The State of Alabama Law Enforcement Agency (ALEA) is committed to identifying and recruiting professional men and women who are interested in joining our law enforcement family to protect and serve the public with honesty, integrity and humility. ALEA is Alabama’s pre-eminent law enforcement agency offering a variety of law enforcement career specialization areas throughout the state to most notably include:
- Patrol (state highways, waterways and complexes)
- Criminal Investigations (officer-involved shootings, homicide, agricultural and rural crimes, narcotics, alcohol and crimes against children)
- Dignitary Protection for the state’s top political leaders
- EOD/SWAT member (hazardous-duty pay available)
- Aviation Unit member
- Alabama Criminal Justice Training Center (ACJTC) instructor
In addition to specialized law enforcement career opportunities, ALEA provides officers “additional duty assignments” including, but not limited to, football details at state colleges and universities (e.g., Auburn, Alabama, UAB, Jacksonville State, Troy), temporary training officer at the ACJTC (in Selma) and Honor Guard member. Moreover, officers may supplement their income by working overtime assignments in construction zone areas or other grant funded assignments.
Initial Career Progression For Trooper With ALEA
Step 1 - ALEA Trooper, Trainee (60670)
New employees are hired as an ALEA Trooper, Trainee (60670), and they attend the ACJTC to complete the rigorous training and education program necessary to become a certified police officer. (Accelerated training curriculum is available for new hires who are already certified by the Alabama Peace Officers’ Standards and Training Commission.) Thereafter, Trainees are assigned to their permanent duty station and complete the Field Training Program alongside a Field Training Officer.
Salary Range for Class: $36,657.60-$55,615.20
(Education incentives are available upon appointment.)
Step 2 - ALEA Trooper (60671)
Upon completion of a six-month probationary period as a Trainee, employees are promoted to ALEA Trooper (5 percent salary increase). After the successful completion of a one-year probationary period, employees are eligible to receive another salary increase of up to 5 percent (based on job performance ratings).
Salary Range for Class: $40,468.80-$61,303.20
Step 3 - ALEA Trooper, Senior (60672)
Two years from the date of appointment as an ALEA Trooper Trainee, employees receive a promotion to the ALEA Trooper, Senior, classification. This action comes with a 5 percent salary increase upon promotion and, with the successful completion of a six-month probationary period, another salary increase up to 5 percent (based on job performance ratings).
Minimum/Special Requirements For The Alea Trooper, Trainee Classification
- Applicants must meet education standards established by the Alabama Peace Officers Standards and Training Commission which requires the possession of a high school diploma, OR, possess a valid GED certificate AND possess a valid certification of having passed the Basic Ability Test (BAT) for Law Enforcement Officers as approved by the Commission; OR possess an earned Associate’s Degree or higher Degree from a College or University accredited by the Southern Association of Colleges and Schools (SACS), or its regional equivalent. NOTE: Applicants who are already APOSTC certified and who are required to complete the Refresher training for reinstatement of his/her Certification are not required to pass the BAT.
- Applicants must be age 21 or older by the test date
- Applicants must be a U. S. citizen at the time of appointment
- Applicants must possess a valid Alabama driver license at the time of appointment
- Applicants must meet the requirements of APOSTC and designated agency training, as well as other specialized training during the probationary period
- Applicants will be required to complete the APOSTC’s Physical Ability/Agility Test (PAAT) consisting of the following components:
- An obstacle course in 90 seconds consisting of pushing a vehicle 15 feet, climbing a 6-foot wall or chain-link fence, crawling through a small window, walking a balance beam, and dragging a 165-pound dummy 15 feet
- At least 22 push-ups in 60 seconds
- At least 25 sit-ups in 60 seconds
- A 1.5 mile run in 15 minutes and 28 seconds
- Applicants must successfully complete a background investigation
- Be available 24 hours/seven days a week to include working on weekends and holidays
- Adhere to ALEA residency policy for law enforcement officers
- Polygraph evaluation
- Medical exam*
- Psychological evaluation*
- Drug screen*
*Completed after a conditional offer of employment is extended
The Secretary of ALEA has the authority and obligation to assign agency employees to any location within the state where the best interests of the agency are served. However, for recruitment and retention purposes, management makes every effort to assign Troopers in areas that do not require relocation.
- Daily subsistence pay up to $12 for each day on duty (approximately $3,000 annual benefit)
- State Employees’ Health Insurance Plan – Basic medical care coverage for employees and their eligible dependents (wellness and tobacco-free discounts available for reduced monthly premiums), Supplemental Dental and Vision Plans, Dependent Care Reimbursement Account Plan, Healthcare Reimbursement Account Plan, etc. Visit Alabama State Employees’ Insurance Board for more information
- Worker’s Compensation program with expanded benefits for employees injured in the “line of duty” (Code of Alabama 1975, § 36-21-13)
- Paid Leave Benefits:
- 13 Paid Holidays
- 13 Annual Leave (vacation) days each year with incremental increases every five years of service, maxing out at 29 days with 25 years of service. Employees may accrue and carry over up to 60 days of annual leave and have payout options upon separation.
- 13 Sick Leave days each year. Employees may accrue and carry over up to 150 days of sick leave and have the option to receive payout for half his/her balance upon retirement (maximum 75 days) or convert the entire balance toward retirement service credit.
- 21 Paid Military Leave days each year for employees taking part in qualifying military duties.
- Retirement – Defined Benefit Plan managed by the State Employees’ Retirement System (ERS) of the Retirement Systems of Alabama:
- Tier 1 (creditable service with RSA prior to Jan. 1, 2013) - A law enforcement officer is eligible to receive retirement benefits if he/she has at least 10 years of service credit and has attained the age of 52 or the employee has accumulated 25 years of service credit, without regard to age.
- Tier 2 (hired on or after Jan. 1, 2013) - A law enforcement officer is eligible to receive retirement benefits when he or she has at least 10 years of service credit and has attained the age of 56.
Equal Employment Opportunity
The Alabama Law Enforcement Agency is committed to complying with all State and Federal laws prohibiting employment discrimination or harassment based on race, color, religion, gender, sexual orientation, pregnancy, gender identity, genetic information, national origin, citizenship, age, or physical or mental disability.
Frequently Asked Questions
ALEA management understands the current environment of the policing profession and, as a result, is committed to developing and implementing a dynamic strategy focused on providing its law enforcement officers with a healthy working environment established through quality education and training opportunities; maintaining a culture based on honesty, excellence, attitude, respect and teamwork; openly communicating the goals and expectations of management to create transparency and togetherness; and soliciting input from and implementing ideas and solutions from employees without regard to rank and/or position.
ALEA management also understands that a law enforcement career is physically and mentally demanding, and the stresses of the job can carry over into his/her personal life. Management’s plan to counteract these issues is to create and nurture a work environment and support system that enhances the ability for all our employees to strive professionally and personally. To accomplish this feat, management has chosen to focus most of its time and commit resources to the following:
Training – ALEA provides training opportunities to employees to achieve the agency’s operational goals, provide employees with the tools and knowledge necessary to perform their job at the highest level, and instill and/or reinforce the employee’s sense of value to the agency.
Mentoring – All levels of management have been directed to establish a mentoring program integrated with a goal-oriented feedback system as a means of providing a structured mechanism for developing strong relationships within ALEA, as well as a solid foundation for employee retention and growth. An example is the Field Training Officer (FTO) program for law enforcement officers, where our most experienced officers pair with Trainees and others who have less experience. The FTO program is designed to develop specific competencies using various types of training regimens, offering performance feedback and solutions for achieving goals.
Instilling a Positive Culture – ALEA works continuously to establish and refine the culture relying on honesty, excellence, positive attitude, respect, service and teamwork.
Credibility through Communication - Communication is vital to building and maintaining credibility. All levels of management understand the importance of listening and responding to (or otherwise acknowledging) employee input.
Feedback - Continuous feedback and training are offered to employees, so their efforts stay aligned with the goals of the agency and meet its expectations.
Growth Opportunities – ALEA’s organizational structure includes several ranks within the classified service beyond the working/senior-level Trooper/Special Agent classifications (e.g., Corporal, Sergeant, Lieutenant, Captain, Major, Lieutenant Colonel, Colonel) that can be attained by employee engagement and receptiveness to career development programs.
Fostering Trust and Confidence in Management – Successes of the agency are dependent upon our employees’ belief and understanding that upper management has the best interests of the agency and its employees in mind by competently serving with honesty, integrity, humility, professionalism, consistency and transparency. These values in management inspire others, create a strong work environment and culture of service and commitment to our overall mission to protect and serve the public in the state of Alabama.
No. ALEA is a diverse agency offering several specialty areas in the criminal justice career field. Most law enforcement officers hired by ALEA, however, are assigned to patrol the state’s roadways based on existing manpower requirement and associated shortages.
Yes. SBI provides investigative services throughout the state and is committed to attracting and retaining the best and brightest law enforcement officers to enhance operations. Therefore, it is essential that the agency consider both internal and external candidates to fill vacancies.
A career in law enforcement is not for everyone as it takes a certain level of physical and mental toughness to successfully initiate and maneuver the unpredictable twists and turns of a successful law enforcement career. If you can honestly answer “Yes” to the following questions, you may possess the character and qualities ALEA is recruiting to join its ranks:
- Do I sincerely desire to serve the state of Alabama?
- Am I conscientious, motivated, responsible and eager to learn?
- Am I concerned about my community and fellow Alabamians?
- Can I perform my duties without prejudice involving another's race, creed, gender, nationality or any other prohibited factor?
- Can my family and I live with the inherent dangers of the job, separation from home and irregular work hours?
- Am I prepared to make life-or-death decisions involving the use of deadly force?
- Am I responsible and self-disciplined enough to enforce traffic and criminal laws working alone in isolated, rural areas of the state with minimal supervision?
- Can I exhibit honesty and integrity in all my dealings with the public, court officials and supervisors?
- Can I take command and make responsible decisions when confronted with emergencies or personal danger?
- Can I follow orders?
- Can I successfully undertake the regimented and strenuous physical and mental training at the trooper academy?
- Can I swear to and commit to upholding the high standards of conduct, on and off duty, that is required of a sworn officer employed by ALEA?
- Does not must meet education standards established by the Alabama Peace Officers Standards and Training Commission (APOSTC) which requires the possession of a high school diploma OR possess a valid GED certificate AND possess a valid certification of having passed the Basic Ability Test (BAT) for Law Enforcement Officers as approved by the Alabama Peace Officers Standards and Training Commission (APOSTC); OR possess an earned Associate’s Degree or higher Degree from a College or University accredited by the Southern Association of Colleges and Schools (SACS), or its regional equivalent. NOTE: Applicants who are already APOSTC certified and who are required to complete the Refresher training for reinstatement of his/her Certification are not required to pass the BAT.
- Fails to meet APOSTC background and physical requirements, which require one to be in good mental and physical health necessary to perform the essential functions of a law enforcement officer.
- Has a felony conviction (A pardon or nolo contendre does not nullify a conviction for this rule).
- Has a domestic violence conviction or a documented history of domestic reports or calls for law enforcement intervention into domestic incidents. The history will be evaluated to determine if the candidate is the predominant aggressor. Should a candidate have a pending Protection from Abuse filed against them and/or a standing judicial order regarding a Protection from Abuse will be disqualified, but may resubmit upon the Protection from Abuse being adjudicated.
- Psychological exam results indicate serious concerns regarding his/her suitability for employment.
- Is prohibited by state or federal law from owning, possessing, or carrying a firearm, including but not limited to a pistol, handgun, rifle, or shotgun.
- Is required to register as a convicted sex offender as defined in Title 15-20A-5, Code of Alabama 1975, as amended.
- Fails to report accurate and complete employment and/or criminal history information on the state application and subsequent requests for information from ALEA.
- Was terminated, forced to resign, or resigned in lieu of termination from a previous employer because of a proven theft, drug use, violent action, or any act that impugns basic honesty.
- Fails to possess a valid driver license at the time of appointment.
- Cannot be verified as a U.S. Citizen (verified via I.C.E. through the Fusion Center).
- Has used an assumed name to conceal identity in an attempt to commit financial fraud or personal gain. This does not include law enforcement officers (LEOs) acting in a law enforcement capacity.
- Used Social Security information for fraudulent purposes.
- Failed to pay or fraudulently filed taxes within the past five years.
- Did not discharge from the armed services under honorable conditions (appropriate documentation required).
- Has a credit history that indicates fraud, forgery, a documented history of repeated filing for bankruptcy, or theft by deception.
- Received a DUI/BUI conviction within the past five years or has a history involving DUI/BUI convictions, failing to appear in court, having a driver license revocation(s), or a conviction of leaving the scene of an accident.
- Has a civil record involving repeated failure to pay child support.
- Deliberately withholds medical information pertaining to the ability to perform the essential functions of a law enforcement officer position.
- Is or has been a member of, or prominently associated with, gangs or any subversive or racist organization.
- Has body art, tattoo(s) or brands (s) deemed by the Secretary, that would appear unprofessional and/or offensive, regardless of location. Such body art, tattoos or brands would include but not be limited to: graphic depictions of nudity or violence; vulgar art, words or phrases, including profane language, initials or acronyms that are widely and commonly used to express profane or unprofessional meanings; initials or acronyms representing criminal or historically oppressive organization (e.g., racial/hate groups, street gang names, numbers and/or symbols).
- Used or possessed within the five-year period immediately preceding the date the candidate begins the pre-employment assessment program as an ALEA Trooper Trainee/Special Agent LSD, PCP, heroin, methamphetamine, cocaine, hallucinogens, psilocybin mushrooms or designer drugs (e.g. ecstasy, synthetic cathinones, their chemical derivatives and synthetic equivalents, etc.). If use occurred prior to the five-year period preceding the date of the pre-employment assessment program, the following factors will be considered: (1) the frequency of the behavior; (2) the quantity of drugs involved; (3) the type of drug; and (4) corrective measures implemented by the candidate to prevent drug possession or usage.
- Used or possessed within the three-year period immediately preceding the date the candidate begins the pre-employment assessment program as an ALEA Trooper Trainee/Special Agent marijuana, inhalants (huffing), anabolic steroids or synthetic cannabinoids (e.g. spice, K2, etc.). If use occurred prior to the three-year period preceding the date of the pre-employment assessment program, the following factors will be considered: (1) the frequency of the behavior; (2) the quantity of drugs involved; (3) the type of drug; and (4) corrective measures implemented by the candidate to prevent drug possession or usage.
- Engaged in the unauthorized usage of any illegal drug while employed in a position of public trust (e.g., sworn law enforcement officer or a security sensitive job classification).
- Has a conviction for any misdemeanor crime, as defined in Chapters 6 and 8 of Title 13A of the Code of Alabama 1975, within the past five years.
- Have been arrested and currently under bond for any felony or misdemeanor offense pending judicial process and adjudication.
NOTE: This list is not exhaustive and is not meant to be definitive of all disqualifying events.