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Selection Process for Communications Operators

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Selection for Communications Operators

The selection officer may be assisted in this process by the Communications Center Manager or his/her designee as necessary.

Candidates must successfully complete each step to continue in the process.  If for any reason, a candidate voluntarily withdraws from the process or fails to successfully satisfy any step of the process, and decides to re-apply at a later date, he/she will have to begin at Step 1.  Applicants will not be allowed to start at the point where they were previously withdrawn from, voluntarily or involuntarily.


Step 1:  City Application

A standard City of Conyers application is available on-line or at the City of Conyers Department of Human Resources.  Once the application is submitted, the Personnel Officer for the City of Conyers shall review all applications for all positions in the police department and log affirmative action information from the applications into the personnel log.  The last two pages of the application containing this information will be removed from the application and filed in the personnel department.  The personnel officer shall have the responsibility of forwarding the first three pages of all applications, to the Chief of Police or his/her designee.

Once received at the police department by the Chief of Police or his/her designee, all applications for all positions will be turned over to the selection officer who, for the purposes of this policy, may also be referred to as the selection officer.  The selection officer is responsible for reviewing all applications to ensure each candidate meets the minimum qualifications required for the position he/she has applied.  The selection officer is also responsible for maintaining contact with all applicants that have been selected as a candidate for employment until final employment disposition.  Applicants are defined as those persons selected for interviews, psychological examination, etc.

All applications will be reviewed by the selection officer for accuracy, completeness and eligibility.  Applications that are deficient will be processed routinely if the deficiencies can be rectified prior to the interview process.


Step 2:  Conyers Police Department Applicant Processing Booklet (APB) 

Applicants who have completed the previous step will be provided with the departmental Applicant Processing Booklet (APB) along with instructions on how to complete it.  The Applicant Processing Booklet (APB) will be considered the applicants formal application with the Conyers Police Department.  It shall be the sole responsibility of the applicant to return the applicant processing booklet back to the selection officer with all required documentation.  Required documentation to be turned in at the time the background booklet is submitted includes the following:

  • Certified copy of birth certificate
  • Copy of high school diploma
  • Copy of any college degrees, certificates, or diplomas
  • Copy of DD 214 long form if you were active military service
  • Court Disposition Documents and police reports of any major court cases that you are currently or were personally involved (bankruptcy, law suits, etc.)
  • Copy of any certificates of training you have received in the past that are applicable to your current application
  • Official transcripts from all colleges and universities attended.  Transcripts must be received from the college and/or university in a sealed envelope.
  • Full credit report from all of the major three credit bureaus: Trans Union, Experian, and Equifax.  A downloaded Internet version is acceptable.  Just check all three boxes when given the option.  (Do not pay for additional reports if they will only provide one).
  • All forms inside the background book must be fully completed, signed, and notarized, if necessary.  There is a notary public at the Police Department.
  • Two color passport photographs – most of the photo shops in drug stores or department stores will provide these photos for a fee
  • List of all personal on-line social media sites.

 

The applicant cannot move on to the next step until all required paperwork has been turned in.


Step 3:  Criminal and Driver History

The selection officer will use the forms from the applicant processing booklet to run a criminal and driver’s history on the applicant.  If the applicant’s criminal and driver history meets the requirements set by the state and our department, he/she will move on to the next step. 


Step 4:  Realistic Job Preview – Communications Observation

The applicant may be required to complete a realistic job preview with communications personnel prior to moving on to the next step.  This observation period will typically last for 2 hours.  Depending upon previous employment and experience this step may be waived for certain candidates. 

Candidates must complete required paperwork for GCIC, prior to participating in the observation.  


Step 5:  National Public Safety Dispatcher Selection Inventory Exam

The applicant will be administered the National Public Safety Dispatcher Selection Inventory Exam.  Applicants must successfully pass the exam with a score of 70% or better to continue in the selection process.  Preference will be given to applicants who score 80% or better.  These scores shall be valid for a period of two years after the exam date.  It will take approximately four (4) days to receive the results of the exam, unless extenuating circumstances exist.   Applicants who successfully complete this step will move on to the next step.   

 

Step 6:  Applicant Review Board

The applicant will be scheduled for a panel review before the Applicant Review Board.   The applicant will be required to respond to a series of questions before a panel of officers employed within the police department.  All information received on the applicant, up to this point, shall be made available to the applicant review board for reviewApplicants will be asked questions concerning, but not limited to, the following:

  • Applicant’s background information.
  • Initial application.
  • Personal characteristics.
  • Education.
  • Experience.
  • Decision making ability.
  • Ability to communicate.
  • Presence, appearance.
  • Goals and objectives.

 Each panel member shall rate the candidate on a scoring sheet based on the interview.   If the members of the applicant review board recommend that that applicant continue in the process, he/she will move on to the next step. 

 

Step 7:  Truth Verification Examination

All applicants that enter this phase will be scheduled for and given a polygraph examination or a voice stress analyzer.  Upon successful completion of this step the applicant will move on to the next step. 

NOTE:     No applicant will be disqualified from appointment based solely on the results of the truth verification examination.

 

Step 8:  Background Investigation / Verification of Information

If after the truth verification examination, the applicant is recommended to continue in the process, the background investigation will begin on the applicant.  Background investigations will be completed by Department personnel trained in conducting these types of investigations to verify information listed on the application.  A complete background check and investigation will be conducted on all applicants who have successfully passed all of the previous steps.  This phase will also verify all information provided in the background booklet and will authenticate all documents provided.  The background investigation will include, but may not be limited to, the following:

  • Check of criminal record, if any.
  • Check of driving records, if any.
  • Verification of selective service registration.
  • Verification of applicant’s credentials (education experience).
  • Interview of previous employers.
  • Interview of a minimum of five (5) personal references.
  • Review credit history.
  • Review of civil records in the area of current and past records.
  • Review all on-line social media sites.

 This is an extensive and time-consuming process that can be lengthy. It should be noted that the background investigation will be an ongoing process, and applicants may be scheduled for other selection testing/processes even though the background investigation may still be underway. Additionally, the department has set forth minimum selection standards for applicants to meet in order to move forward in the selection process.  Appendix A provides a list of all minimum background selection criteria and standards.  During the background investigation, these standards will be reviewed for compliance.  Applicants who do not meet the minimum selection standards will be removed from the selection process.  

Personnel conducting background investigations shall attach a written report of findings and recommendations to the application file. 

 

Step 9:  Interview with the Chief of Police

The applicant is scheduled for an interview with the Chief of Police or his/her designee.

                                                       

Step 10:  Conditional Job Offer

Upon successful completion of steps 1 through 10, and upon completion of the background investigation with no disqualifying information discovered, the selection officer will prepare a report detailing the recommendation of the applicant and shall forward such recommendation to the Office of the Chief of Police. The report submitted to the Office of the Chief of Police shall be a summary report on the applicant.  The selection officer shall have the complete file available for review if requested by the Chief of Police or his/her designee.

The Chief will review all information received on the applicant.  A conditional offer may be extended at this time depending on the decision of the Chief of Police or his/her designee.  The Chief of Police or his/her designee may extend the conditional job offer during an additional interview, by telephone, letter sent via e-mail or parcel post. 


Failure to meet the minimum requirements for each of the final phases will result in the conditional job offer being withdrawn.

 

Step 11:  Psychological Exam

The applicant must complete a psychological examination.  All psychological evaluations will be handled by the department’s professional psychologist. The results will be closely scrutinized prior to final appointment of any and all applicants.  The results of the psychological examination shall be placed in a separate and secure file maintained by the selection officer.  


Step 12:  Medical Examination and Drug Screen

The candidate must have a complete physical and drug screen test conducted by a designated physician.  This testing will be arranged by the City of Conyers Department of Human Resources, in cooperation with the selection officer.

 

Step 13:  Approved Job Offer

Once all the previous steps of the application process have been successfully completed, the Chief of Police shall submit a written appointment recommendation in the form of a City of Conyers Personnel Action (PA) form to the City Manager in accordance with personnel policy for approval.

The selection officer will be responsible for notifying the applicant of the following:

  • The final approval of employment.
  • The start date for employment.
  • The reporting times for his/her start date.
  • The person the applicant will report to on his/her start date.

We are an Equal Opportunity Employer.