By Deputy Chief Josh Stockstill
Specialized narcotics units operate at the intersection of criminal investigation, constitutional law and organizational risk. Officers assigned to these units routinely function with limited direct supervision, manage confidential informants, conduct covert investigations, and make decisions with profound legal and ethical implications. As a result, agencies employ highly selective processes when staffing narcotics units, prioritizing trust, competence and maturity over enthusiasm or arrest productivity alone.
Despite this reality, patrol officers frequently inquire about how to “get noticed” or position themselves for narcotics assignments. Informal mentoring across agencies reveals a consistent pattern: Officers who succeed in securing these positions exhibit predictable behaviors long before vacancies arise. This article distills those observations into ten professional development principles grounded in operational experience and supervisory evaluation.
What supervisors look for when selecting narcotics officers
While individual agencies vary in structure and mission, supervisors consistently evaluate the same core behaviors when selecting officers for narcotics assignments.
1, Patrol excellence as a foundational requirement
Narcotics units and administrations rarely select average officers. What stands out includes proactive patrol work, sound decision-making under pressure, well-written reports requiring minimal correction and strong courtroom performance. If an officer cannot be fully trusted operating independently on patrol, they will not be trusted with informants or undercover responsibilities. Command staff recommendations place the department’s reputation and liability on the line.
2. Become known for drug-related enforcement — the right way
Effective narcotics work is built on quality cases, not reckless enforcement. Officers should focus on constitutionally sound traffic stops, defensible searches and seizures, and proper evidence handling. Sloppy consent searches, questionable shortcuts, aggressive stops or creative report writing will work against you. Commanders pay attention to how cases are built, not just arrest numbers.
3 Master case law and department policy
A strong understanding of search and seizure law, reasonable suspicion versus probable cause, consent, exigent circumstances, the plain view doctrine and confidential informant principles is a key separator between candidates. Officers who already demonstrate this knowledge are safer and easier to transition into narcotics work.
4. Build a reputation for discretion and maturity
Narcotics assignments involve sensitive intelligence, informants and long-term investigations. Officers considered for these roles are those who demonstrate professionalism, discretion, emotional control, reliability and preparedness. Officers who gossip, overshare or create unnecessary drama will not be selected.
5. Network the right way
Professional visibility matters. Assist narcotics personnel when requested, volunteer for perimeter or transport assignments and ask thoughtful questions after operations — not during active scenes. Express interest professionally and appropriately. The goal is to be the officer supervisors ask for by name.
6. Proactive investment in relevant training
Officers who pursue specialized training before vacancies arise demonstrate commitment and foresight. Courses in drug interdiction, advanced traffic stops, interview and interrogation, and surveillance fundamentals directly translate to narcotics operations. Early training reduces onboarding burdens and signals long-term interest rather than impulsive ambition.
7. Personal life stability and integrity
Due to the inherent vulnerabilities of narcotics work, officers’ personal lives undergo heightened scrutiny. Financial responsibility, personal associations, social media presence and off-duty conduct all influence selection decisions. Command staff must be confident that an officer’s lifestyle will not expose the agency to compromise, coercion or reputational harm.
8. Acceptance of operational sacrifice
Narcotics enforcement demands irregular schedules, prolonged surveillance, extensive documentation and delayed judicial outcomes. Officers who routinely complain about workload, call-outs or delayed gratification are typically poor fits. Effective narcotics officers accept operational inconvenience as inherent to the mission.
9. Consistent team-oriented conduct
Unlike solo patrol work, narcotics operations are collective and plan-driven. Officers must demonstrate adherence to operational plans, calm communication during high-risk situations and a willingness to subordinate individual recognition for team success. Supervisors closely observe how officers function within group dynamics.
10. Preparation for formal selection processes
When positions open, agencies typically evaluate resumes or letters of interest, conduct command staff interviews, review reports and arrest histories, examine complaint records and sometimes initiate renewed background investigations. Successful candidates clearly articulate their motivations, ethical understanding, operational readiness and long-term professional goals. Narcotics work framed as responsibility rather than prestige resonates with selection authorities.
Conclusion
Narcotics enforcement is neither an entry-level assignment nor a reward for aggressive enforcement. It is a trust-based specialization reserved for officers who demonstrate exceptional patrol competence, constitutional awareness, emotional maturity and personal integrity. By adhering to the 10 principles outlined, patrol officers position themselves for successful selection while strengthening the profession as a whole.
About the author
Deputy Chief Josh Stockstill, a former Narcotics Division Lieutenant, currently serves as the Deputy Chief of the Bay St. Louis Police Department, continuing a commitment to public safety and community service on the Mississippi Gulf Coast. The author has served in undercover narcotics operations, narcotics unit supervision and patrol supervision across multiple agencies and has mentored numerous officers into specialized assignments. The views expressed are grounded in professional experience and do not represent any single agency.
| NEXT: Inside the narcotics threat: What cops need to know now
