How to hire a police commissioner

How to hire a police commissioner, step by step

Here's a step-by-step police commissioner hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a police commissioner job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new police commissioner
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the police commissioner you need to hire. Certain police commissioner roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect police commissioner also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of police commissioners and their corresponding salaries.

   Type of Police Commissioner	Description	Hourly rate
   Police Commissioner	Top executives devise strategies and policies to ensure that an organization meets its goals. They plan, direct, and coordinate operational activities of companies and organizations.	$12-69
   Chief Operating Officer	A chief operating officer, also known as a COO, is a high-ranking official who oversees a company or organization's daily administrative and overall operations. They are typically the second in the chain of command, reporting directly to the company's chief executive officer, also known as a CEO... Show more	$38-110
   Chief Finance Officer	A chief financial officer is responsible for managing and reviewing the financial status of a company. Chief financial officers' duties include ensuring the accuracy of financial reports, monitoring the company's expenses and budget goals, providing recommendations to prevent financial loss and increase revenues, processing the company's tax obligations, and resolving financial disputes... Show more	$38-123

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patrol
   • Law Enforcement

   Responsibilities:

   • Manage the team Facebook page, email and Insta-gram.
   • Prepare, submit and maintain the police division's annual budget.
   • Advise refugees housing, financial settlements and relocation within allot budget.
   • Present lectures, seminars and workshops on Police/law subjects and articles.
   • Create PowerPoint presentations for department meetings.

3. Make a budget

   Including a salary range in your police commissioner job description is a great way to entice the best and brightest candidates. A police commissioner salary can vary based on several factors:

   • Location. For example, police commissioners' average salary in arkansas is 65% less than in new jersey.
   • Seniority. Entry-level police commissioners earn 82% less than senior-level police commissioners.
   • Certifications. A police commissioner with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a police commissioner's salary.

   Average police commissioner salary

   $61,285yearly

   $29.46 hourly rate

   ---

   Entry-level police commissioner salary

   $26,000 yearly salary

   Updated December 16, 2025

4. Writing a police commissioner job description

   A police commissioner job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a police commissioner job description:

   Police commissioner job description example

   Allied Universal , North America's leading security and facility services company, provides rewarding careers that give you a sense of purpose. While working in a dynamic, diverse and inclusive workplace, you will be part of a team that fuels a culture that will reflect in our communities and customers we serve. We offer medical, dental and vision coverage, life insurance, 401K, employee assistance programs, company discounts, perks and more for all full-time positions!
   Sworn Police Officer $25.00
   
   Allied Universal is seeking the position of a Special Police Officer For all full-time positions, we offer medical, dental and vision coverage, life insurance, 401K, (in states where required), employee assistance programs, company discounts, perks and more! We also offer part-time and flexible schedules!
   
   The position of a Special Police Officer is for private police contracting. A Special Police Officer has skills that meet all state training requirements and who have completed additional specialized training. Education and certification of a Special Police Officer includes specialized law enforcement training approved by the state.
   
   Allied Universal is currently looking in Charlotte NC and the surrounding area for experienced Sworn Police Officers, hourly wages starting at $25.00 per hour.
   
   We are looking for highly motivated applicants that have the education and skills that meet all state training requirements mandated by the North Carolina Justice Academy. Candidates who can meet these requirements and have the drive and passion to build a lasting career in law enforcement will find that this agency provides the tactical resources, skills, care, and partnerships necessary for personal and professional growth. Allied Universal Special Police offer multiple contracts across the state with job security and the ability to experience different aspects of policing.
   
   Currently employed Allied Universal Police Officers and Security Professionals could earn up to $500 for the hired referral of a licensed armed Police Officer! Resource for current AUS employees- *aus.com/referrals *
   
   All Candidates must meet the following to be considered.
   
   * Be at least 21 years of age with high school diploma or equivalent
   * Must possess or can obtain a state driver's license, as well as be a US citizen for the state which you are applying
   * Possess effective written and oral communication and interpersonal skills with ability to deal with all levels of personnel and the public in a professional and effective manner
   * Must be certified (sworn) as a police officer, have a BLET Certificate, or a state Law Enforcement Certification to be considered.
   * As a condition of employment, employee must successfully complete a background investigation and a drug screen in accordance with all federal, state, and local law
   * Must submit to a SBI polygraph if you are still in a probationary status.
   * You must have an *_honorable discharge *_from the military (if applicable)
   * Display exceptional customer service and communication skills
   * Have intermediate computer skills to operate innovative, wireless technology at client specific sites
   * Ability to handle crisis situations by using state authorized De-escalation tactics at the client's site.
   * Perform all State and local general law enforcement duties; Including patrolling contracted property, conducting building and room searches, issue state citations, conduct investigations, respond to medical calls, preserve all evidence, and make arrest.
   
   JOB REQUIREMENTS
   
   * Age: 21
   * Education: High School
   * Experience: BLET
   
   Allied Universal is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race/ethnicity, age, color, religion, sex, sexual orientation, gender identity, national origin, genetic information, disability, protected veteran status or relationship/association with a protected veteran, or any other basis or characteristic protected by law. For more information: www.aus.com
   
   If you have any questions regarding Equal Employment Opportunity, Affirmative Action, Diversity and Inclusion, have difficulty using the online system and require an alternate method to apply, or require an accommodation at any time during the recruitment and/or employment process, please contact our local Human Resources department. To find an office near you, please visit: www.aus.com/offices.

   Copy this example

   

5. Post your job

   To find the right police commissioner for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with police commissioners they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit police commissioners who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your police commissioner job on Zippia to find and recruit police commissioner candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit police commissioners, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new police commissioner

   Once you've found the police commissioner candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new police commissioner. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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