Santa Ana Police Department

Partial profile reviewed 2026-10-25. Not proof of an opening.

Minimum requirements

• The guidelines combine automatic and discretionary disqualifiers without assigning every item to a category. They list felony convictions and convictions prohibiting firearm possession/use. Ask the department which current rules apply to the specific role; this partial guide is not an individual eligibility decision.
• Traffic-history guidance lists three sustained moving violations or two at-fault collisions within the preceding three years, with severity qualifications. A DUI conviction or plea to a lesser charge within three years is also listed. Preserve the severity and application-relative time language rather than treating every incident as an identical automatic outcome.
• The page describes five-year application-relative windows for use/possession of listed non-prescription opiates, cocaine, amphetamines, ecstasy and steroids, and ten years for listed hallucinogens. Obtain the controlling current definitions and review instructions directly rather than assuming that these windows exhaust all substance-use policies or establish a waiver.
• The undated guidelines describe on-duty tattoo visibility restrictions with exceptions tied to a February 1, 2005 implementation date and approved undercover assignments. Confirm the present policy before treating that historical wording as current. Age, education, work authorization, driving/license minimums and complete role-specific eligibility were not established by the reviewed pages.

Selected requirements, not a complete eligibility or disqualifier checklist.

Lateral entry

The reviewed recruiting overview does not establish a lateral-entry route, interstate credential recognition, salary placement, prior-service credit, shortened training or funded novice academy arrangements. Confirm the current classification and California licensing path directly.

Recruiting contact

Needs confirmation

Hiring outline

1. Identify the correct Police Recruit or Correctional Officer posting through the official city career route. The department describes continuous applications, but the linked third-party individual announcements and actual submission packet were not reviewed; confirm current intake, classification and deadlines.
2. The recruiting page says it accepts a PELLET B T-score of at least 46 from within one year of application. It also lists NTN writing and reading scores of at least 70 percent, video at least 60 percent and an overall totality of at least 70 percent. These are different score systems, not interchangeable percentages or guaranteed equivalencies; confirm which route and recency requirements apply to the selected role.
3. Review the published hiring guidelines and obtain clarification on any automatic-versus-discretionary item. No application, recruiter contact form, testing purchase, medical disclosure or consent was submitted in this research.
4. Request the full current sequence, including any physical assessment, oral board, background, polygraph, psychological and medical stages. Their order, scoring, panel format and scheduling were not established by the recruiting overview and disqualifier page.

Physical testing

The reviewed sources establish written-test score information and hiring-guideline topics, not numerical physical-test events, distances, repetitions, times, attempts or retest rules. No fitness preset is supplied. Obtain the current test instructions and accommodation process for the correct recruit or correctional classification.

Benefits

Needs confirmation

Hiring incentives

Availability and terms need confirmation.

Partial guide preserves Police Recruit versus Correctional Officer scope and the distinction between PELLET B T-scores and NTN section percentages. Guidelines are undated, combine automatic/discretionary criteria and include historical tattoo exceptions; current applicability needs confirmation. Orange County is explicit on the recruiting page. No current pay, guaranteed vacancy, invented deadline, complete screening or JobPosting data. Public City Hall, complaint, jail-service and community-program channels are not recruiter or application instructions. No accounts, forms, consent or outreach; independent summary does not imply employer endorsement.

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