Skip to main content



Visit McNeese HR for current civil service job openings at the McNeese State University Police Department.

University police officer positions require potential applicants to successfully pass the State of Louisiana 9500 Law Enforcement and Protective Services (LEAPS) Test. This testing should be completed before you actually apply for an open law enforcement position at McNeese. LEAPS test can be taken daily during the work week in Baton Rouge, testing in satellite locations such as on-campus at McNeese is limited to just one day a month. Sample questions for the LEAPS test can be found on-line at

McNeese State University only accepts applications for currently posted jobs. Police positions typically only have a two to three week window where applications are accepted. You can begin to build an on-line job application by visiting the State of Louisiana State Civil Service page. Job specifications are available at the Louisiana Department of State Civil Service external link


Once an applicant has a state civil service test score on-file and has submitted a thorough and complete job application on-line the State Civil Service Commission will score and push a list of successful applicants to the McNeese State Police. This group of candidates are screened against the position requirements. The University Police then put applicants through the following hiring steps:

1.  A structured oral board.
2.  Written test to validate a candidate can read, write and complete 12 th grade math.
3.  Written essay questions.
4.  A 5-minute presentation supported by a PowerPoint presentation may be required of some positions.

Each of these tests have a minimum passing score that if not achieved will disqualify the candidate. Additional exams will include:

a.  Background investigation.
b.  Fingerprinting.
c.  Polygraph or Voice Stress Analyser (VSA) examination.
d.  Police Psychological Evaluation by a licensed psychologist.
e.  Drug screen.
f.   Medical examination.
g.  Physical ability testing (PAT) is required for police officer recruits prior to the beginning of the police academy. Lateral police officer applicants may have the PAT waived.

McNeese State University Police Department
We use the following guidelines for the rejection of applicants that are applying for employment with the University Police. However, there may be exceptions on a case-by-case basis. Applicants who fail to completely disclose any of the following at the beginning of the selection process are automatically rejected.

Residency/Response Requirements: Effective in 2015, all police staff were required to live within a reasonable response distance to the police facility. With continued growth in SW Louisiana, all police staff are required to live in Calcasieu Parish.  This is necessitated by the agency’s need to impose a reasonable response time for officers, communications officers and staff  to respond to the police department in an emergency. With continuing growth and construction anticipated around the I-10 and I-210 corridors traffic and travel time is anticipated to increase, potentially slowing staff response in an emergency. Out of area new hires are required to arrange a schedule to move within the required response area at the time of hire. Rare exceptions to the residency requirement are reviewed by the Chief of Police.

Your participation in the selection process begins with your voluntary participation and this process is very invasive and thorough. Therefore, you should carefully consider this information and weigh this against your personal background.

You may voluntarily withdrawal from the hiring process at any time.

The standard is, “Any behavior that casts a clear doubt or suspicion on the applicant’s character, integrity or competency.” Examples that may illustrate this are:

a. During the selection process: Failure to comply with any appointments or deadlines during the hiring process without a reasonable justification; providing false or willfully incomplete information; being evasive or deceptive at any stage in the employment process, or minimizing or exaggerating information; or failure to provide proof of attaining the minimum job requirements.

b. Crimes.
•  Committing a felony crime or any crime of moral turpitude, regardless if charged or officially reported to a police agency within the past 10 years. Adult felony convictions are disqualifying.
•  Unless otherwise described below, any misdemeanor crime regardless if convicted, charged or reported to a police agency within the past 3 years.
•  Patterns of misdemeanor criminal behavior as an adult or within the past 5 years.

NOTE: Juvenile crimes and convictions as well as incidents between the ages of 18 and 21 are reviewed on a case-by-case basis by the Deputy Chief of Police to take into consideration the totality of circumstances, pattern of behavior and intent to determine if they are automatically disqualifying factors.

c. Behavior that casts reasonable doubt regarding issues of integrity. For example, falsifying work attendance records, filing false claims, making an intentionally false statement on an official document or employment-related document, cheating or dishonesty.

d. Committing domestic violence that would be considered a misdemeanor regardless if reported to the police within the previous 5 years. Conviction for domestic violence, which restricts the possession of a firearm would be automatically disqualifying.

e.  Addictive behavior that could reflect poorly on the Police Department or illustrate bad judgment on the part of the applicant. For example: drugs, alcohol, sex, pornography, gambling.

f.  Legal inability to own or possess a firearm.

g. Illegal drugs. The use, possession, or sale of controlled substances under these circumstances:

Note: Juvenile use and possession of controlled substances is not an automatic disqualification and is reviewed on a case-by-case basis.

Recruit or Student Officer Candidates are disqualified for drug use by the:
  • Use of marijuana within the past 12 months.
  • Illegal drug use within the past 18 months, though review in conducted on a case-by-case basis.
Lateral or experienced candidates are disqualified for drug use by the:
•  Use of marijuana within the past 3 years, or at any time while employed as a police officer.
•  Illegal drug use within the past 10 years, or at any time while employed as a police officer.

Note: All classes of police employees participate in mandatory random drug testing. All police employees involved in a vehicle crash on-duty involving university vehicles is subject to a mandatory drug test. Drug testing is required in all deadly force incidents.

• Participating in the manufacture, selling, offering to sell, trading for, distribution, or transportation of or sale of any illegal narcotics or prescription drugs regardless of timeframe.
• Use of illegal drugs while employed in any position of public trust regardless of time frame.
• Use of a prescription drug through fraud or deception, regardless of timeframe.
• Working under the influence of drugs, alcohol or non-prescription drugs within the past 5 years.

h. Driving. Driving history free of conduct or record of violations that show a disregard for the safe and effective operation of motor vehicles.
Examples are:
• Within the past 5 years: criminal offenses regardless of being arrested or cited, road rage, 5 or more traffic citations, history of repeated canceled auto insurance, license was suspended or revoked or 5 or more traffic collisions.
• Conviction of Driving Under the Influence of Intoxicants within 5 years; this includes receiving a diversion or a plea to lesser charge or two or more convictions regardless of timeframe.

i. Military service. Dishonorable discharge, did not complete enlistment, or not eligible for re-enlistment.

j. Medical. Concerns or problems that might endanger the applicant, fellow employees or citizens, or the inability to perform the essential job functions as described in the job description.

k. Work history that reflects dishonesty, disloyalty, incompetence, instability, dereliction of duty, or inability to get along with supervisors or co-workers, pattern of unexcused absences, involuntarily termination for cause, resignation in lieu of termination, or discipline that is 2 or more formal serious reprimands.

l. Failure to provide proof of citizenship.

m. Financial affairs that show a history of poor judgment, irresponsibility or refusal to confront problems such as referral to collection agency, property re-possessed or wages garnished.

n. Misrepresentation or ignoring laws such as not paying taxes or using a false address for school tuition purposes. Misrepresentation of military service, prior employment, training or education.

o. References. People who know the applicant and can provide substantive documentable doubt to the applicant’s honesty, self-discipline, judgment or character.

p. Psychological Fitness.
• Applicants who are rated by a licensed psychologist as “low average” or lower, or are marginally suited for law enforcement, or who have significant to moderate psychological concerns that could present a clear and specific risk to themselves, the public or to other employees within the past year.
•History of anger or emotional issues that show instability, impulsiveness or could present risks to themselves, the public or to other employees.

Effective 2014.05.14    Updated 2015.05.26                  Updated 2015.12.17                        Updated 2016.10.17                        Updated 2017.05.23                        Updated 2018.01.04