Officer Hiring Process
The Town of Firestone New Officer hiring process will include all the steps listed below. All candidates will be notified following the completion of each phase of the process whether or not they have been selected to continue on in the process.
Applications will be vetted through Human Resources. Complete an application online at www.firestoneco.gov/jobs.
Lateral Entry (Certified Police Officers) candidates must participate in all Town of Firestone screening and examination processes for Police Officer. Candidates to be considered for this level must:
- Possess a Colorado P.O.S.T. Certification or for out-of-state applicants, must have the ability to successfully obtain certification
- High school diploma or equivalent (GED)
- Minimum of 60 hours from an accredited college or university is preferred
- Must be at least 21 years of age
- Must be able to attain and maintain a variety of law enforcement certifications
- Possess a valid Colorado Driver’s License and satisfactory driving record
Candidates who meet the minimum eligibility requirements will be invited to participate in testing will be advised on the testing date/time/location
All documents submitted with an application are, after receipt, considered the property of the Town of Firestone and will not be returned
Candidates who test with the Town of Firestone must wait a minimum of 12 months before becoming eligible to test for a subsequent process
|2. Written Exam|
Stanard National Police Officer Selection Test
The Stanard National Police Officer Selection Test is used to identify the most qualified candidates for the position of Police Officer. Each section is used to gauge the competency of each individual.
- Math Test: measures the candidate’s ability to correctly add, subtract, multiply, divide and determine proper percentages and simple averages
- Grammar: measures the candidate’s ability to spell and use grammar and punctuation correctly
- Reading Comprehension: measures the candidate’s ability to read and accurately interpret operating procedures, department directives, training materials, state statute, traffic regulations, etc.
- Incident Report Writing: measures the candidate’s ability to write grammatically correct, complete sentences. Words must be spelled correctly and punctuation must be used accurately
|3. Personal History and Release of Information Agreement|
As part of the background investigation, participating candidates will be sent a Personal History and Release (PHR) of Information Agreement from the Town of Firestone for completion and return. The PHR will cover information to include, but not limited to:
- Criminal and driving history
- Drug and alcohol use
- Personal references, residential history
- Education and training credentials
- Undetected criminal activity
- Employment history
- Financial history
- Military service
All candidates selected to take part in the recruitment and hiring process will be required to sign and submit a Release of Information Agreement to the Town of Firestone Police Department. The Firestone Police Department will be responsible for conducting the officer candidate background investigations.
Regardless of whether a candidate is a current officer or one who left policing in good standing, they must provide a completed unconditional release of prior personnel records including disclosure of the existence and content of any sealed files/records.
Important Notice: Any misrepresentation, falsification, omission or deception regarding any information provided by a candidate, will be grounds for immediate disqualification from the examination process. All information provided shall be confirmed and investigated during the polygraph interview and background investigation.
|4. Oral Board Interview|
The oral board interview is conducted in front of a panel of assessors selected by the Police Department. The interview is behaviorally based and covers a variety of issues. It provides candidates with an opportunity to share their personal experiences and express personal views on current issues. The oral board interview provides the interview panel with an opportunity to learn more about the candidate and see how they perform and respond under pressure.
|5. Background Investigation|
The background investigation will be conducted by Town of Firestone Police Department or a vendor designee and will include, but not be limited to, contact with the applicant’s former employers, associates, neighbors, and other pertinent sources. In addition, the candidate’s application, integrity responses, military history, school records, police records, driving record, and personal history and background statement responses will be researched.
Upon completion and evaluation of potential candidate’s background information, it will be determined if they will continue in the hiring process.
Candidates moving forward in the process will be scheduled for a polygraph test that will be conducted at the Firestone Police Department or by a vendor designee as designated by the department. A list of areas that may be explored during the polygraph include:
- Complete disclosure of all information pertinent to employment with the Town of Firestone to include, but not limited to, application, personal history, credentials and references
- Information pertinent to past employment including dates, positions held, reasons for separation, and misconduct while employed
- Military service record
- Driving history
- Criminal activity, including illegal drug use within the last five years
- Perjury or fraud, including falsifying company records, falsifying police reports or other governmental records, accepting bribes or gratuities.
- Any misconduct as a police officer, including criminal activity, damage to property, abuse of authority, or excessive force.
- Activity that would reflect poorly upon the Police Department or allow the applicant’s position with the Town to be compromised.
- Any other information pertinent to your employment with the Town of Firestone Police Department.
|7. Conditional Job Offer|
Human Resources will extend a conditional offer of employment to candidates that have completed all phases of the interview process. The conditional offer will identify the last phase to include a physical and psychological screening.
|8. Physical and Psychological Exam|
This final phase of the selection process is a medical fitness for duty test based on the physical requirements identified in the job description and a substance screening.
The psychological screening portion involves a structured interview including responses to a review of psychological and psychiatric treatment, alcohol and drug use, trauma, suicidal ideation, and medical health. An opinion regarding emotional stability is rendered in the report for the psychological screening.
The information obtained during the final testing process is considered privileged and confidential and will not be provided to candidates.
|9. Interview with the Chief of Police|
The Chief of Police will schedule a personal interview with the top candidates to determine their continuation in the hiring process. The Chief will be provided with each candidate’s file including all pertinent information, to include the candidate employment application, written test scores, oral board interview recommendations, background and polygraph results.
|10. Official Offer of Employment|
After all tests results are received by the Firestone Police Department, final selections will be made and an official offer will be extended to the candidate by the Chief of Police or his designee.
Potential Disqualification Factors
The following criteria may disqualify an applicant from selection at any point in the process. Candidates will be evaluated on a case-by-case basis. Backgrounds of each applicant will be evaluated on the basis of overall character and integrity.
- Falsified a written report
- Given perjured sworn testimony at any time as an adult
- Offered, paid, solicited, or accepted a bribe at any time
- Current or former member or supporter of any group that seeks to alter the form of government of the United States of America by unconstitutional means
- Falsified documentation of a college degree, transcript, or specialized training
- Falsified documentation of law enforcement certification
- Knowingly falsified requested information during the selection process
- Cheated on any portion of the selection process
Employment History (Includes school and military)
- Any dishonorable discharge from military service
- Deliberate fabrication of any information related to a job
- Failure to report a discharge, forced termination, or resignation due to performance issues since age 18
- Sick Leave Abuse as noted in a performance assessment
Previous Law Enforcement
- Solicited or accepted a bribe at any time as a law enforcement officer
- Given false statements or falsified a report at any time as a law enforcement officer
- Use of any illegal drug, on or off duty, while employed as a law enforcement officer
- Unlawful use of physical force within the past five years while serving as a law enforcement officer
- Theft of goods and/or money (added together) of more than $100 from an employer within the past 3 years
- Any incidents of misdemeanor shoplifting or accessory to shoplifting, whether detected or not, within the past 3 years
- Any checks intentionally written on a closed account
- Two or more separate incidents within the past five years of being convicted of or having wages garnished for failure to pay child support
- Use of marijuana within the last 36 months
- Use of any other illegal drug within the last 60 months
- Any production, cultivation, transportation or sale of illegal drugs
- Any instance of fraudulently obtaining a prescription medication or controlled substance or forging a prescription order
- Refusal to agree to submit to applicants’ substance screening
- Evidence of excessive alcohol use
- Any DUI/DUID or DWAI convictions within the past three years
- Any citation for reckless driving or speed contest/drag racing in the last three years (determined by cited offense, not by plea disposition)
- Any driver’s license revocation, denial, suspension, or cancellation within the last three years
- Any driver’s license revocation as a habitual traffic offender
- Any hit and run accidents within the last three years
- Failure to show proof of liability insurance (Colorado drivers)
- Conviction of three or more moving violations in the past three years
- Any felony conviction
- Conviction of any domestic violence related offense
- Any misdemeanor conviction in the past three years
- Any felony adjudication as a juvenile
- Self-admitted commission of any felony as an adult
- Any sexual assault committed against an adult or child at any time
- Applicant is currently subject to any restraining order pursuant to a domestic violence proceeding, or which prohibits them from possessing a firearm
- Any pattern of criminal activity (self-admitted or otherwise)
- Colorado POST Disqualifying Misdemeanors:
|18-3-204||Assault in the third degree|
|18-3-404||Unlawful sexual contact|
|18-3-405.5||Sexual assault on a client by a psychotherapist|
|18-3-412.5||Failure to register as a sex offender|
|18-6-403(3)(b.5)||Sexual exploitation of a child (as it existed prior to July 1, 2006)|
|18-7-202||Soliciting for prostitution|
|18-7-204||Keeping a place of prostitution|
|18-7-601||Dispensing violent films to minors|
|18-8-102||Obstructing government operations|
|18-8-104||Obstructing a peace officer, firefighter, emergency medical services provider, rescue specialist, or volunteer|
|18-8-111||False reporting to authorities|
|18-8-113||Impersonating a public servant|
|18-8-114||Abuse of public records|
|18-8-204.2||Possession of contraband in the second degree|
|18-8-208.1||Attempt to escape|