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Miller, Derick Full Dress Gray Background

 

 

The death of George Floyd is tragic and unjust.

These actions are not indicative of the men and women who do this job the right way every day.

Professionalism, dignity, and respect should be our guiding values. Our compass should always point to these ideals.


- Chief Derick Miller 
May 27, 2020


We hear you. The Carrollton City Council and Carrollton Police Department will continue to take active steps to work against racial bias throughout the City. We are grateful for our existing community partnerships and will continue to enhance them and work together.

We are using this page to provide additional information on the questions we're receiving. This page is a work in progress and will be continuously updated. Please continue to check back for additional content, and send your ideas on how we can better serve you to CommunityVoice@CityofCarrollton.com.


Carrollton Police Department Postpones Community Listening Sessions

Due to the escalation of COVID-19 cases and in an effort to keep public health at the forefront, the community listening sessions originally scheduled by the Carrollton Police Department for Thursday, July 2, at Newman Smith High School Auditorium from 7-9 p.m. and Wednesday, July 8 from 7-9 p.m. at Creekview High School Auditorium have been postponed.

While the City of Carrollton and CPD understand the desire to hold a virtual event, this is too important a conversation not to have face to face. In-person events allow inclusivity for those who have limited or no access to technology.

We thank community members and those who were interested in participating for their patience and will reschedule as soon as conditions allow.

 Listening-Nextdoor_Postponed

What We're About

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It is the objective of the Carrollton Police Department to perform with integrity and high ethical standards in order to work toward a common goal - the achievement of our Mission, Vision, and Values Statements.

 

The Mission

The mission of the Carrollton Police Department is to proactively protect our community while treating all we encounter with professionalism, dignity, and respect.

The Vision
The vision of the Carrollton Police Department is to provide efficient and effective law enforcement services by leveraging our employees’ unique abilities and by equipping them with innovative law enforcement technology. We will maintain and grow a collaborative relationship with our community, we will take a proactive approach to crime prevention and public safety, and we will at all times display unquestionable professionalism. Ultimately, the sight of a Carrollton Police Officer will serve proof that the City of Carrollton is safe, and that its residents and
visitors are ensured the highest level of protection and service.

 The Values
Our foundational values are truth, honor, and service. We insist on integrity in all aspects of our professional conduct, and we demand the highest standards of ethical behavior from one another. We are dedicated to addressing the needs of our community with professionalism, and most importantly we are dedicated to protecting human life.

Use of Force

 

CPD-Badge_wht-bkgdThe Carrollton Police Department takes our ability to limit freedom and seize persons and property very seriously. We strive to ensure that our policy and practice not only meet and/or exceed the recommendations of the state and federal governments, but more importantly safeguard the lives and property of our citizens.

We are constantly evaluating our training and the actions of our officers in the field. Accountability is a hallmark of our agency, and we are always listening to what the community expects of us.

Learn more about our use of force policies and procedures.

 Learn more about our use of force review process here. 

Chokeholds and Strangleholds

Chokeholds, strangleholds, and carotid restraints are specifically prohibited by the Carrollton Police Department. 

De-escalation

De-escalation is required and part of the culture of the Carrollton Police Department. Officers receive training in verbal judo, de-escalation techniques, and crisis intervention to deal with a variety of circumstances.  

All officers are taught and expected to treat the public with professionalism, dignity and respect.  We actively look for ways to bring calm to each situation we are called to respond to. 

Warnings before the use of deadly force
Deadly force would only be used in circumstances when it is immediately necessary to protect the officer or someone else from serious bodily injury or death.  


These situations are often tense, uncertain, and rapidly evolving; however, it is the practice of the Carrollton Police Department to make ourselves known and make every attempt to stop the threat without using deadly force.  Whenever feasible, officers are required to give warnings prior to engaging with any force, including deadly force.

Exhaust all other means before shooting
Deadly force is only authorized under one circumstance in our policy and in state law- when it is IMMEDIATELY necessary to protect the officer or another person from serious bodily injury or death. The Carrollton Police Department makes no exceptions to this rule.  


Inherent in each officer’s values is the desire to protect human life.  We take this seriously and extend it to ourselves, those that call us for help, and those that we are called to investigate.

Duty to intervene and stop excessive force by others

Required.  Primary officers, assisting officers, and supervisors would all be held accountable for an improper or excessive use of force. 

Officers are expected to intervene and have a duty to ensure that citizens are treated appropriately.  The Carrollton Police Department values all human life and requires specific justification for each application of force.

Ban shooting at moving vehicles

Firing at or from moving vehicles is expressly prohibited by the Carrollton Police Department unless an occupant of the vehicle is using or attempting to use deadly force on the officer or other persons. 

Require use of force continuum
All Carrollton Police Officers base their force decisions on three factors- the severity of the crime, whether the suspect is an immediate threat to the officer or the public, and if the suspect is actively resisting or attempting to escape.  


We require officers to make force decisions that are reasonable and necessary for the circumstances based on the information that they have at that moment in time. 

Require comprehensive reporting
After a force incident and before the end of the shift, the Carrollton Police Department requires each person involved to complete a detailed account of their actions.  


The report includes elements such as what legal reason the officer was there, what circumstance prompted the force response, the effectiveness of that force response, and what was done to care for the suspect after our response. 

Each incident is thoroughly reviewed by supervisors of escalating rank. The incident is also reviewed by a committee of officers and supervisors who are subject matter experts and training advisors to determine if the force was necessary and justified. 

The committee also suggests changes to our training to address any ways that our officers could be taught to deal with situations differently to make our actions more efficient and effective.


Body Cameras

 

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The Carrollton Police Department deployed body cameras to all officers in May of 2016. We were one of the first North Texas law enforcement agencies to do so. 

Every Carrollton Police Officer has a body camera assigned to them and all field officers are required to wear them daily. Body cameras are automatically activated when patrol car emergency lights are activated, and officers are required by policy to manually activate them for every other law enforcement encounter with a citizen.

 

Our Cameras

The Carrollton Police Department uses the WatchGuard camera system. 

Our Practices
Learn more about our body camera policies, procedures, and documentation of recorded events here.

 

Training

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The Carrollton Police Department invests deeply in training.  Our training requirements exceed the minimum legislatively required by Texas Commission on Law Enforcement (TCOLE).

The Carrollton Police Department Training Advisory Board includes three members of the general public, including the president of the Irving-Carrollton NAACP. 

Collectively, our current officers have attended 387,787 hours of approved TCOLE training. More than 50% of all Carrollton Police Officers are Master Peace Officers; the highest level of state proficiency certification.  


Texas Commission on Law Enforcement

We are an approved contractual training provider for the Texas Commission on Law Enforcement.  To be approved as a training provider applicant must pass an inspection of facilities and instructional materials.

Learn more about TCOLE here. 

Pre-Academy

Training starts as soon as new officers are hired.  Prior to the police academy, officers start at the Carrollton Police Department with a new hire orientation. The new recruits are then provided with all the equipment needed for the upcoming academy they will attend.  We are required to provide personnel orientation courses which must cover:

  • Civil Service rules
  • Compensation
  • Personnel files and other employee records
  • Management-employee relations in law enforcement
  • Work-related injuries
  • Complaints and investigations of employee misconduct
  • Disciplinary actions and the agency’s internal appeal process  

It is also during this time that we provide our new recruits with the expectations of the Carrollton Police Department.

Police Academy

Next, our recruit officers attend a TCOLE Certified Law Enforcement Academy.  Like our agency, police academies are governed by TCOLE and must meet many requirements.  must be a law enforcement agency with a minimum of 75 full-time peace officers, county jailers, or telecommunicators; be an institution recognized by the Texas Higher Education Coordinating Board; or a regional planning commission or council of governments’ (COG) board. TCOLE-approved academies must, like our agency, also have a Training Advisory Board.

Currently we send recruits to two different basic police academies:

These academies are independent and provide their own training. Currently there are 114 approved training academies in the state of Texas. The current approved academy curriculum consists of 696 hours of training.  Both of our academies provide training above the state minimum.  We choose which academy to send recruits to based on timing on the police entrance exam and academy start date.

TCOLE approved curriculum provides what is required to be taught and both academies provide several different scenario-based trainings. The types of scenario training utilized consist of lecture, practical and comprehensive. Both academies have rigorous standards that must be met for recruits to pass the academy.  During the time spent at the academy recruits are also provided several content-based exams.  We require our recruits to achieve a score of 80 or above on all tests which is above what the academies and state require.

Learn more about the minimum basic requirements of a TCOLE-approved academy here. 

Prior to the conclusion of both academies, all recruits must pass a comprehensive final exam consisting of information taught during the academies. All recruits must also pass the State Licensing Exam created by TCOLE that covers all of the learning objectives. Both exams are completed under TCOLE rules and are fully proctored by certified academy staff. The state licensing test is performed digitally and is graded independently by TCOLE.

Once a recruit graduates from the academy and successfully passes the TCOLE state licensing exam, they are sworn in as Carrollton Police Officers and begin the next phase of training.

Carrollton Police Department In-Service Training

Upon return to the Carrollton Police Department the recruits enter our In-Service Training Program.  This additional layer of training is department-specific and instills our agency's expectations and values. All the training provided meets or exceeds TCOLE training standards.

In-Service training lasts five weeks.  Recruit officers receive additional training on the following topics:

  • City of Carrollton Geography: Recruits are expected to learn major roadways, highways, intersections, school locations, government building locations, and high call locations.  This course prepares the recruits for the knowledge needed to efficiently and effectively navigate the City.
  • Defensive Tactics/Arrest Control (Pressure Point Control Tactics, Gracie Survival Tactics): We provide additional training in this area to ensure our officers are using the correct methods that we allow.  Officers are taught the proper arrest control techniques that are intended to establish control of subjects and provide a margin of safety for the officer.  To achieve the lawful objective of control and maintain the highest possible degree of officer safety, the Carrollton Police Department requires that officers receive this training and utilize approved arrest control techniques.  Officers are tested on the techniques and must pass an exam showing to certified instructors that they can perform the techniques properly.
  • Less Lethal Training (Baton, Taser, Bean Bag Weapons): Officers receive training on the proper use of each of these.  For Taser and bean bag weapons, officers must demonstrate proper handling and application knowledge. Baton instruction provides hands-on training in the proper deployment and use of expandable batons.
  • Firearms: Officers are held to a higher qualification standard than the state and academies require.  We provide additional training in weapons usage, care, policy, low light shooting, decision-making scenarios, and weapons malfunctions.
  • Driving Training: Officers are provided with knowledge about safe driving practices.  We cover historical data both from within our agency and outside to speak about the high rate of crashes officers are involved in.  The goal of this course is to ensure officers understand the expectations of driving safely.
  • Building Searches, Ballistic Shield: Police vehicles are equipped with ballistic shields for officers to use in high-risk situations.  We teach our recruits the proper usage of the shield and how to safely yet effectively perform comprehensive building searches.  One of the top calls for service is building alarms and we must have officers that can safely perform building searches.  The methods taught provide the maximum amount of safety for the officers so they can safely determine if a crime has been committed or if the building or houses were simply left unlocked.
  • Traffic Stops (High Risk and Low Risk): Officers must know how to safely conduct both low risk and high-risk traffic stops.  We teach our recruits using both classroom and practical exercises to conduct this training.  We demand professionalism during traffic stops.  This is the number one type of contact most people have with police and often the most dangerous.  We teach the proper way to hold equipment, speak with people, and how to diffuse and de-escalate difficult encounters.  Officers are taught how to properly use the ticket writer including how to capture racial profiling data as required by state law.
  • Radar/Lidar: In order to properly use the speed detection equipment officers must be properly trained. Speed is the number one cause of traffic accidents.  We expect our officers to understand the legal requirements of using the equipment, how to use the equipment, and how to testify in court relating to the use of the equipment.
  • Application of Penal Code:  During the academy, recruits learn aspects of the penal code.  For example, what is a crime and what is not a crime.  We feel that the training needs to go further.  During this in-service class we provide recruits with hands-on scenarios to see how they think.  Roleplay is used to ensure that officers have the knowledge to effectively determine if a crime occurred, the type of crime that occurred, and the proper response. 
  • ALERRT (Active Shooter Response): Focused active shooter response training is critical to ensuring that officers understand how to properly respond to these high-stress incidents and that they have the knowledge necessary to provide emergency trauma care including the application of tourniquets. 
  • Narcan: The Carrollton Police Department established a Naloxone program in an effort to treat and reduce serious injuries or fatalities resulting from opioid/opiate overdoses. We will provide our officers access to Naloxone (also known as Narcan) in the form of a nasal spray for the purpose of treating another officer who may inadvertently be exposed to opioids, or to any person they may encounter suffering from a possible opioid drug overdose or exposure
  • VirTra Training Simulations: This is an interactive video training simulator that helps us prepare recruits for real-life incidents.  The simulator has extremely real scenarios that provide us with an in-depth look into our recruits’ knowledge and performance under stress. We can set up scenarios that we control such as compliant-noncompliant individuals, people in crisis, and shoot/don't shoot situations.   Today's law enforcement officer must make critical decisions in tense, uncertain, and rapidly evolving situations.  This training simulator allows us to put our officers in these situations without leaving the station. 
Field Training

After In-Service Training, Recruit Officers enter Field Training.  We currently use the San Jose Model for Field Training. This program is used by police departments worldwide and is considered the standard for recruit training. 

Our program consists of four separate phases for a total of 16 weeks. Recruits begin in phase one observing a senior training officer and end in phase four doing 100% of the work while being observed.    

Typically, the recruit officers will have three different training officers during their time in Field Training.  This is typically the most strenuous part of training for the recruits.  They are expected to have the knowledge to perform the job and now must take that knowledge and apply it in real-life scenarios.  Our Field Training Officers work extremely hard to ensure the recruit officers are properly trained to do the job.  Recruits are monitored the entire time and are rated using the Standardized Evaluation Guidelines as follows.

  1. Driving Skills: Normal Conditions
  2. Driving Skills: Stress Conditions
  3. Orientation/Response To Calls
  4. Field Performance: Stress Conditions and Non-Stress Conditions
  5. Self-Initiated Activity
  6. Officer Safety
  7. Control of Conflict: Verbal
  8. Control of Conflict: Physical
  9. Radio Usage
  10. Routine Forms
  11. Report Writing
  12. Investigative Skills
  13. Interview/Interrogation Skills
  14. Problem Solving/Decision Making
  15. Departmental Policies/Procedures
  16. Knowledge of Penal Code, Criminal Procedure, City Ordinances, Transportation Code
  17. Acceptance of Feedback
  18. Attitude Toward Police Work
  19. Relationship with Public  
  20. Relationship with Minority Groups  
  21. Relationships with Co-Workers  
  22. General Appearance

During this time if deficiencies are identified, recruits will receive additional training to get them to the expected standards.  If needed, remedial training will be offered, but not all recruit officers complete field training.  Some decide during this time the job is not for them while others struggle to do the job and simply are not cut out for it. 

Probationary Period

Once field training is complete, all officers are subject to a probationary period required by Texas Civil Service Law.  Officers with no prior experience must serve 18 months probation and those with prior service as a Texas Peace Officer must serve a 12-month probation.

At any time during the probationary period, an employee may be dismissed without cause or disciplined for cause without the privilege of appeal to the Carrollton Civil Service Commission.  Supervisors are required to complete monthly evaluations of probationary employees.  The evaluation must include, at a minimum, evaluation in the following areas:

  1. Self-initiated Activity (traffic enforcement, on-view arrests, DWI enforcement, pedestrian traffic, field interview cards, etc.)
  2. Officer Safety
  3. Requisite Knowledge
  4. Decision Making
  5. Report Writing/Attention to Detail
  6. Relationships with Peers, Supervisors, and the Public
  7. Acceptance of Feedback
  8. Current and Future Performance and/or Career Goals
  9. Attendance
  10. Vehicle Operation, Equipment Care and Maintenance

Prior to completing the report, the supervisor must ride alongside the probationary employee for a minimum of four (4) hours per reporting period.  These evaluation reports completed by the supervisor are reviewed by the entire chain of command ending with the employee’s respective bureau chief.  

Career-Long Training

Once employees complete the probationary period, training continues. The Carrollton Police Department has stringent ongoing training requirements.

TCOLE has regulatory training that it requires year to year.  TCOLE Rule 218.3 explains the specifics of the required continuing education.  At a minimum, TCOLE requires all peace officers complete at least 40 hours of continuing education. We require more. Every two years, TCOLE requires that we offer our officers a legislative update course along with others that become legislatively mandated during the training cycle.   Please see below for the current training cycle TCOLE requirements.

Texas Occupations Code § 1701.351. Continuing Education Required for Peace Officers

Texas Occupations Code § 1701.352. Continuing Education Programs

Quarterly Training
Our on-going training model that allows our officers to attend well over 40 hours every two years.  Our standard training model is divided quarterly every year in order to diversify the instruction blocks offered.  Generally, these courses are offered one day a week and consist of a full eight hour training day.  We use this model to offer both legislatively required training and other training needs to fit our community and department. In the past several years we have offered the following training topics to our department in the quarterly training model:
  1. CPR, First Aid, Stop the Bleed
  2. Social Media for Law Enforcement
  3. Sexual Harassment
  4. Legal Update
  5. Police Bias
  6. Defensive Tactics
  7. High Risk Stops
  8. Advanced Law Enforcement Rapid Response Training
  9. Building Searches
  10. Firearms
  11. Controlled Electrical Weapons
  12. Verbal De-escalation
  13. Police Vehicle Operations
  14. Virtra Simulator

 De-escalation Training

The de-escalation training material presented to our officers was developed by the Police Executive Research Forum (PERF).  PERF was founded in 1976 as a nonprofit organization and a provider of management service, technical assistance and executive-level education. 

The de-escalation model we use is known as Integrating Communications, Assessment, and Tactics.(ICAT)  This program is designed to provide officers with the tools, skills, and options they need to successfully and safely defuse a range of critical incidents.  PERF received input from hundreds of police professionals to create this course.  ICAT incorporates different skill sets into a unified training approach that emphasizes scenario-based exercises, as well as lecture and case studies.

Specialized Unit Training

Our specialized units including Motorcycle, Bicycle Officers, SWAT, Commercial Motor Vehicle Enforcement, K9, Crime Scene, along with others. These require extensive ongoing training that is offered both on site and through partner agencies and external training providers. These units perform specific job functions and a one-time certification is not enough for continued success.

TCOLE Certification Levels 

TCOLE licensed peace officers have several different levels of certifications.  When you are first licensed you are considered a Peace Officer.  The state has additional certificates which are:

  • Basic Peace Officer
  • Intermediate Peace Officer
  • Advanced Peace Officer
  • Master Peace Officer 

With each certificate comes many hours of additional training beyond the basic certificate.  While many departments leave these certificates up to the officer to obtain, we at the Carrollton Police Department manage these for our officers and are consistently sending officers to the training needed to obtain their next level certificate.  When you invest in your employees you tend to get much better results.  The links to see the specific certificates can be found here.

Supervisor Training 

Training does not stop when you get promoted above the rank of Officer.  Chief Miller requires additional training for supervisors. Some of the programs we use are the following;

  • Police Command Staff Training
  • Managing Training Programs
  • Servant Leadership
  • Command Staff Leadership Series

Recruiting

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The Carrollton Police Department is committed to being responsive to and representative of our diverse community.  We actively work to recruit qualified minority employees so that the composition of the Department is representative of the City of Carrollton.

We proactively recruit qualified protected group applicants by sending recruiters to historically black colleges and universities within and outside the department’s service area.

We recruit in high schools, colleges and universities, law enforcement expos, City of Carrollton events, military bases, and various festivals in our city.  We also identify possible future employees through our Explorer and internship programs.

 

 

Hiring

 

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Only five percent of applicants make it all the way through the hiring process to become a Carrollton Police Officer.  

A successful police department is built upon extremely careful hiring. CPD applicants complete full personal history statements and a background investigator investigates all areas of the applicant’s life. Multiple interviews are conducted throughout the hiring process. A full psychological evaluation and polygraph are completed.

It is a tough process, as it should be. 

Hiring

The City of Carrollton is committed to providing all applicants and employees with equal employment opportunities and maintaining a diverse workforce. The City will not discriminate on the basis of race, color, religion, sex, national origin, age, disability, military status, the good faith report of a violation of law, or any other legally protected basis. Furthermore, the City will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship, safety and/or health risk.

The Process

  1. Written exam
  2. Personal History Statement Completion
  3. Initial interview
  4. Background Investigation
  5. Ride along
  6. Personnel Evaluation Profile
  7. Panel interview
  8. Conditional Offer of Probationary Employment Acknowledgement
  9. Psychological evaluation
  10. Polygraph evaluation
  11. Medical/Drug Screen
  12. Physical ability test
  13. Chief’s interview

Written Police Entrance Exam

The written exam is held in a centralized, neutral location within the City of Carrollton to ensure all applicants have an equal opportunity to have access to the site and test.  Personnel Officers work with the City of Carrollton Workforce Services Department and the Civil Service Director to determine the date and location of the exam. 

The Director of Civil Service posts in plain view on the City Hall bulletin boards and in Workforce Services, the appropriate notices to announce upcoming entry-level examination, as well as deadlines for accepting and processing registration documents.

Carrollton Police Department standard operating procedures state that “all testing procedures shall be in accordance with State Civil Service guidelines and the Firefighter’s and Police Officer’s Civil Service Commission City of Carrollton Local Rules and Regulations.”  These guidelines require that the entrance exam notice be posted before the 10th day before the date an entrance examination is held, and the commission shall cause a notice of the examination to be posted in plain view on a bulletin board located in the main lobby of the city hall and in the commission’s office.  The notice must show the position to be filled or for which the examination is to be held, and the date, time, and place of the examination.

Personnel Officers also work with the Police Department Public Information Officer (PIO) and Workforce Services to provide notifications for the exam.  These notifications include:  posting on the police department website, posting on social media sites, recruitment sites, and other industry related internet locations.

Entrance Examinations-

The Local Government Code Chapter 143 states that the commission shall provide for an open, competitive, and free entrance examinations to provide eligibility lists for beginning positions in the police department.  The examinations are open to each person who makes a proper application.

The Civil Service administrator currently orders the Police Officer Entry-level test packets from IPMA-HR.  These tests are multiple choice police tests that assess the knowledge, skills, abilities, and personal characteristics necessary for success.  The testing includes a TIP (Test Information Packet).  TIPs were designed to assess candidates’ ability to learn, remember, and apply new information.  Some of the material is written (e.g. work-related articles and facts), and some is visual (e.g. “wanted posters”, maps). 

IMPA-HR’s test developers take special care to collect validation evidence to assist test users.  One piece of evidence that courts have historically taken into heavy consideration in cases of litigation is the representative of minority or protected groups in the validation study.  IPMA-HR requests that agencies especially encourage participation from staff members of minority backgrounds if available.

IPMA-HR has developed study guides for these entry-level police tests.  Applicants are given information on how to obtain this study guide material when they register for the exam.

The Police Officer Entry Exam is administered by the Civil Service administrator.  This includes providing test instructions and grading of the examinations.  As set through local government code, the minimum passing grade is 70%.

Once the written exams are graded, the Civil Service administrator provides the Carrollton Police Department with a certified eligibility list.

Personal History Statement

Once the Police Department receives the certified eligibility list, those on the eligibility list are given instructions on how to complete a personal history statement. See what the personal history statement asks here. 

The Carrollton Police Department utilizes a third-party vendor, Guardian Alliance Technologies, to obtain personal history information and to conduct background investigations. Applicants are given 10 days to complete and submit their personal history statement.

The Guardian Alliance Software assists background investigators with organizing data ensuring all areas of a proper investigation are completed, with document management, and tracks all steps of the background investigation.  The software also assists supervisors with monitoring the progress of the background investigations and ensuring all necessary steps are completed.

The personal history statement requires the applicant to provide information about the following: 

  • Social media accounts
  • Relatives
  • Significant others
  • Personal references
  • Education
  • Residence history
  • Employment (including discipline, absences, terminations)
  • Any law enforcement agencies that they have applied to
  • Military experience
  • Financial history
  • Arrest/conviction history
  • Unlawful acts regardless of whether they were arrested or convicted
  • Illegal drug use
  • Driving history

Once received, personal history statements are reviewed (in order based on the certified eligibility list) to ensure that the applicant meets the qualifications for employment.

Qualifications for Employment:

  • U.S. Citizen
  • At least 21 years of age and must not have reached your 45th birthday at the time of certification.
  • Must never have been on court-ordered supervision or probation for any criminal offense above the grade of Class B misdemeanor or a Class B misdemeanor within the last ten years from the date of the court order; must not be currently charged with any criminal offense for which conviction would be a bar to TCOLE licensure; has never been convicted of an offense above the grade of a Class B misdemeanor or a Class B misdemeanor within the last ten years; never been convicted or placed on community supervision in any court for an offense involving family violence as defined under Chapter 71, Texas Family Code.
  • Good moral character
  • Stable employment record
  • Good credit rating
  • Good driving record.  Any applicant who has an unsatisfactory driving history will not be considered for employment with the Carrollton Police Department. For the purpose of this directive an unsatisfactory driving history is considered to be: 1. Three (3) moving violations within the past three (3) years; 2. Three (3) or more moving violations and chargeable vehicle collisions, in any combination, within the past three (3) years; or 3. Two (2) chargeable vehicle collisions within the past (2) years. Evidence to support an unsatisfactory driving record may be in the form of, but not limited to, any applicant’s admissions, defensive driving courses, driver license returns, and local records checks.
  • Must have a valid driver license
  • Must not have a history of drug addiction. Any applicant who has used any illegal substance, or substances with potential use of abuse, such as prescription drugs, shall be dealt with on a case-by-case basis.
  • Applicants must be able to testify as a witness in a criminal court case. Applicants whose backgrounds indicate they have prior documented behavior which is delineated as disqualifying by the Civil Rights Division or Compliance Divisions of the Collin, Dallas, or Denton County District Attorneys’ Offices will not be considered for employment.
  • Applicants must be able to adhere to current department standards regarding the wearing of tattoos

    -Tattoos, brands, or other forms of body art on the neck, head, and hands are prohibited. 

    -Tattoos, brands, or other form of body art exposed if wearing short sleeve shirts must be covered in some way that maintains a professional appearance and may require the wearing of long sleeve shirts, even in the summer.

  • Must meet education requirements:

-Associate degree or ninety (90) hours of college credit toward a degree plan; OR

-Forty-five (45) hours of college credit in addition to two (2) or more but less than three (3) years of service as a Certified Texas Peace Officer, active duty military personnel with an honorable discharge, and/or full time employment with the Carrollton Police Department.OR

-Thirty (30) hours of college credit in addition to three (3) or more years of service as a Certified Texas Peace Officer, active duty military personnel with an honorable discharge, and/or full time employment with the Carrollton Police Department.OR

-College hours will be waived completely if applicant has served at least three (3) years of active duty service in the U.S. military, been honorably discharged, and has not been separated from the US military for more than one calendar year at the time of the police exam; OR

-College hours will be waived completely if applicant has at least three (3) years as a sworn peace officer and no more than a six (6) month break in service (by TCOLE definition) between their previous department and the time they apply with CPD, with an honorable discharge (or equivalent for out of state applicants) OR

-College hours will be waived completely if applicant has at least three (3) years of Detention Officer experience in the Carrollton Police Department Detention Facility at the time of the police exam.

Preliminary Interview

The background investigator meets with the applicant one-on-one to review the applicant’s personal history statement.  During the interview, the applicant is advised of the mission of the Carrollton Police Department and the expectations of the police officers that work for our department.  This is also an opportunity for background investigators to initially determine whether the applicant would be a good fit for our department.  

Background Investigation

Once the personal history statement has been reviewed, the preliminary interview has been conducted, and it has deemed appropriate for the applicant to continue in the hiring process, the applicant is assigned to a background investigator for a complete and thorough investigation.  The background investigation is a requirement for certification through the Texas Commission on Law Enforcement.

All personnel conducting background investigations must attend a basic background investigation course prior to conducting an actual investigation or have sufficient investigative experience as determined by the Professional Standards Division Commander. 

The background investigator verifies the information provided by the applicant in their personal history statement, including reviewing social media accounts, contacting relatives, significant others, and personal references, collecting education transcripts and confirming validity of those documents, contacting other police departments where applicant has resided to verify if they have any records for the individual, contacting employers to verify employment and to determine if there were any disciplinary issues, contacting the law enforcement agencies where the applicant may have applied to determine status/outcome, verifying military experience, reviewing financial history, confirming whether or not the applicant has an arrest/conviction history, determining whether the applicant has participated in any unlawful acts regardless of whether they were arrested or convicted, reviewing illegal drug use, and reviewing driving history.  The information gathered is used to determine whether or not the applicant is eligible for employment with the City of Carrollton as a police officer.  The information is also used to determine whether a career in law enforcement is appropriate for the applicant and whether they will be able to meet the mission, standards, and expectations of the Carrollton Police Department. 

It should be noted that for applicants that are or have already been employed with law enforcement agencies, the background investigator confirms discharge status and reviews the applicant’s personnel files, including internal affairs files, at the law enforcement agency that they are employed with and/or have been employed with.  This includes going to out-of-state agencies to verify.

Once the background investigation is complete, the background investigator completes a final background report for the applicant.  This report is forwarded to the panel interview members and to the Chief of Police.

Ride-along

The Carrollton Police Department allows for “persons that are candidates for hire as a police officer and are active on the CPD Civil Service entrance examination list” to participate in a ride-along with a patrol officer.  

Applicants are strongly encouraged to participate in the ride-along for them to get a better understanding of what a career in law enforcement actually entails.  The patrol officer assigned to the ride-along is required to provide a summary of the ride-along, including their thoughts on whether or not the applicant would be a good fit for our department.  The patrol officer is encouraged to provide information on any concerns that they may have regarding the applicant.  These summaries are reviewed by background investigators and oral board members.

PEP Survey through Personnel Evaluation, Inc

Applicants are required to complete the PEP survey.  The PEP survey was designed to give the interviewer valuable insight into a job applicant’s attitudes, values, and background.  Key areas include:  honesty, reporting dishonesty, socialization, drugs, employment background, work ethic, absenteeism, and tardiness.  The PEP is used to help reduce turnover and quickly identify high risk applicants.

Results of the survey are reviewed by the background investigator.  The results are printed and provided to the oral board members.

Panel Interview

All applicants will have a panel interview prior to appointment to probationary status. The interview will use valid, useful, and nondiscriminatory procedures. 

The panel interview board will consist of at least three members approved by the Chief of Police.  The panel members will use the same rating form for each candidate and the questions should be similar for each candidate when practical.  All panel interview  members will utilize the assessor rating sheet.  They will rate the applicant on a 10 point scale in the following areas:  

  • Verbal communication skills
  • Analytical ability
  • Judgment
  • Adaptability and flexibility skills
  • Objectivity
  • Situational reasoning  

The overall score on the 10 point scale must be 6 or above for the applicant to be considered passing.  All three members must be in agreement that the applicant be recommended for employment to continue in the hiring process. 

Conditional Offer of Probationary Employment Acknowledgement
The purpose of this acknowledgement is to ensure the applicant understands that certain terms have to be met and conditions must be completed before being hired by the City of Carrollton Police Department.  Applicants will be hired only after satisfying all the requirements established by the Civil Service Commission, City of Carrollton, Carrollton Police Department, and the Texas Commission of Law Enforcement Officer Standards and Education (TCOLE).

Any applicant that is unable to complete or pass any and all parts of the hiring process will be eliminated from consideration for employment as a probationary police officer.

This document is signed prior to any medical related testing.

Psychological Evaluation

The Carrollton Police Department requires a psychological evaluation prior to hiring.

The Texas Commission on Law Enforcement requires that applicants be examined by a psychologist, selected by the appointing, employing agency, or the academy, who is licensed by the Texas State Board of Examiners of Psychologists. This examination may also be conducted by a psychiatrist licensed by the Texas Medical Board. The psychologist or psychiatrist must be familiar with the duties appropriate to the type of license sought.

The individual must be declared by that professional on a form prescribed by the commission to be in satisfactory psychological and emotional health to serve as the type of officer for which the license is sought. The examination must be conducted pursuant to professionally recognized standards and methods.

The examination process must consist of a review of a job description for the position sought; review of any personal history statements; review of any background documents; at least two instruments, one which measures personality traits and one which measures psychopathology; and a face-to-face interview conducted after the instruments have been scored. Psychological examinations are designed to help identify applicants who exhibit biases against minority or protected groups. The appointee must be declared by that professional, on a form prescribed by the commission, within 180 days before the date of the appointment by the agency.

Polygraph Examination

Applicants will be administered a polygraph examination by an outside trained polygraph examiner selected by the Carrollton Police Department.  Admissions made during the polygraph examination will be used to assist in determining the applicant's acceptability.  The polygraph examination will not be the single determinant of employment status.  The examiner will review the questions to be asked on the polygraph examination with the applicant prior to the actual examination.

Medical/Drug Screen
Prior to employment, the applicant must meet the following TCOLE requirement:  must be examined by a physician, selected by the appointing or employing agency, who is licensed by the Texas Medical Board.  The physician must be familiar with the duties appropriate to the type of license sought and appointment to be made.  The appointee must be declared by that professional, on a form prescribed by the commission, within 180 days before the date of appointment by the agency to be:
  1. Physically sound and free from any defect which may adversely affect the performance of duty appropriate to the type of license sought;
  2. Show no trace of drug dependency or illegal drug use after a blood test or other medical test; and
  3. For the purpose of meeting the requirements for initial licensure, an individual’s satisfactory medical exam that is conducted as a requirement of a basic licensing course may remain valid for 180 days from the individual’s date of graduation from the academy, if accepted by the appointing agency.
Physical Ability Test

A content-oriented strategy was used to develop a valid physical ability examination designed to measure a participant’s ability to perform the essential physical functions required of a Carrollton Police Officer.  The entire examination is composed of essential job-related physical skills.  Only those skills which do not require training to become proficient are assessed.  This means the exam is equally valid for assessing the skills of candidates who have and have not had experience in a police department.

An analysis of the physical requirements of the Carrollton Police Department Police Officer job was conducted and included sworn officers from the ranks/positions of Police Officer, Detective, Sergeant, Commander, Assistant Chief, and Chief. This analysis involved reviewing existing job descriptions and pursuit reports, conducting interviews with incumbent personnel, having incumbent personnel complete a job analysis questionnaire, and conducting meetings with Subject Matter Experts (SMEs) comprised of incumbent personnel from the department. The analysis provided the background information necessary to validate the job-related physical ability examination.

The physical ability test has been validated by Stanard & Associates. 

Physical ability requirements for the Carrollton Police Department:

Test Components:

All applicants are given a written description of the physical ability requirements at the time that they register for the Civil Service written exam.  On the day of the physical ability examination, all applicants are given an orientation and walk-through.

To begin the test, the candidate will sit in the driver’s seat of a patrol car with the doors closed, seat belt secured, and await further instructions. A test monitor will give the candidate verbal instructions to rescue the downed officer.  The information will be given over the radio.  Finally, the test monitor will tell the candidate to “GO.”  The applicant must then complete the following physical tasks:

  1. Run:  The candidate must get out of the car and run with a 20 pound weighted vest.  Timing begins when the candidate’s foot touches the sidewalk.
  2. Obstacle Course:  The candidate must maneuver between cones and trees.
  3. Fence Climb:  Next, the candidate will encounter a climb over a wooden fence approximately 6 feet high.  The candidate must climb over  the fence and is not allowed to go around it . The fence has four horizontal wooden beams that may be used to get over the fence.
  4. Stair Climb:  On the other side of the fence, the candidate will run a short distance to a set of stairs.  The candidate will then climb the stairs.
  5. Elevated Platform Jump:  After climbing the stairs, the applicant will jump down 32 inches to the ground from the elevated surface.
  6. Jump/Climb over Small Obstacle:  Next, the applicant must climb or jump over a small obstacle approximately 2 feet high.
  7. Victim Move:  The candidate will then move a dummy weighing approximately 165 pounds to a designated line 25 feet away.  Timing of the events stops when the entire dummy passes over the line.

All applicants must complete the entire series of events successfully, in proper sequence, and in one minute and fifty seconds (1:50).  Upon completion of the test, candidates are told their times and whether they pass or fail.

Test administrators:  Test administrators will be Carrollton Police Department sworn officers and/or human resources personnel.  Test administrators should witness at least one administration of the physical ability examination and conduct at least one administration under supervision, prior to administering any tests on their own.

Test monitors:  We utilize two test monitors as time keepers.  Each test monitor will use a stopwatch and the fastest time should be recorded, giving any benefit to the candidate.  At least one other test monitor (we typically utilize three test monitors for this) will be stationed along the course to ensure candidates properly perform the test components.  The test monitor(s) should inform candidates if they have failed a component as the candidates are proceeding through the course to allow them to re-attempt the component while being timed.  This way, one can avoid an instance in which a candidate did not realize they failed a component while taking the test, but still had time at the end of the test to re-attempt the component.

 

 

Chief's Interview

The background investigator provides the Chief of Police the final background investigation report for review.  The Chief of Police meets one-on-one with the applicant and makes the final decision on whether to hire the applicant for a police officer position.

If hired, applicants are hired in the order of the certified eligibility list.


Demographics

A police department should be representative of the community it serves.

At the Carrollton Police Department we are always striving to recruit, hire, and retain the servant leaders best qualified to carry out our mission statement, but who also reflect our diverse community. The key is to attract a diverse applicant pool to our police entrance exams. Our next exam is June 20, 2020. 



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(click to enlarge)

 

Civil Service

 

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On October 1, 1973, the citizens of the city of Carrollton voted to adopt Chapter 143 of the Texas Local Government Code ("TLGC"), providing for both the Police and Fire Departments to operate under civil services laws. All sworn police officers are classified as civil service employees and, along with the City as an entity, must adhere to the provisions of both Chapter 143 of TLGC and the City of Carrollton Civil Service Local Rules and Regulations ("Local Rules"). Pursuant to state law, the purpose of civil service is to secure an efficient police department composed of capable personnel who are free from political influence.

About the Civil Service Commission

The Carrollton Civil Service Commission ("Commission") consists of three members who must meet certain residency and other status qualifications. The members are appointed by the Carrollton City Manager and approved by the City Council. Each Commission member is a civilian resident of Carrollton who cannot be related by blood or marriage to a Carrollton civil service employee, a department head of the Police or Fire Departments, the Carrollton Director of Civil Service or the Director's designee, the Carrollton Director of Public Safety, or the Carrollton City Manager.

The commissioners serve staggered three-year terms with the term of one member expiring each year. In addition to adopting rules in compliance with Chapter 143 and setting the minimum standards and requirements for police employment, the Commission has authority to review disciplinary actions of police employees and adopt rules as necessary for the proper conduct of Commission business including cause for removal or suspension of a police officer.

When necessary or at the request of the Commission, the Commission has independent, outside legal representation to advise it on matters where its position may be adverse to the City.

Key Functions of the Commission

The Commission meets as needed to address the following:

  • Amendments to the Local Rules
  • Investigation and inspections relating to the enforcement and effect of Chapter 143
  • The proper conduct of Commission business
  • The proper conduct, review, and approval of examinations for entry level and promotional eligibility
  • The proper conduct, review, appeal, and approval of promotional examination and examination scoring
  • The prescribed cause(s) for the removal, indefinite suspension (termination), or suspension of a civil service employee
  • The procedures for the hearing of disciplinary appeals concerning indefinite suspension (termination), suspensions, promotional pass-over, or recommended demotions.
  • Such other matters reasonably related to the selection, promotion, and discipline of civil service employees

About the Civil Service Director

The Civil Service Director ("Director") is a civilian who is not employed by the Police (or Fire) Department. The Director collaborates with the Commission on any given issue that needs approval, as well as collaborating with the City Attorney or designee on any legal issues or to acquire a legal opinion.

The Director is responsible for interpreting Chapter 143 and implementing the Local Rules. The Director also administers entry-level and promotional testing for police officers. In addition, the Director screens entry-level applications, analyzes, prepares and presents agendas and meetings for any given issue that needs Commission approval. 

Key Functions of the Civil Service Director

The Director acts as Secretary to the Commission and ensures the following:

  • Keep records of Local Rules including the posting of rules adopted, as well as maintaining all rules for free distribution
  • Assist the Commission with and during an investigation and report on all matters relating to enforcement and effect of Chapter 143 and any local rules adopted
  • Collect, provide, and assist with all documentation required for any appeals and/or hearings or requests for hearings brought to the Commission as well as maintain the "A-File" personnel records resulting from any appeals and/or hearings
  • Maintain the classifications and number of positions of all police officers and assist in the preparation of ordinances to establish the classifications and/or number of positions for approval by the City Council
  • Administer, grade, and award seniority points as established by Chapter 143, and maintain security of all civil service examinations for both entry positions and promotional positions 
  • Administer the appeal process including the preparation of appeals and attendant documents for the commission or arbitrator to hear and rule upon
About the Civil Service Administrator

The Civil Service Administrator ("Administrator"), also a civilian not employed by the Police or Fire Department, manages processes regarding the initial selection, advancement, and conditions of employment in accordance with the Chapter 143 and the Local Rules.

The Administrator is the Director's designee and may perform any and all duties in the absence of the Director or as assigned by the Director. 

Key Functions of the Civil Service Administrator
  • Coordinate and Administer Commission Meetings
  • Administer Promotional Written Examinations and Assessment Center Process
  • Coordinate Entrance Exams for Beginning Positions
  • Coordinate Civil Service Appeal Hearings
  • Process Public Information Requests
  • Maintain Civil Service "A-File" Personnel Files

Accountability

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AUDITS AND INSPECTIONS

The Compliance Manager is an independent, civilian position in the Office of the Chief of Police, completely separate from Professional Standards and Internal Affairs. The Compliance Manger has multiple duties, but primarily acts as the Internal Auditor for the department. The Compliance Manager can inspect any division, unit, or section of the department at the direction of the Chief of Police. 

Audit and inspection reports are delivered directly to the Chief of Police for his review. Reports consist of both scheduled and unscheduled audits throughout the year. Many audits include assistance from outside agencies including the Texas Department of Public Safety, TCOLE, and Texas Police Chiefs' Association.  

POLICY REVIEW 

Policy and Procedure in the Carrollton Police Department is constantly being reviewed to ensure we meet all standards set by TPCA, the State of Texas, and the federal government.

The Compliance Manager is part of a policy group across cities of the metroplex that share ideas on how to improve our processes daily. All general orders must be reviewed every two years, and all standard operating procedures every three. Policy is reviewed so often that the PD rarely gets to those time limits. For example, the Use of Force Policy is reviewed annually with the assistance of the training unit and the Use of Force Committee to ensure subject matter experts have input at all levels. 

TPCA RECOGNITION 

The Carrollton Police Department voluntarily participates in the Texas Police Chiefs Association Recognition Program. Our Department has been recognized since 2009.

Becoming and staying recognized involves annual reporting, phone interviews, and desk audits to ensure compliance with 168 standards. The original standards were developed by a task force of Texas law enforcement professionals who had extensive experience in the law enforcement accreditation process.  Input was sought from numerous other state accreditation programs as well as a detailed review of Texas statutes and rules of the Texas Commission on Law Enforcement. 

The best practices represent the basic practices needed to address critical issues within the law enforcement profession in Texas.

COMMITTEE PARTICIPATION 

The Compliance Manager is a non-voting member on the Use of Force Board and the Vehicle Operations Review Board. All videos and reports that come to the board are reviewed for consistency and accuracy.

The Compliance Manager ensures that the boards implement fair and consistent discipline and training across all officers and ranks.  

FBI National Use of Force Database
The Carrollton Police Department voluntarily participates in the FBI's National Use of Force Database. Our monthly participation assists in the efforts to analyze information related to use-of-force incidents and to encourage an informed dialogue not hindered by the lack of nationwide statistics.  
 

Records Requests

Make Your Open Records Request Here

Public Information Request Time Deadline Information is Here

Not Sure What the Document You're Looking for is Called? Document Definitions are Here. 


Always in the Community


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CommunityVoice@CityofCarrollton.com