Interested in joining the TSE Family?
Below you will learn about the hiring process for applicants and candidates interested in a career with TSE. The steps and processes are designed to identify those best qualified for positions with TSE, and to expedite processing for TSE’s hiring process, which occurs only on an as-needed basis.
The first step for an interested applicant is to submit their resume and a cover letter to email@example.com. While TSE and most other organizations appreciate a thorough resume and cover letter, TSE asks that the initial resume and cover letter not contain any sensitive Personally Identifiable Information.
TSE does not accept phone calls regarding the status of a resume submission, or inquire if TSE is hiring. While security and protective services are part of the full suite of contracted services and solutions provided by TSE; due to the operational nature and requirements of both this Agency and partnering organizations, TSE does not hire or employ security guards. As such, any individual disqualified from employment as a police officer, will be disqualified from employment by TSE.
TSE is an equal opportunity, and veteran friendly employer.
Submit Resume and Cover Letter. Initial onboarding documents including an application for employment shall only be provided after the receipt of a Resume and Cover Letter, which is screened for minimum qualifications.
Candidates meeting the minimum qualifications will be invited to complete initial onboarding documentation including a formal employment application; and may be invited to participate in a Written Examination. The most qualified applicants will be selected to continue to the next phase.
Candidates who are determined to be most qualified will be invited to participate in an initial Oral Interview. An interview board asks job-related questions designed to assess the applicant’s general knowledge, comprehension, and skills.
Candidates who successfully complete the Oral Interview will be provided a Background Questionnaire and be scheduled for a Second Interview.
A detailed and in-depth Background Investigation is performed to confirm information on the questionnaires, the employment application, present and past use of narcotics or drugs, and any previous job-related problems. A background investigator will collect fingerprints of the applicant for processing, contact employers, references, family members, neighbors, and others to assess the applicant’s character, access criminal background information, credit information, civil information, and a variety of other information to provide details about an applicant.
Upon successful completion of the Background Investigation, applicants will perform a battery of tests commonly referred to a Physical Agility Test (PAT). The PAT is administered to determine the applicant’s ability to perform necessary and critical job-related tasks and functions.
Applicants who successfully complete all necessary steps in the hiring process will be invited to participate in a Final Interview. Upon the applicant sucessfully completing the final interview, a contingent offer of employment will be provided to the applicant.
Applicants may be required to undergo various testing including, but not limited to: Medical, Substance/Drug, Psychological, Vision and Hearing, and other exams deemed necessary, or as required by law or policy.
If an applicant accepts a contigent offer of emplopyment, the new hire may begin his or her career as part of the TSE family. As a note: Applicants who lack appropriate and or required minimum training, certification, and or experience may be referred for training/certification at an accredited training institution (e.g. police academy.) POST, SPO, and PSO Academy graduates, as well as lateral police officers are assigned directly to Field Training Officers for their assignments.
Additional Information and Employment FAQ’s
The core mission of TSE is to deliver our All-Hazards Approach, solutions to mitigate loss of life and property, and enrich the lives of others as community and industry leaders. In doing so, we deliver unmatched mission critical services to various public and private sector partners. TSE personnel must demonstrate the highest level of integrity and professionalism, as well as the ability to exercise sound judgement and common sense. It’s equally vital TSE personnel have a foundational knowledge of criminal justice and public safety, as well as being self motivated, and team oriented.
Training, Education, Experience
Most criminal justice organizations and agencies (both public and private) place a high value on a college education. An AA is a good start. The choice of a major is not nearly as important as the college experience itself. TSE, as well as many other agencies consider relevant employment, including military service; a substitute for education.
A good history as a reliable employee is equally important. An indication of future performance is based on past actions. Having good references from current and former employers is very important. Having employment where one works directly with the public, utilizing critical thinking and interpersonal communication skills are of high value.
Physical fitness is an ongoing requirement of any agency. Police, public safety, protective services, probation, parole, etc. all require one to be in good physical condition. It’s not only a matter of safety for you, your team, the public, and others; but it may very well be the difference between life and death.
Law Enforcement Experience
Make an continuing effort to gain insights and knowledge relating to criminal justice, law enforcement, and public safety. Some make the choice to attend an accredited police academy to strengthen their chances of being hired. Others may apply to volunteer or part time positions such as a community service officer, police aide, and similar. The one thing these all have in common: they provide some experience and exposure to a criminal justice and or law enforcement environment.
Take a moment and understand that any poor decisions you make, especially as an adult, can jeopardize many aspects of your future – including employment opportunities. No one is perfect, however abuse of drugs or alcohol, poor judgement, theft, and dishonesty could end your future career before you even get to start it.
Training, Education, Experience
The P.O.S.T. Certificate
The P.O.S.T. Basic Certificate is the first level of professional police/peace officer training certificates. This is a requirement for most uniform positions with TSE. The POST may be referred to by a different name in some states (e.g. in Pennsylvania, POST is officially referred to as MPOETC.) In addition to the POST Certification, TSE may also honor PSO, DPS, P&P, Sheriff, and SPO certifications from recognized and accredited institutions.
You can obtain a Basic POST Certificate in two ways:
1. Seek employment with an agency that sponsors recruits through a POST basic police academy. TSE does not currently sponsor recruits.
2. Sponsor yourself through one of the POST basic police academies which accepts independent recruits. There are basic police academies operated by several community colleges and educational institutions throughout the Mid-Atlantic region.
How much training is involved for newly hired TSE Officers?
As a new hire, you will need to meet the required minimum training, which may range from no hours to 980 depending on previous training and current valid certifications. After completion of the minimum training, you may begin additional professional development training, which may range from 100 hours to 500. Continuing education hours are required annually, as well as annual and semi-annual recertification on numerous subjects.
Areas of study include legal studies, criminal justice studies, US Constitution studies, ethics related training, terrorism studies, weapons of mass destruction training, defensive tactics, verbal tactics, various lethal and less-lethal weapons systems, medical aid, hazardous materials, emergency management, firefighting, evacuation planning and coordination, community policing, investigation related training, crime scene training, radiological emergencies and incidents, incident command systems, report writing and communication, testifying in court, officer survival, and more.
Common Applicant Disqualification
Below is a list of the most common issues that may result in an applicants disqualification for any position with TSE. If you have a question regarding any of these matters, or items not listed, contact Captain Aaron Gillispie at 877-299-7710 x129.
Use of marijuana, hashish, or cocaine.
Use of LSD, heroin, barbiturates, or amphetamines.
Sale of marijuana, drugs, or narcotics.
Abuse of pharmaceutical drugs.
Knowingly remaining in place where narcotics were used.
Use of non-prescription steroids within the last 12 months.
Domestic violence conviction.
On probation or parole.
Conviction of any crime of moral turpitude.
Person prohibited from possessing a firearm.
Theft from any employer as an adult in excess of
$100.00 (property or cash).
Any act for which criminal prosecution would have resulted had the incident been reported.
Unable to obtain a valid drivers license.
Unable to obtain motor vehicle insurance.
Conviction of 4 or more moving violations within the last 7 years.
Revocation and or suspension of drivers license for
any violations within the past 7 years.
At fault in 3 traffic accidents within the last 7 years.
Withholding information from interview members,
Admissions to conduct unacceptable.
Falsification and/or omission of any data or information within documents, or statements.
Untruthfulness to the background investigator.
Non U.S. citizen, or resident alien granted legal
citizenship within the last 12 months.
Inability to communicate with a variety of types of
people as required.
Unfavorable work history (discipline, firing, attendance problems, etc.).
Signs of immaturity from background investigator.
Physically incapable of safely performing job duties
pursuant to ADA regulations.
This list and the information herein is not all inclusive. Other information or facts revealed or uncovered in the background investigation, or as provided by an applicant may also be sufficient to disqualify an applicant.