Public Safety Qualifications and Standards

for Entry-Level

City Council

Gary Chesney, Mayor

Dennis Alvis

Kay Senter

Bob Garrett

Tommy Pedigo

Chris Bivens

Ken Smith

Civil Service Board

Lee Parker, Chairman

Otis Stubblefield, Vice-Chairman

Mike Minnich, Secretary

Adopted by City Council on November 5, 2007

Revised by City Council on April 5, 2016

Table of Contents

Introduction…………………………………………………………….1

Section 1 – Police Department

Qualifications for Application………………………………………3

Examinations and Evaluations……………………………………....4

Placement on a Hiring Roster…………………………………….....5

Hiring Process…………………………………………………….....5

Probationary Period…………………………………………………6

Exhibit 1 – Physical Test……………………………………………7

Exhibit 2 – Criteria……………………………………………….....8

Section 2 – Fire Department

Qualifications for Application………………………………….….10

Examinations and Evaluations………………………………….….11

Placement on a Hiring Roster………………………………….…..12

Hiring Process………………………………………………….…..12

Probationary Period………………………………………………..13

Exhibit 1 – Physical Test…………………………………………..14

Exhibit 2 – Criteria……………………………………………...…16

1

Introduction

The goal of the City of Morristown is to have and maintain the highest standards for

the hiring of individuals for the Police and Fire Departments and for their

promotion within those departments. This Booklet, “Public Safety Qualifications

and Standards for Entry-Level” establishes the qualifications for entry-level

applicants within each department. It is separated into two separate sections, Police

and Fire.

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Section 1

POLICE DEPARTMENT

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A. Qualifications for Application

Individuals must meet the following qualifications at the time of application or as

indicated in order to be admitted to the testing and evaluation process for a potential entry

level position with the Police Department.

1. Citizenship and Language Skills

Be a U.S. citizen and be fluent in reading, writing, and comprehending the English

language without assistance.

2. Age

Be at least 21 years of age effective as of the first day of the month for which the written

examination was originally announced and posted.

3. Driver’s License and Safety Record

Possess a driver’s license valid in the State of Tennessee1, and have no more than three

(3) moving violations or at-fault accidents during the preceding three (3) years2. Have no

alcohol or drug related driving conviction in the past 10 years.

4. Education

Have graduated from an accredited high school or successfully completed the General

Education Development Test (GED).

5. Physical and Mental Health

Be in good physical and mental health and be able to perform the essential functions of

the position3. The city requires all applicants who are offered a position to take

psychological and medical fitness tests administered by the City. Applicants must pass

both of the psychological and medical fitness tests to become a law enforcement officer

with the City.

6. Vision Requirements

Applicant must possess normal color discrimination, normal binocular coordination, and

normal peripheral vision. Applicant must possess uncorrected or corrected visual acuity

of 20/20 in both eyes combined. Applicants with less than (worse than) 20/200

uncorrected vision in both eyes will be rejected. Applicants whose uncorrected visual

acuity is between 20/100 and 20/200 must have a separate eye examination administered

1 Successful candidates must have a valid Tennessee driver’s license within 30 days of their date of hire.

2 A violation issued for an at-fault accident is considered one (1) incident.

3 Applicants are advised to review the physical test requirements listed under the Physical Agility/Fitness

Test in Section B-1. Applicants who have reason to believe that they do not now or will not meet the

physical standards at the time of evaluation should not apply.

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by a licensed optometrist or ophthalmologist. The examining doctor will be provided

with a summary job description furnished by the City. In order for the applicant to be

eligible for appointment, the doctor’s report must conclude that the applicant has the

visual ability to perform the duties of the position.

7. Hearing Requirements

Hearing loss must not exceed a 25 decibel average (ANSI) in either ear in the frequency

ranges of 1000, 2000, 3000 Hertz. No single reading in these ranges may exceed 35

decibels and no applicant will be accepted if found to have a hearing loss exceeding 35

decibels at 500 or 45 decibels at 4000 Hertz. Decibel readings must be recorded at 500,

1000, 2000, 3000, and 4000 Hertz.

8. Criminal History

Applicants must have no record of felony convictions or of a misdemeanor conviction

involving moral turpitude (including domestic violence) for which the punishment could

have been imprisonment in a federal penitentiary or state facility.

9. Military Service

Applicants must have at least 180 days of active duty time to in order to qualify. If

applicant previously served in the military, that applicant must have received a discharge

other than a dishonorable or bad conduct discharge. Commissioned officers must not

have received a dismissal from the military. If the applicant is currently serving in the

National Guard or Reserves proof of status must be provided. Applicants whose

discharge and/or military service would prevent them from obtaining P.O.S.T.

certification will be deemed ineligible for employment as a police officer. Any entry level

candidate who is in the military and is deployed before completing all aspects of the test

requirements will have the option, upon his/her return, to accept the points earned and

continue with the remainder of the test process within 180 days or begin the process

anew.

B. Examinations and Evaluations (with weighted values of each category - see

Exhibit 2)

1. Physical Agility/Fitness Test (PT) (.150)

The first option for applicants is to pass, at a minimum, the requirements of the Physical

Agility/Fitness test course as outlined in Exhibit 1P in order to be eligible for the written

examination.

The second option is to have passed the physical test given by a TN certified law

enforcement academy within the last twelve (12) months. Applicants who have do so will

receive full credit for the physical agility portion of the testing process. Written

documentation from the Academy must be provided by the applicant

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2. Written Test (.350)

Only those applicants who meet the physical agility/fitness test requirement will be

permitted to participate in the written test portion of the testing process.

There are three options for meeting the written test requirement for applicants. The first

option is for an applicant to take the written test given by the City of Morristown.

Applicants must achieve a score of 70% or better to continue the application process.

The second option is for an applicant to successfully pass the written examinations given

by a Tennessee certified law enforcement academy within the last 12 months. Applicants

who meet this requirement must provide written documentation from the academy they

attended. Scoring will be based upon the average of all their written examinations while

enrolled in the academy.

The third option is for an applicant who is already P.O.S.T. certified in Tennessee and

does not require any special action to be employed by the department. Applicants in this

category will receive an automatic score equal to the average score of all candidates who

passed the written exam during the current cycle.

3. Oral Examination by Civil Service Board (.100)

The Civil Service Board will interview each applicant who met the PT test and the

written test requirements. Applicants are evaluated on the basis of communication skills,

motivation, intelligence, personality, knowledge, skills and abilities, and potential for

leadership. Applicants are rated accordingly.

4. Oral Examination by Police Chief (.100)

The Police Chief will interview each applicant to determine the applicant’s potential to be

a successful police officer and rate the applicant accordingly.

5. Education Achievement (.100)

Points will be awarded for degrees above a high school diploma or a GED as described in

Exhibit 2.

6. Military Experience (.050)

Applicants who have military service resulting in an honorable discharge will be awarded

credit for consideration. Active military personnel who provide written documentation

acknowledging that they are currently serving in good standing will also be awarded

credit for consideration. No other discharges or military service situations will result in

credit being awarded.

7. P.O.S.T. Certification (.050)

Applicants who are currently P.O.S.T. certified in Tennessee will receive additional

credit for consideration. Applicants whose P.O.S.T. certification is expired will receive

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half credit provided that, in the opinion of the Chief of Police, the certification is re-

attainable within 90 days of employment if the applicant becomes employed by the

Morristown Police Department. Applicants who are currently P.O.S.T. certified outside

of Tennessee will be awarded credit at the discretion of the Chief of Police.

8. Prior Law Enforcement Experience (.100)

Upon approval by the Chief of Police a candidate may apply to receive credit for prior

law enforcement experience. Documentation and references must be supplied. The

amount of credit given will vary based upon years of experience, accreditation of

department (if any), and the applicants position and role within the department.

C. Placement on a Hiring Roster

The Civil Service Board will meet promptly after the completion of the examination and

evaluation process outlined in Section B to certify the results and establish a roster based

upon the ranking of all successful applicants. Once posted, names will remain on the

roster for one year. Candidates are advised that their position on a roster may change

during the second half of the year of eligibility should the Department elect to have a

semi-annual application session and other applicants achieve a higher combined score.

Candidates not hired after one year who wish to remain in consideration will have to

reapply.

Candidates on a current roster may reapply at any time; however, they will be required to

repeat the entire application process. The new score will determine the applicant’s

position, but candidates who reapply are cautioned that a failing score will remove them

from the current roster.

The Civil Service Board, through the Personnel Department of the City of Morristown,

will confirm at least once every six (6) months that the persons listed in the top eleven

(11) positions remain qualified. The review will include confirmation of the candidate’s

address and phone number, a background check with local law enforcement agencies and

the associated court systems, a statement by the candidate that his/her health and well

being remain acceptable, and that he/she wishes to continue in contention. Candidates

who cannot be found after failure to respond to notice by certified letter will be removed

from the roster.

Candidates who fail to maintain the conditions for potential employment enumerated

herein will be removed from the roster and prohibited from reapplying until the original

reason(s) for rejection is/are resolved to the satisfaction of the Police Chief.

D. The Hiring Process

When an entry level vacancy is to be filled, the City Council will request of the Civil

Service Board the names of the three highest on the roster (and two additional names in

order of roster ranking for each additional vacancy). The Chief of Police will make his

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recommendations to the Council from this list, but the Council will make the final choice

to fill all vacancies. Council recommendations / nominations must come from the names

provided by the Civil Service Board for each vacancy.

The open job positions will be offered to the selected candidates, and if they accept, they

will be hired upon the successful completion of the following:

1. Complete background check, including finger print filing with the State of Tennessee,

and updated verification of all information in application.

2. Psychological evaluation and medical examination by City physicians.

3. Vision and Hearing test by City physicians.

4. Permanent residency in accordance with City policy within 180 days of hiring.

5. Tennessee Driver’s License within thirty (30) days of hiring.

A candidate who is offered a position and is subsequently denied hiring for failure to

comply with the above requirements, or is found to be ineligible, is prohibited from

reapplying, and his/her name will be removed from the roster, unless the original

reason(s) for rejection is resolved to the satisfaction of the Chief of Police.

E. Probationary Period

Once hired, new employees will serve a probationary period, as defined in the Civil

Service Act.

Employees do not receive the rights ascribed under the Civil Service Act until they have

successfully completed their probationary period.

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Exhibit 1P - Physical Test

Physical Testing Requirements for the Police Department:

Must complete the following items:

1.5 mile run

Flexibility test (inches)

Agility run (seconds)

300 meter run

Push ups

Sit ups

All candidates will receive scores for each of the following tasks. All scores will then be

assigned a percentile ranking based upon the WSCC PEB REQUIREMENT percentile

ranking system. The percentile scores will then be averaged and the candidate’s average

must be 60 or greater.

9

Exhibit 2P – Criteria

Police Department Qualifications and Standards Criteria:

SELECTION CRITERIA MULTIPLIER

Physical Agility/Fitness Test (PT) .150

Written Test .350

Oral Examination by Civil Service Board .100

Oral Examination by Police Chief .100

Education Achievement .100

Military Service .050

POST Certification .500

Prior Law Enforcement Experience .100

Composite Score 1.000

Physical Agility/Fitness Test (PT)

Physical Agility/Fitness Test (PT) is scored on a pass/fail basis. Candidates will receive

100 points for meeting the PT requirements.

Education

Masters Degree 100

Bachelors Degree 75

Associate Degree 50

End of Section

10

Section 2

FIRE DEPARTMENT

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A. Qualifications for Application

Individuals must meet the following qualifications at the time of application or as

indicated in order to be admitted to the testing and evaluation process for a potential entry

level position with the Fire Department.

1. Citizenship and Language Skills

Be a U.S. citizen and be fluent in reading, writing, and comprehending the English

language without assistance.

2. Age

Be at least 21 years of age effective as of the first day of the month for which the written

examination was originally announced and posted.

3. Driver’s License and Safety Record

Possess a driver’s license valid in the State of Tennessee4 and have no more than three (3)

moving violations or at-fault accidents during the preceding three (3) years5. Have no

alcohol or drug related driving conviction in the past 10 years.

4. Education

Have graduated from an accredited high school or successfully completed the General

Education Development Test (GED).

5. Physical and Mental Health

Be in good physical and mental health and be able to perform the essential functions of

the position6. The city requires all applicants who are offered a position to take a medical

fitness test administered by the City. Applicants must pass the medical fitness test to

become a firefighter with the City.

6. Vision Requirements

a) Far Visual Acuity. Applicant must possess normal color discrimination, normal

binocular coordination, and normal peripheral vision. Far visual acuity shall be at least

20/30 binocular corrected with contact lenses or spectacles. Far vision acuity uncorrected

shall be at least 20/100 binocular for wearers of hard contacts or spectacles. Successful

long-term contact lens wearers shall not be subject to the uncorrected criterion.

4 Successful candidates must have a valid Tennessee driver’s license within 30 days of their date of hire.

5 A violation issued for an at-fault accident is considered one (1) incident.

6 Applicants are advised to review the physical test requirements listed under the Physical Agility/Fitness

Test in Section B-1. Applicants who have reason to believe that they do not now or will not meet the

physical standards at the time of evaluation should not apply.

12

b) Peripheral Vision. Visual field performance without correction shall be 140 degrees

in the horizontal meridian in each eye.

c) Medical Evaluation. In order for the applicant to be eligible for hiring, the city

physician’s report must conclude that the applicant has the visual ability to perform the

duties of the position.

7. Hearing Requirements

Hearing loss must not exceed a 25 decibel average (ANSI) in either ear in three (3) of the

four (4) frequency ranges of 500, 1000, 2000, 3000 Hertz. No single reading in these

ranges may exceed 30 decibels and no applicant will be accepted if found to have a

hearing loss exceeding 35 decibels at 500 or 45 decibels at 4000 Hertz. Decibel readings

must be recorded at 500, 1000, 2000, 3000, and 4000 Hertz.

8. Criminal History

Applicants must have no record of felony convictions or of a misdemeanor conviction

involving moral turpitude for which the punishment could have been imprisonment in a

federal penitentiary or state facility.

9. Military Service

If applicant previously served in the military, that applicant must have received a

discharge other than a dishonorable or bad conduct discharge. If the applicant is currently

serving in the National Guard or Reserves, proof of status must be provided. Any entry

level candidate who is in the military and is deployed before completing all aspects of the

test requirements will have the option, upon his/her return, to accept the points earned

and continue with the remainder of the test process within 180 days or begin the process

anew.

B. Examinations and Evaluations (with weighted values of each category - see

Exhibit 2)

1. Physical Agility/Fitness Test (PT) (.200)

Applicants must successfully pass the requirements of the Physical Agility/Fitness Test

course as outlined in Exhibit 1 in order to be eligible for the written examination. Failure

to pass the PT test ends the application process.

2. Written Test (.450)

The written test will be administered to candidates who pass the PT test. Applicants must

achieve a score of 70% or better to continue the application process. Normally there is

about a one month interval between the PT test and the written test.

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3. Oral Examination by Civil Service Board (.100)

The Civil Service Board will interview each applicant who has passed the PT test and the

written test. Applicants are evaluated on the basis of communication skills, motivation,

intelligence, personality, knowledge, skills and abilities, and potential for leadership.

Applicants are rated accordingly.

4. Oral Examination by Fire Chief (.100)

The Fire Chief will interview each applicant to determine the applicant’s potential to be a

successful firefighter and rate the applicant accordingly.

5. Education Achievement (.100)

Points will be awarded for degrees above a high school diploma or a GED.

6. Military Experience (.050)

Acceptable military service as described in Section 2 A.9 will be awarded credit for

consideration.

C. Placement on a Hiring Roster

The Civil Service Board will meet promptly after the completion of the examination and

evaluation process outlined in Section B to certify the results and establish a roster based

upon the ranking of all successful applicants. Once posted, names will remain on the

roster for one year. Candidates are advised that their position on a roster may change

during the second half of the year of eligibility should the Department elect to have a

semi-annual application session and other applicants achieve a higher combined score.

Candidates not hired after one year who wish to remain in consideration will have to

reapply.

Candidates on a current roster may reapply at any time; however, they will be required to

repeat the entire application process. The new score will determine the applicant’s

position, but candidates who reapply are cautioned that a failing score will remove them

from the current roster.

The Civil Service Board, through the Personnel Department of the City of Morristown,

will confirm at least once every six (6) months that the persons listed in the top eleven

(11) positions remain qualified. The review will include confirmation of the candidate’s

address and phone number, a background check with local law enforcement agencies and

the associated court systems, a statement by the candidate that his/her health and well

being remain acceptable, and that he/she wishes to continue in contention. Candidates

who cannot be found after failing to respond to notice by certified letter will be removed

from the roster.

14

Candidates who fail to maintain the conditions for potential employment enumerated

herein will be removed from the roster and prohibited from reapplying until the original

reason(s) for rejection is/are resolved to the satisfaction of the Fire Chief.

D. The Hiring Process

When an entry level vacancy is to be filled, the City Council will request of the Civil

Service Board the names of the three highest on the roster (and two additional names in

order of roster ranking for each additional vacancy). The Fire Chief will make his

recommendations to the Council from the list, but the Council will make the final choice

to fill all vacancies. Council recommendations/nominations must come from the names

provided by the Civil Service Board for each vacancy.

The open job positions will be offered to the selected candidates; and if they accept, they

will be hired upon the successful completion of the following:

1. Complete background check, including finger print filing with the State of Tennessee,

and updated verification of all information in application.

2. Medical examination by City physician.

3. Vision and Hearing test by City physicians.

4. Permanent residency in accordance with City policy within 180 days of hiring.

5. Tennessee Driver’s License within thirty (30) days of hiring.

A candidate who is offered a position and is subsequently denied hiring for failure to

comply with the above requirements, or is found to be ineligible, is prohibited from

reapplying, and his/her name will be removed from the roster, unless the original

reason(s) for rejection is resolved to the satisfaction of the Fire Chief.

E. Probationary Period

Once hired, new employees will serve a probationary period, as defined in the Civil

Service Act.

Employees do not receive the rights ascribed under the Civil Service Act until they have

successfully completed their probationary period.

15

Exhibit 1F - Physical Test

Physical Testing Requirements for the Fire Department:

UNTIMED ACTIVITY

The initial station will consist of either a thirty-five (35) foot Fire Department ladder,

fully extended, and set at approximately seventy-five (75) degrees, or an elevating

platform apparatus with the fly sections extended to thirty-five (35) feet above ground

and elevated to seventy-five (75) degrees. The applicant will climb to the top of the

ladder, raise to the top of the ladder a fifty (50) foot section of 2 ½ inch hose, tethered to

a rope, using a hand over hand method, lower the hose to the ground using a hand over

hand method, and then descend the ladder. This is an untimed operation.

TIMED ACTIVITIES

The 5-station timed portion begins when the applicant touches the ground. After

touching the ground, the candidate will proceed to the first station. No running is

allowed at any time.

1. Hydrant Operation. While standing at a fire hydrant, the applicant will perform

eight (8) complete revolutions of the hydrant valve stem using a hydrant wrench. The

applicant may stand in place or push the wrench around the hydrant.

2. Chopping Simulation. The applicant will strike a target with an eight (8) pound

sledge hammer ten (10) times. For a hit to be acceptable, the candidate must lift the

sledge hammer a minimum distance of twenty-four (24) inches above the target, apply

downward force sufficient to penetrate roofing materials, and return the sledge hammer

to the twenty-four (24) inch minimum position above the target.

3. Ladder Handling. The applicant will use designed rungs to remove a twenty-four

(24) foot extension ladder from a rack approximately fifty-seven (57) inches from the

ground. After removal, the applicant will place the ladder on the ground, stabilize the

ladder and remove his/her hands from the ladder. The applicant will then establish

contact with the ladder and lift the ladder back to the rack and return the ladder to the

starting position.

4. Hose Drag. The applicant will place a nozzle connected to two-hundred (200) feet

of a dry 2 ½ inch hose line, arranged in an accordion fold, over the shoulder and fully

extend the hose.

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5. Mannequin Drag. The applicant will drag a 105 pound mannequin backwards 75

feet. The applicant will grasp the mannequin by the belt attached around its torso, and

drag it, without stopping or losing contact with it, to the finish line. A ten (10) second

penalty will be assessed each time the applicant stops or loses contact with the

mannequin.

All five (5) stations must be completed in five (5) minutes.

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Exhibit 2F - Criteria

Fire Department Qualifications and Standards Criteria:

SELECTION CRITERIA MULTIPLIER

Physical Agility/Fitness Test (PT) .200

Written Test .450

Oral Examination by Civil Service Board .100

Oral Examination by Fire Chief .100

Education Achievement .100

Military Service .050

Composite Score 1.000

Education

Masters Degree 100

Bachelors Degree 75

Associates 50

.

End of Section

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