Poor employment or education history/performance (i.e. continual firing, poor grades/performance reviews)
  • Financial concerns (i.e. bankruptcies/collection accounts/failure to pay child support, etc.)
Medical and Psychological Disqualifications
  • Failure to meet the standards as determined by the department psychologist (written and oral interview)
  • Failure to meet the standards for the position as determined by the department physician
Polygraph disqualifications
  • Continued responses indicating deception on questions asked
  • Failure to appear for the exam without notification or refusal to complete the exam
  • Attempts to defeat the machine (i.e., holding breath, hyperventilating, or taking drugs/alcohol before testing)
  • Withholding information from polygraph examiner
  • Admissions to conduct deemed unacceptable by Department or POST standards
  • Information uncovered by examiner which deviates from information provided to background investigaton

At Covina PD, character matters.

Here are the qualities we look for in candidates applying to work for our agency.

  • =Accountability
  • =Compassion
  • =Integrity
  • =Eagerness to Learn
  • =Empathy
  • =Communication Skills
  • =Servant Leadership
  • =Honorable

Hiring Process

Application review

Application review

When recruitment opens for available positions at the Covina Police Department, a limited number of applications will be accepted. The number of applications accepted will vary depending upon the number of positions we are seeking to fill. Once the desired number of applications have been received, the recruitment will be closed and testing will begin. Applications are carefully screened by City of Covina Human Resources and/or Police Department personnel, and some candidates will be eliminated at the application phase. Those that aren’t eliminated will be invited by mail, email, or telephone, to participate in the next step of the hiring process. It’s critical that applicants provide an accurate email address on their application, and it’s critical to ensure their email system will accept our emails, as some email filtering systems may impede our ability to reach applicants through email.

Written Exam

Written Exam

Most police department positions require applicants to pass a written examination as part of the hiring process. The written test measures an applicant’s ability to effectively read and write, process information, multi-task, and tests other related knowledge. Police officer applicants who have previously completed the Pellet B Exam elsewhere, and can provide evidence of a passing T-Score within the acceptable time frame, may have the written test waived with prior approval from the City of Covina Human Resources.

Physical agility test

Physical agility test

All Recruit and Reserve Officer applicants will be required to pass the Physical Agility Test, usually held the same day and prior to the written exam for these positions. The Physical Agility Test measures a basic level of fitness; however, does not measure a person’s ability to successfully complete the rigors of a Police Academy. Police Academy demands are much more stringent. The physical agility test includes a 99-Yard course consisting of several sharp turns, a number of curb height obstacles, and a 34-inch high obstacle that must be vaulted; running 5 yards to a 6-foot solid fence, climb over the fence and sprint 25 yards; running 5 yards to a 6-foot chain-link fence, climb over the fence and sprint 25 yards; lifting and dragging a 165-pound life-like dummy a distance of 32 feet on the ground; and, completing a 1.5 mile run in 15 minutes or less.

oral interview

Oral Interview

Applicants who successfully pass the written test (and Physical Agility Test if Applicable) will be invited to participate in the Oral Board/Interview Panel. The Interview Panel minimally looks for and evaluates an applicant’s existing job knowledge, job preparation, ability to verbally communicate, and success potential. Applicants that pass this portion of the process are placed on an eligibility list and may or may not be invited to participate in the Pre-Background Interview process, depending on their position on the list, and the need of the department to continue testing.

Pre-background interview

pre-background interview

The Pre-Background Interview is conducted by the Recruiting Sergeant at the Covina Police Department, along with his/her designee(s). The purpose of this interview is to further evaluate an applicant’s motivation and success potential, as well as gain insight into an applicant’s personal history in an effort to assess his/her ability to pass a rigorous background investigation.

Background Investigation

Background Investigation

The applicant will be assigned to a Background Investigator. A comprehensive, in-depth background investigation will be conducted into all aspects of the applicant’s past and current life.

Chief's Interview

Chief's Interview

The Chief of Police is the appointing authority at the Covina Police Department. The Chief of Police may invite an applicant in for an interview with him and his designee if the background file warrants further consideration for the position. The Chief of Police will assess the applicant’s potential for success and may make a Conditional Offer of Employment.

Conditional offer

conditional offer

Applicants hired by the Chief of Police are done so conditionally, as applicants may be required to pass a physical examination and psychological evaluation by licensed professionals.

Hiring Process

Application review

When recruitment opens for available positions at the Covina Police Department, a limited number of applications will be accepted. The number of applications accepted will vary depending upon the number of positions we are seeking to fill. Once the desired number of applications have been received, the recruitment will be closed and testing will begin. Applications are carefully screened by City of Covina Human Resources and/or Police Department personnel, and some candidates will be eliminated at the application phase. Those that aren’t eliminated will be invited by mail, email, or telephone, to participate in the next step of the hiring process. It’s critical that applicants provide an accurate email address on their application, and it’s critical to ensure their email system will accept our emails, as some email filtering systems may impede our ability to reach applicants through email.

Written Exam

Most police department positions require applicants to pass a written examination as part of the hiring process. The written test measures an applicant’s ability to effectively read and write, process information, multi-task, and tests other related knowledge. Applicants who have previously completed the Pellet B Exam elsewhere, and can provide evidence of a passing T-Score within the acceptable time frame, may have the written test waived with prior approval from the City of Covina Human Resources.

Physical Agility Test

All Recruit and Reserve Officer applicants will be required to pass the Physical Agility Test, usually held the same day and prior to the written exam for these positions. The Physical Agility Test measures a basic level of fitness; however, does not measure a person’s ability to successfully complete the rigors of a Police Academy. Police Academy demands are much more stringent. The physical agility test includes a 99-Yard course consisting of several sharp turns, a number of curb height obstacles, and a 34-inch high obstacle that must be vaulted; running 5 yards to a 6-foot solid fence, climb over the fence and sprint 25 yards; running 5 yards to a 6-foot chain-link fence, climb over the fence and sprint 25 yards; lifting and dragging a 165-pound life-like dummy a distance of 32 feet on the ground; and, completing a 1.5 mile run in 15 minutes or less.

Oral Interview

Applicants who successfully pass the written test (and Physical Agility Test if Applicable) will be invited to participate in the Oral Board/Interview Panel. The Interview Panel minimally looks for and evaluates an applicant’s existing job knowledge, job preparation, ability to verbally communicate, and success potential. Applicants that pass this portion of the process are placed on an eligibility list and may or may not be invited to participate in the Pre-Background Interview process, depending on their position on the list, and the need of the department to continue testing.

Pre-Background Interview

The Pre-Background Interview is conducted by the Recruiting Sergeant at the Covina Police Department, along with his/her designee(s). The purpose of this interview is to further evaluate an applicant’s motivation and success potential, as well as gain insight into an applicant’s personal history in an effort to assess his/her ability to pass a rigorous background investigation.

Background Investigation

The applicant will be assigned to a Background Investigator. A comprehensive, in-depth background investigation will be conducted into all aspects of the applicant’s past and current life.

Chief's Interview

The Chief of Police is the appointing authority at the Covina Police Department. The Chief of Police may invite an applicant in for an interview with him and his designee if the background file warrants further consideration for the position. The Chief of Police will assess the applicant’s potential for success and may make a Conditional Offer of Employment.

Frequently Asked Questions

How Can I Prepare For The Written Examination?

There are around 100 questions covering reading, writing, and logical reasoning on the written examination.

You will need to have excellent reading and writing skills, such as spelling, English comprehension, grammar and vocabulary.

We recommend you read articles, magazines, publications, and books and then quiz yourself later on in the day on items you read.

Practice writing without the use of spell-checking software or electronic devices.

There are several resources online to help people improve these skills.

What Is The Memory Recall Portion Of The Test?

As a police officer, it is imperative that you be able to quickly and accurately recall information you see, hear, or read.

During the exam, you may be shown a picture or series of pictures to study for a period of time. You will then continue a different portion of the exam. After a period of time, questions about what you saw in the photo or photos will be asked, to see if you retained the information.

Why Is Spelling and Grammar Important?

Everything we do in law enforcement is documented. This documentation is then viewed by other police officers, supervisors, attorneys, judges, all parties to a crime, and can be released to the public.

Your credibility and the department’s professionalism is on view for the world to see. Although it may seem small, when people find errors in your written documentation, they may wonder what errors were made in the arrest of a subject or an investigation.

What Should I Wear Or Look Like For My Testing?

Part of the hiring process is the constant evaluation of applicants. From the day you pick up or turn in any paperwork, to your physical agility, to various testing appointments, you will be observed.

You should practice good hygiene, such as having clean fingernails. Your hair should be neat and professional in appearance.

Clean, professional business attire should be considered any time you make an appearance. Obviously, this isn’t the case for the physical agility test, where you should be wearing appropriate training clothing.

For the oral interview, you should wear a properly tailored suit, with shined shoes. Don’t wear outlandish ties or colors, or have any lapel pins or jewelry on which would cause a distraction.

Do Traffic Tickets Affect My Ability To Get Hired?
Traffic tickets themselves do not necessarily pose a problem in the hiring process; however, repetitious receiving of traffic tickets can have an impact on your processing.
How Can I Prepare For The Physical Agility?

The physical agility test is purposely designed to see how your body reacts and performs when completing high-intensity, short-duration skills and movements.

While lifting weights is excellent for building strength and toning a person’s physique, it does little to help you prepare your joints, muscles, and tendons for the physical agility test in terms of different movements and cardiovascular demands.

Any type of functional fitness workout, such as a bootcamp, HIIT (High Intensity Interval Training), or CrossFit style workout routine would be excellent to use in your preparation for the physical agility test. You should also be able to run a few miles in a reasonable amount of time.

Do You Check Social Media Activity?

We will view your online activities, as this is a good way for us to see how you conduct yourself in life.

We want to know answers to questions like: Are you hostile or confrontational with people expressing different opinions? Do you bully people online? Who are your friends or followers? What do you like to do or not like to do?

In today’s climate, social media can reveal a great deal about a person. If you exercise good judgment, display a positive attitude, and behave in a manner desired of a member of the law enforcement community, your social media activities will be viewed favorably.

I've Had Some Credit Issues. Will This Hurt Me?

Having good credit is a good indicator of who you are as a person, in terms of meeting obligations, making wise decisions, maturity, and adhering to deadlines.

We also understand things happen in a person’s life, such as a divorce or catastrophic event, may negatively impact your credit. We take this into consideration when reviewing your credit information.

Each applicant is evaluated individually, on a case-by-case basis.

What Are The Top Reasons People Fail The Process?

There are a number of reasons why people fail, but the top reasons are typically:

Dishonesty – Either omitting or failing to disclose anything on paperwork or verbally will always cause a disqualification.

Attention To Detail – Not fully completing paperwork or caring about personal appearance.

Not Meeting Obligations – Arriving late or forgetting appointments.

Lack Of Soft Skills – Unable to shake hands, make eye contact, or finish a sentence.

What Should I know For The Oral Interview?

During the interview, we’re going to ask questions about you as a person, as well as questions pertaining to why you want to work for us, and the skills you possess.

We’re also going to see how well you have prepared, and your specific desire to work at the Covina Police Department. What do you know about our department? Who is our leadership team? What’s the population, square mileage, and ethnicity of our community?

The interview panel will also be looking at your attire, your hygiene, and how you handle yourself in the interview. Are you confident or reserved? Are you arrogant or militant? Can you speak confidently, or are you scared and intimidated?

Have any questions? Contact a recruiter to start the process of joining the Covina Police Department.

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