Explore police hiring resources in Maryland.

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

Minimum requirements

• The general page is not a complete novice eligibility statement. It does not establish all current age, citizenship, diploma, license or state-certification conditions in the reviewed text. Obtain the current job announcement and packet rather than borrowing another Maryland agency's minimums.
• The general pay paragraph combines 'not certified' with 'two years of experience' in ambiguous wording. Do not infer a universal prior-police-service requirement for entry-level applicants or promise that every novice qualifies; ask recruitment to clarify the intended category.
• The separate lateral page requires current law-enforcement certification and at least two years of police experience, excluding academy and field-training time. Applicants must qualify for Maryland comparative compliance or mandated familiarization field training. This does not promise automatic interstate recognition.
• Both pages publish conviction, drug-history and honesty disqualifiers. Their full current policy and individual applicability require employer review. This summary is not a statewide legal rule or an individual eligibility determination.

Selected requirements, not a complete eligibility or disqualifier checklist.

Lateral entry

The certified route specifies two years of police experience excluding academy and field training, comparative-compliance or familiarization eligibility, and appointment as Deputy First Class. It lists a starting annual salary of $73,465. The general page describes certified starting pay as up to that amount; confirm actual placement. Oral ranking, physical tasks, background, drug, polygraph and clinical screening remain described. No blanket fitness, academy-equivalency or other screening waiver is promised.

Recruiting contact

Needs confirmation

Hiring outline

1. Use the county job portal linked from the official recruiting pages. The general route describes a basic application and prescreening questionnaire, followed by communication of a test date; the actual portal, packet and attachments were not inspected.
2. The general written exam covers general aptitude rather than prior law-enforcement knowledge. It lists reading, judgment/problem solving, mathematics, grammar, memory and writing, but supplies no passing score. Candidates receive pass/fail rather than rank information.
3. The written-exam section says an unsuccessful candidate may reapply for the next cycle, generally six months, while the FAQ says a failed candidate may reapply after one year. These instructions conflict; confirm the rule for the particular phase before making a retest plan.
4. The general route then describes physical screening and an oral interview evaluating communication, demeanor, career understanding and responses to scenarios. Prepare truthful examples from school, volunteering, sports, work or life without assuming previous police experience.
5. After the oral interview, the file is ranked and kept open for one year. The source explicitly says processing does not proceed further until openings exist. Continuous intake is not a job offer or guaranteed appointment.
6. The subsequent listed checks include background investigation, drug testing, polygraph, psychological testing and a county-paid medical examination. This reports employer categories without asserting polygraph accuracy or a guaranteed internal schedule.
7. The FAQ describes January and July academy starts in Salisbury, but gives no confirmed next cohort date, guaranteed seat, course funding or repayment terms. Obtain current recruit instructions. No applicant expense up to the conditional contract is narrower than an unconditional academy-funding promise.

Physical testing

The general page publishes one-minute sit-up and push-up minimums plus a 1.5-mile run table, shown below. It also lists a barrier climb, a 150-pound drag for at least 15 feet, a run of at least 300 feet and at least two flights of stairs. Its physician-signed participation waiver was not opened or accepted. Confirm event technique, equipment, timing, rest, retests and accommodations. The lateral page separately lists the barrier/drag/run/stair assessment; do not assume the general table applies identically or that laterals are exempt from fitness screening. No automatic fitness preset is created.

Source checked October 25, 2026. Preserve the employer's published group labels; no standard is invented for unlisted groups. These are general-page minimums, not confirmed identical lateral requirements or a substitute for current administration rules. No automatic fitness preset or personalized exercise prescription is created.

Benefits

Needs confirmation

Hiring incentives

Availability and terms need confirmation.

Recruitment: DFC Patrick Keller, 410-758-0770 extension 1977, pkeller@qac.org. The general page identifies actual starting annual salary $66,586 effective July 1, 2026, but the associated experience/certification category is ambiguous, so it is not normalized as a confirmed novice recruit rate. Posted broad salary ranges are not starting offers. LEOPS, vehicle, insurance, leave and equipment terms need current eligibility confirmation. No current vacancy count, actual deadline, complete general eligibility or guaranteed academy funding verified.

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