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

University Police Officer positions require potential applicants successfully take 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 recruitment at McNeese or for any other state agency. This is important because while the LEAPS test can be taken daily during the work week in Baton Rouge, testing in satellite locations such as on-campus at McNeese State University is limited to just one day a month. You will want to take this test and allow for time for scoring to be recorded and for that socre to be matched up to your actual job application.

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 will want to keep checking the State Civil Service web site and/or the McNeese State University Human Resource web page. You can begin to build an on-line job application by visiting the State of Louisiana State Civil Service page using NeoGov at:

The testing process after the completion of the State LEAPS test and submission of a job application includes the following steps, which are administered by the University Police staff:

1.  Written test (basic reading, writing and math) - scored.
2.  Essay Questions - scored.
3.  Structured Oral Board - scored.
4.  Evaluation of Prior Education, Work Experience and Training - scored.
5.  Background Investigation.
6.  Polygraph or Voice Stress Analysis.
7.  Psychological Evaluation.
8.  Drug Screen (University Police Officers are subject to random drug testing throughout their employment).

McNeese State University Police Department

We use the following guidelines for the rejection of applicants that are applying for employment with the Department. 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 officers are required to be residents in Calcasieu Parish, unless by special exception by the Chief of Police. This is necessitated by the agency’s need to impose a reasonable response time for officers 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.

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 anytime.

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 convicted, charged or officially reported to a police agency within the past 10 years.
•  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 and 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:
•  Use of marijuana within the past 3 years.
•  Illegal drug use within the past 10 years.
•  Participating in the manufacture, selling, offering to sell, trading for, distribution, or transportation of or sale 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 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 doubt 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 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

Job specifications are available at the Louisiana Department of State Civil Service external link