Police Officer- Lateral
Apply NowCompany: City of Cottage Grove, MN
Location: Cottage Grove, MN 55016
Description:
Salary : $84,843.20 - $116,209.60 Annually
Location : Cottage Grove, MN
Job Type: Full Time
Job Number: 204
Department: Public Safety
Division: Police
Opening Date: 03/31/2025
Job Summary
The Cottage Grove Police Department is hiring one lateral full-time Police Officer. You must be a current sworn Officer to be eligible for this opening. Applications will be reviewed daily and interviews will be set up as soon as possible. Candidates will participate in a streamlined hiring process. Start dates, onboarding, and field training will be customized to suit each recruit.
Cottage Grove is a rapidly growing community with a population exceeding 42,000 residents and 37 square miles of diverse suburban development. The Cottage Grove Police Department is a growing and innovative department with a progressive vision, ambitious 5-year strategic plan, commitment to employee wellness, and commitment to excellent community-oriented service. CGPD is recognized as one of the premier law enforcement agencies in the state of Minnesota. CGPD officers benefit from top-notch training, numerous career development opportunities, exceptional facilities and equipment, permissive policies, and best practices. CGPD officers work in a positive environment with the full support of their leadership team and community. CGPD encourages proactive policing and community engagement making the work of a CGPD officer impactful and meaningful.
CGPD's Vision
The Cottage Grove Police Department is dedicated to excellence through community-oriented policing and innovation. We'll provide safety and promote trust in our community using 21st century policing strategies. We'll invest in our culture, safety, wellness and training. We'll employ the best equipment, technology and practices. Our organization will be diverse and resilient. We'll plan, grow and adapt with our community. We'll collaborate with our community to create safe environments where everyone can thrive.
Benefits
Essential Job Functions
Respond to and handle or refer all requests for public safety services. Effectively patrol assigned areas within the city in vehicle or on foot. Investigate complaints involving violations of city ordinance, state and federal laws. Investigate traffic accidents within the city. Monitor traffic problems within the city to assure the orderly flow of pedestrian and vehicle traffic. Apprehend perpetrators and/or suspects involved in criminal activity. Prepare reports covering all phases of public safety activity. Ensure proper maintenance and safe operation of all public safety vehicles and equipment. Maintain effective community relations within the city and law enforcement community. Improve and maintain individual public safety skills. Assist in the operation of the animal control program as directed. Keep the appropriate supervisor advised of patrol developments and performs all duties as apparent or assigned. Act as a credible witness in court testimony or similar proceeding. Perform all other necessary duties as apparent or assigned.
Minimum Requirements
Must be MN POST licensed and be a current sworn Officer. Must possess a valid driver's license. Must be able to pass a background investigation, functional fitness assessment, and psychological exam.
This is a summary of City benefits, all employees should consult the labor agreement and/or personnel policy for the exact language pertaining to pay and benefits.
MN Public Employees Retirement Association (PERA)
All members contribute 11.8% of their gross pay into their PERA retirement account on a pretax basis. The City also contributes 17.70% of an employee's gross pay to PERA, which PERA uses to fund the state run defined benefit pension plan.
Deferred Compensation 457 Plan
Employees also have the option of participating in a deferred compensation plan. All monies that go into this plan are on a pretax basis. The minimum an employee must contribute is $10.00 per pay period and the maximum is $23,500/year which translates into $903.84 per pay period. If the employee is over 50 there is also a catch-up provision where an employee can contribute an additional $7,500 per year.
Roth 457 Plan
Employees also have the option of participating in a Roth 457 plan. All monies that go into this plan are on an after-tax basis. The minimum an employee must contribute is $10.00 per pay period and the maximum is $23,500/year which translates into $903.84 per pay period. If the employee is over 50 there is also a catch-up provision where an employee can contribute an additional $7,500 per year.
Roth IRA
Employees also have the option of participating in a Roth IRA plan. All monies that go into this plan are on an after-tax basis. The minimum an employee must contribute is $10.00 per pay period and the maximum is $7,000/year which translates into $269.00 per pay period. If the employee is over 50 there is also a catch-up provision where an employee can contribute an additional $1,000 per year. There are income limits that must be met to qualify.
Health Insurance
All new full-time employees must take at least single medical coverage.
The EMPLOYER contributions for 2025 will be as follows:
2025 Monthly Premium
Passport Premium Employer Employee
Single $571.04 $571.04 $0.00
Single + 1 $1,199.18 $839.43 $359.75
Single + Children $1,084.92 $759.44 $325.48
Family $1,598.89 $1,119.22 $479.67
HSA Passport Plan
Employee- 100% of premium
Employee + One- 70% of premium
Employee + Children- 70% of premium
Family- 70% of premium
The Passport plan has a, $4,500- employee and $9,000- all others, deductible. However, the employee will be responsible for, $2,500- employee and $5,000- all others, of the deductible amount. The remainder will be covered by the employer through a HRA. Of the $2,500/$5,000 amount the employer will contribute $1,400/$2,800 in to the employee's HSA, on a matching basis. The employer contribution amount is provided on a matching basis of 2 (two) employer dollars for every 1 (one) dollar contributed by the employee, up to the annual employer maximum. The employer HSA contributions will be made in two equal payments, the first pay dates in January and July. Both plans will have an imbedded deductible. There is an 80/20 payment arrangement once the deductible is met, whereby the insurance company pays 80 percent and the employee/employer pay the other 20 percent, up to an out of pocket maximum. The out of pocket maximums are, $5,800- employee and $11,600- all others. If the employee/employer experience out of pocket costs, the employer will cover up to the $1,300- employee and up to the $2,600- all others.
Dental Insurance
The City offers dental insurance at no cost to the employee as long as they are on the City's health insurance. For single plus one the premium is $52.01 per month. For family coverage the premium is $93.35 per month.
Life Insurance
The City pays for $20,000 in term life insurance. Employees also have the option of purchasing supplemental life insurance for themselves and their dependents as an out-of-pocket cost, up to $500,000 for the employee, $250,000 for his/her spouse and either $5,000 or $10,000 for children.
NCPERS Life Insurance (PERA Life)
This is an optional life insurance plan that costs $16.00 per month. It is a group term life and accidental death & dismemberment plan for employees. It also has group term life for the employee's spouse and eligible dependents.
Workers Compensation Insurance
All employees are covered by workers compensation insurance.
Injury on Duty
If an employee is injured on the job the City will supplement whatever the injured employee is paid by workers compensation up to base pay, up to 60 days.
Long-term Disability
Each employee receives $29.00 per month as taxable income to purchase long-term disability coverage. It covers 60% of their pay. Coverage for long-term disability starts on the 91st day of injury or illness. The benefits received under LTD are currently not subject to income taxes, the premium is taxed instead.
Short-term Disability
After an employee has passed probation the City self funds a short-term disability plan. This coverage starts on the 21st day of an injury or illness and may cover up to 90 days.
Annual Leave
In lieu of vacation and sick pay the City has Annual Leave which can be used for either purpose.
Employees with 0 to 4 years City employment accrue 5.84 hours per pay period.
Employees with 5 to 9 years City employment accrue 6.76 hours per pay period.
Employees with 10 to 14 years City employment accrue 7.69 hours per pay period.
Employees with 15 to 19 years City employment accrue 8.92 hours per pay period.
Employees with 20+ years City employment accrue 9.53 hours per pay period.
No employee may carry over more than 280 hours of Annual Leave from one year to the next. If any employee's balance is above 280 those hours are forfeited.
Holidays
All employees get credit for 96 hours of holiday pay, leaving a work schedule commitment of 1984 hours. Each employee receives 60 hours of pay at his or her regular rate of pay with the first check in June of each year. Each employee receives another 60 hours of pay at his or her regular rate of pay with the first paycheck in December of each year. Each employee also receives one shift of floating holiday pay.
Uniform Allowance
All employees receive a uniform allowance of $1,072 per year to purchase City approved uniforms and equipment after they get their initial issue and pass probation.
Health Care Savings Plan (HCSP)
Each employee shall contribute 2% of their gross salary through payroll deduction to an individual Health Care Savings Plan.
Bereavement Leave
Each eligible employee may request up to three (3) shifts of bereavement leave in the event of a death in the immediate family. Immediate family is defined as: spouse, parent (including stepparent or legal guardian), child (including stepchild/foster child), sibling (including stepsibling), grandparent, grandchild, parent-in-law, brother/sister-in-law, and son/daughter-in-law.
Health FSA
Employee may put up to $2,750 in to an account on a pre-tax basis to pay for eligible medical and dental expenses.
*For those that contribute to a HSA, the Health FSA is limited to eligible vision and dental expenses.
Dependent Care FSA
Employee may put up to $5,000 in to an account on a pre-tax basis to pay for eligible dependent care expenses.
01
Are you currently POST licensed?
02
Do you have at least one year of full-time experience as a sworn Police Officer with an agency that has a service area of 10,000 people or more?
03
Do you have at least one year of full-time experience as a sworn Police Officer with an agency that has a service area of less than 10,000 people?
04
Do you have at least 6 months of experience as a part-time sworn Police Officer or Community Service Officer?
05
Do you have at least 6 months of experience as a Police Reserve?
06
Do you have a Bachelor's degree?
07
Can you read and speak proficiently in a language other than English? (a proficiency test may be given)
08
Are you a Veteran, or the surviving spouse of a deceased Veteran, that has been issued a DD214 form?
09
Are you a disabled Veteran as determined by the United States Veterans Administration? Or, are you the spouse of a disabled Veteran who because of the disability is unable to qualify for this position?
10
Other than Police Reserves, describe any volunteer experiences that you have had.
Required Question
Location : Cottage Grove, MN
Job Type: Full Time
Job Number: 204
Department: Public Safety
Division: Police
Opening Date: 03/31/2025
Job Summary
The Cottage Grove Police Department is hiring one lateral full-time Police Officer. You must be a current sworn Officer to be eligible for this opening. Applications will be reviewed daily and interviews will be set up as soon as possible. Candidates will participate in a streamlined hiring process. Start dates, onboarding, and field training will be customized to suit each recruit.
Cottage Grove is a rapidly growing community with a population exceeding 42,000 residents and 37 square miles of diverse suburban development. The Cottage Grove Police Department is a growing and innovative department with a progressive vision, ambitious 5-year strategic plan, commitment to employee wellness, and commitment to excellent community-oriented service. CGPD is recognized as one of the premier law enforcement agencies in the state of Minnesota. CGPD officers benefit from top-notch training, numerous career development opportunities, exceptional facilities and equipment, permissive policies, and best practices. CGPD officers work in a positive environment with the full support of their leadership team and community. CGPD encourages proactive policing and community engagement making the work of a CGPD officer impactful and meaningful.
CGPD's Vision
The Cottage Grove Police Department is dedicated to excellence through community-oriented policing and innovation. We'll provide safety and promote trust in our community using 21st century policing strategies. We'll invest in our culture, safety, wellness and training. We'll employ the best equipment, technology and practices. Our organization will be diverse and resilient. We'll plan, grow and adapt with our community. We'll collaborate with our community to create safe environments where everyone can thrive.
Benefits
- Lateral entry credit for previous law enforcement experience
- Competitive wage and benefits (New labor contract expected soon)
- Bi-annual holiday bonus payments, monthly cell phone stipend, and annual uniform allowance
- Financial and retirement planning along with an optional deferred compensation plan
- Potential front-loaded annual leave balance
- Paid parental and bereavement leave
- Work a schedule that promotes work-life balance: only 1984 hours per year; 10.5-hour shifts; Sun-Tues or Wed-Fri and alternating Saturdays.
- Take-home squads
- Individually-assigned equipment including laptop/MDC, radio, Glock 17 with RMR, Taser, suppressed rifle with optics, plate carrier, helmet, hearing protection, gas mask, and more
- Optional external vest carrier
- Comprehensive wellness program with annual medical screening and mental health check-ins, free counseling, peer support, therapy K9, and more
- Modern facilities and technologies
- On-site fitness center with on-duty workouts permitted
- Train at the HERO Center and receive >100 hours of training per year
- Annual career development counseling, personalized training plan, and ample access to elective courses/conferences
- Many career enhancement opportunities including K9, SWAT, Mobile Field Force, DWI/Traffic Officer, Field Training Officer, Instructor, School Resource Officer, Community Engagement Officer, Case Management Detective, General Detective, various Task Force Detectives, and more
- Pride and satisfaction in representing a premier agency with high morale and unwavering support of its leaders and community
- Make a difference with proactive policing and community engagement
Essential Job Functions
Minimum Requirements
This is a summary of City benefits, all employees should consult the labor agreement and/or personnel policy for the exact language pertaining to pay and benefits.
MN Public Employees Retirement Association (PERA)
All members contribute 11.8% of their gross pay into their PERA retirement account on a pretax basis. The City also contributes 17.70% of an employee's gross pay to PERA, which PERA uses to fund the state run defined benefit pension plan.
Deferred Compensation 457 Plan
Employees also have the option of participating in a deferred compensation plan. All monies that go into this plan are on a pretax basis. The minimum an employee must contribute is $10.00 per pay period and the maximum is $23,500/year which translates into $903.84 per pay period. If the employee is over 50 there is also a catch-up provision where an employee can contribute an additional $7,500 per year.
Roth 457 Plan
Employees also have the option of participating in a Roth 457 plan. All monies that go into this plan are on an after-tax basis. The minimum an employee must contribute is $10.00 per pay period and the maximum is $23,500/year which translates into $903.84 per pay period. If the employee is over 50 there is also a catch-up provision where an employee can contribute an additional $7,500 per year.
Roth IRA
Employees also have the option of participating in a Roth IRA plan. All monies that go into this plan are on an after-tax basis. The minimum an employee must contribute is $10.00 per pay period and the maximum is $7,000/year which translates into $269.00 per pay period. If the employee is over 50 there is also a catch-up provision where an employee can contribute an additional $1,000 per year. There are income limits that must be met to qualify.
Health Insurance
All new full-time employees must take at least single medical coverage.
The EMPLOYER contributions for 2025 will be as follows:
2025 Monthly Premium
Passport Premium Employer Employee
Single $571.04 $571.04 $0.00
Single + 1 $1,199.18 $839.43 $359.75
Single + Children $1,084.92 $759.44 $325.48
Family $1,598.89 $1,119.22 $479.67
HSA Passport Plan
Employee- 100% of premium
Employee + One- 70% of premium
Employee + Children- 70% of premium
Family- 70% of premium
The Passport plan has a, $4,500- employee and $9,000- all others, deductible. However, the employee will be responsible for, $2,500- employee and $5,000- all others, of the deductible amount. The remainder will be covered by the employer through a HRA. Of the $2,500/$5,000 amount the employer will contribute $1,400/$2,800 in to the employee's HSA, on a matching basis. The employer contribution amount is provided on a matching basis of 2 (two) employer dollars for every 1 (one) dollar contributed by the employee, up to the annual employer maximum. The employer HSA contributions will be made in two equal payments, the first pay dates in January and July. Both plans will have an imbedded deductible. There is an 80/20 payment arrangement once the deductible is met, whereby the insurance company pays 80 percent and the employee/employer pay the other 20 percent, up to an out of pocket maximum. The out of pocket maximums are, $5,800- employee and $11,600- all others. If the employee/employer experience out of pocket costs, the employer will cover up to the $1,300- employee and up to the $2,600- all others.
Dental Insurance
The City offers dental insurance at no cost to the employee as long as they are on the City's health insurance. For single plus one the premium is $52.01 per month. For family coverage the premium is $93.35 per month.
Life Insurance
The City pays for $20,000 in term life insurance. Employees also have the option of purchasing supplemental life insurance for themselves and their dependents as an out-of-pocket cost, up to $500,000 for the employee, $250,000 for his/her spouse and either $5,000 or $10,000 for children.
NCPERS Life Insurance (PERA Life)
This is an optional life insurance plan that costs $16.00 per month. It is a group term life and accidental death & dismemberment plan for employees. It also has group term life for the employee's spouse and eligible dependents.
Workers Compensation Insurance
All employees are covered by workers compensation insurance.
Injury on Duty
If an employee is injured on the job the City will supplement whatever the injured employee is paid by workers compensation up to base pay, up to 60 days.
Long-term Disability
Each employee receives $29.00 per month as taxable income to purchase long-term disability coverage. It covers 60% of their pay. Coverage for long-term disability starts on the 91st day of injury or illness. The benefits received under LTD are currently not subject to income taxes, the premium is taxed instead.
Short-term Disability
After an employee has passed probation the City self funds a short-term disability plan. This coverage starts on the 21st day of an injury or illness and may cover up to 90 days.
Annual Leave
In lieu of vacation and sick pay the City has Annual Leave which can be used for either purpose.
Employees with 0 to 4 years City employment accrue 5.84 hours per pay period.
Employees with 5 to 9 years City employment accrue 6.76 hours per pay period.
Employees with 10 to 14 years City employment accrue 7.69 hours per pay period.
Employees with 15 to 19 years City employment accrue 8.92 hours per pay period.
Employees with 20+ years City employment accrue 9.53 hours per pay period.
No employee may carry over more than 280 hours of Annual Leave from one year to the next. If any employee's balance is above 280 those hours are forfeited.
Holidays
All employees get credit for 96 hours of holiday pay, leaving a work schedule commitment of 1984 hours. Each employee receives 60 hours of pay at his or her regular rate of pay with the first check in June of each year. Each employee receives another 60 hours of pay at his or her regular rate of pay with the first paycheck in December of each year. Each employee also receives one shift of floating holiday pay.
Uniform Allowance
All employees receive a uniform allowance of $1,072 per year to purchase City approved uniforms and equipment after they get their initial issue and pass probation.
Health Care Savings Plan (HCSP)
Each employee shall contribute 2% of their gross salary through payroll deduction to an individual Health Care Savings Plan.
Bereavement Leave
Each eligible employee may request up to three (3) shifts of bereavement leave in the event of a death in the immediate family. Immediate family is defined as: spouse, parent (including stepparent or legal guardian), child (including stepchild/foster child), sibling (including stepsibling), grandparent, grandchild, parent-in-law, brother/sister-in-law, and son/daughter-in-law.
Health FSA
Employee may put up to $2,750 in to an account on a pre-tax basis to pay for eligible medical and dental expenses.
*For those that contribute to a HSA, the Health FSA is limited to eligible vision and dental expenses.
Dependent Care FSA
Employee may put up to $5,000 in to an account on a pre-tax basis to pay for eligible dependent care expenses.
01
Are you currently POST licensed?
- Yes
- No
02
Do you have at least one year of full-time experience as a sworn Police Officer with an agency that has a service area of 10,000 people or more?
- Yes
- No
03
Do you have at least one year of full-time experience as a sworn Police Officer with an agency that has a service area of less than 10,000 people?
- Yes
- No
04
Do you have at least 6 months of experience as a part-time sworn Police Officer or Community Service Officer?
- Yes
- No
05
Do you have at least 6 months of experience as a Police Reserve?
- Yes
- No
06
Do you have a Bachelor's degree?
- Yes
- No
07
Can you read and speak proficiently in a language other than English? (a proficiency test may be given)
- Yes
- No
08
Are you a Veteran, or the surviving spouse of a deceased Veteran, that has been issued a DD214 form?
- Yes
- No
09
Are you a disabled Veteran as determined by the United States Veterans Administration? Or, are you the spouse of a disabled Veteran who because of the disability is unable to qualify for this position?
- Yes
- No
10
Other than Police Reserves, describe any volunteer experiences that you have had.
Required Question