Do you have a Passion to Protect and a Desire to Serve?
Lateral Opportunity in Iconic Las Vegas!
4-Day Work Week (10 hour shifts with a paid lunch break)
STARTING SALARY up to 7 years of experience:
Step 1 | one year of experience | $57,734 / per year |
Step 7 | seven years of experience | $73,051 / per year |
Top Pay | Step 13 | $92,434 / per year |
+ Nevada PERS Pension - Employer Paid Agency
+ No Social Security Deduction (6.2% stays in your check)
+ No State Income Tax
+ Shift Differential (Swing 4% Graves 6%)
+ Field Training Officer (FTO) Incentive Pay (10%)
+ Deferred Compensation Match up to $2,000 annually
+ 100% Paid Medical, Dental, Vision (50% paid for depends)
+ City covers initial issue of Uniform and Equipment.
+ Uniform Allowance $1,700 annually
+ 80 hours vacation (year 1)
+ 120 hours vacation (year 2)
+ 104 hours annual sick leave
+ 13 paid holidays
+ Tuition Reimbursement $5,250 annually
CAREER OPPORTUNITY
This LATERAL Deputy City Marshal recruitment is designed for certified peace officers with current or prior experience with a law enforcement agency in the performance of duties directly related to Category I Peace Officer standards. Service time must be within five years immediately preceding application with the City of Las Vegas.
Out-of-State Applicants
We have a process that only requires one trip into the area.
** Tattoo Policy **
Visible tattoos are allowed on the arms only. Tattoos on the hands and neck will be evaluated. Tattoos on the head and face are prohibited.
** Beard Grooming Policy **
Officers may grow a beard no longer than one-half inch.
Recruiter Contact Information
Ron Prewitt
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Chief Jason Potts
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A. TESTING PROCESS (Applicant Status)
TRAINING & EXPERIENCE EVALUATION (Eligible List Placement)
The test for placing candidates on the eligible list will consist of an application evaluation and scoring. It is essential that applications include detailed information regarding education, certifications, and experience. Applicants who pass this assessment will move forward to the department assessment process.
B. DEPARTMENT ASSESSMENT PROCESS (Candidate Status)
Candidates should expect a very competitive background and assessment process (with only a percentage of candidates moving forward at each step). Our lateral assessments DO NOT include a Physical Fitness Test.
Typical assessments include:
- Personal History Statement / Background Interview
- Polygraph
- Psychological Suitability Assessment
- Command Staff Interview
- Medical Fit-for-Duty Examination
- Drug Testing / Education & Experience Verification / Fingerprinting
1. Personal History Statement
Candidate information will be forwarded to the department Background Investigation Unit as they are placed on the list. An investigator will email each applicant a Personal History Statement with a deadline for submission. The background unit processes candidates as needed. It is normal to have a wait period of a few weeks before an investigator contacts you.
2. Polygraph Information
The polygraph is by invitation only. A polygraph, popularly referred to as a lie detector, measures and records several physiological indices such as blood pressure, pulse, respiration, and skin conductivity while the candidate is asked and answers a series of questions. If you are scheduled for a polygraph, you will be contacted by our Internal Affairs Division.
3. Psychological Suitability Assessment Information
The Psychological Suitability Assessment is by invitation only and begins with a written psychological assessment. The written assessment typically takes 4-5 hours to complete. Before leaving the test site applicants are scheduled for a 30 minute interview with the psychologist for some time that week. Every effort will be made to schedule the interview the day after the exam for out of state applicants. Applicants should prepare to be flexible with their calendar for the days following the written assessment to accommodate the interview.
4. Command Staff Interview
Candidates who are scheduled for the psychological suitability assessment will be invited to an in-person interview.
Candidate Communication
Email will be the primary communication method during the entire recruitment process. It is a good idea to check your emails regularly while you are active in the process, to include checking your spam or trash folders.