Applications will be vetted through Human Resources.

Complete an application online at www.firestoneco.gov/jobs.

Lateral Entry / POST Certified Police Officers

Candidates must participate in all Town of Firestone screening and examination processes for Police Officer. Candidates to be considered for a lateral transfer must:

• Possess a Colorado P.O.S.T. Certification
• Out-of-state applicants must be willing to obtain Colorado P.O.S.T certification
• High school diploma or equivalent (GED)
• Must be at least 21 years of age
• Must be able to attain and maintain a variety of law enforcement certifications
• Possess a valid Driver’s License and satisfactory driving record

Candidates who meet the minimum eligibility requirements will be invited to participate in testing and be advised on the testing date/time and location

All documents submitted as part of your application are considered property of the Town of Firestone and will not be returned

Candidates who test with the Town of Firestone and do not proceed due to failing a step in our process will not be eligible to reapply or test for a subsequent process until 12 months from the date of their written test.

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
• READING COMPREHENSION: measures the candidate’s ability to read and accurately interpret operating procedures, department directives, training materials, state statute, traffic regulations, etc.
• GRAMMAR: measures the candidate’s ability to spell and use grammar and punctuation correctly
• 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

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 candidates and how they perform and respond under pressure.

Human Resources will extend a conditional offer of employment to candidates after passing the oral board interview. This offer is extended with an emphasis on completing the non-medical portions of the interview process.

Please Note: A final disposition and official offer letter may be extended to the candidate via step #11 following successful completion of all steps of the interview process.

The first phase of psychological screening involves a structured interview designed to determine the suitability of a candidate’s aptitude to perform in a law enforcement capacity.

Candidates proceeding in the process will submit to a polygraph with a vendor designee determined by the department.

Here is a list of areas that may be explored during the polygraph:

• Complete disclosure of 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 any 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 a police report or any 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 application with the Town of Firestone

As part of the background investigation, participating candidates will be sent a Personal History and Release (PHR) of Information Agreement issued by ProFirst on behalf of the Town of Firestone for completion. The PHR requests information related 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 participate in a background investigation conducted by ProFirst. Detailed information concerning this phase of the background analysis will be provided.

Regardless of whether a candidate is a current officer or one who left policing in good standing, all candidates must complete the 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.

The second phase 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 the candidate.

A medical exam will be arranged by the Human Resources Department. Once the previous steps have been completed the appointment will be scheduled.

The Chief of Police will review a candidate's application, test scores, oral board notes, background, polygraph and psychological testing results and confirm the disposition of the candidate with Human Resources.

After completing the hiring process and the results are received, an official offer of employment may be extended to the candidate by the Chief of Police or his designee.

The following criteria may disqualify an applicant from selection at any point in the process. The background conducted by ProFirst will be evaluated based on overall character and integrity.

Character

• 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

Certification/Eligibility

• 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

Integrity

• Theft of goods and/or money (added together) of more than $100 from an employer within the past three years
• Any incidents of misdemeanor shoplifting or accessory to shoplifting, whether detected or not, within the past three years

Financial Responsibility

• 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

Drug/Alcohol Use

• Use of marijuana within the last 12 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

Driving Record

• 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

Criminal Behavior

• 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:

Per § 24-31-305 C.R.S., the POST Board shall deny certification to any person who has been convicted, on or after July 1, 2001, of any of the following on the attached list.

View more information on POST Disqualifying Incidents here.