Communications Operator (Full-time) - Lateral and Entry-Level Applicants

A challenging and rewarding career awaits you as a Communications Operator with the City of Beavercreek Police Department.

The City of Beavercreek is accepting applications for the position of Communications Operator. This process is open to lateral and entry-level applicants. A detailed job description for Communications Operator is included with this material. Beavercreek Police Department is a nationally accredited law enforcement agency with a tradition of service excellence and a strong community-oriented policing philosophy. We serve a growing, progressive community situated in the western portion of Greene County, Ohio. The community has a diverse retail and commercial base with an approximate population of 46,549 (2020 census).

For a more comprehensive description of job functions and training required, please see: Communications Operator Job Description

SALARY AND BENEFITS

The successful applicant will receive salary and benefits that compare favorably with those offered in business or industry. The salary range based on the most current collective bargaining agreement will be $27.73/hr. ($57,678) progressing incrementally to $40.37/hr. ($83,969) at the completion of the current contract in 2027. Salary ranges may change commensurate with the Collective Bargaining Agreement between the city and FOP Lodge 160.

Communications Operators receive shift differential pay, paid vacations, holiday pay, weekend differential pay, personal allowance days and opportunities for overtime payment and/or compensatory time. Additional benefits include an Educational Incentive bonus, Seniority bonus and an Attendance bonus.

Additional benefits include:

• Group Hospitalization and Medical Insurance (partial employee pay)
• Prescription Program
• Dental Coverage (partial employee pay)
• Optional Vision Care
• Group Life Insurance
• Workers Compensation Protection
• Occupational Injury Leave
• Tuition Reimbursement Program
• Deferred Compensation Program
• Employee Assistance Program

MINIMUM QUALIFICATIONS

Applicants for the position must meet the following minimum qualifications.

• Be at least 18 years of age
• Lawfully eligible to work in the United States
• Possess a valid State of Ohio driver’s license
• Possess a high school diploma or GED equivalent
• Must be able to work an 80-hour biweekly rotational schedule including weekend, evenings, nights and holidays on an assigned shift
• Must be available for on call work

APPLICATION PROCESS

Apply online at click on Employment and submit all required documentation listed within the application packet below. All applicants must complete the application thoroughly and accurately. Failure to return required documents, or incomplete applications, will constitute grounds for rejection (other than minor omissions). The failure to disclose truthfully all material and relevant information shall also constitute grounds for rejection or dismissal.

TESTING PROCEDURES AND QUALIFICATION PROCESS – ELIGIBILITY LIST

The selection process for appointing probationary Communication Operators to the Beavercreek Police Department has a maximum of 10 progressive steps. The applicant’s status as entry level or lateral will determine which steps he/she will be required to complete.

1. Online Submission of the employment application - (All Applicants)

Special Instructions for the Application

• Your application will be processed by the City of Beavercreek

• The following documents MUST be included with the application:
  • Copy of driver’s license
  • High School Diploma or equivalent
  • Military Form DD-214, if applicable
    
    
  • Handwritten Letter: “Why you want to be a Beavercreek Communications Operator”

HANDWRITTEN LETTER must be written in the applicant’s handwriting. The letter should be ¾ to 1 full notebook page explaining why the applicant wants to be a Beavercreek Communications Operator.

Each completed application, including all associated documentation, will be reviewed for eligibility, qualifications, accuracy, and thoroughness. Any application that does not contain the above-mentioned items or is incomplete may be rejected. The candidate will also be pre-screened for any possible disqualifiers listed in BPD General Order 31.4.1. Any occurrences or incidents may result in disqualification from the process.

2. Written Examination

*All applicants with less than one year of experience as a full-time communications operator are required to take the written exam. *

The Beavercreek Police Department offers full testing services for the position of Communications Operator through National Testing Network (NTN). The testing process will remain open until further notice and at the discretion of the Chief of Police.

• To register with NTN and schedule a test, go to select ‘Find Jobs’, then select Law Enforcement Jobs and sign up for Beavercreek Police Department.

• When you visit the website: Complete the NTN registration process and schedule your test. Review all information related to the Beavercreek Police Department Communications Operator position, including minimum requirements, salary, and benefits. Review detailed information about the testing process. Review the Frequently Asked Questions and take an online practice test (if desired). Upon completion of your scheduled exam, scores are automatically forwarded to the Beavercreek Police Department.

• There is a minimum required score of 65% to move to the next phase. All applicants who take the written exam and with a final combined score of at least 65% using the Video and PSSA components of the exam, will advance to the next step of the process.

• Applicants that do not attain 65% or better on the written test may reapply 3 months from the date of the test.

3. Structured Oral Interview

The interview panel will interview applicants who submit completed applications and pass the written test (if required). The interview will be scheduled by the Support Services Captain and take place at the Beavercreek Police Department. The interview will cover areas that include but are not limited to decision making, interpersonal skills, administrative skills, motivation and initiative. This interview has a maximum score of 100% and applicants must obtain a minimum score of 70% to pass this interview. Applicants who get a 69% or below will be eliminated from the process and may reapply 6 months from the date of the interview. At the conclusion of the interviews, all applicants remaining that obtained a score of 70% or greater will be ranked based on the structured interview score only. After the ranking, and dependent on the number of vacancies, candidates will be moved on to the next phase of the hiring process.

4. Background Investigation / Pre-employment Polygraph Examination

Those candidates who advance to this phase must submit three (3) letters of recommendation prior to advancing to the Chief Oral Interview. Letters must be currently dated (not older than 6 months), signed and contain the address of the person writing the letter. Letters will not be accepted from any relative such as a spouse, parent, etc.

A background investigation/pre-employment polygraph examination will be conducted on the top three applicants, or an amount as determined by the Chief, after the structured interview phase. Some areas of this investigation may include:

• Verification of a candidate’s qualifying credentials

• A review of the candidate’s criminal and traffic violation record, if any

• An interview with at least three personal references of the applicant

• Verification of the applicant’s previous employment history

The polygraph results will not be the single determinant of employment status. It is only an investigative aid that will be used together with other information to support decisions relevant to employment status. Refer to form entitled, Clearance Polygraph Information Guide, which will be provided upon notification of eligibility to participate in the Polygraph phase.

APPLICANT DISQUALIFICATION

The following occurrences or combination occurrences in your background are examples of things that may result in rejection of an applicant’s consideration for a police officer position:

• Felony conviction
• Honesty/Falsification Issues
• Conviction for drug related violations and/or Use of Illegal Drugs
• Conviction for any crime of violence, misdemeanor included
• Abuse of Alcohol and/or drugs
• Anti-Social Behavior
• Poor Work Record
  
  
• Numerous Debts
• Incomplete or Inaccurate information on Application or Personal History Questionnaire (this will be in consideration of other areas of the applicant process, it is not a sole disqualifier)

Applicants who are disqualified as a result of the background/polygraph may not be eligible to reapply and shall be informed in writing of their status.



5. Chief’s Oral Interview

Applicants who successfully complete the Background Investigation/Pre-Employment Polygraph Examination will be invited for an oral interview with the Chief of Police. The Chief of Police may choose any number of applicants to interview from the eligibility list depending on the number of current or anticipated vacancies. The Chief may also choose not to conduct interviews until a vacancy occurs.

If an applicant is chosen, the Chief of Police will forward a recommendation to the City Manager for consideration. If a conditional offer of employment is extended to the applicant, they will participate in the remaining phases of the hiring process. Should the applicant fail to pass any remaining phases of the conditional offer of employment, they will be eliminated from the hiring process.

Should an applicant be considered twice for vacant positions but not selected, the City shall have the authority to remove the applicant from the eligibility list at the Chief’s discretion.

CONDITIONAL OFFER OF EMPLOYMENT

6. Conditional Post Offer Polygraph

This polygraph explores medical, physical and psychological aspects of the applicant.

7. Psychological Examination

A psychological examination is designed to assess the appropriate, adequate, acceptable or desirable psychological, emotional, and personality profile and characteristics, traits, qualities, attributes and tendencies to perform as a Beavercreek Communications Operator. It will also evaluate an applicant to determine whether that person has the ability to endure stress associated with the nature of the job.

8. Medical Examination

A medical examination of each applicant will be conducted after a conditional offer of employment but prior to actual appointment to probationary status. This examination is to identify any medical problems that might inhibit work performance, shorten a career or contribute to work-related disabilities. Areas of evaluation will include but are not limited to: audio examination, eye examination, blood and blood pressure evaluation, medical history and clinical examination. Tests may include physical examination, health & medical history, hearing test, vision test, urine dip, non-DOT 5-panel drug test and EKG (non-stress). A drug screen will be included in this examination along with any tests needed to register the new hire with Ohio Public Employee Retirement System.

DURATION OF THE APPLICANT PROCESS

The selection process will be ongoing. A rolling eligibility list will be established and candidates may be processed accordingly as vacancies occur within the organization. General timelines for phases of the process, after completing and passing the written exam, are as follows:

• Schedule and Conduct Structured Interview 2 weeks
• Schedule & Conduct Background / Polygraph Exam 3 weeks
• Applicant Interview with Chief of Police 1 week
• Schedule and Administer Post - Polygraph 1 week
• Schedule and Administer Psychological/Med Exams 2 weeks

Approximate time required: 9 weeks

The appointment of a new employee shall not be deemed complete until successful completion of a 1-year probationary period from the date of appointment as a Communications Operator.

City of Beavercreek provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws.

If you feel that you have not been treated fairly or in a courteous manner, you should report the incident in writing to the Human Resources Director.

Comments or complaints about the employment procedure will be answered in writing, as soon as possible. Comments or complaints will not affect this or future applications for employment.

The U.S. Equal Employment Opportunity Commission and the Ohio Civil Rights Commission also investigate discriminatory practices alleged by an applicant or employee. We urge you to file a complaint with those offices if you believe it is appropriate.

The conditions of employment of the law enforcement positions of the Beavercreek Police Department require a work schedule including first, second and third shifts, on a 365 day per year basis. Shift assignments are determined by the length of service provisions of the Labor Agreement between the Beavercreek Fraternal Order of Police and the City of Beavercreek.

Contact Emails:

City of Beavercreek Human Resources

Andrea Deskins – Human Resources Director

[email protected]

City of Beavercreek Police Department

Captain Nick Amato – Support Services Division

[email protected]

The City of Beavercreek is an Equal Opportunity Employer and ADA Compliant. The City of Beavercreek is a Drug-Free Work Environment.