The selection process for Entry Level Police Officer includes a written multiple–choice test, an oral interview involving hypothetical situations, a physical ability test, a polygraph examination, a background investigation, in addition to both a medical and psychological evaluation.
Lateral Police Officers and Cadets are subject to a modified selection process.
Please note that the City of Oakland reserves the right to modify the selection process based on administrative considerations, legal requirements, or business/operational necessity. Workshops, seminars, and practice tests are available. Please see the Seminars page for specific dates, times, and locations.

Stage 1: Short–Form Application and Supplemental Questionnaire
The first stage in the selection process is the completion of an application and supplemental questionnaire. Applications and supplemental questionnaires will be distributed to and completed by candidates at the written exam. Photo identification and a social security number are required to complete the application and take the exam.

Stage 2: Written Multiple–Choice Exam
The multiple–choice examination measures basic skills such as writing and reading comprehension. This test is administered in a proctored, group setting with oral instructions. Candidates who pass the P.O.S.T. written examination will receive notice regarding their scheduled Oral Interview Appointment.

The multiple–choice examination measures basic skills such as writing and reading comprehension. This test is administered in a proctored, group setting with oral instructions.
Candidates who pass the P.O.S.T. written examination will receive notice regarding their scheduled Oral Interview appointment.

Stage 3: Oral Board Interview
Successful candidates will participate in an interview designed to evaluate job–related skills and abilities such as oral communication, interpersonal skills, and judgment. In addition to general questions, candidates will be presented with hypothetical scenarios (either orally or on videotape) and asked to explain how they would respond to each situation.
After the scheduled interview, candidates will be given the Personal History Questionnaire (PHQ), which is a 31-page document to be completed by all candidates prior to their background investigation. The completed PHQ must be submitted to the Oakland Police Recruiting and Background Investigation Unit at the scheduled Physical Ability Test.
Candidates who pass the Oral Board Interview will be placed on the eligibility list for further employment consideration, subject to successful completion of the remaining stages.

Stage 4: Physical Ability Test
Candidates who pass the Oral Board Interview will be assigned a Physical Ability Test date and time after the interview, typically when they are notified of their interview results.
The test consists of job–related physical tasks performed in an "obstacle course" fashion that must be completed in a specified time. The test is pass/fail and measures coordination, ability, balance, and strength. Candidates who pass the Physical Ability Test will proceed to Phase I of the Psychological Assessment on the same day of the test.

Stage 5: Pre–Offer Psychological
/ Background Suitability Assessment
Prior to a conditional job offer, candidates will be assessed for background and psychological suitability.
The psychological assessment is designed to measure job–related traits and characteristics which are important for successful performance as a police officer including conscientiousness and the ability to work as part of a team.

Applicants may be rejected for background factors at any step of the selection process. Providing fraudulent information at any stage of the selection process may be grounds for removal from the process. Candidates will also be required to submit to a polygraph examination in connection with the investigation.

Stage 6: Post–Offer Processing
After a conditional job offer has been made, candidates will be assessed for compliance with Department medical and psychological standards.
The medical evaluation will include screening for use of illegal drugs. Any remaining background issues will also be resolved. Character–related information discovered during the post–offer stage or failure to pass drug screening may be grounds for revocation of the conditional job offer and removal from hiring consideration.