It shall be the policy of this department to conduct a Background, Investigation for each police candidate prior to a Conditional Offer of Employment. The City of Springfield will NOT appoint a police applicant whose background and Character has not been thoroughly investigated and evaluated.

Introduction
The background investigation is one of the most useful techniques evaluating the qualifications of a law enforcement officer applicant. It is based on the idea that an applicant's performances in the past will predict how he /she can be expected to perform in the future. A thorough background investigation entails inquiries into the facts surrounding the acts or conduct of an applicant for employment, which bear a demonstrable relationship to the applicant's fitness for employment as a peace officer. It should be borne in mind that such relevant information may be used as a basis for an employment decision.

The City of Springfield cannot afford to appoint to the Springfield Police Department an applicant whose reputation is questionable, or whose character is such as to cast doubt on his future actions.

Some information discovered during the background investigation will automatically disqualify an individual from appointment. It is not the function of-the background investigator to determine which background facts or what kind of background behavior should be considered disqualifying. Each case will be considered on an individual basis, by taking into consideration these factors plus other applicable applicant rights.

Areas of Investigation

This part of the investigation is primarily sought for the purpose of verifying that the applicant is-who he/she claims to be, and that he/she meets certain criteria in order to be qualified for employment.

The following are areas to be investigated:

1. Name

It is essential that every applicant be asked if he/she has ever had his/her name legally changed, or if he/she has ever used a name other than his legal one. If the response is yes, then he must advise what his previous name was, his reason for having it changed, and the date and location of the change. One of the major reasons for determining if an applicant has changed his/her name is to facilitate the verification of any official records that might be recorded under the candidate's previous name.

2. Address

3. Telephone numbers

4. Age
Verification may be accomplished by:
a. Copy of birth certificate; or,
b. Copy of court documentation attesting to birth in the absence of a record.

5. Social security number

6. Height

7. Weight

8.. Education
Applicant must have a minimum of a high school education or G.E.D. Verification may be accomplished by:
a.. Copy of public or private high school diploma;
b. Copy of public or private high school transcript
c. Copy of high school equivalency diploma (G.E.D.)
Verification of post high school or post G.E.D. education may be accomplished by:
a. Copy of college and/or training school diploma;
b. Copy of college and/or training school transcript.

Military Service

Military service records are often a rich source of information helpful in evaluating an applicant's medical history, sense of patriotism, and personal conduct while in the service. Every applicant whom has served in the military, and has been discharged, is required to submit a copy of his/her "Report of Transfer of Discharge," Form DD-214. This is a permanent part of every enlisted person and officer's personnel file. It is possible for a person to have been discharged from the armed forces "Under Honorable Conditions," yet have performed quite inadequately while on active duty. A recruiting station will be able to supply all needed information on discharge codes.

If the applicant has served more than one tour of duty, he should submit a separate DD-214 for every tour. It is possible for the applicant to have been honorably discharged on all but the last enlistment. The investigator will also examine the date of entry and the date of discharge. These dates are not significant by themselves, but if the applicant has served in what appears to be a tour of duty considerably less than expected for either an induction or an enlistment, it should be questioned. An applicant in this category would be questioned to ascertain the reasons.

Criminal

Fingerprinting
Each eligible applicant will be required to submit to fingerprinting. Four fingerprint cards will be completed:

a.. one card will be forwarded to the Federal Bureau of investigation for a search.
b. One card will be forwarded to the Massachusetts State Police for a search.
c. Two cards will be forwarded to the department's fingerprint identification section for a search.

Each applicant's personal information will be queried by the department's record bureau for:

1.. Any adult criminal records;

2. Current active warrants checking;

a. Criminal Justice Information System;
b. The National Criminal Information Center;

3. Domestic Restraining orders;

4. All in state arraignments checking;

a. The Board of Probation;

5. All out of state arraignments checking;

a. Individual Identification index;
b. Federal Bureau of investigation;

Motor Vehicle Records

An investigator will check:

(1). Massachusetts Registry of motor Vehicles, and/or;

(2). All state motor vehicle departments where the applicant has, or does hold, a license to operate.

There are several reasons why the investigator will look into the applicant's driving record. The presence or absence of a driving record can be a good indicator of an applicant's driving habits, his attitude toward authority, and in some cases even his maturity.

In every instance the applicant will be requested to account, for every traffic citation he/she has received, any revocation or suspension of license and all accidents he has ever been involved in. This area of inquiry may sometimes reflect the applicant's refusal to accept responsibility for a misdeed, basic antagonism toward officers- issuing the citations, and a degree of immaturity, which raises some doubt about the applicant's suitability as an officer.

Neighbors/Acquaintances/Landlords

This area of the investigation is directed towards obtaining information from persons, who usually have no official relationship to the applicant, but can often supply very valuable information about him. Beginning with the applicant's most recent address, the investigator will attempt to contact at least two neighbors not listed as personal references. Should the applicant have several previous residences within the last year, a canvass of those areas may be advisable depending upon their location.

The purpose of conducting a neighborhood check is to determine the reputation of the applicant concerning his personality and personal conduct that may reflect positively or adversely upon the desirability of appointing or employing an individual. It is important to note that the reliability of information obtained from these sources must be carefully evaluated and should not necessarily be given more weight than information from the applicant.

Previous employment

The former employer, supervisor, and fellow workers of applicants can often provide the Investigator with insight into the applicant's work habits, honesty, sobriety, leadership qualities, ability to get along with people, and a multitude of other very important facts.

First, the investigator will review the application to determine if the work history of the applicant has any time spans, which are unaccounted. The applicant will be requested to provide details of his activities for that time period.

Former employers and supervisors will most likely be contacted personally. If this is not feasible a telephone interview, or interview form letter may be used.

Spouse, former spouse, and/or other

The purpose of these interviews is to inquire into problems, which are of sufficient severity to affect job performance and possibly the applicant's qualifications. It must be emphasized that this is not a license to examine every minor family disagreement and dispute, nor is it a license to unnecessarily violate a family's privacy.

The investigator will be aware, that attitudes of the spouse toward the applicant's joining the police department may affect his/her ability to objectively evaluate the applicant's qualifications. Therefore, if the investigator feels that such a problem exists, he/she should ascertain what those attitudes are. In the final analysis, the applicant's interest in, fitness for, and commitment to the job should be evaluated, not the attitudes of relatives about the applicant's decision to become a police officer.

Prior spouses may have information which reflects upon the applicant's employability. A cautionary note will be made regarding this contact. Any information gathered from a prior spouse will be carefully evaluated and corroborated. It is possible that ill-feelings generated by a dissolution of marriage could cause some hostility towards the applicant.

More Elimination Guidelines

Listed below are some reasons why applicants MAY be rejected for the position of police officer candidate. The list is not intended to be all inclusive and the Chief of Police and the Police Commission may reject any candidate who does not meet the standards of the Springfield Police Department.

1. Unsatisfactory completion of the application.

2. Statement of fact on the application found to be false, exaggerated, or misleading. This includes proof of residency one (1) year prior to exam date.

3. Any open or unresolved, criminal or civil cases currently in a court system.

4. Conviction of any crime which is classified as a felony under the laws of the United States, the Commonwealth of Massachusetts, or any other State law.

5. Conviction of any crime which is a serious misdemeanor under the laws of the United States, the Commonwealth of Massachusetts, or any other State law.i.e.. vehicular homicide, narcotics offenses, violations of domestic restraining orders, misdemeanor involving domestic violence, stalking, morals offenses, etc.).

6. Extensive motor vehicle history.

7. Not possessing, or the inability to obtain a Massachusetts Driver's License.

8. Alcohol abuse or substance abuse.

9. History of incidents of domestic abuse and\or child abuse.

10. Circumstances surrounding unsatisfactory or dishonorable discharge from the military service.

11. History of unsatisfactory employment relating to vacation and personal time and circumstances of terminations, suspensions, resignations and job-related injuries.

12. History of criminal behavior denoting a bad moral character.

13. Non-citizenship.

Document Requirements

1. Your Social Security card.

2. Your Massachusetts Driver's License.

3. One copy of your High School Diploma, or Equivalency Certificate, along with copies of attendance records and transcripts.

4. One copy of your higher education diploma(s) and transcripts.

5. One copy of your birth certificate.

6. One copy of your service discharge (if a veteran.)

7. One copy of DD214 Service Discharge form (if a veteran.)

8. Copies of your divorce decree and any other orders from the Probate Court ( If applicable. )

9. Any other documents supporting your application.

Elimination

Any failure to meet required submission dates for requested materials, failure to make appointments as scheduled, or failure to adhere to written or oral requests from the Springfield Police Department within the specified period, shall be cause for disqualification of the application for appointment to the Springfield Police Department.

The Division of Personnel Administration shall then be notified of this disqualification of the applicant. We will request that this applicant's name be removed from the Civil Service List.

Conditions Upon Being Hired

All appointments are conditional on you successfully passing extensive medical, psychological and physical ability examinations, as well as an extensive background and character examination. Should you be conditionally hired as a police officer, then you would not be allowed and could not use tobacco in any of its forms, whether on duty or off duty, during the entire time that you are employed as a Springfield Police Officer

All appointments are probationary for one year, and that any time lost during this year due to illness or injury will not be counted toward your probationary period, you must be able to demonstrate your physical fitness for continued employment throughout your career. You must be available for tours of duty outside of normal daytime business hours as the needs of the Springfield Police Department require. You must comply with the contractual agreements between the City of Springfield and your representative bargaining unit.

You are also aware that knowingly withholding information or making false statements on the employment application will be a basis for not being considered for further employment with the Springfield Police Department.

You will be required to go to an 18 week training Academy and successfully pass all the physical and mental requirements of the Academy.