Job Information

WESTERVILLE OH, CITY OF, DIVISION OF POLICE
21 SOUTH STATE STREET
WESTERVILLE, OHIO 43081
(614)901-6400
http://www.westerville.org

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Bookmark: http://nationaltestingnetwork.com/publicsafetyjobs/fullJobDetails.cfm?agencyjobid=155&jobid=1&agentid=146

Updated: January 31, 2020

Job Classification: Police Officer

The City of Westerville is currently accepting test results for entry level police officer from January 31st through March 11th. Candidates must take the NTN exam by March 11, 2020 in order to be considered. If you have taken the NTN test previous to this opening and your scores are still valid, please contact NTN in order to send your scores to Westerville. You must contact NTN before the closing date in order to transfer your scores.

The City does not require a PAT (Physical Abilities Test) through National Testing Network. PAT testing will take place during the recruitment process through the City of Westerville.

Candidates must submit an online application on the City of Westerville’s website by March 11, 2020.

For more information about the department and to apply online, please visit: https://www.westerville.org/services/police/employment

Hiring Process:
Testing and Receiving Applications: January 31, 2020- March 11, 2020. The NTN passing score for Westerville is scoring at least a 70% in each of the three sections of the exam (reading, writing and the video portion).
Phone Interviews: March 19th through April 1st
Physical Fitness Assessment: Saturday, April 4th or Saturday, April 18th. Candidates will be asked to RSVP for one of the physical fitness assessment dates. These assessments will start at 9:00AM in Westerville.
Completing a PHQ (paper copy)
Oral Board Interviews
Background

Salary Information: Starting salary $29.73/hour or $35.10/hour with Ohio Peace Officers Certification and 2 years full-time sworn law enforcement experience.

Benefits Information: Paid vacation, sick leave, personal leave, medical, dental, vision, and life insurance available.

Department Overview: The mission of the Westerville Division of Police is to provide service to the public. We are dedicated to responding to the needs of citizens, preventing crimes, and continually evolving to maintain the highest standards of service. This mission is accomplished through services provided by our dedicated staff in conjunction with strong community participation and support. Our organizational philosophy is “Total Resource Policing.” This provides staff with the authority and responsibility to complete tasks and missions at the frontline level. Our staff members are encouraged to use both traditional and more contemporary methods in order to address external and internal issues and concerns focusing on relationship building and crime prevention. Each and every day our staff commit to providing outstanding service to citizens and making Westerville a safe and vibrant community. We do this by making our core values of integrity, responsibility, loyalty, and honesty an integral part of our daily lives.

The Westerville Division of Police has 75 authorized sworn positions and 36 additional civilian positions. The department handles over 32,000 calls for service annually.

City Information: The City of Westerville is a northeastern suburb of Columbus. It spans both Franklin and Delaware counties. The area is approximately 13 square miles.
Westerville is often referred to as a “city within a park”. Bordering the scenic Hoover Reservoir and with almost 600 acres of park in 46 locations and 29 miles of multipurpose trails, it’s easy to see why. Westerville has twice appeared in Money magazine’s list of America’s “Best Places to Live” and was rated by Forbes magazine as the Fifth friendliest town in the country. Westerville was named as America’s best suburb in 2013 by Movoto Real Estate. With each recognition, the extraordinarily low crime rate was cited. Our crime rate places Westerville at 46% below the national average. Most recently, Westerville was named as “Best Hometown” by Ohio Magazine. Being responsive to our citizens is extremely important. Westerville's average response times for police, fire and emergency medical services are less than four minutes, about half the national average.

Westerville is a vibrant and growing community that is located within 15 minutes of 2 regional shopping malls and John Glenn Columbus International Airport.

Population: 37,000

Job Requirements

US Citizen: Yes

High School Grad/GED: Yes

Valid OHIO State Driver's License: Yes

Ability to Read/Speak English: Yes

Vision: Must have corrected vision in both eyes to 20/20 and no color blindness

College: Bachelor’s degree preferred but not required

Academy Certification: Ohio Peace Officer Training Certification preferred but not required prior to appointment. Non-certified candidates will be enrolled in an academy as soon as practical after appointment.

Prior Experience: Preferred but not required

Necessary Certifications: Valid Ohio Driver's license or ability to obtain an Ohio license during the probationary period.

School Prior and Post Hiring: High school graduate or G.E.D.

Felony, Criminal Activity Disqualifiers: See standards for employment.

Driving Disqualifiers: Must have a valid driver’s license in the current state of residence and have the ability to obtain an Ohio driver’s license upon hire date. See standards of employment

Standards for Employment: There are high standards for employment for both police employees and those select non-police civilian city employees who are granted access to police facilities during the course of their work. This is necessary for both categories of employee in that police employees represent our government and help protect the rights of citizens and our community and non-police civilian employees routinely have access to otherwise restricted areas.
Therefore it is necessary for the Division of Police to assure the community that its employees are of the highest caliber of moral and ethical standards. This requires the Division of Police to do an extensive background investigation to determine a candidate’s suitability for employment.
Various matters may disqualify candidates from the selection process. Not only are a candidate’s truthfulness and honesty regarding past behavior such conditions for employment, but the specific facts revealed regarding past behavior may also cause disqualification from the selection process. Although various factors may lead to immediate disqualification of a candidate, the Division of Police also retains the right and the discretion to determine which candidates to select or not select for employment; merely meeting the minimum standards for employment does not, in itself, have any bearing on a candidate’s prospect for hire (this includes the selection of reserve officers). When reviewing criminal history, it is the criminal act that is considered. While a conviction is proof that the conduct occurred, conviction is not the only acceptable proof of criminal conduct. Information of a nature normally relied upon by reasonable persons in their daily life that a criminal act was committed by the applicant, as opposed to proof beyond a reasonable doubt, may result in a recommendation of disqualification.

Participation in the selection process is voluntary; you may withdraw at any time. Anything revealed and documented during the selection process becomes public record and generally must be provided to anyone upon their request.

A. Honesty/Falsification (ORC Chapter 2921) – Applicants will be removed from the selection process for any of the following reasons:

At any stage of the selection process, the applicant deliberately provides false, incorrect or inconsistent information.
At any stage of the selection process, the applicant fails to disclose or acknowledge any disqualifying behavior or activity on the part of the applicant, relative to, and governed by, any of the Background Removal Standards.
The applicant’s failure or refusal to answer or respond to oral and/or written questions during any phase of the selection process.
Any attempt by the applicant to distort the truth verification examination results.
The applicant’s use or attempted use of political influence to secure employment.

Any applicant who fails to cooperate with the Westerville Division of Police and the City of Westerville in the processing of his/her application for a position with the Westerville Division of Police shall be eliminated from consideration. This includes failure to provide necessary information, making untrue or misleading statements in connection with the personal history questionnaire or any part of the processing procedure, or the failure to include any information or documents requested by the City or the Westerville Division of Police, in a timely manner, or within specified time limits established by the Investigator.

Failure by the applicant to enumerate or disclose any offense or information does not exclude such offense or information for being the basis of disqualification. Any criminal offense, quasi-criminal offense (i.e. municipal ordinance violation), or material discovered through the background investigation, under the proper circumstances, can result in disqualification from employment with the Westerville Division of Police if it is demonstrated that the acts or omissions of the applicant were such as to make it inappropriate for him/her to serve as a Westerville employee.

B. Family History (ORC Chapters 2907 & 2919) – Applicants will be removed from the selection process for any of the following reasons:

Verified or admitted abuse of one’s spouse, ex-spouse, child, stepchild, and parent or any other relative or person with whom one lives, has a relationship or has had a relationship.
Non-compliance with a court order or legal contract to provide child support, alimony or other financial responsibility as determined by the appropriate support enforcement bureau or a court of law.
A violation of any protective or temporary restraining order as determined by a court of law.
Verified or admitted sexual abuse of one’s spouse, ex-spouse, child, stepchild, parent, or other relative or person with whom one lives, has lived, has a relationship or has had a relationship.

C. Employment - Applicants will be removed from the selection process for any of the following reasons:

Two or more involuntary terminations and/or discharges from employment within the last five (5) years. This shall not include terminations resulting from a business ceasing operations, or resulting from being laid off from a position of employment.
Discharge or resignation in lieu of discipline or termination from any criminal justice related employment. Ineligibility for re-hire with any criminal justice agency will be considered for removal from the selection process.
A poor employment history will result in disqualification of the applicant. This includes a record of insubordination, absenteeism or tardiness, dishonesty, incompetence, or consumption of drugs and/or alcohol in violation of company policy while employed. As a general rule, any conduct on the job which would result in discipline if the applicant were a member of the Westerville Division of Police shall be grounds for disqualification.

D. Military History (Uniformed Code of Military Justice - UCMJ) – Applicants will be removed from the selection process for any of the following reasons:

Dishonorable or Less than Honorable discharge from military service.
Conviction of any article of the Uniform Code of Military Justice that is equivalent to a felony or otherwise listed disqualifying misdemeanor in this standard under the Ohio Revised Code (ORC).
Failure to register with selective service. Under current law, almost all male U.S. citizens are required to register with Selective Service within 30 days of their eighteenth birthday. Almost all male noncitizens are also required to register, including illegal aliens, legal permanent residents and refugees. For more information regarding who must register, to find your selective service number or other questions, go to www.sss.gov.

E. Traffic (ORC Chapter 2903 & 4511) – Applicants will be removed from the selection process for any of the following reasons:

Any conviction of vehicular homicide.
OVI or OVI Related Offenses:

Conviction within the past six (6) years, or
More than one (1) OVI or OVI related conviction as an adult; or
More than two (2) OVI or OVI related convictions, if one of the convictions was as a juvenile.

One (1) or more revocation or suspension of a driver’s license as an adult, in effect during the past five (5) years (unless applicant can show that the suspension was the result of an error by the BMV or administrative overlap). Financial Responsibility Act random selection process shall not be an automatic disqualification; it will be reviewed on a case by case basis.
Four (4) or more moving violations in the past three (3) years as an adult.
At the time of the application or anytime during the selection process, the applicant does not possess a valid driver’s license.

F. Gambling (ORC Chapter 2915) – The term “gambling offense” includes any activity defined as gambling by a federal, state, local statute or ordinance in the jurisdiction where the activity occurred. Applicants are removed from the selection process for any of the following reasons:

Conviction of or admission to an illegal gambling offense, within the last five (5) years.
Conviction of or admission to engaging in the promotion of illegal gambling activity.

G. Criminal Activity (All sections included in ORC chapter 2900) – Applicants will be removed from the selection process for any of the following reasons:

I. Any conviction as an adult of a felony offense as defined by the federal, state or local law of the jurisdiction where the offense occurred.
Any fraudulent insurance claims or fraudulent applications for welfare, workers’ compensation, unemployment compensation or other public assistance benefit program.
Any admission of an offense committed as an adult defined as a violent felony by the federal, state, or local law of the jurisdiction where the offense occurred.
Any admission or conviction, as a juvenile, of any violent felony offense, as defined by federal, state or local law of the jurisdiction where the offense occurred.
Any admission or conviction of an offense committed as an adult within five years as defined by the federal, state, or local law of the jurisdiction where the offense occurred will be reviewed in determining suitability for appointment (unless otherwise addressed in these standards).

H. Substance Abuse (ORC Chapter 2925) – Applicants will be removed from the selection process for any of the following reasons:

Any purchase, possession, or use of any illegal drug or unlawful prescription drug as defined in Section 2925.01H of the Ohio Revised Code within seven (7) years before filing the application or at any time after filing the application or section 2925.01EE within two (2) years before filing the application or at any time after filing the application.
Any sale of an illegal drug, counterfeit controlled substance, or legal prescription drug as defined in Section 2925.01 of the Ohio Revised Code.

For the purpose of this standard the “use” of drugs includes, but not limited to when an applicant smokes, ingests, tastes, injects, inhales, or otherwise tries, any illegal drug or unlawful prescription drug.

For the purpose of this standard the “use” of drugs includes, but not limited to, when an applicant smokes, ingests, tastes, injects, inhales, or otherwise tries, any illegal drug, including but not limited to, marijuana, cocaine, anabolic steroids, or chemical inhalants.

I. Applicant Non-Responsiveness – An applicant will be removed from the selection process for any of the following reasons:

Failure to appear for any interview as scheduled, without prior communication or other mitigating circumstances.
Failure to appear for physical fitness testing.
Failure to appear for truth verification examination.
Failure to appear for medical/stress test.
Failure to appear for psychological exam.
Failure to respond to phone calls or correspondence from agency personnel.
Unable to locate at address or phone number on file.
Applicant is no longer interested in employment with the Westerville Division of Police.

Conclusion:

The Westerville Division of Police, through careful and thorough applicant processing procedures, will ensure that only those candidates demonstrating the division’s core values of Integrity, Responsibility, Loyalty and Honesty are employed and retained.

Job Description: NATURE OF WORK
Responsible to enforce all local, state and federal laws within the City of Westerville.

SUPERVISION
Work is performed under the direction of a Sergeant. Work is performed within the guidelines of division general orders with some discretion in enforcement of local, state, and federal laws. Work is reviewed daily by supervisors through reports and performance evaluations.

ESSENTIAL FUNCTIONS OF WORK (May not include all duties performed.)

Ability to operate division vehicles and equipment.
Patrols the community on foot, or in police cars protecting persons and property.
Enforces all state laws and city ordinances.
Investigates complaints; interviews suspects and witnesses.
Responds to emergency calls for assistance.
Performs criminal and vehicle crash investigations.
Performs traffic enforcement duties.
Performs routine security inspections.
Conducts searches and seizures.
Completes detailed written reports.
Makes arrests when necessary.
Uses firearms as necessary.
Maintains all equipment necessary for the performance of job duties.
Performs other duties as assigned

MINIMUM REQUIREMENTS OF WORK

Must possess a high school diploma.
Must be at least 21 years of age.
Both eyes must be correctable to 20/20 vision and no color blindness.
Must possess a valid State of Ohio Motor Vehicle Operator’s License free from excessive violations.
Must have successfully passed all qualifying examinations and completed the Ohio Peace Officer Training Academy.
Knowledge of first aid and CPR.
Effective oral and written communication skills.
Ability to maintain accurate records and prepare reports.
Ability to deal, under a variety of circumstances, with the public.
Ability to work unusual hours and shift assignments.

Selection Process information:

The applicant registers to take NTN test
The applicant takes the test online through the National Testing Network
The applicant submits application on the City of Westerville’s website
Applicant scores are forwarded to the City of Westerville
Qualified applicants are notified by City of Westerville Human Resources
Applicant participates on physical fitness testing and initial interview
Qualifies applicant completes a Personal History Questionnaire (PHQ)
Interviews are conducted for applicants with qualifying test scores
Computerized Truth Verification Tests (CVSA) are conducted on candidates for those who passed the interview board
Extensive and thorough background investigations of qualifying applicants are conducted by Westerville Division of Police
Applicants who successfully passed the background process are added to the eligibility list
Conditional offer of employment made
Psychological, physicals and physical agility tests are administered
Candidate Selection

Written Examination : The written examination consists of situational multiple choice and essay questions that are offered in video formatting. Multiple opportunities will be offered both locally and nationally to sit for the test.

The City of Westerville is an Equal Opportunity Employer and diligently follows all federal guidelines with regard to fair and impartial hiring practices. We welcome the opportunity to recruit and select a diverse work force.

Applications submitted that do not meet the minimum requirements will not be considered for employment.

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