Explore where you could serve.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Municipal police employer, not separate employers for geographic patrol areas, canine, SWAT, support services or volunteers. Published public office is 555 Washington Street, Red Bluff 96080, phone 530-527-3131 and questions@rbpd.org; city footer phone 530-527-2605 and police fax serve different purposes. These are not verified dedicated recruiting contacts. Community area-sergeant assignments, annual reports, volunteer/patch programs and public-report services are not applicant qualification or testing requirements. General employment navigation was not followed; current sworn vacancies, deadlines, salary, complete minimums, selection sequence, numerical PAT and academy sponsorship remain unverified. No login, forms, reports, documents, applications or outreach used; county not independently established by the reviewed source.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

The county sheriff describes proactive patrol, complaint investigations, enforcement and execution of court orders. Its office is at 124 Main Avenue N., Red Lake Falls; telephone 218-253-2996 and email mbernstein@sheriff.co.red-lake.mn.us. This county employer is distinct from Red Lake tribal police.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

The official sheriff page links county Job Openings and a general county employment application.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

The official sheriff homepage links Careers. Use that route and confirm current positions and requirements directly.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Dedicated police recruitment contact: 530-225-4289 and joinRPD@cityofredding.gov, separate from general department 530-225-4200 and city Personnel 530-225-4065 at 777 Cypress Avenue, second floor. The city-linked RPOA Exhibit A-3 effective September 28, 2025 lists Police Recruit $33.97/hour and Police Officer steps 1-9 $39.79-$58.78/hour. These dated schedule figures are not a current offer or verified lateral placement; confirm any superseding agreement and applicable classification. Do not substitute manager, civilian, specialist or temporary-assignment rates for recruit pay, annualize hourly figures, or promise step progression. Application announcements and full eligibility, selection, physical standards and academy terms remain unverified; no current vacancy or closing date is inferred.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Independent municipal police employer. Administrative Services identifies hiring/recruitment, training and professional standards responsibilities; no dedicated recruiting phone or email was established. Chief scheduling assistance and the public-information officer number are not verified recruiting contacts. The former /police route now displays fingerprinting/property appointments, not recruitment; use the department and Join Redlands Police pages. The recruiting page directs applicants to city job openings; the city gateway and job-interest alerts do not prove an active sworn vacancy or closing date. A chief biography mentioning a degree and sheriff academy is not an applicant degree requirement or guaranteed academy arrangement. County sheriff concealed-carry handling does not merge employers or establish county mapping. No current pay, complete minimums, ordered selection, scored physical test or academy funding established.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

The county sheriff provides law enforcement and public safety from 303 E. 3rd Street, Redwood Falls. Sheriff office telephone is 507-637-4036; jail contact is separate. The page links a recruitment video, but the link alone does not confirm current deputy intake or full applicant requirements.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Independent municipal police employer at 843 G Street, public phone 559-637-4250 and questions/comments policeadmin@reedley.ca.gov; these are not verified dedicated recruiting contacts. City Hall is 1733 9th Street, 559-637-4200. English/Spanish tip lines, Explorer program, community member academy and policy/training links are not regular sworn applicant requirements. A 2024 police services report is not a current vacancy or application deadline. No current pay, complete minimums, ordered hiring process, scored physical test, academy funding or county mapping established.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Original city public-safety page identifies Reedsburg police, telephone 608-524-2376, separately from fire, ambulance and municipal court. Its sworn and civilian staffing description is not a vacancy. Request current officer eligibility and application instructions directly rather than borrowing other public-safety requirements.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Original village police page identifies Chief Kirk Schend and police telephone 920-754-4656. Separate staff members may also work for other employers; this village's own page supports a distinct municipal department, not a merged employer. Ask about the current sworn application and employment arrangement.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

The county job gateway links a sheriff-deputy resource and directs applicants to its law-enforcement application.

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

Application timing: closed Scope: Full-time officer track only, not the separate seasonal program. Checked 2026-10-25. Current official notice ↗

Minimum requirements

• The full-time page requires accredited high-school graduation or GED with proof. College-level law-enforcement-related coursework is preferred, not a required degree. It does not establish complete current age, citizenship, licensing and certified/novice appointment conditions; obtain the actual announcement when recruitment reopens.
• The full-time overview describes criminal-history, drug, driving and health requirements, distinguishing some automatic and discretionary decisions. These are not a complete individual eligibility determination. Confirm the current controlling employer/state rules, including legal and clinical criteria, before deciding eligibility.
• The seasonal page separately names age 19 by June 1 of the hiring year, U.S. citizenship, high-school graduation and a valid driver's license. Its prior-military conduct clause concerns applicants who served; it does not require military experience. Do not apply this seasonal age rule, interview format or benefit package to full-time candidates.
• Mandatory seasonal training dates are listed without a clear year in that section. Confirm the 2027 schedule and required attendance directly; do not infer dates or treat the future application window as already open.

Selected requirements, not a complete eligibility or disqualifier checklist.

Lateral entry

The closed full-time page mentions possible higher starting placement based on POST-certified experience, but does not establish a current lateral vacancy, full experience threshold, out-of-state recognition, academy waiver or guaranteed pay/service credit. Seasonal employment does not promise later appointment to RBPD or another agency.

Recruiting contact

Police Executive Assistant Tracey Rummel — department recruiting gateway inquiry contact

Hiring outline

1. Check the official full-time page for reopened recruitment before applying. The reviewed page states it is not accepting applications. The recruiting gateway lists Police Executive Assistant Tracey Rummel, 302-227-2577, for department inquiries, not the general City Hall number.
2. The full-time overview begins with an RBPD application packet, then lists written examination, physical fitness test and oral-board interview. The written description includes observation/memory, learning police material, situational judgment/problem-solving and verbal/reading comprehension; no named test provider or passing score is established.
3. The full-time oral panel has three or more certified officers and assesses communication, motivation, maturity, responsibility and suitability among its listed criteria. No confidential questions are supplied. Prepare truthful examples appropriate to your own experience; prior police service is not established as a requirement merely because employment experience is considered.
4. The full-time overview also lists background investigation, psychological examination, computer voice-stress interview and chief interview. Its detailed background section includes voice-stress screening within the investigation. Confirm exact scheduling and conditional-offer timing rather than assuming the summary is a complete legal sequence or adopting claims about scientific detection of deception.
5. For the separate seasonal route, the page describes application, background check, written examination, fitness testing for bike-patrol candidates only, interview, modified background, psychological examination, drug screening and physical examination. It describes a one-to-one interview, unlike the full-time oral panel. Confirm current instructions for the route sought.
6. No packet, background authorization or medical form was submitted in this review. Academy sponsorship, training/service obligations, current lateral credit and future full-time pay placement remain unverified; request the actual offer and current candidate instructions.

Physical testing

The table below reproduces the reviewed full-time page's listed minimums for its displayed male/female age groups. Push-ups and sit-ups are one-minute events; sit-ups use interlaced hands behind the neck, bent knees and a spotter. Source says male push-ups on toes, female candidates may use knees, and push-up rest only in the up position. The source provides no rows outside ages 20–59, accommodation decision, attempts or retest rule here. Confirm applicability and current standards when full-time hiring resumes. Separate seasonal bike-patrol testing omits this table's 300-metre run and must not be silently substituted. No individualized training prescription or application fitness preset was created.

Source checked October 25, 2026. Full-time page explicitly not accepting applications. These are its published age/sex-group rows, not the separate seasonal bike-patrol test, proof of an active opening or confirmation of standards for unlisted ages. Confirm current applicability and accommodation/retest rules with the employer before testing.

Benefits

The closed full-time overview lists city-paid officer health/dental premiums, other family-plan options, leave, equipment, union membership, pension participation and education-reimbursement opportunities; conditions and current controlling terms need confirmation. Do not infer that all dependent premiums are paid or that specialty assignment is guaranteed. The seasonal page separately says no employee benefits/paid personal leave or city-provided housing; housing assistance means help finding arrangements, not free housing. It also lists work-injury care, which is not the full-time health-insurance package.

Hiring incentives

Availability and terms need confirmation.

Partial guide preserves a scoped full-time closure alongside a planned seasonal program, route-specific interview and fitness distinctions, degree preference and conditional prior-military documents. The undated compensation is not normalized into annual recruit pay. Fitness rows were checked against both original HTML tables; clinical/legal eligibility and voice-stress efficacy were not independently validated. Current vacancy/deadline, complete route-specific minimums, academy funding and later pay placement remain unverified. No JobPosting or paid package promise is supplied.

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

Recruiting gateway lists police at 229 Rehoboth Avenue and Police Executive Assistant Tracey Rummel, 302-227-2577; this is separate from general city footer phone 302-227-6181. On review, the full-time officer page explicitly says it is not accepting applications. The seasonal page says summer 2027 applications will open in winter 2026; it gives no exact opening day or application deadline. These are separate routes, not a claim all department hiring is closed or that seasonal intake is already open. Seasonal eligibility names age 19 by June 1 of the hiring year; do not substitute that into full-time requirements. Seasonal fitness testing is described for bike-patrol applicants only, while full-time testing has its own standards including a 300-meter run. Mandatory seasonal training dates omit a clear year in that section and need confirmation for 2027. Seasonal housing assistance means help finding accommodation, not city-provided housing; the page explicitly says housing and employee benefits/paid leave are not provided. Full-time pay, pension and insurance cannot be copied to seasonal work. No current normalized pay, complete route-specific legal/clinical eligibility, academy funding or invented deadline established.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Original recruitment page describes recruit applications and continuous lateral interest; Nevada Basic POST holders may qualify for academy waiver. Opening summary describes interview, background and physical test within 30 days of application, with up to two attempts and stated scheduling exceptions. Lower sections retain a tentative December 2023 graduation reference and differing eligibility/testing detail. Confirm current rules directly before relying on them. Undated salary not promoted as current pay. Current specific vacancy/deadline and complete consistent process unverified; resource-only, no JobPosting.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Tribe confirms police office at 405 Golden Lane, Reno, 775-785-8776, and Hungry Valley substation 775-785-1365. Both locations belong to one employer. Tribal jobs navigation is available, but current officer vacancy, employer minimums, certification, screening, fitness, salary and academy funding need confirmation. Distinct from Reno police, Sparks police and Washoe County sheriff.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

The Minnesota county sheriff's office is at 105 5th Street South, Suite 210, Olivia. Sheriff Scott Hable's contact is 320-523-3771. Dispatch, civil/records, chief-deputy and jail contacts are separately labeled. Confirm deputy recruiting directly; this is not North Dakota's Renville County sheriff.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

North Dakota sheriff office at 205 Main Street East, Mohall; 701-756-6386. County describes contracted policing for Mohall, Glenburn and Sherwood; these service towns are not separate employers. Bottineau County supplies contracted jail and dispatch services, not Renville's sworn recruitment. Ask about current deputy applications.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

The police careers page directs prospective department applicants to selection-process information and an online application gateway. It establishes a recruitment resource without a specific funded vacancy or closing date. Confirm current officer openings, complete eligibility, selection and training arrangements.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

The official Reservoir Police page links district Job Postings.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.

The department homepage invites candidates through the Civil Service examination or non-Civil Service lateral-transfer opportunities. Transfer enquiries are directed to Lieutenant Turner at jturner@reverepolice.org. Confirm the current announcement, applicable entry or lateral route, complete requirements and available positions with the department; the invitation itself does not establish a funded vacancy.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.