Recruitment

Police recruitments are conducted by the Des Moines Police Academy.  To be considered for the next police recruitment please request a notification from the City of Des Moines’ Human Resources department. To sign up for notifications you may fill out a notification form located at the Human Resources Department, first floor of City Hall, 400 Robert D Ray Drive, Des Moines, Iowa or fill out a interest card online.

Please note: The home or email address must be current in order for the potential candidate to receive the notification.
Members of the Personnel staff are responsible for recruiting. The staff works closely with the City's Human Resources Department to attend job fairs, organize recruiting forums, and actively recruit minority applicants. 
 

For more information about wages and benefits, please review the job classification information.  

Reserve Officers

Some Disqualifying Factors

• Conviction of a felony (Conviction of other, less serious offenses or any offense will be evaluated based upon how recently it occurred, severity, frequency, and circumstances)

• Conviction of domestic abuse will disqualify the applicant from employment consideration

• Conviction of assault or theft will disqualify the applicant from employment consideration

• A consistent pattern of unexplained failures to meet debt obligations

• Giving false information on the application, during the application process, or any attempt of deception or fraud in connection with the examination process

• History of excessive use of alcohol without successful rehabilitation

• Current (past 12 months) or excessive use or abuse of alcohol

• Marijuana use in the past 24 months

• Use of other illegal drugs in the past 36 months  (Illegal drugs, include, but are not limited to: Hashish; Hash oil; Heroin; LSD; Amphetamines; Steroids; Cocaine; Crack; Methadone; Morphine and/or opium; Acid, Microdots, Windowpane, etc.; Mescaline. Use or experimentation with drugs, other than noted above, will be evaluated)

• Use of any illegal drug or conviction of a felony or any other serious offense after becoming an applicant

• A felony conviction or conviction of a crime involving moral turpitude (moral turpitude can be, but is not limited to any of the following acts: income tax evasion, perjury, theft, indecent exposure, sex crimes, conspiracy to commit a crime, defrauding the government, and illegal drug sales. Various factors, however, may cause an offense, which is generally not regarded as constituting moral turpitude to be regarded as such. For example, a record of a number of convictions for criminal mischief would involve moral turpitude, whereas a single act would not).

Tests & Examinations

Staff at the Des Moines Police Academy assists the Human Resources Department with conducting Cooper and Post Test, for potential recruits. More Information

Evaluating Recruits

Applicants will be subject to a background investigation. Information gained through the investigation will be used to determine if individual applicants meet established guidelines. Applicants who do not meet established guidelines will not be given further appointment consideration.

All applicants who reach the final selection stage must pass a polygraph, physical exam, drug screen, and a psychological screening.  However successful completion of these requirements does not guarantee appointment as a Police Officer.

• Background Check - An extensive look into work history, references, driving record, criminal history, and other areas
• Polygraph Examination - Those applicants successfully completing the written examination must participate in a polygraph examination and a thorough background investigation.
• Physical Exam - Thorough exam based upon guidelines established by the Municipal Fire and Police Retirement