New York regulations
Title 9 Part 6000
Executive Department
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9 NYCRR 6000.1 - Definitions
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Dates and status
- Compiling agency
- Executive Department
- Text status
- Source-only entry
- Compiled text through
- Mar 31, 2022
- Register checked through
- July 29, 2026/Vol. XLVIII, Issue 30 (2026-07-29)
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- Latest notice
- CJS-42-21-00004-A · Adopted rule · Nov 2, 2022
- Source snapshot
- Jun 6, 2026
9 NYCRR 6000.2 - Statement of purpose
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- Compiling agency
- Executive Department
- Text status
- Westlaw Inline Boundary Correction
- Compiled text through
- Mar 31, 2022
- Register checked through
- July 29, 2026/Vol. XLVIII, Issue 30 (2026-07-29)
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- Later Register activity found — review the notice before relying on the compiled text.
- Latest notice
- CJS-42-21-00004-A · Adopted rule · Nov 2, 2022
- Source snapshot
- Jun 6, 2026
(a)With the enactment of the Americans with Disabilities Act (ADA), 42 U.S.C. 12101 et seq., into law, the council recognized the need to revise the height, weight, and physical fitness standards for police officers to ensure that all such standards were job-related, consistent with business necessity, and did not discriminate against qualified persons with disabilities. Over a one-year period, a comprehensive statewide job task analysis of the essential functions of an entry-level police officer was conducted with the participation of over three hundred law enforcement supervisors. A detailed listing of the essential job functions generally common to all police agencies in the State was developed. Based upon that list, a medical advisory group consisting of physicians and other health-related professionals who have examined police officer candidates pursuant to their employment, formulated a list of standards for police officers, and noted medical conditions which may potentially disqualify a candidate from learning and performing the essential functions of a police officer. It is important to keep in mind that the job task analysis only identified the essential job functions generally common to all policing. A local police agency may have additional or different essential job functions for its police officers which are not specifically addressed in the statewide listing.
(b)In accordance with title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e et seq.), the council also recognized the need to revise the physical fitness screening practice so that the test employed provides an objective, verifiable measure of physical fitness that is properly focused on job-related skills and aptitudes and provides an accurate assessment of a candidate's physiological capacity to learn and perform the essential job functions of a police officer. Pursuant to the statewide job task analysis, a battery of physical screening elements was developed based upon the model formulated by the Cooper Institute for Aerobics Research. The analysis recommended the adoption of such elements for physical fitness screening and determined that such elements do not adversely impact a candidate based upon sex. The physical fitness screening elements of the tests are job-related, consistent with business necessity and do not discriminate against qualified persons. Each of the physical fitness screening elements of the tests were validated and correlated to the performance of essential job functions.
(c)With the enactment of the “New York State professional policing act of 2021,” the council was directed to establish rules and regulations pertaining to the psychological requirements and background investigations of persons for provisional or permanent appointment in the competitive class of the civil service as police officers of any county, city, town, village or police district to determine the applicant’s fitness and eligibility. These regulations are intended to ensure that all persons appointed to the position of police officer are held to the same hiring standards and promote professional police services. All law enforcement officers must be of good moral character as determined by a thorough background investigation to ensure persons who engage in illegal, dishonest, unprofessional, unethical, or immoral conduct are prohibited from becoming police officers, and to protect against acts or conduct which may endanger the safety and welfare of the public. All police officers must also be emotionally stable and psychologically fit to perform the essential functions of a police officer, and endure the uniquely stressful working conditions. Consistent background investigation procedures and standards as set forth in section 6000.10 of this Part and psychological standards as set forth in section 6000.11 of this Part will ensure that all New York police agencies and police officers are held to identical hiring standards with the goal of ensuring that police interactions with all individuals are appropriate and that the rights of all parties are respected.
(d)The purpose of this Part is to set forth the essential job functions adopted pursuant to the statewide job task analysis which are generally common among all police agencies; the minimum medical, physical fitness and psychological standards for police officer candidates; the process for medical review by a qualified physician or a qualified practitioner; the process for psychological review by a qualified psychologist or psychiatrist; and, the procedures and standards for background investigations to examine each candidate and allow such candidate to demonstrate on a case-by-case basis, the candidate’s eligibility and ability to perform the essential job functions of police officer.
9 NYCRR 6000.3 - Procedures
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Dates and status
- Compiling agency
- Executive Department
- Text status
- Source receipt
- Compiled text through
- Mar 31, 2022
- Register checked through
- July 29, 2026/Vol. XLVIII, Issue 30 (2026-07-29)
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- Later Register activity found — review the notice before relying on the compiled text.
- Latest notice
- CJS-42-21-00004-A · Adopted rule · Nov 2, 2022
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- Jun 6, 2026
Except as otherwise provided in this Part, all candidates interested in a police officer position shall undergo a physical fitness screening test conducted in accordance with section 6000.8 of this Part. Candidates who successfully complete the physical fitness screening elements shall be subject to a background investigation as set forth in section 6000.10 of this Part to determine if the candidate is of good moral character. All candidates who successfully complete the physical fitness screening test, and are determined to be of good moral character, shall undergo a medical review conducted by a qualified physician or practitioner (unless otherwise specified) in accordance with section 6000.4 of this Part, and psychological review conducted by a qualified psychologist or psychiatrist in accordance with section 6000.11 of this Part. Such medical and psychological review shall be conducted only after a conditional offer of employment has been given to the candidate by the local police agency seeking to employ such candidate. All candidates must be found physically able and psychologically fit, with or without reasonable accommodations, to perform the essential job functions of a police officer for the police agency seeking to employ the candidate.
9 NYCRR 6000.4 - Post-offer medical review
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Dates and status
- Compiling agency
- Executive Department
- Text status
- Source receipt
- Compiled text through
- Mar 31, 2022
- Register checked through
- July 29, 2026/Vol. XLVIII, Issue 30 (2026-07-29)
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- CJS-42-21-00004-A · Adopted rule · Nov 2, 2022
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- Jun 6, 2026
(a)The qualified physician or practitioner shall assess each candidate on a case-by-case basis to determine whether the candidate can, with or without reasonable accommodations, perform the essential functions a police officer for the local police agency seeking to employ the candidate.
(b)The examining physician or practitioner shall complete a medical examination form based upon the medical review of the candidate. The existence of a potentially disqualifying condition shall not preclude the qualified physician or practitioner from determining that the candidate is able to perform the essential job functions of a police officer. Nothing herein, however, shall preclude the qualified physician or practitioner from noting the existence of any other potentially disqualifying conditions not specifically set forth in this Part, which, in the opinion of such physician or practitioner, may render the candidate unable to perform the essential functions of a police officer.
(c)Upon the conclusion of the medical examination, the qualified practitioner or physician shall sign the medical examination form and shall render their medical opinion to the employing agency as to whether the candidate can perform the essential functions of a police officer, noting all relevant medical information. However, in the event that the medical examination reveals the existence of a potentially disqualifying condition, the MPTC strongly recommends that a qualified physician sign the medical examination form (after further review if the initial examination was performed by a qualified practitioner) and render their medical opinion to the employing agency as to whether the candidate can perform the essential functions of a police officer, noting all relevant medical information.
(d)The qualified physician or practitioner shall determine whether in their professional judgment each candidate can, with or without reasonable accommodations, perform the essential functions of a police officer upon the results of the clinical tests as set forth in section 6000.6 of this Part, the medical standards as set forth in section 6000.7 of this Part, the essential job functions for police officer candidates as set forth in section 6000.9 of this Part, and other relevant medical criteria which in the opinion of the qualified physician or practitioner, may be used to base their judgment.
(e)Based upon the recommendations of the qualified physician or practitioner, the local police agency wishing to employ the candidate shall render the final decision as to whether the offer of employment shall be revoked.
9 NYCRR 6000.5 - Reasonable accommodations
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Dates and status
- Compiling agency
- Executive Department
- Text status
- Source receipt
- Compiled text through
- Mar 31, 2022
- Register checked through
- July 29, 2026/Vol. XLVIII, Issue 30 (2026-07-29)
- Activity status
- Later Register activity found — review the notice before relying on the compiled text.
- Latest notice
- CJS-42-21-00004-A · Adopted rule · Nov 2, 2022
- Source snapshot
- Jun 6, 2026
It shall be the affirmative responsibility of each local police agency to assess the type(s) of reasonable accommodations which may be necessary to allow the candidate to perform the essential functions of a police officer candidate for such agency and to provide such necessary reasonable accommodations to a qualified candidate with a disability, provided however, that nothing herein shall be construed to require the provision of reasonable accommodations if doing so will impose an undue hardship on the employing agency or a direct threat to the safety of the candidates or others.
9 NYCRR 6000.6 - Minimum components of the clinical tests
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- Compiling agency
- Executive Department
- Text status
- Source receipt
- Compiled text through
- Mar 31, 2022
- Register checked through
- July 29, 2026/Vol. XLVIII, Issue 30 (2026-07-29)
- Activity status
- Later Register activity found — review the notice before relying on the compiled text.
- Latest notice
- CJS-42-21-00004-A · Adopted rule · Nov 2, 2022
- Source snapshot
- Jun 6, 2026
The MPTC recommends that the qualified physician or practitioner perform a medical examination which includes a thorough history, a physical examination, and clinical tests, which consist of, but are not limited to, the following components:
(a)urinalysis (Dipstick);
(b)tuberculosis (Mantoux), if indicated from the findings of the history and/or physical examination;
(c)electrocardiogram (ECG) (Resting);
(d)drug screening (Amphetamine; Barbiturates; Cocaine; Methadone; Opiates; Propoxyphene; Methaqualone; Benzodiazepines; Phencyclidine; and Tetra Hydro Cannabinoids); and
(e)chest X-ray examination, if indicated from the findings of the history and/or physical examination.
9 NYCRR 6000.7 - Required medical standards; potentially disqualifying conditions
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LawEngine holds a witnessed source copy, but later State Register activity targets this section. Inline text is withheld until the change record and source text are reconciled.
Dates and status
- Compiling agency
- Executive Department
- Text status
- Source-only entry
- Compiled text through
- Mar 31, 2022
- Register checked through
- July 29, 2026/Vol. XLVIII, Issue 30 (2026-07-29)
- Activity status
- Later Register activity found — review the notice before relying on the compiled text.
- Latest notice
- CJS-42-21-00004-A · Adopted rule · Nov 2, 2022
- Source snapshot
- Jun 6, 2026
9 NYCRR 6000.8 - Physical fitness screening
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LawEngine holds a witnessed source copy, but later State Register activity targets this section. Inline text is withheld until the change record and source text are reconciled.
Dates and status
- Compiling agency
- Executive Department
- Text status
- Source-only entry
- Compiled text through
- Mar 31, 2022
- Register checked through
- July 29, 2026/Vol. XLVIII, Issue 30 (2026-07-29)
- Activity status
- Later Register activity found — review the notice before relying on the compiled text.
- Latest notice
- CJS-42-21-00004-A · Adopted rule · Nov 2, 2022
- Source snapshot
- Jun 6, 2026
9 NYCRR 6000.9 - Essential job functions for municipal police officers in New York State
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Dates and status
- Compiling agency
- Executive Department
- Text status
- Source-only entry
- Compiled text through
- Mar 31, 2022
- Register checked through
- July 29, 2026/Vol. XLVIII, Issue 30 (2026-07-29)
- Activity status
- Later Register activity found — review the notice before relying on the compiled text.
- Latest notice
- CJS-42-21-00004-A · Adopted rule · Nov 2, 2022
- Source snapshot
- Jun 6, 2026
9 NYCRR 6000.10 - Background investigation standards and procedures
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Dates and status
- Compiling agency
- Executive Department
- Text status
- Source receipt
- Compiled text through
- Mar 31, 2022
- Register checked through
- July 29, 2026/Vol. XLVIII, Issue 30 (2026-07-29)
- Activity status
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- Latest notice
- CJS-42-21-00004-A · Adopted rule · Nov 2, 2022
- Source snapshot
- Jun 6, 2026
The council establishes the following background investigation standards and procedures to determine whether a candidate is of good moral character.
(a)The appointing agency shall ensure a thorough investigation into the applicant’s moral character is completed by an experienced investigator pursuant to the procedures set forth in paragraph (b) of this section.
(1)An applicant is determined to lack good moral character, and be unfit to serve as a police officer, if within three years from the date of application the applicant has engaged in:
(i)criminal activity, whether or not criminally charged or prosecuted, regardless of where the act took place, if said conduct would constitute an offense in New York, which is defined as:
(a)any felony offense;
(b)any sex offense or sexually violent offense as defined in article 6C of the Correction Law;
(c)all serious offenses defined in subdivision 17 of section 265 of the Penal Law;
(d)crimes involving official misconduct and obstruction of public servants as defined in article 195 of the Penal Law; crimes involving bribery of a public servant as defined in article 200 of the Penal Law; crimes involving perjury as defined in article 210 of the Penal Law; crimes relating to judicial proceedings as defined in article 215 of the Penal Law;
(e)crimes involving forgery as defined in article 170 of the Penal Law; crimes involving false written statements as defined in article 175 of the Penal Law; crimes involving fraud as defined in article 190 of the Penal Law;
(f)crimes involving assault and menacing as defined in article 120 of the Penal Law; crimes involving obscenity as defined in article 235 of the Penal Law; crimes against public sensibilities as defined in article 245 of the Penal Law;
(ii)the unlawful use of any controlled substances;
(iii)false statements or conduct that subverts or attempts to subvert the police employment application process;
(iv)a dishonorable discharge from any of the Armed Forces of the United States.
(2)An agency may determine an applicant lacks good moral character and is unfit to serve as a police officer if the applicant has engaged in the following conduct which may be considered an indicator of a lack of good moral character:
(i)the unlawful use of any controlled substances more than three years from the date of application. The agency may consider the type of controlled substance used, the frequency of use and the age of the applicant at the time of use;
(ii)inappropriate sexual conduct regardless of adjudication;
(iii)conduct involving dishonesty, deceit, or misrepresentation;
(iv)historical pattern of conduct of moving traffic violations;
(v)any of the conduct listed in paragraph (1) of this section which has occurred more than three years from the date of application and the agency has determined that the conduct is an indicator that the applicant lacks good moral character;
(vi)any other conduct that the agency determines is a reflection on the applicant’s moral character.
(b)The investigator responsible for determining an applicant’s moral character as defined in paragraph (a) of this section must conduct a thorough background investigation to include but not be limited to:
(1)a comprehensive application and personal history statement completed by the applicant that addresses each of the components of moral character defined in paragraph (a) of this section;
(2)a fingerprint-based criminal history check of the applicant;
(3)at a minimum a review of information provided by: family, personal references, educational institutions, previous employers, prior neighbors or landlords, the Department of Motor Vehicles, the Armed Forces of the United States, organizations and affiliations, court records, credit agencies, and law enforcement agencies in jurisdictions where the applicant has lived or worked;
(4)an in-person interview of the candidate that covers each of the components of moral character as defined in paragraph (a) of this section;
(5)a search of the Police and Peace Officer Registry maintained by the division for any prior employment history in New York State; the National Decertification Index (or its successor), which serves as the national registry of certificate or license revocation actions relating to officer misconduct.
(c)The recommended administration of a polygraph examination, unless prohibited by law. The administration of a polygraph examination is recommended for determining a candidate’s moral character as part of the background investigation.
(d)All records pertaining to the background investigation of all police officers employed by the agency shall be retained by the employing agency and shall be available for review by the division.
(e)The moral character findings set forth in paragraph (a) of this section as determined by the investigator in paragraph (b) of this section shall be presumed to be true unless the applicant presents evidence contradicting the findings and such evidence would lead a reasonable person to conclude that the presumption is no longer valid.
9 NYCRR 6000.11 - Required psychological standards
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Dates and status
- Compiling agency
- Executive Department
- Text status
- Source receipt
- Compiled text through
- Mar 31, 2022
- Register checked through
- July 29, 2026/Vol. XLVIII, Issue 30 (2026-07-29)
- Activity status
- Later Register activity found — review the notice before relying on the compiled text.
- Latest notice
- CJS-42-21-00004-A · Adopted rule · Nov 2, 2022
- Source snapshot
- Jun 6, 2026
(a)The qualified psychologist or psychiatrist shall assess each candidate on a case-by-case basis to determine whether the candidate is psychologically fit to perform the essential functions of a police officer for the local police agency seeking to employ the candidate. The existence of a potentially disqualifying condition shall not preclude the qualified psychologist or psychiatrist from determining that the candidate is able to perform the essential job functions of a police officer. Nothing herein, however, shall preclude the qualified psychologist or psychiatrist from noting the existence of any other potentially disqualifying conditions not specifically set forth in this Part, which, in the opinion of such qualified psychologist or psychiatrist, may render the candidate unable to perform the essential functions of a police officer.
(b)The psychological assessment shall screen for psychopathological disorders, personality characteristics, and substance abuse problems not compatible with a candidate to perform the essential job functions of a police officer. The assessment shall include the candidate completing at least two objective and validated psychological written tests for public safety personnel. One test shall measure psychopathology and the other shall measure normal personality traits. Written tests shall be administered, scored, and interpreted by a qualified psychologist or psychiatrist according to the publisher’s recommendations and consistent with established test administration standards. The qualified psychologist or psychologist shall conduct a semi-structured, job-related interview format for each candidate after psychological tests results are reviewed.
(c)Upon conclusion of the psychological assessment, the qualified psychologist or psychiatrist shall render a report to the employing agency as to whether the candidate can perform the essential functions of a police officer as set forth in section 6000.09 of this Part, noting justification for any rating and/or recommendation made by the qualified psychologist or psychiatrist.
(d)Based upon the recommendations of the qualified psychologist or psychiatrist, the local police agency wishing to employ the candidate shall render the final decision as to whether the offer of employment shall be revoked.
(e)An employer may exempt a candidate from paragraph (a) and (b) of this section if the candidate has a valid police training certificate pursuant to section 209-q of the General Municipal Law.