Hartselle Police Department

Partial profile reviewed 2026-10-24. Not proof of an opening.

Minimum requirements

• Page lists minimum age20.5 for application consideration, not a verified appointment-age rule. It requests written application and BAT assessment within the past5years. BAT may be supplied later but is required before accepting employment according to the page; current exemptions and timing should be confirmed.
• DD214 and honorable discharge language apply if the applicant previously served in the military; military service is not required of everyone. BAT guidance names associate-degree-or-higher and certification-refresher exceptions, not a universal college-degree requirement.
• The BAT guidance reproduces older2017 material, fees and testing thresholds; these were not independently confirmed as current statewide rules. Complete education, citizenship, license, disqualifier and academy requirements remain to be confirmed from the current process.

Selected requirements, not a complete eligibility or disqualifier checklist.

Lateral entry

Certified officers have distinct experience-based pay labels and an agility-only testing statement. These do not establish automatic certification transfer, rank/leave credit, waived background checks or a funded academy seat.

Recruiting contact

Email expressly offered for police recruitment information

Hiring outline

1. Submit written application and applicable supporting documents. Recruitment page permits BAT results later in the process, before accepting employment; confirm any exemption with recruitment staff.
2. Physical testing comes next. Page distinguishes certified and part-time officers, who take only the agility course, from applicants subject to both agility and ability portions. Confirm current route and test administrator instructions.
3. Interview with chief and personnel board is followed by Criminal Investigation Division background investigation, then a conditional employment offer.
4. Conditional offer depends on polygraph, psychological examination and physical/drug screening. The page specifies an employment recommendation on the psychological evaluation; current complete decision/retest procedures remain unverified.

Physical testing

Employer publishes a five-event agility course and a separate ability battery, with a one-retest48–72hour description at administrator discretion. Certified and part-time routes are described as agility-only. Material also refers to an older480-hour academy, so confirm current events, cutoffs, retest and route with the administrator before relying on this page. This is test information, not personalized exercise or medical advice.

Employer page contains older academy wording. Inter-event runs, rest periods, form rules, route applicability and retest details must be confirmed with the current administrator; this table is not independently verified current APOSTC policy or training advice.

Benefits

Standing page describes health/dental and life insurance, leave, retirement, equipment, take-home vehicle policy and12-hour shifts with alternating weekends off. Benefit costs, eligibility, retirement terms, vehicle conditions and current schedules require confirmation; do not assume older numeric costs are guaranteed.

Hiring incentives

Page describes shift differentials and extra-assignment/instruction pay. Assignments and budget-dependent increases are not guaranteed entry pay, signing bonuses or automatic compensation; confirm current eligibility and rates.

Alternate recruitment-information email on the reviewed page is cporter@hartselle.org. Partial guide, not full current legal eligibility, vacancy guarantee or academy funding promise. Older2017 BAT/480-hour academy wording is not republished as current law or tuition. No applications, emails, test bookings, social participation, accounts or outreach used.

No test preset is imported from this profile. Bring current employer instructions to your preparation.