Employment

TO FILL OUT AN ONLINE APPLICATION GO TO THE FORMS PAGE AND CLICK ON THE EMPLOYMENT APPLICATION PAGE. 

 

HIRING AND EMPLOYMENT POLICIES AND REQUIREMENTS

***Positions now available at both the Sheriff's Office and in the detention center. ***

STONE COUNTY SHERIFF'S OFFICE

Procedures, Requirements, and Criteria concerning Sheriff's Office job positions, and the Application, Interview, and Hiring Process.

GENERAL: The staffing level, the number of full-time employees, and the salary levels of the Stone County Sheriff's Office employees are determined by the Ordinance of the governing body (Quorum Court). Each elected county official, including the Sheriff, has the responsibility for hiring all personnel to fill authorized positions within his or her elected office. (Arkansas Code 14-14-1102) Each elected official of the County is to fully and completely administer the day-to-day affairs of his or her office of County government on behalf of the County, in a manner that is in accord with applicable laws (statutes or judicial ruling), the constitutions (U.S. and Arkansas), and this general County policy.

TERM OF EMPLOYMENT: All County Employees are "At Will" employees. "At Will" employment is not for a specific period of time and employment may be terminated at any time, without notice or liability of any kind (except for wages earned and unpaid) and with or without cause. Unless rehired by a newly elected supervising County official, employment shall cease at the conclusion of the county's biennium (December 31st of even-numbered years). It is the County's policy to provide equal opportunity for all qualified persons; to prohibit unlawful discrimination in employment practices, compensation practices, personnel procedures, and administration of benefit plans; and to otherwise provide the same or similar treatment and opportunities to all persons similarly situated.

Applications for employment will be accepted from any person who wishes to apply upon approved forms provided by Stone County. Applicants who are residents of the County will be given consideration over non-residents, all other qualifications being equal.

SHERIFF'S OFFICE POSITIONS: The Stone County Sheriff's Office employees both sworn personnel with general or restricted arrest powers and civilian, non-sworn personnel, with no arrest powers. Specific and detailed job descriptions have been created for each position within the Sheriff's Office. Different positions will have different criteria applicants must meet, or be eligible to meet before they can be considered for the position.  Job Titles/Ranks/Classifications within the Sheriff's Office are Elected Sheriff (1), Chief Deputy(1), Sergeant (2), Deputy I (5), Investigator I (2), Jailers (10) and Secretary (1).  There are also Part-Time Deputy, Part Time Jailer, and Reserve/Auxiliary Deputy positions.

APPLICATION PROCESS: Whenever a full-time job opening exists within the county, the position will be posted for five (5) days to ensure that existing County employees have sufficient time to learn of and request a transfer to the open position. As a matter of course, the Sheriff's Office may also advertise the open position in a newspaper having general circulation throughout the County and also list the job opening on the Sheriff's Office website, although these actions are not required by county policy. Applications for employment for any position will be continuously accepted throughout the year, however, applications will only be reviewed for potentially suitable candidates whenever a position is actually vacant and open. Applications will normally remain on file for a period of six (6) months and may be reviewed and considered whenever there is a job opening within the Sheriff's Office. All applications for employment must be submitted on approved forms provided by the Sheriff's Office. Resumes submitted without the required application form will not be considered and will be discarded. The Sheriff's Office generally receives a large number of applications for any open position, which makes for a very competitive process among the applicants.

INTERVIEW PROCESS: When a position becomes open, the Chief Deputy will gather, review, and correlate all applications for the position and select a date to conduct interviews of selected applicants.

INTERVIEW WITH SHERIFF: The Sheriff will generally conduct a personal interview with each finalist for the position, after which he will make a decision as to which applicant to hire for the open position. In the alternative, the Sheriff may choose to reject both finalists and ask that new interviews be conducted.

OFFER OF EMPLOYMENT: Any offer of employment made by the Sheriff will be contingent upon the applicant being able to successfully complete and pass a physical examination, employment drug-screen urinalysis, and psychological testing (if required), in addition to being able to meet all other requirements for the position which is being offered. The applicant may be allowed to begin work before all of these procedures have been completed (which can take some time), however, any applicant who begins employment and subsequently cannot meet these requirements will be discharged.

SPECIFIC REQUIREMENTS - SWORN DEPUTY SHERIFF: (Arkansas Minimum Standards) Every officer employed by a law enforcement unit shall:

• Be a citizen of the United States (proof required).
• Be at least 21 years of age (proof required). 
• Be fingerprinted and a search initiated of state and national fingerprint files to disclose any criminal record.
• Be free of felony records. A felony record shall mean having entered a plea of guilty, been found guilty, or otherwise having been convicted of an offense, the punishment for which could have been imprisonment in a federal penitentiary or a state penitentiary. The fact that an individual has received a pardon or their record has been expunged shall not release the individual from having a felony record for the purposes of this regulation. 
• Be of good character as determined by a thorough background investigation.
• Be a high school graduate or have passed the General Education Development (GED) Test indicating high school graduation level (proof required). 
• Be examined by a licensed physician and meet prescribed physical requirements. 
• Be interviewed personally prior to employment by the department head or his representative, or representatives, to determine such things as the applicant's motivation, appearance, demeanor, attitude, and ability to communicate. 
• Be examined by an individual licensed to practice psychiatry or psychology and qualified to perform such evaluations in the State of Arkansas, who after the examination finds the officer to be competent and recommends the agency to hire the individual. 
• Possess a valid driver's license (Arkansas license required by Sheriff's Office).

Sheriff's Office Additional Requirements: Applicants will not be considered for Sheriff's Office employment who:

• Have pleaded guilty, nolo contendere, or been found or adjudicated guilty of a Driving While Intoxicated (DWI) offense, either alcohol or drugs, within the past ten (10) years in Arkansas or any other jurisdiction. 
• Have pleaded guilty, nolo contendere, or been found or adjudicated guilty of Driving Under the Influence (DUI) as a minor under 21 years of age within the past five (5) years in Arkansas or any other jurisdiction. 
• Have pleaded guilty, nolo contendere, or been found or adjudicated guilty of any drug possession, drug paraphernalia possession, or any other drug-related offense, regardless of how specified, in Arkansas or any other jurisdiction. 
• Have pleaded guilty, nolo contendere, or been found or adjudicated guilty of any Domestic Battery offense involving physical injury to another person in Arkansas or any other jurisdiction. 
• Is the respondent in an Ex Parte or Permanent Order of Protection remaining in effect in Arkansas or any other jurisdiction?

**Other convictions for a minor misdemeanor offense will not necessarily disqualify the applicant, however, the Interview Board and Sheriff will look closely at the circumstances surrounding any criminal arrests or convictions. These same requirements apply to all sworn full-time, part-time, and reserve deputy positions.

SPECIFIC REQUIREMENTS - NON-SWORN EMPLOYEES: Non-sworn civilian employees, including Secretarial, Clerical, and Administrative personnel and sworn employees with restricted arrest powers (such as Jailers) must normally meet all of the same requirements as sworn employees, with the following exceptions:

• Non-sworn civilian employees and sworn employees with restricted powers must only be eighteen (18) years of age rather than twenty-one (21) years of age.
• Non-sworn civilian employees are not required to submit to a psychological evaluation, while sworn employees with restricted powers (Jailers limited primarily to serving warrants in the Detention Center) are required to submit to a psychological evaluation.

ALL APPLICATIONS WILL BE KEPT ON FILE FOR 6 MONTHS..THEN REFRESHED

 

GENERAL RESPONSIBILITIES SUMMARY:

The incoming employee performs tasks related to: the protection of life and property and the preservation of the public peace and order; the enforcement of Federal State and local laws; and the control and direction of vehicular traffic.

ESSENTIAL FUNCTIONS:

The list of essential functions is not exhaustive and may be supplemented as necessary. Other duties may be assigned, Regular and predictable attendance and punctuality are essential functions of this position.

DUTIES:

1. Patols are assigned areas of detail as needed

2. Answers calls for assistance; assists disabled or stranded motorists or citizens in various ways, including changing tires or pushing vehicles.

3. Checks doors and windows and examines premises of occupied and unoccupied buildings and residences to detect and investigate suspicious conditions; identifies crime and disorder-related problems, analyzes problems and develops responses to eliminate or minimize the problem; successfully carries out problem responses; identifies and activates available resources. 

4. Responds to an alarm system for signs of unlawful entry

5. Investigate complaints of family disputes and public disturbances and restore or maintain order, using physical force if necessary.

6. Checks vehicles against stolen vehicle reports.

7.  Serves as a public relations liaison between the citizens and the Police Department; attends neighborhood association and other organizations' meetings to answer questions and provide information relating to police events and departmental responses; communicates frequently with citizens in assigned areas to get information and evidence regarding problems and concerns; assists citizens in finding solutions to problems; advises citizens on crime prevention and self-protection methods.

8. Collaborates with other governmental and non-governmental organizations and individuals to resolve problems; prepares crime information maps and provides prevention techniques for utilization by neighborhood watch groups and others.

9. Attends related training classes and schools

Traffic control and investigation of traffic accidents:

1. Reports hazardous roadway conditions and defective traffic control equipment to proper departments.
2. Direct traffic under emergency conditions.
3. Administers field tests for suspected intoxication; issues traffic citations.
4. Calls for supplemental emergency services as needed.
5. Applies emergency first responder care if necessary.
6. Reroutes or directs traffic around the accident scene; controls spectator access to the accident scene.
7. Moves, or makes arrangements to move damaged vehicles.
8. Protects accident evidence for collection.
9. Interview victims and others involved in traffic accident scenes; collect traffic accident evidence; complete accident reports.

Investigates criminal cases:

1. Conducts preliminary or complete investigations.
2. Locates and questions witnesses and potential witnesses.
3. Identifies suspects through records and pictures.
4. Studies background, rap sheet, and MO of suspects prior to interrogations.
5. Interrogates suspects in the field; takes statements or depositions.
6. Serves search warrants and searches premises or property.
7. Sketches crime scene and records measurements.
8. Marks physical evidence for later identification; sends evidence to a lab for analysis; takes custody of stolen or lost property.

Apprehends and arrests suspects:

1. Files complaint and obtains arrest warrant.
2. Serves arrest warrant, and searches subject.
3. Subdues resistant subject if necessary; engages in vehicular or foot pursuit as necessary.
4. Advises suspects of their Miranda rights.
5. Conducts a search for evidence in a motor vehicle.
6. Escorts arrested persons to the Detention Center for booking.
7. Completes arrest reports.

Assists prosecutors and courts:

1. Prepares charges for court docket.
2. Prepares evidence for submission in court.
3. Prepares criminal case file for the prosecutor.
4. Testifies in court as needed.

Prepares reports:

1. Completes field interrogation card.
2. Keeps reference notebook.
3. Completes Offense Report, Traffic Accident Report, Curfew Violation Report, Truancy Violation Report, and other required reports and forms.
4. Queries, enters, and/or deletes data in NCIC, ACIC computer systems, or the department computer system; operates, including the entry of reports, the department computer system through fixed computers and/or mobile computers.

Maintains equipment:

1. Report any malfunction to the assigned vehicle.
2. Provide an assigned vehicle for routine maintenance on schedule.
3. Keeps uniform and accessories in good condition.
4. Services and fires issued weapons as necessary to maintain good condition.

 Assists other local, State, and Federal law enforcement agencies:

1. Provides assistance with the pursuit of suspected criminals within NLRPD jurisdiction but originating elsewhere.
2. Provides information to assist with criminal investigation by other agencies.
3. Provides crowd control assistance during special events in the area.

NOTE: The amount of time spent in a task area may vary from time to time. 

Minimum Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

 

U. S. Citizen;
21 years of age by date of hire;
High school graduate or equivalent;
Possession of a current valid Arkansas driver's license
Current or Renewable Law Enforcement Certificate

 

Application Requirements
The complexity, guidelines, supervisory controls, and supervision responsibilities described below are representative of this position.
 
SUPERVISORY CONTROLS:
The supervisor sets the overall objectives and resources available. The employee and supervisor, in consultation, develop the deadlines, projects, and work to be done. The employee is responsible for planning and carrying out the assignment; resolving most of the conflicts that arise; coordinating the work with others as necessary; and interpreting policy on own initiative in terms of established objectives. The employee may also determine the approach to be taken and the methodology to be used. The employee keeps the supervisor informed of progress, potentially controversial matters, or far-reaching implications. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility with other work, or effectiveness in meeting requirements or expected results.
 
SUPERVISORY RESPONSIBILITY:
None.
 
COMPLEXITY:
The work includes various duties involving different and unrelated processes and methods; the decision regarding what needs to be done depends upon the analysis of the subject, phase, or issues involved in each assignment, and the chosen course of action may have to be selected from many alternatives; the work involves conditions and elements that must be identified and analyzed to discern interrelationships.
 
GUIDELINES:
A number of specific guidelines are available; judgment is used in locating and selecting the most appropriate guidelines; minor deviations can be made in specific cases; significant deviations are referred to the supervisor. The employee rarely makes any decisions that affect persons or situations beyond the scope of his/her job.