It is more than just a job. Are you ready to start a career that’s bigger than you? Working as a Bonner Springs Police Officer will push you to learn, take on great responsibility, become a leader, and reach your full potential all while making a difference in the lives of citizens everyday.
Salary and Benefits
The salary range for Police Officer I is $17.32 - $24.42 per hour. The salary range for Police Officer II (certified officer) is $18.87 - $26.61 per hour. Typically the starting pay for new hires is at the beginning of the range.
Medical - All of the City's health and dental benefits are provided through Midwest Public Risk (MPR). Employees are eligible for coverage the first day of the month coinciding with or immediately following their employment date. The City currently pays the full cost of employee coverage and a portion of family coverage. Bonner Springs currently offers a choice between four plans. All health benefits and claims are handled by Cigna. Additional information can be found at www.mprisk.org.
Dental - Dental insurance is provided by Delta Dental of Kansas. The employee pays 100% of the dental premiums. Additional information is available at
Vision - Vision insurance is provided by VSP. Employees are responsible for the cost of vision insurance. Additional information is available at www.vsp.com
Retirement - The City's retirement benefits for police officers are provided Kansas Police and Fire Retirement System (KPF).
Holidays - 10 paid holidays per year plus a personal day.
Vacation - 0-4 years - 8 hours per month
5-9 years -10 hours per month
10 - 14 years - 12 hours per month
15+ years - 14 hours per month
Maximum accrual - 240 hours
Sick Leave - 0-4 years - 8 hours per month
5-14 years -10 hours per month
Maximum accrual - 480 hours
Hiring Process Overview
Step 1: Employment Application
Police Officer Applications are available online during an open enrollment period at https://www.governmentjobs.com/careers/bonnerspringsks.
Step 2: Notification and Orientation
Notifications will be sent to the email and mailing address listed on the candidate’s online police officer application.
Step 3: Examination and Interview
Applicants will be required to complete a written examination followed by an oral board interview. The written examination is the National POST test and covers grammar, writing and arithmetic.
Step 4: Command Staff Interview
Applicants will be interviewed by the Chief, Patrol Captain, and Investigations Captain.
Step 5: Polygraph Examination
Step 6: Background Investigation
We seek candidates with the highest moral and ethical standards for our agency. The background investigation must indicate that you have the necessary morality, honesty, trustworthiness and integrity to join our ranks. You must pass this phase to proceed to the next step in the selection process.
During the investigation stage, members of the investigations unit initiate contact employers, family, friends, associates and neighbors. Investigators will review your work history; speak to coworkers, teachers, and anyone else who can offer insights into your character and fitness for police work.
Our efforts are designed to gain an understanding of the kind of person you are and to exclude candidates who have demonstrated character traits that are inconsistent with the highest values of the profession.
Step 7: Medical & Phsychological Evaluation
Experience: No previous law enforcement experience is required. Employee is expected to acquire the necessary information and skills to perform the job well within one year of employment.
Education: High school diploma or GED is required. A technical degree or significant college coursework in a relevant or related field is preferred.
License/Certification: The employee must have a valid driver's license. Graduation from a Kansas Law Enforcement Training Center within one year of employment is required. Previous graduation from a recognized Kansas Law Enforcement Training Center is preferred.
Police Officer Employment Automatic Disqualifiers
Employment at a law enforcement agency involves public trust. Only those individuals whose conduct, character, and behavior do not discredit either themselves or the Bonner Springs Police Department (BSPD) will be employed by the BSPD. The BSPD employment process will address the integrity, ethical conduct, honesty, prejudices, financial responsibility, and past conduct or behavior of all applicants. Generally, the following may be considered to be disqualifiers for employment. This list is not comprehensive in that other factors, alone or cumulative, may preclude employment with the BSPD:
- Any felony conviction, diversion, pending action, or arrest without disposition.
- Any sexually motivated crime or other offense requiring registration.
- Any crime involving violence within the last five (5) years.
- Any pending criminal charge for a violation that would otherwise be considered to be a disqualifier.
- Any crime related to domestic violence or stalking incident.
- Any perjury.
- Any theft, fraud, or crime of deception within the last five (5) years.
- Any official misconduct as defined in KSA 21-6002.
- Any criminal activity that is inconsistent with the ethical standards of the BSPD.
- Marijuana and unlawful use of prescription drugs: Any disclosure of abuse or recreational use within last five (5) years.
- Any drug violation other than marijuana or prescription drugs: Any disclosure of abuse or recreational use within the last ten (10) years.
- Any dishonorable discharge from the military.
- Any substantive criminal associations within the last five (5) years or while employed with a criminal justice agency.
- Any substantive and intentional failure to disclose information pertinent to the pre-employment background investigation.
- Any participation, membership, support, solicitation, or intentional contribution to any terrorist organization or any organization espousing any intent to overthrow the government.
- Any current status as a defendant to a restraining order, protection from abuse (PFA) order, or protection from stalking (PFS) order.
- Any documented or disclosed gambling problems within the last five (5) years.
- Any failure to comply with local, state, or federal tax requirement.
- Any permanent, chronic, or recurring physical or mental condition that would preclude the applicant from performing the essential duties of his or her position and for which there is no reasonable accommodation.
- Any disciplinary action pertaining to an issue of credibility [Brady/Giglio Material].
- Any history of traffic violations that may put the driver’s license of the candidate at risk of suspension or revocation.
- Other actions or omissions as determined by the Chief or his designee to be incompatible with the mission of the BSPD.