Hiring Process

Announcement/Advertisement & Applications

1. Formal applications will only be accepted through the City’s website at www.dublinohiousa.gov. The deadline for application will be posted on the job vacancy.
2. Each candidate will be required to complete the online Employment Application.
3. Without the completion of the online Employment Application, the candidate will not be given further consideration for employment with the City.
4. Upon completion of the online Employment Application, each candidate will receive notification of receipt of the application materials as well as his/her status with respect to his/her eligibility to participate in the Information Session phase of the hiring process.

Information Session

1. Applicants that are notified of their eligibility to participate in the hiring process will be required to attend a Communications Technician Information Session. This session will provide candidates with important information regarding the hiring process, training program, job requirements, and competencies to be a successful Dublin Communications Technician. This session is also designed to help the candidate become familiar with the demands of the position and provide them the opportunity to ask questions of current staff.

CritiCall Assessment

1. A CritiCall Assessment will be administered to all qualified candidates, who attend the mandatory Communications Technician Information Session. The assessment will be weighted by a factor of 30%. CritiCall is provided by The Biddle Consulting Group, a human resources consulting firm specializing in affirmative action, equal employment, testing & validation.
2. In order to increase testing integrity, each candidate will be required to show at least one source of identification containing his/her picture at the time of the assessment.
3. At least the top ten (10) candidates that receive a passing score on the CritiCall Assessment will progress to the Structured Panel Interview phase of the hiring process.

Structured Panel Interview

1. A structured panel interview will be administered for at least the top ten (10) candidates that receive a passing score on the CritiCall Assessment. The interviews are no more than one (1) hour in length and generally conducted over a one (1) week period. Panel members include a representative from Human Resources, NRECC, and a representative from a partnering agency. The panel interview is weighted at 70% of the total eligibility list score.

Creation of Preliminary Eligibility List

1. Candidates who complete the Structured Panel Interview phase of the process will be placed on the Preliminary Eligibility List in order of their combined weighted scores tabulated from the CritiCall Assessment and the Structured Panel Interview.
2. Continued eligibility will be conditional upon successful completion of the remaining components of the selection process as described in the remainder of this Administrative Order. Candidates who are disqualified during subsequent phases of the selection process will be removed from the Preliminary and/or Final Eligibility List, as applicable.
3. The Preliminary and/or Final Eligibility List will be valid until completion of the current recruitment and selection process at which time vacancy(ies) have been filled. The Preliminary and/or Final Eligibility List may also be extended for an additional period of not more than six (6) months by order of the Director of Human Resources or the Chief of Police.

Background Investigation and Record Check

1. The Director of Human Resources, or his or her designee, will initiate background investigation and record check procedures by forwarding on to the Police Department, at minimum, the number of candidates’ applications necessary to fill the current vacancy(ies) in rank order from the Preliminary Eligibility List.
2. Background investigations and record checks will be conducted by the Police Department or by an outside resource approved by the Chief of Police and the Director of Human Resources. Findings of the background investigation may be used in combination with the results of other phases of the process in determining whether a candidate should be disqualified from the process or should be given further consideration. The findings of the investigator may, also, themselves alone be used as a reason for disqualification from the process if the nature of these findings warrants disqualification.
3. The candidates who have successfully participated in and completed all selection process components leading up to the final interview stage of the selection process will be placed on a Final Eligibility List.

Final Interview

1. After the background investigation and record check phase of the selection process is complete, the Chief of Police, a Human Resources representative, and the Civilian Bureau Commander will interview and consider at least the three (3) highest ranking candidates from the current Final Eligibility List. These interviews are typically one hour in length.
2. As a result of these interviews, the Chief of Police may select one of those candidates for each available vacancy. If multiple vacancies exist, the Director of Human Resources, or his or her designee, the Chief of Police, and the Operations and Support Services Bureau Commander(s) will interview at least the number of candidates necessary to fill the multiple vacancies. The Chief of Police may consider any one of the candidates interviewed for selection.

Conditional Offer of Employment

Candidates are notified both verbally and in writing that the City of Dublin is extending them a conditional offer of employment. Certain conditions must be met prior to their employment. Conditions of employment include successful participation and completion of the following:

1. Full Background Investigation
2. Polygraph Examination
3. Psychological Evaluation and Interview
4. Medical Examination
5. Pre-employment Drug Screen
6. Appointment would be probationary in nature for a period of at least one (1) year from the date of appointment

Unconditional Offer of Employment

1. Upon passage of the required polygraph examination, psychological evaluation, medical examination, and drug test, Human Resources will notify each selected candidate in writing that the above referenced conditions have been satisfied and that the offer is unconditional in nature.

Appointment and Probationary Period

1. Upon acceptance of the City’s employment offer by the selected candidate, the candidate will be appointed to the position in a probationary status for a period of at least one (1) year from date of such appointment.

THE CITY OF DUBLIN IS AN EQUAL OPPORTUNITY EMPLOYER