A: While on-duty or representing the Carson City Sheriff's Office in any official capacity, no member shall display any offensive tattoos, body art, or branding. Examples of offensive tattoos include but are not limited to those that are or can be perceived to exhibit or advocate discrimination; those that exhibit gang, racist, supremacist, or extremist group affiliation; those that depict or promote drug use, criminal, sexist, indecent or sexually explicit acts, or obscene material. Visible tattoos are permitted for on-duty sworn personnel wearing Sheriff's Office uniform or insignia, so long as they are not visible on the head, face, or neck when wearing a crew neck t shirt or polo shirt without a t-shirt. Additionally, tattoos shall not be visible on the hands below the wrist line of a long sleeve uniform or dress shirt. (Exception: no more than two ring tattoos may be visible on the fingers.) Sworn officers must wear clothing covering all tattoos when providing planned presentations to the public or appearing in court or at hearings.

A: NAC 289.110 Minimum standards for appointment. (NRS 289.510)

     1. No person may be appointed to perform the duties of a peace officer unless he or she:

     (a) Has undergone a complete and documented investigation of his or her background which verifies that the person has good moral character and meets the minimum standards established by the Commission;

     (b) Is a citizen of the United States;

     (c) Is at least 21 years of age at the time of the appointment;

     (d) Has:

          (1) Graduated from high school;

          (2) Passed the General Educational Development Test or another high school equivalency assessment approved by the State Board of Education; or

          (3) Passed a high school equivalency assessment approved by an appropriate authority in another state; and

     (e) Has undergone a medical examination performed by a licensed physician who confirms in writing that no physical condition exists which would adversely affect his or her performance of the duties of a peace officer. The employing agency shall inform the examining physician of the specific functions required by the position to be filled.

     2. The investigation of the background of a person required pursuant to subsection 1 must include, without limitation:

     (a) An investigation of the current and past employment history of the person, including, without limitation, an examination of the duties that have been assigned to the person and any performance evaluations of the person;

     (b) An inquiry into the criminal history of the person in the State of Nevada and in any other state where the person is known to have resided, which must include, without limitation, any warrants issued for the person and the submission of the person’s fingerprints to the Central Repository for Nevada Records of Criminal History for submission to the Federal Bureau of Investigation for its report;

     (c) An inquiry to the Department of Motor Vehicles and the appropriate entity in each other state in which the person is known to have resided regarding any driver’s licenses the person has held and the driving record of the person;

     (d) A financial history of the person;

     (e) The educational background of the person;

     (f) The history of any military service of the person;

     (g) A history of each physical address where the person has resided;

     (h) A drug screening test;

     (i) A psychological evaluation; and

     (j) The use of a lie detector as defined in NRS 613.440 for a peace officer being appointed as a category I, category II or reserve peace officer.

     3. The investigation of the background of a person required pursuant to subsection 1 may include the use of a lie detector as defined in NRS 613.440 for a peace officer being appointed as a category III peace officer.

     4. A person may not be appointed to perform the duties of a peace officer if he or she has:

     (a) Been convicted of a felony in this State or of any offense which would be a felony if committed in this State;

     (b) Been convicted of an offense involving moral turpitude or the unlawful use, sale or possession of a controlled substance;

     (c) A documented history of physical violence; or

     (d) Resigned in lieu of termination or been terminated from any civil service employment for substantiated misconduct involving dishonesty, and has not been reinstated as a result of a judicial action or any available appeal or remedy relating to the resignation or termination, including, without limitation, any civil service appeal, direct administrative appeal or collective bargaining remedy. For purposes of this paragraph, “dishonesty” includes untruthfulness, deception, misrepresentation, falsification, and dishonesty by admission or omission.

A: Deputy Testing is a full one-day process. You will begin with the Category I POST Physical Readiness Test (PRT). If you pass,  you are moved to a panel interview, then directly to your written exam. Candidates are contacted within 5 business days after their scheduled testing date and are notified if they are selected for a background.

A: Applicants must pass all components of the PRT to continue to the next phase of testing, the panel interview and written assessment. To successfully pass the PRT, applicants must complete the following components:

• Vertical Jump 14 inches reach
• Agility Run in 19.5 seconds
• 30 Sit-Ups in a minute
• 23 Push-Ups untimed
• Complete a 300 meter run in 68 seconds or less
• Complete a 1.5 mile run in 16:57 minutes or less

Failure to complete any component of the PRT will result in automatic disqualification and will end the applicants hiring process. Applicants will be able to reapply in the next exam cycle.

A: Applicants who are unable to attend the scheduled Deputy testing date should notify their recruiter immediately and asked to be scheduled for a future date. Your name may be taken off the recruiter’s list; however, there is no way to remove you from the system. Applicants who do not attend the scheduled Deputy Testing will be marked as a no show (this does not affect an applicant negatively through the remainder of the process).

A: YES! Laterals must still meet the legal requirements for appointment, but compensation consideration and contractual benefits may be available for POST certified/reciprocal applicants.  

A: No, if you qualify to complete reciprocity. For more information on eligibility please visit Reciprocity (nv.gov)

A: All violations are considered with regard to severity, recency, and frequency.

A: A misdemeanor conviction, unlike a felony conviction, may not be a disqualifying factor in the application process. As with traffic violations, severity, recency, frequency, and specific circumstances will be evaluated to determine your qualifications.

A:  Delay in the candidate supplying the required information or documents.