Hopkinsville Police Department

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

Minimum requirements

• Recruiting page requires age 20 at application and age 21 by the testing date, with U.S. high-school diploma, GED or equivalent. It names felony and domestic-violence conviction restrictions; complete current statutory eligibility, citizenship, driving/license and disqualifier exceptions are not established by this short overview.
• Requested copies include birth certificate, Social Security card, driver license and diploma/GED. A DD214 Member-4 copy is requested only if military service applies. This does not require military service, paid employment or previous police work. Submit sensitive documents only through the verified employer channel, not this directory.
• Specialty career labels describe possible professional development, not guaranteed assignments or prerequisites for a novice. Prior employer, military and police records are checked as applicable, not evidence that every applicant must have those histories.

Selected requirements, not a complete eligibility or disqualifier checklist.

Lateral entry

A separate current lateral intake, wage-credit schedule, training equivalency or waiver was not verified. Do not interpret prior-record checks or specialty descriptions as a certified-only route.

Recruiting contact

General departmental inquiries; not verified dedicated recruiter

Hiring outline

1. Employer lists an eight-step sequence: application, physical agility test, panel interview, background investigation, suitability screener/psychological evaluation, conditional offer, polygraph, and medical examination/drug screen. Confirm the current controlling announcement and any changes; no standalone written-test provider or separate scoring verified.
2. Background description includes application verification, references, interviews, credit/driving and military/police records as applicable. The suitability screener is described as an online background/prediction tool; it is not a professional diagnosis supplied by this directory.
3. City HR makes the conditional offer and schedules the medical/drug screen. The page states polygraph is required of all applicants. Academy scheduling, wages, tuition, repayment/service obligations and experienced-officer exceptions remain unverified. No application or contact form was submitted.

Physical testing

Physical agility is the second published step. The text refers to test requirements, but a usable requirement link and numerical events, cutoffs, retest and accommodation rules were not verified. Do not guess a Kentucky POPS score or import another agency’s standards.

Benefits

Employer advertises health/dental, retirement, annual and sick leave, floating holidays, uniform/equipment allowance, take-home fleet, career incentives, deferred compensation and life insurance options. Current costs, dependent coverage and eligibility require confirmation. Loan-forgiveness availability depends on program rules and is not guaranteed by employment.

Hiring incentives

Undated page lists $4,300 yearly state incentive after training, $3.50/hour evening differential and $4/hour overnight differential. Current eligibility, included-versus-additional treatment, qualifying hours and stacking are unverified; no combined compensation calculated.

Partial hiring overview with explicit published order. Undated pay/incentives are not verified current recruit rates. Complete eligibility, numerical PAT, academy funding and live vacancy remain unknown. No account, application, message, personal-document collection or outreach used.

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