Calibre Press Webinar Recap: Are Lowering Police Hiring Standards the Right Move?

Recently, Vector Solutions sponsored a Calibre Press webinar where seasoned law enforcement professionals tackled a pressing issue facing agencies across the country: Should hiring standards for police officers be lowered?

Chief Liam Duggan of Prior Lake, MN along with Chief Steven Johnson of Fairview Heights, IL and Deputy Chief Cyndy Velazquez joined Lt. Jim Glennon (ret.) to speak about many departments reevaluation of long-standing requirements related to education, appearance, fitness, drug use, and even criminal backgrounds. This webinar offered an unfiltered look into the pros and cons of adjusting these standards and what it might mean for the future of law enforcement.

College Degrees

Many years ago, possessing a college degree was viewed as a clear indicator of intelligence and professionalism. Today, however, the consensus is shifting. The webinar panelists noted that a degree no longer necessarily signals superior critical thinking skills or leadership potential.

As Chief Duggan pointed out, “A degree does not equate to maturity, knowledge or decision making.” Instead, Duggan believes that the real judgement for these traits should be identified in the hiring process.

That said, education is still encouraged. Chief Johnson pointed out “In our department, we are pushing officers more to go back to school. In fact, we pay for all of it if they go.”

While a college degree might not be mandatory in most agencies, officers with higher education backgrounds often bring valuable skills to the table. While agencies continue to recommend pursuing higher education, they are increasingly opening themselves up to other candidates who demonstrate competency through experience, work ethic, and maturity instead of just academic achievement.

Tattoos

Historically, tattoos were prohibited for law enforcement officers, who were expected to maintain a clean-cut, “neutral” appearance. However, times are changing, and most agencies now allow tattoos, provided they meet certain criteria. Typically, tattoos are not allowed to cover the hands, neck, or face, and must be appropriate in content. Additionally, tattoos are restricted for officers who wish to work undercover as they can be easily identified by their tattoos.

Chief Johnson noted that tattoos can even benefit officers by building rapport with the public. Many officers have military backgrounds and have tattoos representing their service. These tattoos can become conversation starters, helping bridge gaps between officers and members of the communities they serve.

Today, agencies maintain discretion over what tattoos are permissible, ensuring that professional standards are upheld.

Facial Hair

Facial hair is another example of a national restriction that has since been relaxed. Today, most agencies allow facial hair, provided it is well-groomed. Chief Johnson noted that his department even runs an annual fundraiser allowing officers to grow facial hair for four months under certain restrictions.

Meanwhile, Deputy Chief Velazques noted that some recruits even base their agency selection on facial hair and tattoo policies, viewing the ability to maintain facial hair as a quality-of-life benefit.

Piercings and Nail Polish

The national standard for piercings in law enforcement has largely remained the same as piercings still present safety concerns, particularly during physical altercations. As a result, while small ear studs are typically allowed, more extensive piercings—like tongue rings or gauges—are prohibited. Agencies seek a balance between allowing individual expression and minimizing physical risks.

As for nail polish, neutrality is the key. Officers are permitted to wear polish, but it must be in neutral tones to maintain a professional appearance.

Physical Fitness

Perhaps the most contentious issue discussed was physical fitness. Deputy Chief Velazques revealed that her department lowered its fitness standards in 2024 and is planning to implement gender- and age-neutral testing in the coming years. She expressed strong concerns about this trend, emphasizing that high physical fitness standards are required for the job.

“In the year that they’ve lowered the standards, we’re getting more injuries,” Velazques stated. “Candidates are not as prepared to sustain training. There’s no stamina, no grit, there’s little resilience.” Velazques believes that the lowered standards only prolong an inevitable dismissal from the academy.

Chief Duggan noted that lower fitness standards increase the risk of injury, leading to more worker’s compensation claims. Physical fitness is required to do things that officers may have to keep themselves and the public safe such as scaling walls, navigating obstacles, and lifting heavy debris.

Drug Use

Although marijuana is now legal in many states, most police departments still disqualify candidates who use it, and drug use remains a major barrier to recruitment due to the increasing number of candidates who use it.

Deputy Chief Velazques highlighted another concerning trend: the growing number of candidates with histories of unauthorized prescription drug use, particularly Adderall. To combat this, agencies are focusing on creating awareness within the community, especially younger age groups youth centers, they aim to educate young people about the importance of maintaining a clean record if they are considering a future in law enforcement or any other similar profession.

Criminal Records

In the past, a criminal record was often an automatic disqualification from law enforcement candidacy. However, some agencies today will still consider taking in candidates with a criminal record depending on the amount of time since and the nature of the offense. Some misdemeanors and even DUIs no longer automatically disqualify applicants. In fact, Glennon shared an instance where an officer received a DUI while employed and was retained by the agency.

Still, violence-related offenses remain a firm line. Candidates with violent crimes on their records are not considered eligible, reinforcing the profession’s commitment to public safety.

Chief Johnson believes that the softening tolerance on crime is frustrating.

Writing and Communication Skills

With the rise of social media, texting, and AI technologies, many candidates struggle with traditional communication skills. Report writing, once a basic expectation, is now a stumbling block for many recruits.

Agencies are combating this by restricting cell phone use during academies, hoping to rebuild foundational communication skills. Effective written and verbal communication remains an essential skill for officers, not only for legal documentation but also for community relations.

Chief Johnson believes that the industry is heading in an unprecedented direction with the rise of new AI technology that is drafting reports for officers based on the transcription of body cam footage. “If you don’t know how to initially write, how are you going to know how to correct what it got wrong.”

Glennon noted that there are challenges with increased use of artificial intelligence that are concerning such as the ability to testify based off a report that was written by AI and the altered perspective of situations being transcribed through the body camera and not the officer’s eyes.

The Bigger Picture

Despite the challenges, interest in careers in law enforcement is on the rise. However, the negative stigma surrounding police work has made it harder to attract highly educated and skilled candidates.

As Chief Duggan stated during the webinar, hiring standards may change, but the requirements of the job never will. “Standards should be scientifically identified, backed up and then increased. When you couple those things together that’s where we get to agencies where people from the outside in are saying ‘what is going on there?’ I want to be a part of that.”

Law enforcement agencies need critical thinkers, quick decision-makers, and physically capable individuals. Ultimately, culture is the key. Agencies that cultivate an environment of elevated expectations, continuous training, peer accountability, and a commitment to excellence will attract the right candidates.

There are a few ways agencies can create this culture. One method to implement changes, while also reducing administrative burdens for staff, is through law enforcement technology. With software solutions for training management and early intervention, it is easy to offer continuous training and monitor officer wellness, creating a positive culture in the process.

Finding a software provider that offers early intervention, high-quality training courses, a training management platform with the ability to track in-service training, FTO, and agency-specific training can ensure your officers are receiving the education and attention necessary to be adept in their role.

Bridging the Gap with Vector Solutions

Finding the right technology provider can be difficult, as many solutions on the market are not built to the unique needs of law enforcement agencies like yours. That’s where Vector Solutions can play a pivotal role. Through platforms like Vector LMS (TargetSolutions) and Guardian Tracking, agencies can deliver training in areas where many new recruits may need reinforcement and easily monitor officer behavior.

Whether an officer comes in with a degree or real-world experience, Vector’s training solutions help ensure every officer meets the same standard of readiness. From scenario-based training to soft skill development, Vector helps agencies close the educational and skills gap by proving online law enforcement training and purpose-built software that streamlines the lifecycle of an officer.

Learn more about Vector Solutions and how you can help your agency improve training and early intervention.

Upcoming Webinar

 

Officer-Created Jeopardy: What It Is, Why It Matter, and How to Train for It

 

June 12, 2025 | 2:00 p.m. – 3:00 p.m. ET

 

Register Here>>