Job Information

WESTERVILLE OH, CITY OF, DIVISION OF POLICE
21 SOUTH STATE STREET
WESTERVILLE, OHIO 43081
(614)901-6400
http://www.westerville.org

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Bookmark: http://nationaltestingnetwork.com/publicsafetyjobs/fullJobDetails.cfm?agencyjobid=155&jobid=1&agentid=146

Updated: January 08, 2025

Job Classification: Police Officer

The City of Westerville is currently accepting test results for entry-level police officers. Candidates must take the NTN exam and Public Safety Self-Assessment (Part I & II) in order to be considered. The department requires the candidate to take Public Safety Self-Assessment (PSSA) Parts 1 & 2. You can access these through your candidate account. NTN suggests completing the PSSA as soon as possible so there is no delay in your process.

If you have taken the NTN test previously and your scores are still valid, please contact NTN to send your scores to Westerville. You must contact NTN to transfer your scores.

The City does not require a PAT (Physical Abilities Test) through the National Testing Network. PAT testing will take place during the recruitment process through the City of Westerville.

Candidates must submit an online application on the City of Westerville’s website.

For more information about the department and to apply online, please visit: https://police.westerville.org

Hiring Process:
Testing and Submitting Applications: All interested applicants are encouraged to apply. At this time, preference will be given to candidates who possess current OPOTA peace officer certification through the Ohio Peace Officer Training Commission for immediate hiring. Non-certified applicants will be reviewed based on any academy positions that may open at a later date.

Passing Scores:

Video Test: 65%
Reading Test: 70%
Writing Test: 70%
Public Safety Self-Assessment: 60%.

Salary Information: Starting salary $32.01/hour ($66,588.42 per year) or up to $50.29/hour ($104,597.6 per year) with Ohio Peace Officers Certification and 2 years full-time sworn law enforcement experience.

Benefits Information: Paid vacation, sick leave, personal leave, medical, dental, vision, and life insurance available.

Process for Current Police Officers: Officers with current OPOTA certification need not take the NTN test. If you are currently OPOTA-certified, please visit https://police.westerville.org to apply.

Why Westerville Division of Police?

At WPD, we live by our core values: Integrity, Commitment, Accountability, Respect, and Empathy. These principles guide us as we strive for excellence in all we do.

Community Support: Our residents respect and show overwhelming support to WPD, providing all the resources needed to succeed.

Opportunities for Growth: Join a family of officers and professional staff committed to excellence and dedicated to your professional and personal development. Opportunities include promotions, a variety of specialized and ancillary assignments, robust training budget, and tuition reimbursement.

State-of-the-Art Facilities: Work in a 65,000 sq. ft. headquarters featuring a 10-lane firearms

range, use-of-force simulator, and a fully equipped fitness center to support training and wellness.

DEPARTMENT HIGHLIGHTS

• Largest suburban agency in the Columbus Metro area: 80 sworn officers, 115 total employees

• Diverse population: Serving 40,000 residents, a daytime population of 90,000, and a business community representing over 300,000 people within a 15-minute radius

• Vibrant community culture: Home to the Westerville Uptown District, rich with historic charm, events, and DORA areas

LATERAL ENTRY POLICE OFFICERS

If you’re already certified with OPOTA, we offer expedited steps to join our team:

• No Testing Required: NTN testing is waived for certified candidates, allowing qualified applicants to proceed straight to oral board interviews. Go to https://police.westerville.org to apply.

• Competitive Pay: Earn up to $114,000 annually with two years of full-time law enforcement experience, rising to $122,000 by 2027 for qualified candidates.

• Experience-Based Benefits: Vacation accrual rate and sick leave balance transfer available based on your total years of service.

• Simplified Testing: Take a physical agility test (obstacle course) instead of the OPOTA fitness exam.

NON-SWORN CANDIDATES

For candidates not already OPOTA (Ohio Peace Officer Training Academy)-certified:

• NTN Test: Take and pass the standard test and public safety assessment through NTN.

• Competitive Pay: Earn up to $119,000 after three years of service.

• Excellent Benefits: Enjoy paid holidays, personal days, generous vacation and sick leave accrual, comp time, longevity pay, strong healthcare benefits and educational assistance.

• WPD Academy: If hired, you will attend Westerville PD’s basic training academy at no cost to you and earning a salary of more than $70,000. You will receive exceptional training from the area’s best law enforcement instructors.

City Information: The City of Westerville is a northeastern suburb of Columbus. It spans both Franklin and Delaware counties. The area is approximately 13 square miles.

Westerville is often referred to as a “city within a park”. Bordering the scenic Hoover Reservoir and with almost 600 acres of park in 46 locations and 29 miles of multipurpose trails, it’s easy to see why. Westerville has twice appeared in Money magazine’s list of America’s “Best Places to Live” and was rated by Forbes magazine as the fifth friendliest town in the country. Westerville was named America’s best suburb in 2013 by Movoto Real Estate. With each recognition, the extraordinarily low crime rate was cited. Our crime rate places Westerville at 46% below the national average. Most recently, Westerville was named “Best Hometown” by Ohio Magazine. Being responsive to our citizens is extremely important. Westerville's average response times for police, fire, and emergency medical services are less than four minutes, about half the national average.
Westerville is a vibrant and growing community that is located within 15 minutes of 2 regional shopping malls and John Glenn Columbus International Airport.

Population: 37,000

Job Requirements

Age:
Must be at least 21 years of age at the time of hire

Citizenship Required:
Yes

High School Grad / GED:
Yes

Driver's License:
Yes

Ability to Read/Speak English:
Yes

Vision:
Must have corrected vision in both eyes to 20/20 and no color blindness

College:
Bachelor’s degree preferred but not required

Academy Certification:
Ohio Peace Officer Training Certification is not required before appointment. Non-certified candidates will be enrolled in the Westerville Police Academy as soon as practical after appointment.

Prior Experience:
Not required

Necessary Certifications:
Valid Ohio Driver's license or ability to obtain an Ohio license during the probationary period.

School Prior and Post Hiring:
High school graduate or G.E.D.

Felony, Criminal Activity Disqualifiers:
See standards for employment.

Driving Disqualifiers:
Must have a valid driver’s license in the current state of residence and have the ability to obtain an Ohio driver’s license upon hire date. See Standards of Employment

Standards for Employment:
There are high standards for employment for police employees. This is necessary as police employees represent our government and help protect the rights of citizens and our community.
Therefore, it is necessary for the Westerville Division of Police (WPD) to assure the community that its employees are of the highest caliber of moral and ethical standards. This requires WPD to do an extensive background investigation to determine a candidate’s suitability for employment.

Various matters may disqualify candidates from the selection process. Not only are a candidate’s truthfulness and honesty regarding past behavior such conditions for employment, but the specific facts revealed regarding past behavior may also cause disqualification from the selection process.

Although various factors may lead to immediate disqualification of a candidate, WPD also retains the right and the discretion to determine which candidates to select or not select for employment; merely meeting the minimum standards for employment does not, in itself, have any bearing on a candidate’s prospect for hire (this includes the selection of reserve officers).

When reviewing criminal history, it is the criminal act that is considered. While a conviction is proof that the conduct occurred, conviction is not the only acceptable proof of criminal conduct.
Information of a nature normally relied upon by reasonable persons in their daily life that a criminal act was committed by the applicant, as opposed to proof beyond a reasonable doubt, may result in a recommendation of disqualification.

Participation in the selection process is voluntary; candidates may withdraw at any time. Anything revealed and documented during the selection process becomes public record and generally must be provided to anyone upon their request.

The following standards for employment have been adopted for Police Officer applicants:

1000.6.1 HONESTY/FALSIFICATION (ORC CHAPTER 2921) Applicants will be removed from the selection process for any of the following reasons:

At any stage of the selection process, the applicant deliberately provides false, incorrect, or inconsistent information.
At any stage of the selection process, the applicant fails to disclose or acknowledge any disqualifying behavior or activity on the part of the applicant; relative to and governed by any of the Background Removal Standards.
The applicant’s failure or refusal to answer or respond to oral and/or written questions during any phase of the selection process.
Any attempt by the applicant to distort the truth verification examination results.
The results of polygraph examinations or other instruments for the detection of deception shall not be used as the single determinant of employment status.
The applicant’s use or attempted use of political influence to secure employment.
Any applicant who fails to cooperate with the Westerville Division of Police and the City of Westerville in the processing of his/her application for a position with the Westerville Division of Police shall be eliminated from consideration. This includes failure to provide necessary information, making untrue or misleading statements in connection with the personal history questionnaire or any part of the processing procedure, or the failure to include any information or documents requested by the City or the Westerville Division of Police in a timely manner or within specified time limits established by the investigator.
Failure by the applicant to enumerate or disclose any offense or information does not exclude such offense or information for being the basis of disqualification. Any criminal offense, quasi-criminal offense (i.e. municipal ordinance violation), or material discovered through the background investigation, under the proper circumstances, can result in disqualification from employment with the Westerville Division of Police if it is demonstrated that the acts or omissions of the applicant were such as to make it inappropriate for him/her to serve as a Westerville employee.

1000.6.2 FAMILY HISTORY (ORC CHAPTERS 2907 & 2919)
Applicants will be removed from the selection process for any of the following reasons:
Verified or admitted abuse of one’s spouse, ex-spouse, child, stepchild, parent or any other relative or person with whom one lives, has a relationship or has had a relationship.
Non-compliance with a court order or legal contract to provide child support, alimony, or other financial responsibility as determined by the appropriate support enforcement bureau or a court of law.
A violation of any protective or temporary restraining order as determined by a court of law.
Verified or admitted sexual abuse of one’s spouse, ex-spouse, child, stepchild, parent, or other relative or person with whom one lives, has lived, has a relationship or has had a relationship.

1000.6.3 EMPLOYMENT
Applicants will be removed from the selection process for any of the following reasons:
Two or more involuntary terminations and/or discharges from employment within the last five years. This shall not include terminations resulting from a business ceasing operations, or resulting from being laid off from a position of employment.
Post-probationary termination or resignation in lieu of discipline from any criminal justice occupation. Ineligibility for re-hire with any criminal justice agency will be considered for removal from the selection process.
A poor employment history will result in disqualification of the applicant. This includes a record of insubordination, absenteeism or tardiness, dishonesty, incompetence, or consumption of drugs and/or alcohol in violation of company policy while employed.
As a general rule, any conduct on the job which would result in discipline if the applicant were a member of the Westerville Division of Police shall be grounds for disqualification.

1000.6.4 MILITARY HISTORY (UNIFORM CODE OF MILITARY JUSTICE - UCMJ)
Applicants will be removed from the selection process for any of the following reasons:
Dishonorable or Less than Honorable discharge from military service.
Conviction of any article of the Uniform Code of Military Justice that is equivalent to a felony or otherwise listed disqualifying misdemeanor in this standard under the Ohio Revised Code.
Failure to register with Selective Service, as required by law.

1000.6.5 TRAFFIC (ORC CHAPTERS 2903 & 4511)
Applicants will be removed from the selection process for any of the following reasons:
Any conviction of vehicular homicide.
OVI or OVI related offenses:
Conviction within the past five (5) years, or;
More than one (1) OVI or OVI related conviction as an adult; or
More than two (2) OVI or OVI related convictions, if one of the convictions was as a juvenile.
One or more revocation or suspension of a driver’s license as an adult, in effect during the past five years (unless applicant can show that the suspension was the result of an error by the BMV or administrative overlap).
Financial Responsibility Act random selection process shall not be an automatic disqualification; it will be reviewed on a case-by-case basis.
Four or more moving violations in the past three years as an adult.
At the time of the application or anytime during the selection process the applicant does not possess a valid driver’s license.

1000.6.6 GAMBLING (ORC CHAPTER 2915)
The term “gambling offense” includes any activity defined as gambling by a federal, state, local statute, or ordinance in the jurisdiction where the activity occurred.
Applicants will be removed from the selection process for any of the following reasons:
Conviction of or admission to an illegal gambling offense, within the last five years.
Conviction of or admission to engaging in the promotion of illegal gambling activity.

1000.6.7 CRIMINAL ACTIVITY (ALL SECTIONS INCLUDED IN ORC CHAPTER 2900)
Applicants will be removed from the selection process for any of the following reasons:
Any conviction as an adult of a felony offense as defined by the federal, state or local law of the jurisdiction where the offense occurred.
Any fraudulent insurance claims or fraudulent applications for welfare, workers’ compensation, unemployment compensation, or other public assistance benefit program.
Any admission of an offense committed as an adult defined as a violent felony by the federal, state, or local law of the jurisdiction where the offense occurred.
Any admission or conviction as a juvenile of any violent felony offense as defined by federal, state, or local law of the jurisdiction where the offense occurred.
Any admission or conviction of an offense committed as an adult within five years as defined by the federal, state, or local law of the jurisdiction where the offense occurred will be reviewed in determining suitability for appointment (unless otherwise addressed in these standards).

1000.6.8 SUBSTANCE ABUSE (ORC CHAPTER 2925)
Applicants will be removed from the selection process for any of the following reasons:
Any purchase, possession, or use of any illegal drug or unlawful prescription drug as defined in ORC § 2925.01(H) within seven years before filing the application or at any time after filing the application or section 2925.01(EE) within two years before filing the application or at any time after filing the application.
Any sale of an illegal drug, counterfeit controlled substance, or legal prescription drug as defined in ORC § 2925.01.
For the purpose of this standard the “use” of drugs includes, but is not limited to, when an applicant smokes, ingests, tastes, injects, inhales, or otherwise tries, any illegal drug or unlawful prescription drug.

1000.6.9 APPLICANT NON-RESPONSIVENESS
An applicant will be removed from the selection process for any of the following reasons:
Failure to appear for any interview as scheduled without prior communication or other mitigating circumstances.
Failure to appear for physical fitness testing.
Failure to appear for truth verification examination.
Failure to appear for medical/stress test.
Failure to appear for psychological exam.
Failure to respond to phone calls or correspondence from agency personnel.
Unable to locate at address or phone number on file.
Applicant is no longer interested in employment with the Westerville Division of Police.

Conclusion:

The Westerville Division of Police, through careful and thorough applicant processing procedures, will ensure that only those candidates demonstrating the division’s core values of Integrity, Responsibility, Loyalty and Honesty are employed and retained.

Job Description:
NATURE OF WORK
Responsible to enforce all local, state and federal laws within the City of Westerville.

SUPERVISION
Work is performed under the direction of a Sergeant. Work is performed within the guidelines of division general orders with some discretion in enforcement of local, state, and federal laws. Work is reviewed daily by supervisors through reports and performance evaluations.

ESSENTIAL FUNCTIONS OF WORK (May not include all duties performed.)

Ability to operate division vehicles and equipment.
Patrols the community on foot, or in police cars protecting persons and property.
Enforces all state laws and city ordinances.
Investigates complaints; interviews suspects and witnesses.
Responds to emergency calls for assistance.
Performs criminal and vehicle crash investigations.
Performs traffic enforcement duties.
Performs routine security inspections.
Conducts searches and seizures.
Completes detailed written reports.
Makes arrests when necessary.
Uses firearms as necessary.
Maintains all equipment necessary for the performance of job duties.
Performs other duties as assigned

MINIMUM REQUIREMENTS OF WORK

Must possess a high school diploma.
Must be at least 21 years of age.
Both eyes must be correctable to 20/20 vision and no color blindness.
Must possess a valid State of Ohio Motor Vehicle Operator’s License free from excessive violations.
Must have successfully passed all qualifying examinations and completed the Ohio Peace Officer Training Academy.
Knowledge of first aid and CPR.
Effective oral and written communication skills.
Ability to maintain accurate records and prepare reports.
Ability to deal, under a variety of circumstances, with the public.
Ability to work unusual hours and shift assignments.

Selection Process information:

The applicant registers to take NTN test
The applicant submits application on the City of Westerville’s website
Applicant scores are forwarded to the City of Westerville
Qualified applicants are notified by City of Westerville Human Resources
Candidates are selected to be invited to an Oral Board Interview
Oral Board Interview
Selected candidates complete a Personal History Questionnaire (PHQ)
Computerized Truth Verification Tests (CVSA) are conducted
Extensive and thorough background investigations of qualifying applicants are conducted by Westerville Division of Police
Applicants who successfully passed the background process are added to the eligibility list
Chief’s Interview
Conditional offer of employment made
Psychological, physical, drug screen and physical agility tests are administered
Final Offer of Employment

Written Examination :
The written examination consists of situational multiple choice and essay questions that are offered in video formatting. Multiple opportunities will be offered both locally and nationally to sit for the test.

The City of Westerville is an Equal Opportunity Employer and diligently follows all federal guidelines with regard to fair and impartial hiring practices. We welcome the opportunity to recruit and select a diverse work force.

Applications submitted that do not meet the minimum requirements will not be considered for employment.

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