1. Application filled out and resume accepted.

A. This will be done to determine the applicant’s experience

B. A criminal records background check through the Sheriff’s Office will be required prior to hiring.

C. A physical examination or other proof of fitness, to include drug testing, may be required.

D. An employment background investigation will be conducted.

2. The following testing may be conducted:

A. Computer generated psychological, IQ, and personality tests

B. Handwriting Sample

C. Typing Test

4. Oral board with one or more senior, executive staff, or executive officer. The prospective employee hiring packet forms will also be completed at this stage.

5 Recommendations to the Director of Uniformed Services and the Chief Executive Officer for final approval or disapproval.

6. Orientation class & field assignment will be scheduled at the time of uniform issue.

Oral Board Substitution for Background Checks

In the event that the Vice President of Uniformed Services or his designee cannot confirm employment history through the normal process of mailing or faxing a signed release, or by calling the prior employers within three days of submission, the Vice President of Uniformed Services has the option of making a request for an oral board in an effort to bypass work history checks. The oral board will consist of two director-level or higher examiners. With the request for an oral board, the V.P. of Uniformed Services will have to provide the fax or mail confirmation sheets to show that attempts were made to obtain the prospective employee’s background history, and they will be placed in the employee’s file as supporting documents. Once the oral board has been completed, all members of the oral board must unanimously agree to the employment history waiver. At that point the employee may proceed to the next level of the application process. At no time will the applicant proceed to the psychological, personality, or IQ testing prior to having a satisfactory employment history or the unanimous background waiver from the F.

Pre-Employment Hiring Conditions
Administrative Rule #110.005

1. Pre Employment Drug Testing Policy

Consistent with CIS's policy opposing drug use, a pre-employment drug testing policy has been implemented. All individuals will undergo screening for the presence of illegal drugs, and voluntarily submit to a urinalysis test by the agency. They will sign the attached consent agreement releasing the agency from liability. Refusal to sign this agreement or to submit to the test will constitute disqualification for employment. Any individual with positive results will be denied employment at that time, but may initiate another application with the agency after six months. Any individual who is hired by CIS prior to its receipt of the test results will be hired on a conditional basis only, and such conditional employment will be terminated immediately if the test results indicate illegal drug usage. The agency will not discriminate against applicants for employment because of past abuse of drugs; it is current abuse, which poses safety risks or prevents employees from properly performing their job that the agency will not tolerate.

2. Pre-employment Motor Vehicle Record Check

Any prospective employee whose duties will require them to operate an agency vehicle, or to regularly operate their personal vehicle in the course and scope of employment, will be required to have a motor vehicle record check completed as a pre-condition to hiring. Those individuals who the agency's insurance carrier refuses to cover because of an unsatisfactory driving record, or whose driving record, in the agency's discretion, indicates a potential safety risk, will be disqualified for duties involving operating a vehicle on behalf of the agency. Any individual who is hired for these duties by the agency prior to its receipt of a motor vehicle record check will be hired on a conditional basis only, and these duties will be discontinued immediately if the motor vehicle record check indicates disqualification for these duties.

3. Pre-Employment Psychological Testing Policy

All individuals will be required to submit to a psychological test at a laboratory or clinic chosen by this agency and sign this consent agreement releasing Critical Intervention Services from liability. All costs incurred will be the responsibility of the applicant. However, if the applicant chooses to submit to a series of computer generated tests given by this agency, which will include a personality profile, psychological profile, and an IQ profile, no cost will be incurred by the applicant. If the applicant chooses the computer generated testing method, the applicant agrees to accept the results of this method. Refusal of either of these methods will result in the applicant becoming ineligible for further processing and disqualify them from immediate employment with this agency. Any individual with unsatisfactory results from either method will be denied employment but may initiate another application after a 6-month period. CIS will not discriminate against applicants for employment because of past psychological fitness. It is the current psychological fitness, which poses a safety risk to employees from properly performing their job that this agency will not tolerate.

Probationary Period
Administrative Rule #110.006

New employees will undergo a probationary period of ninety (90) days, and are informed of this at their time of hire. During this period, the employee shall become familiar with all aspects of their position. The department supervisor or their designee will monitor progress. At the end of this period, the supervisor will make their recommendation. If at the end of the probationary period the employer decides that the employee fails to meet the expectations of the job, the employer will decide either to terminate the employee or to extend the probationary period. If it is extended, the employee will be evaluated on a daily basis. The probationary employee can be terminated at any time during the original or extended probationary period.

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