Recruitment for the Reno Police Department is closed and applications are not being accepted at this time. Please check back often for updates to this information.
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THE POLICE OFFICER SALARY RANGE IS $51,737.92 - $70,899.88 PLUS ADDITIONAL BENEFITS AS FOLLOWS:
- Twelve paid holidays per year
- Annual, sick, and military leave
- Paid health, vision, and dental insurance plan
- Long-term disability insurance
- Longevity pay after 5 years
- Educational incentive pay up to 8%
- Four day/ten hour work schedule
- 30-year retirement plan
- Deferred compensation program
- Sick, vacation, and comp time buyout at retirement
- Special Event pay
- 10% Special Assignment pay
- 10% Training Officer pay
- Educational reimbursement
- Full pay and benefits while attending the Academy
- Shift differential pay
During open recruitment, the Reno Police Department seeks qualified individuals who are interested in a law enforcement career that provides professional and personal challenges and rewards. Grow with a Police Department that is moving forward in terms of community involvement, use of technology, and professional growth opportunities. The Civil Service Commission coordinates the application process. The Civil Service Commission of the City of Reno requires that all applicants for a City of Reno Police Officer position be 21 years of age by the close of the recruitment period. Click on these links to view the Police Recruit Candidate Information Booklet, Examination Preparation Guide, and the Sample Test.
MINIMUM STANDARDS FOR APPOINTMENT
Based on Nevada Administrative Code Section 289.110.
No person may be appointed to perform the duties of a peace officer unless he/she:
- Has undergone a complete and documented investigation of his/her background which verifies that he/she has good moral character and meets the minimum standards established by the Commission on Peace Officers' Standards and Training (POST);
- Is a citizen of the United States;
- Is at least 21 years of age at the time of his/her appointment;
- Has successfully completed the 12th grade or has been certified by an appropriate authority as having an equivalent education; and
- Has undergone a medical examination performed by a licensed physician who confirms in writing that no physical condition exists that would adversely affect his/her performance of the duties of a peace officer. The employing agency shall inform the examining physician of the specific functions required by the position to be filled.
A person may not be appointed to perform the duties of a peace officer if he/she has:
- Been convicted of a felony in this State or of any offense which would be a felony if committed in this State;
- Been convicted of an offense involving moral turpitude or the unlawful use, sale, or possession of a controlled substance; or
- A documented history of physical violence.
Police Officers are the most visible service providers in their community and are expected to present a professional image and to inspire public confidence. The City of Reno seeks Police Recruit candidates that exhibit certain critical character/behavior traits, some of which are listed below:
You must seriously consider your own reasons for becoming a police officer. Not everyone is an appropriate candidate for this career. Frequently, officers go from long periods of relative inactivity to sudden situations that cause significant physical and emotional stress. You will be placed in situations that will test your judgement, including the use of deadly force.
Often, officers are exposed to situations that can lead to corrupt, unlawful behavior. We seek only those people whose personal histories reflect honesty, reliability, and responsible financial management. Public confidence depends on every officer possessing and exhibiting unquestionable integrity. As part of the hiring process, all candidates are required to go through a thorough background investigation. Details of this investigation will be discussed further, but include investigation into:
- Drug use
- Drinking and driving
- Domestic violence
- Arrests and/or convictions
- Unreported criminal behavior
- Previous employment
- Military history
- Driving history
- Financial history
- Truthfulness issues
- Tattoos, branding, or jewelry that would be exposed or visible on duty, and
- Any area tending to identify the character and values of the candidate.
PHYSICAL FITNESS STANDARDS
Nevada Administrative Code Section 289.200 defines the physical fitness standards required for a Police Recruit to successfully graduate from the Law Enforcement Academy. Those same guidelines are used by the City of Reno Police Department to test applicants applying for a position as a Police Recruit. This test must be passed before a candidate can move on to additional parts of the testing process.
Physical fitness is not something that happens overnight, rather it is the result of ongoing physical conditioning. There is no exception to the requirement that the physical examination must be passed. If you know that you cannot pass this test on the given date, consider continuing to improve your physical condition so that you may test successfully at a future time.
To pass the physical examination, a candidate must pass the following physical ability tests:
- Exhibit grip strength of at least 80 lbs. with the dominant hand, using a Jamar hand dynamometer;
- Pass a bend, twist, and touch speed test requiring the completion of at least 15 cycles in 20 seconds;
- Complete at least 32 sit-ups in 60 seconds;
- Complete at least 24 push-ups without a set time limit;
- Run 100 yards in 19 seconds or less; and
- Run 1.5 miles in 15 minutes, 20 seconds or less.
It is not at all uncommon for candidates to arrive for physical conditioning testing when they are incapable of successfully completing the test. Again, make sure that you know you are physically capable of completing this testing process. Law Enforcement is a career that requires an ongoing commitment to remaining physically fit. Do not think that this is something that you simply prepare for just for the test, and then will never have to worry about again.
Proctors count-off during Bend, Twist and Touch test.
Applicants observe as others complete sit-ups.
A candidate exhibits the proper form for the push-up segment of the testing.
This is the 100-yard dash portion of the physical testing.
Recruit hopefuls taking the final physical test--completing 6 laps in a little over 15 minutes.
General City of Reno employee benefits:
(All employees receive depending on contracts)
- Pension Plan
- Fully paid life insurance
- Fully Paid health insurance with low family rates
- Vision and Dental coverage
- Paid vacation
- Paid Holidays
- Military Leave
- Promotional opportunities
- Other benefits depending on contracts
- Educational Incentive pay
- Special Assignment pay
All Police Department Positions involve shift,weekend and holiday work
Promotional Opportunities Available:
- Police Officer
- Deputy Chief
Police Officer Assignments available:
- Patrol officer
- K-9 Officer
- Bike Patrol
- Traffic Motor
- HELP Officer
- Training Officer
- Research and Planning
- Training Academy
- Accident Investigations
- Gang Unit
- Drug Investigations
- Many other assignments
If you have read the contents of this website, and downloaded the Police Recruit Candidate Information Booklet , and still have questions regarding Police Recruiting, you can contact Officer Carlos Valles at the Reno Police Department by calling 775-334-2455, or sending him an e-mail at email@example.com .
The information on this website is intended to provide interested persons with information concerning employment with the City of Reno Police Department and is subject to change.
The City of Reno is an equal opportunity-affirmative action-ADA employer.
"In accordance with the requirements of Title ll of the Americans with Disabilities Act of 1990, the City of Reno will not discriminate against qualified individuals with disabilities on the basis of disability in the City's services, programs or activities. The city will provide appropriate auxiliary aids and services, including qualified interpreters, whenever necessary, to ensure effective communication with members of the public who are deaf and hard of hearing."