Backround investigation.

[Soon2BCHP]

Have those of you that turned in your PHQ in SoCal a few months ago heard from you BI at all?? Just kinda getting antsy. Thanks fellas.

[Soon2BCHP]

Anyone?

[nobody33]

Turned mine in in Oct- nothing yet. When did you turn yours in?

[redhead]

check your PM.

[gofly]

I tested in Southern as well. Turned in my PHS in Sept, 2005 and had one call from a BI, then nothing else.

It seems like the other divisions are moving along a little quicker, but I'd really like to hear the status of all the other Southern people. I'm just hoping we don't get "lapped" by the people who tested after us.:shock:

good luck...be safe

[shadow630]

I've gotten two calls from my BI and in the second one he said he'd set up an appointment with me sometime in march. Still haven't heard back yet though.

[gofly]

shadow, are you testing/doing the background in border or southern? when was your initial test date?

good luck...be safe

[shadow630]

border division. I'd already taken the written a couple years ago so I went to the physical abilities test back in september I think

[cacop]

You guys have been in the background since september and october? Holy smokes! Is this normal?

I'm sure it has something to do with the amount of applicants, but 6 months is a long time to do a background. When I did my background for my PD, the background guy was retired CHP and he said you could have a background done in 2-4 weeks tops as long as the people and places you need to contact contact you back.

My PD background took all of about 3 weeks and I have been in the military, lived in 8 different places, been to 4 different colleges and universities, originally from the midwest, and don't have a spotless driving or criminal background (never convicted of anything, but sure have been arrested).

The only thing I could think of is maybe your QAP scores. Did you guys score 95 or above (veteran points)?

Just seems like a long time fellas for an agency that is reported to be hurting for bodies the way the CHP is.

Stay positive though, your time will come.

[undertow999]

Have those of you that turned in your PHQ in SoCal a few months ago heard from you BI at all?? Just kinda getting antsy. Thanks fellas.

Just be patient, I am sure everything is alright. MyBI told me that in his office, there are only 2 BI, including himself, so they are short-handed and it is taking a while for alot of the Border Div. applicants to get through backgrounds. Keep your head up and dont worry yourself so much. You can always call the division office and chekc to make sure they have all your paper work if it will make you feel better, thats what I did.

[shadow630]

I scored a 95 at my QAP. I think undertow is right. I also heard that the BI's in southern and border division are really backed up. I'm not really concerned because I've spoken to my investigator twice but have yet to have my initial interview. He told me the first time I spoke with him to be patient because it might be a while before he could get to me. I'm sure once the actual background investigation is started it wont take this long. Its the waiting to start part that is taking a while.

[ayce]

you are right truth is my BI told me that the CHP is not hurting for people at all. I myself am applying now with another department that has a quicker hiring process. Since I waited for more than 1 year for my initial only to be dq two weeks later for an omission about a previous job. So now I'm applying for expedited processing with other deparments.
You guys have been in the background since september and october? Holy smokes! Is this normal?

I'm sure it has something to do with the amount of applicants, but 6 months is a long time to do a background. When I did my background for my PD, the background guy was retired CHP and he said you could have a background done in 2-4 weeks tops as long as the people and places you need to contact contact you back.

My PD background took all of about 3 weeks and I have been in the military, lived in 8 different places, been to 4 different colleges and universities, originally from the midwest, and don't have a spotless driving or criminal background (never convicted of anything, but sure have been arrested).

The only thing I could think of is maybe your QAP scores. Did you guys score 95 or above (veteran points)?

Just seems like a long time fellas for an agency that is reported to be hurting for bodies the way the CHP is.

Stay positive though, your time will come.

[gofly]

Well, I scored 95 as well, have never been arrested and would be more than willing to discuss any possible issues with my BI. I just want the chance to have the initial interview and really get the process started. It is kind of frustrating to just wait and wait. But I'm getting good at it.:cool:

But someone help me with this question, please. Is the CHP in need of more officers? Do they have the funding for them? Does the department want to put more officers on the streets? Do they want to run 90 or more in their academy classes?

I have read in many sources that the CHP NEEDS more officers (to keep up with number of citizens in CA, to fill offices, to keep up with attrition and retirement, etc.) and I know that law enforcement agencies are competing for a smaller and smaller pool of qualified applicants. But making applicants wait 6 months (or more) for an inital interview or only having 2 background investigators in a division (these things are probably related) is not the way to go about obtaining the best candidates.

It also seems to me that if the most recent academy class only started with 75 (down from the previous class of 90, and the suggestion that they wanted classes of 120) then the CHP is not meeting its hiring goals. This will have effects on the department down the line when many more officers are leaving than are starting. There are ways to fix the problem.

And maybe some will say that "this is the process, if you don't like it, leave..." While that is very true and an option, I feel (and know) that many of us have excellent credentials and life experiences that would make us an asset to the department and the state, not just a body to work the road. It seems to me that the department should be looking for the best men and women possible, not just whoever can wait around the longest.

thanks for letting me vent.

good luck...be safe

[pupdog]

Same here...95, no arrests, goody two shoes, all that. Besides wanting the job very badly, I feel like I cannot put certain things behind me until backgrounds are done. I mean...people think I'm bitter about that nasty guy I wasted 3 years working for. I'm seriously over it, but I can't really put it behind me until backgrounds are done, know what I mean:cool: ?

Yes, they're hurting for officers, but I'm glad you reminded us all that need and funding are two very different things. If a division only has 2 BIs and applicants are waiting an eternity, IMO it's because they need officers SO BAD that they really can't afford to take more off patrol to process the backgrounds. For them, getting the job done relies on people getting back to them. We all know how that can be! Ay carumba!

A smaller number in the class than thy originally set out for tells me that the department I'm applying to refuses to lower their standards NO MATTER WHAT! This gives me lots of confidence that I'm applying to the right place!

[cal911gal]

For those antsy about their background, the best advice I can offer is: continue being patient. The Commissioner recently stated he was pushing for something like 240 new officer positions. This is in addition to the couple hundred vacant positions. The BI who said "we don't really need any officers" needs his head examined.......

In my division, which is one of the least population dense in the state, we only have a few BI's doing backgrounds on all new hires. Not just officer candidates, but dispatchers, clerks, CVIS, etc. Our BI's are backed up on cases like you wouldn't believe. They recently brought in two more BI's on a year long assignment to help - because the department is trying to fill academy classes asap.

I cannot imagine the workload and backlog BI's down in Southern Division are under. Just ride it out guys (or gals), you'll get the calls soon I am sure.

Good luck!

[x MAIT]

FYI. I worked Southern Division Backgrounds and the case load was tremendous. The supervision keeps track of how long cases have been in the process, so you don't need to worry about being passed by someone who tested after you. Just hang in there. Yes, other departments are hiring, but I have no doubt that you will always be thinking "what if" when you see a CHP motor or car pass you if you drop out of the process.

Good Luck to all of you!

When I was visiting Southern last week, I heard that they are going to have a class in the 180's soon.

ps. Pushups, situps, pullups, leglifts, run, run, run, ................:badgrin:

[ayce]

Yes I can understand that funding is a big issue, my BI was one of the only do doing all of Border Division. He stated that the budget was tight hence the CHP wasn't recruiting that many officers. Since I had brought up the point that many departments were really hurting for people. Hence 2 weeks later I was DQ'ed for an omission regarding if I had failed to make a probationary peroid for job. Something I regretfully overlooked, but the quikness of the DQ shows how fast they want to get through people. I didn't even make it to the CVSA. I would love to reapply but with a wait like that I am moving to the LAX airport police or even LAPD, since I qualified for expedited testing with either one. Even though the CHP is my first choice perhaps in the future when the Governor reconizes the need for more CHP officers I'll be able to come on board, without waiting so long. For now my adivice to all applicants is have your things in order when you are finally contaced. Make sure you remember and disclose everything so when you do get your shot you dont mess up like I did.

For those antsy about their background, the best advice I can offer is: continue being patient. The Commissioner recently stated he was pushing for something like 240 new officer positions. This is in addition to the couple hundred vacant positions. The BI who said "we don't really need any officers" needs his head examined.......

In my division, which is one of the least population dense in the state, we only have a few BI's doing backgrounds on all new hires. Not just officer candidates, but dispatchers, clerks, CVIS, etc. Our BI's are backed up on cases like you wouldn't believe. They recently brought in two more BI's on a year long assignment to help - because the department is trying to fill academy classes asap.

I cannot imagine the workload and backlog BI's down in Southern Division are under. Just ride it out guys (or gals), you'll get the calls soon I am sure.

Good luck!

[gofly]

thanks for the encouragement everyone. but still i sit and wait by the phone, afraid to go outside anymore for the chance that I might miss the call...:rolleyes: oh yeah, the BI has my cell number as well...

there is absolutely no disrespect intended in the following statements, to the department or pupdog, just a different viewpoint. My opinion on the low number in the current academy class is not due to the department standards but to the possibility of other factors. It COULD be due to not enough people COMPLETING the background investigations (due to the lack of BI's available to perform them), it could be due to the fact that the some qualified applicants are being taken by other departments or careers that hire them with less waiting times, higher pay and/or better benefits, it could also be due to the fact that maybe 90+ qualified candidates were invited to come to the academy but several had to defer due to the lack of time between the invitation and the academy start date. All of these situations, in my opinion, are factors that need to be addressed and fixed by the department in order to lessen the chance of problems in the future.

in the past month the CHP has asked officers what can be done to improve officer safety on the job. i'd like to use this forum to brainstorm to see what you feel can be done to improve the hiring process for the CHP. the opinions and suggestions do not have to be right and probably will never be implemented, but it would be nice to see what everyone else thinks.

good luck...be safe

[Chippy'swife]

gofly-
I too mean no disrespect and I never post here, but as the wife of a BI, I have to stick up for them. He as well as the rest of the investigators across the state have been working like CRAZY to complete cases. All I can say is that the CHP has really high standards and they are very thorough in their reports. I don't see the point of brainstorming ways to improve the process from the outside looking in. I hope that doesn't sound rude, but be patient, get hired, get some time on the job, start promoting, and then, maybe you can try to change the process from the inside. Ask any officer how long they waited to get into the academy and more than likely you'll hear well over one year and sometimes up to two. I know I sound a little protective, but I know firsthand just how hard he works to get people through the backgrounds process. Just be patient....good things come to those who wait.

[SuperTrooper]

there is absolutely no disrespect intended in the following statements, to the department or pupdog, just a different viewpoint. My opinion on the low number in the current academy class is not due to the department standards but to the possibility of other factors. It COULD be due to not enough people COMPLETING the background investigations (due to the lack of BI's available to perform them), it could be due to the fact that the some qualified applicants are being taken by other departments or careers that hire them with less waiting times, higher pay and/or better benefits, it could also be due to the fact that maybe 90+ qualified candidates were invited to come to the academy but several had to defer due to the lack of time between the invitation and the academy start date. All of these situations, in my opinion, are factors that need to be addressed and fixed by the department in order to lessen the chance of problems in the future.


Agreed.

Again, I don't mean any disrespect to ANYONE on this forum, but I think the hiring process is a broken system. As stated on another thread by Horatio, the CHP can't even keep up with attrition, thus undermining the objective to appoint more officers to new positions. I believe they should temporarily assign more officers to background investigation duty, as well as other personnel to work support positions on applicant case loads, to speed up the process. The problem will fix itself in a rather short period of time when the department will meet its projected goals in regard to getting more uniformed officers on the street.

[Kojak]

gofly,

I both disagree and agree with your reasons for small academy classes. I agree because the reasons you listed certainly have an impact on the CTC sizes to some degree. I disagree because I think the biggest determinant of class sizes is the set of standards that applicants are held to. I don't have any figures to substantiate my position but from what I have gleaned from credible sources (i.e. CHP recruitment personnel, BIs, officers) most applicants leave the process because they do not qualify, not because they were picked up by other departments that have a shorter hiring process, have better compensation or that give more notice of their intention to hire. A lot of people fail the written, a lot of people don't get a competitive QAP score, and of course a lot of people get DQ'd in backgrounds. If you are qualified and prepared, you will pass these tests. I know many have said this before but the way to increase class sizes is to get more qualified people to apply. A qualified applicant will get an academy invitation; a qualified cadet will be offered a career as an officer, period. Another major factor affecting class sizes is the war. Yes, this decreases the pool for LEs in general but the CHP is particularly attractive to veterans and employs more veterans than other LE agencies. And, the best way to speed up the process is for applicants to stop showing up unprepared.

Having said all that, I too would like the process to be shorter but the fact is that the CHP is upfront with potential candidates about the time and difficulty associated with its hiring process. While there are always improvements that can be made, keep in mind that the CHP is a very large LE agency and the process is just about as streamlined as it can get. Also, the recruitment personnel strive for applicant success not failure, they want us to succeed just as much as we do and are working as fast as they can. Furthermore, part of the CHPs hiring process is the dominion of the SPB which operates on its own schedule which may or may not coincide with that of the department.

I know this has been said before too but, BE PATIENT. I know, easier said than done. Who wouldn?t be impatient waiting to get an opportunity to have the best career in the world? When I start feeling impatient or anxious about the next test I try to redirect that energy into preparing for what I am so impatiently waiting for. It's no coincidence that all people "in the know" on this forum and within the department tell us to prepare, prepare, prepare. This preparation encompasses PT, academic skills and your ability to accurately recall and relate your personal history. Ask yourself, are you as prepared as you can be for the next step in the process? If yes, then great, maintain that level of preparedness and you'll be ready when you get the call. If the answer is no (like it is for most of us) then be thankful that you have the opportunity to further prepare yourself for the next phase. I see that you scored well on your QAP and are awaiting your initial, congratulations, that is not easy to do. Now, aren't you glad you're not waiting to take the written? Remember how you couldn't wait to get to the PAT? In hindsight the wait doesn't seem so bad, right? This whole process will seem the same way someday.

The longer we wait, the better we (should) get. Remember, the best way to effect external changes are with internal ones. Keep on improving yourself and your dreams will come to fruition sooner than you think.

[Fire1]

As stated in the CTC 1-06 topic, 6 cadets dropped the first week. Why were they not prepared? Any number of reasons, but as mentioned on in that post, 90% of the cadets were not able to keep up with the PT staff the first day. There is a serious problem when people know for a year or more that they are in the hiring process and some may even have their letters of acceptance months before the class starts, and still they are not prepared enough. Sure we can gripe and complain about how long things take, but it seems that for most people, even all the time in the world is not long enough to prepare themselves for the job. Those are 6 cadets who some poor investigator spent hours upon hours working with, trying their best to get them ready. And what happened? There are now 6 positions that will remain unfilled until who knows when. Yes, I wish the SPB would hurry up and get my psych oral over with. But then I think, would I have been ready for march 6th class? I will never know, but I know that I will give my all in training for this next one so that I will not one of those next 6.

[TheForceCHP]

well i got my call from my BI investigator today!!!

i turned in my PHS on Feb 23 so it has only been less then three weeks from then. i will be having my initial interview tomorrow and hopefully all will go well.

Let me say why i was called so quickly. My PHS is very basic and the investigator will not have much work on their hands. To those who have been waiting a long time this is probably one of the main reasons. I am lucky that mine will be easy, but i also understand that not everybody will have this opportunity.

Good luck tomorrow and i will post after my initial to let you know how it went

[redhead]

well i got my call from my BI investigator today!!!As it has been said before, May the force be with you. :smile:

[SuperTrooper]

Let me say why i was called so quickly. My PHS is very basic and the investigator will not have much work on their hands. To those who have been waiting a long time this is probably one of the main reasons. I am lucky that mine will be easy, but i also understand that not everybody will have this opportunity.

Ditto. Hope I get called soon too. :smile:

[gofly]

thanks for all the responses.

never once did I say (or imply) that it was the BI fault or problem that the process (mine in particular) was so slow. sorry if you read it that way. I meant to say that it seemed like a procedural problem. I know the BI's are overloaded with cases. I know some divisions only have 2 BI's for their whole territory. That is the problem, not with how much work the BI's are doing but how much work they HAVE to do.

I was trying to pose a question, in an open forum, about how to fix something that seems to be a problem. It doesn't hurt (and probably won't help) if we come up with ideas, both good and bad, as how to deal with this situation. The benefits could be more qualified candidates, more people invited and showing up to the academy, and more officers ending up on the road and working to help the citizens of California. All of those seem like good things to me. So my one thought on this topic: what about the privitization of some parts of the background investigation? I know initially some will completely dismiss the idea, but I'd like to hear reasons for your feelings. (Not just: that's the way it's always been done.) I mean still have the CHP officers over see the entire process, but do ALL aspects of the investigation need to be done by an officer? Certainly some of the work (calling references, going to places of work, checking on marriage certs and banking documents) can be done by a non sworn officer. This would not only free up a sworn officer for other duties, but the person doing the research could probably be paid much less than an officers salary. Just a thought, I'd like to know what you think. (It is ok to think and ponder different questions with other people.) Any other suggestions would be interesting as well.


Congrats TheForce!! I hope everything goes smoothly for you the rest of the way as well. As I remember from previous posts, you are pretty young, right? Like early 20's? Could that really be a reason for the quick turnaround in the beginning of the process? I mean, I'm um...older, but both backgrounds still have to go back 7 years. And I don't think the BI's start sending letters or calling references until after the initial interview so I'm not sure as to why you got your call so quickly. But that's cool, I really do wish you the best. I know mine will come when the time is right. It's mostly about timing anyway.
:rolleyes: :rolleyes:

good luck...be safe

[TheForceCHP]

thanks guys!!!

gofly
i will be 22 in another month. the reason that i say mine is simple is because i have lived in the same house for the last 19 years, only had 3 jobs, and only 2 credit cards ever. it sounds like my BI is going to work on mine when they need a break from some of the harder ones and since i probably don't want the May class because of school they are not going to rush mine at all. either way the phone call and initial are nice. i can only imagine how hard it is for those who have waited months for the initial, i only hope they call you all soon.

GOOD luck to EVERYBODY:!:

[dw]

Again, I don't mean any disrespect to ANYONE on this forum, but I think the hiring process is a broken system. As stated on another thread by Horatio, the CHP can't even keep up with attrition, thus undermining the objective to appoint more officers to new positions. I believe they should temporarily assign more officers to background investigation duty, as well as other personnel to work support positions on applicant case loads, to speed up the process. The problem will fix itself in a rather short period of time when the department will meet its projected goals in regard to getting more uniformed officers on the street.

I completely disagree the hiring process is a broken system. This is a system that must take 12,000+ applicants a year and select the approximately 400 most qualified to move on. Moreover, we do so giving everyone an equal and fair chance. It is easy for agencies who just decide they don't want you and wait until you go away or expire form the list. Or disqualify you from backgrounds without confronting you and/or providing any factual reason. We don't do that. We give everyone a fair chance and that takes time.

Your solution to assign more Officers to background investigation and wait for change is not feasible. There are many steps in the hiring process besides backgrounds. We're back to quarterly testing and giving written, PAT and written psychological tests about as frequently as possible. Yes, there may be a backup in backgrounds, but there is also a backup in medical and psych. Hypothetically, if we get 300 star applicants that sail through the process unrestricted, then there will be a backup ( "the shelf" ) waiting to go into the Academy. Historically, we have had a shelf and that has been where some of the waiting took place. Post-freeze, we have yet to catch up. There are a lot of reasons we have not caught up and many possible causes have been speculated here. It is not any single factor. It is hard to recruit for all law enforcement agencies right now, not just us.

I also disagree with the use of nonuniformed personnel doing background investigations. It is common for other agencies to have nonuniformed and even contract workers conduct background investigations. I can't imagine that. The hiring of police officers can be a huge liability to the Department, the public, and other officers, if mishandled. No offense to our nonuniform colleagues, but how can someone who has not yet met the test to be an officer decide if someone else should become an officer? At some point in the background investigation, a question needs to be asked by the investigator: Would I want to put my life in this person's hands? That can only be answered by another officer.

[AceRock]

thanks guys!!!

gofly
i will be 22 in another month. the reason that i say mine is simple is because i have lived in the same house for the last 19 years, only had 3 jobs, and only 2 credit cards ever. it sounds like my BI is going to work on mine when they need a break from some of the harder ones and since i probably don't want the May class because of school they are not going to rush mine at all. either way the phone call and initial are nice. i can only imagine how hard it is for those who have waited months for the initial, i only hope they call you all soon.

GOOD luck to EVERYBODY:!:

We are in the same group of candidates I assume. I turned in my PHS feb 28th. Mine is fairly simple too. 3 jobs my whole life and I have lived in the same house since day 1. I know the letters to my references have already been mailed out and I am just waiting for a phone call. I am assuming that the reason I have not received a phone call yet is because I turned my PHS in several days after you did. Hopefully I prove myself right. Best of luck to you and keep us posted! The only document I need to get is the social security work history report. Sounds like I better go and get it quick.

[TheForceCHP]

everything went great today. the BI was here for about six hours, though i have to say that we did a lot of talking. it is a lot of filling out the same type of questions over and over again.




Acerock
it also had a lot to do with luck. she needed a break from a really hard one and i was in the pile.

[ayce]

I totally agree, and can understand the slow down in the process, even though I am applying with another department, i have decided to reapply with the CHP, and do things right this time in the process, I'll make sure I disclose everything. My desire to wear the uniform is too great to not reapply.


Again, I don't mean any disrespect to ANYONE on this forum, but I think the hiring process is a broken system. As stated on another thread by Horatio, the CHP can't even keep up with attrition, thus undermining the objective to appoint more officers to new positions. I believe they should temporarily assign more officers to background investigation duty, as well as other personnel to work support positions on applicant case loads, to speed up the process. The problem will fix itself in a rather short period of time when the department will meet its projected goals in regard to getting more uniformed officers on the street.

I completely disagree the hiring process is a broken system. This is a system that must take 12,000+ applicants a year and select the approximately 400 most qualified to move on. Moreover, we do so giving everyone an equal and fair chance. It is easy for agencies who just decide they don't want you and wait until you go away or expire form the list. Or disqualify you from backgrounds without confronting you and/or providing any factual reason. We don't do that. We give everyone a fair chance and that takes time.

Your solution to assign more Officers to background investigation and wait for change is not feasible. There are many steps in the hiring process besides backgrounds. We're back to quarterly testing and giving written, PAT and written psychological tests about as frequently as possible. Yes, there may be a backup in backgrounds, but there is also a backup in medical and psych. Hypothetically, if we get 300 star applicants that sail through the process unrestricted, then there will be a backup ( "the shelf" ) waiting to go into the Academy. Historically, we have had a shelf and that has been where some of the waiting took place. Post-freeze, we have yet to catch up. There are a lot of reasons we have not caught up and many possible causes have been speculated here. It is not any single factor. It is hard to recruit for all law enforcement agencies right now, not just us.

I also disagree with the use of nonuniformed personnel doing background investigations. It is common for other agencies to have nonuniformed and even contract workers conduct background investigations. I can't imagine that. The hiring of police officers can be a huge liability to the Department, the public, and other officers, if mishandled. No offense to our nonuniform colleagues, but how can someone who has not yet met the test to be an officer decide if someone else should become an officer? At some point in the background investigation, a question needs to be asked by the investigator: Would I want to put my life in this person's hands? That can only be answered by another officer.

[nobody33]

To update mine: My 95 score was effective Sep 25th. I got the first call since then this week to get the nessessary paperwork together for the initial interview. I'm apparently going for the longest hiring process ever. I was originally caught up in the freeze of 02. I didn't even realize I was still in the process and started processing with another department. I don't mind since I have a good job and in the meantime have pretty much finished up my BA. My recomendation for everyone is to not sit around "wasting your life" away while in the process, because it's going to be a long time, it's just the way it is.