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SELECTION STANDARDS

SNOPAC employees have a high level of responsibility and perform a vital role in public safety.  Due to the nature of public safety work, candidates are required to successfully complete a thorough, intense and strict pre-employment background investigation.  Making the decision to apply for a position in public safety is a choice that should be considered carefully.  Applicants should review the selection standards and apply only if they can believe that they meet the standards.  SNOPAC understands that, at times, people encounter challenges in their lives.  During the background investigation process, candidates will have an opportunity to discuss challenges they may have faced, as well as the lessons learned and the changes made as a result.

To successfully complete the background investigation process: candidates must demonstrate a strong work ethic, and a high level of integrity reflected in their personal history, and track record of acting in a manner appropriate for a representative of the public safety community. SNOPAC will only move forward with those candidates who can best demonstrate they are a fit for public safety, that they can maintain public trust and that they have a work and personal background consistent with SNOPAC Core Values: Respect, Professionalism, Teamwork, and Integrity. The following list identifies the traits and experiences necessary to be a successful candidate for employment at SNOPAC:

  • A positive work history, including good attendance.
  • A demonstrated ability to work as part of a team and to maintain effective working relationships with coworkers and superiors.
  • The ability to respond appropriately to stress, and to maintain emotional control while in stressful situations.
  • An established pattern of honest and ethical behavior in both professional and personal settings, and a history of acting with the highest integrity.
  • Accountability and a willingness to accept personal responsibility.
  • Good judgment and common sense.
  • A positive and constructive attitude.
  • A willingness to be patient, non-judgmental, and accepting of other people, and a desire to serve and help people regardless of their identity or beliefs.
  • The ability to be flexible, listen to others, and accept constructive criticism.
  • Self-motivation and the ability to work with little or no supervision.
  • Adaptability and appropriate responsiveness to change.
  • A personal and professional showing of behavior appropriate for a representative of a government agency engaged in public safety.

Disqualification from Consideration for Employment

Drug Use – Periodically, applicants have experimented with and/or casually used drugs, including illegal drugs and the illegal use of prescription drugs, at some point in the past.  Any such use in violation standards stated below will disqualify an applicant from consideration.  Candidates must meet the following criteria

  • No injection of illegal drugs regardless of time frame.
  • No use/possession of any illegal drug, including those federally defined under Schedule I & II (with the exception of marijuana) in the last ten (10) years.
  • No use/possession of marijuana/hashish within the last one (1) year, whether recreational or medicinal.
  • No use/possession of unlawfully prescribed stimulants, depressants, intoxicants, or other similar drugs not legally prescribed to you, in the last ten (10) years.
  • No use/possession of any other illegal drugs or experimental intoxicants within the last ten (10) years, including but not limited to “club” drugs such as Ketamine, GHB, Rohypnol, MDMA (ecstasy), or other drugs not listed here.
  • No use of inhaled aerosols such as huffing (paint), whippits (nitrous oxide), sniffing (glues, solvents), or Khat within the last five (5) years.
  • No use of hallucinogens, heroin, crack, meth, angel dust or similar illegal drug over three (3) times.

Please note that use of illegal drugs and the illegal use of prescription drugs means the use of one or more drugs, the possession or distribution of which is unlawful under the Uniform Controlled Substances Act.

Criminal Activity - An applicant’s criminal record, including all arrests, prosecutions, deferred prosecutions, “Alford” pleas, and non-conviction information will be thoroughly assessed and may be grounds for disqualification from employment.  The following will be disqualifying:

  • Any adult felony conviction.
  • Any misdemeanor or felony conviction while employed in a criminal justice and/or law enforcement capacity.
  • Any domestic violence conviction.

Other Disqualifying Criteria

  • The candidate does not meet the minimum qualifications required for the position.
  • The candidate received a dishonorable discharge after serving with a branch of the United States military.
  • The candidate is in the United States unlawfully or otherwise has his or her immigration, naturalization, or status as a United States citizen in question by the United States government.
  • The candidate falsified his or her application, personal history questionnaire or any other forms, failed to disclose pertinent information, or lied during any stage of the hiring process.
  • The candidate failed to disclose or acknowledge involvement in illegal conduct (both past and present), or associations with known felons.
  • The candidate has unprofessional or inappropriate work history, including a history of poor attendance, or poor conduct, misbehavior or inappropriate interactions with coworkers, supervisors, managers, customers, or the public.  
  • The candidate is presently the subject of any domestic violence-related protection order, restraining order, or other associated court order.
  • The candidate failed to appear or participate in any scheduled oral interview, psychological examination, or other component of the hiring process.
  • The candidate failed to respond appropriately to requests for information during the background process.
  • The candidate distorted or misrepresented information provided or discovered during the background process or provided intentionally misleading information.
  • The candidate expresses, either verbally or in writing, they are not able to meet the essential functions of the position, including working the hours required of the position, with or without a reasonable accommodation.
EQUAL OPPORTUNITY EMPLOYER

SNOPAC is an Equal Opportunity Employer.  SNOPAC does not discriminate against current employees, potential employees or groups on the basis of sex, national origin, race, religion, color, age, sexual orientation, marital or military status, disability, genetic status or on the basis of any other status protected by law.  Equal access to the hiring process, services, and employment is available to all persons.  Applicants requiring accommodations to the application and/or interview process should contact a representative of the Human Resources Department.  Any person who feels they have been disadvantaged as a result of this policy, or who believes this policy is not being adhered to, should make their feelings known to the Director or Human Resources.