Clinton Police Department

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

Minimum requirements

• Employer lists high school diploma/GED, US citizenship, age at least 21 and valid driver license. Associate degree is preferred, not stated as mandatory; college transcripts apply when relevant. Confirm complete current legal appointment criteria with the employer.
• PDF lists no felony or serious-misdemeanor convictions, lawful driving history, no firearm prohibition or permanently revoked peace-officer certification, drug-history restrictions and other conduct criteria. It also lists not being fired or forced to resign within twelve months before application and during hiring. These employer conditions are not an independent legal assessment of eligibility or exceptions.
• For applicants with military service, discharge conditions and DD214 documentation are listed. Military service is not a universal requirement; do not treat supervised police job duties or a prior certificate revocation restriction as requiring prior service.
• Tattoo/body-art wording differs: page 2 restricts head/face/neck and hand visibility, while page 3 discusses prohibited content regardless of location and seasonal uniforms. Confirm the actual current policy rather than assume one page overrides another.

Selected requirements, not a complete eligibility or disqualifier checklist.

Lateral entry

PDF mentions experience-based pay for current officers but supplies no verified range, placement formula, reciprocity or complete lateral screening. Do not infer that all applicants must already be certified or that recruit eligibility is a lateral waiver.

Recruiting contact

Needs confirmation

Hiring outline

1. Review the police-specific Learn More and Apply Now choices on the official jobs page; booking and crossing-guard requirements do not substitute for sworn police criteria. No application was opened or submitted.
2. The PDF says testing and selection are competitive, but does not provide a complete sequence, written/oral test details, background steps, scoring or test dates. Prepare eligibility records and confirm the current process directly with the employer.
3. Published components include pre-employment drug testing and a post-offer pre-employment fit-for-duty physical. Do not invent conditional-offer timing for other screening components or an academy funding commitment.

Physical testing

PDF describes physical strength/agility and essential tasks such as standing, lifting, carrying, walking, running, bending and work outdoors in hazards. It names a post-offer fit-for-duty physical and drug testing, not verified numerical PAT events/cutoffs. Confirm any actual fitness test, accommodations and retest rules; duties are not a substitute test protocol.

Benefits

Current city overview names health/dental/vision, life insurance, PERS retirement, holidays, vacation and sick leave. PDF additionally names residential academy, equipment/uniform provision while in academy, training, fixed shifts and take-home vehicle per policy. Current eligibility, academy placement/funding, benefit costs and agreement must be confirmed. City overview contains both an older retirement contribution figure and a July 2026 change; no stale rate guaranteed.

Hiring incentives

Availability and terms need confirmation.

Partial guide. PDF has malformed recruit salary text, no clear effective date and inconsistent tattoo language; no corrected numeric pay or annual ranking published. No current fixed application deadline, exact vacancy, full ordered process, numeric fitness or guaranteed academy funding verified. Student, booking and crossing-guard information kept separate. No forms/accounts/outreach used.

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