Police Department Recruitment
Thank you for your interest in employment with the City of Buda, review the information presented about the requirements for police officers, the application process, benefits and incentives. Please read these sections very carefully as they contain helpful information about the hiring process. If you have any questions, please contact our HR Department at: Budahr@ci.buda.tx.us
- High School diploma/graduate or GED;
- Applicants must hold a Basic TCOLE license or be enrolled in a TCOLE Police Academy with a nearing graduation date. We do not currently send applicants to a police academy to become licensed.
- Valid State of Texas Class "C" drivers license
- Minimum Requirements - Ensure you meet all requirements above before submitting the registration application.
- Application / Personal History Statement - The process involves first completing an online employment application, which includes the Personal Background History Statement. Review and read ALL instructions before starting to complete the application/statement. When this process is complete, you will be provided with a confirmation email. Until you receive this email, the process is not complete. Qualified applicants will be selected to move on to the next phase which is a formal interview.
- Oral Interview Board - The interview panel is composed of 5 or more individuals from various assignments around the department including the Chief or his representative and Human Resources. The candidate will respond verbally to questions asked by the members of the panel which are designed to allow the panel to determine the communication skills, qualifications, and character of the candidate. Questions asked during the interview will range from situational-based topics to questions arising from the background packet.
- Physical Readiness Assessment - The duties of law enforcement officers require a high level of physical fitness and readiness to meet the demands of the job. The City of Buda PD has adopted one of the methods used by the Texas Department of Public Safety (DPS) to assess officer and candidate fitness and readiness.
To perform this assessment, we use Concept 2 Rowers. Candidates must complete a 2000- meter row during this phase. This activity measures the candidate’s VO2max, which is used to determine the ability of the candidate to meet this fitness requirement. During the assessment, the candidate will be required to row 2000 meters at maximum effort of at least 60 percent based on the candidate's gender, weight and age. At the conclusion of the test, candidates will be ranked from highest to lowest based on their performance. Candidates are encouraged to put forth their best efforts and are advised that this portion of the process is highly competitive. The DPS has validated the percentile at which we assess both officers and candidates. Note: The row machine tension damper (or level of resistance) will be set at a five (5). It may be helpful for candidates to use the Texas DPS Concept 2 Rower Calculator to determine what time range is required for them. https://www.dps.texas.gov/ETR/FitnessWellness/concept2RowerCalc.htm.
- Background Investigation - At this point, the candidate will be assigned to a Background Investigator. The Personal History Statement or Background Packet that was completed earlier in the process is the primary document used for the background investigation of police applicants. Family members, references, acquaintances, past employers and co-workers are interviewed, and a review is conducted of military and school records, driving records, credit history, and any other area the investigator deems appropriate.
- Review by the Chief of Police. The Chief of Police will review all documentation and findings of the candidate's progress through the hiring process. The Chief will make the determination of a candidates eligibility for lateral entry if applicable. Upon a successful review by the Chief, the candidate will move forward in the process.
- Conditional Offer of Employment - A conditional offer of employment will be made to applicants who pass the background investigation. At this time we may ask for Birth certificate, naturalization documents, high school transcripts, diploma or GED, College/university transcripts and diplomas for all schools attended, marriage licenses, divorce decrees, peace officer license, driver’s license and military discharge DD-214.
- Psychological Exam and Interview - A psychological examination is a TCOLE requirement. We use an independent psychologist for this examination.
- Medical Exam / Drug Screen - A pre-employment physical is required for this position. The examination will be performed by a city selected licensed physician.
If you have any questions regarding this process, please email: BudaHR@ci.buda.tx.us
In an effort to attract experienced police officers, we are offering a lateral entry program. This program provides selected candidates with a higher starting salary as outlined below. The determination regarding whether a candidate qualifies for lateral entry will be made during the Chief's Review portion of the Selection Process.
- Be a certified Texas Peace Officer by the Texas Commission on Law Enforcement (TCOLE);
- Have at least 2 years prior work experience with similar duties in a comparable law enforcement agency; and
- Must not have had a break in service as a Police Officer of more than 180 days prior to the applicant's examination date.
- The lateral entry program is for pay purposes only and actual work experience in another law enforcement agency will not be considered for promotional eligibility requirements.
- The Chief of Police shall determine eligibility for lateral entry of police applicants. Eligible applicants may be placed up to STEP 5 of the pay schedule (PDF). Officers placed through this lateral entry program will progress through the remaining steps as he/she completes years of service
- Longevity pay will be calculated in the same manner as all Police Officers. No credit will be given to completed years of service in other law enforcement agencies.
- Entry-level police officers placed up to STEP 5 of the pay schedule must also complete a new hire probationary period.
If you have any questions, please email: email@example.com
- Shift Differential Pay: Non-probationary Officers with work schedule which begins between the hours of 6 p.m. and 6 a.m. - $100 per month.
- Educational Incentive Pay: At the highest degree level as follows: Associates Degree $50 per month, Bachelor’s Degree $100 per month and Master’s Degree $150 per month.
- Bilingual Pay: Officers certified under standards established by the Chief and assigned to the bilingual program will receive $100 per month. The bilingual program includes Spanish and sign language for the deaf. Maximum is $10- per month.
- Assignment Pay: Non-probationary Officers assigned to special assignments shall be compensated at $50 per month as follows (The maximum is $100 per month):
- Accident Reconstruction Team
- Honor Guard
- Peer Support Team
- Police Technology Unit
- Police Bike Patrol
- Intoxilizer Operator
- Drone Unit
- Field Training Officer
- Longevity Pay: Begins at $8 per month of service after completion of 1 year for up to 20 years of service.
- 14 paid Holidays per year and 1 floating holiday
- 120 hours of paid sick leave up to 720 hours
- 80 hours to 160 hours of paid vacation
- Texas Municipal Retirement System
- 20-year Retirement
- 5-year vesting
- 2:1 Employer/Employee Match
- 7% Employee Contribution; City matches 14%
- 457B Voluntary Retirement Plan
- On-site workout facility
- Officer Wellness Program
- Employee Assistance Program
- Employee Life Insurance (City Paid). Additional Voluntary Life for Employee, Spouse and Children available)
- Medical and Dental Coverage
- Social Security
- Tuition Reimbursement Program
- Uniforms provided
- Quality of life is valued by the citizens of the City of Buda. We are proud to be one of the safest cities in the State of Texas and have tremendous support from the community.