Employment

The Widest Range of Special Duty and Collateral Assignments

Patrol Division   Bicycle Patrol Clandestine Laboratory Enforcement Team Crash Analysis Reconstruction Team Honor Guard Hostage Negotiations Team Interagency Gang Enforcement Team K-9 Unit Marine Patrol Mobile Response Team Motor Carrier Officers School Resource Officer Training Assignments Patrol Transport Unit Tactical Negotiations Team - SWAT Traffic Safety Unit Westside Interagency Narcotics Team

Mobility and Cooperation Within the Sheriff's Office

As deputies from Patrol or Corrections gain experience at the Sheriff's Office, a wealth of opportunities for changing assignments and promoting become available.

Structure

The Sheriff's Office is comprised of several divisions – Patrol, Jail, Investigations, and Services. While these divisions have various assigned functions, we highly value intra-agency cooperation and respect. As an employee in our office, you will become familiar with the other work groups as well as work side-by-side with members of special enforcement or response teams.

Cross-Training

In 2004, the Sheriff's Office began offering Patrol corporals an opportunity to spend time working with detectives to polish their investigative skills. This five-week program is structured and allows corporals time to work in a variety of work groups, such as Property Crimes, Violent Crimes, Child Abuse, and Fraud. It is also flexible enough to allow the corporal to investigate any unusual or complex case that may arise during their training period.

This program has been so successful that we have extended the same offer to deputies, according to seniority. Not only does this enhance the deputy's ability to investigate crimes, but it also helps the agency to identify people who have an interest in working in the Investigations Division in the future.

Highly Competitive Employee Benefits Package

• Vacation Leave: Employees accrue paid vacation leave or equivalent up to twelve (12) days per year. Accrual increases with length of service.

• Holidays: Employees accrue time off in lieu of holidays equivalent to thirteen (13) days per year. Subject to approval, these days off can be used any time during the year.

• Sick Leave: Employees accrue paid sick leave of up to twelve (12) days per year. Sick leave may be accrued without limit.

• Incentive Pay: Incentive pay is available based on longevity, education, and some hazardous duty assignments as outlined in the WCPOA Collective Bargaining Unit Agreement.

• Insurance: The County provides medical, life and dental insurance coverage for the employee, a spouse or same sex domestic partner, and dependent children. In addition, supplemental life, accidental death and dismemberment, vision insurance, and long-term disability insurance coverage are provided for the employee.

• Retirement: The County retirement program includes the benefits of the Public Employees Retirement System and is coordinated with Social Security benefits. The county pays the mandatory 6% employee contribution to the Public Employee Retirement System plus a 6% match upon deputies becoming eligible.

• Dependent Care / Health Care Flexible Spending Account Program: This program is designed to help you pay expenses for dependent care and out-of-pocket medical expenses using "tax-free" dollars. Employees may elect to have up to $5,000 per year for dependent care and up to $2,500 per year for health care withheld from their paychecks on a pre-tax basis for reimbursement of those expenses.

• Deferred Compensation: Deputies may participate in the 457 Deferred Compensation Plan. This voluntary program allows the employee to set aside as little as $25 per paycheck in pre-tax dollars for retirement. Contributions may be started and stopped at any time.

• Tuition Assistance: Employees may request tuition reimbursement for courses directly related to county business or as part of an approved degree program consistent with Sheriff's Office policy.

• Additional Benefits and Eligibility: Deputies are also eligible for workers compensation coverage and a myriad of other benefits. The benefits and eligibility requirements are explained in detail during new hire orientation.

The Sheriff's Office Hiring Process

Our selection process is lengthy and rigorous, but the work done by our deputies requires employees who are dedicated professionals of the highest integrity. Every interaction that a citizen has with our deputies is a reflection on our office. It is vital that every time a person comes into contact with one of our deputies that they have absolute confidence they are dealing with the very best and that they can place their complete trust in that person. -- Sheriff Pat Garrett

Applying On-Line or Submitting an Application in Person

Applications are submitted by interested people through the Washington County Human Resources Department either in person or online.

Those who meet the minimum qualifications for the position are invited to participate in a series of job-related tests and a physical fitness test.

The Initial Selection Process

Applicants who pass these tests are then interviewed by a panel that normally consists of three sergeants. The purpose is to evaluate the applicant's communication skills and decision-making ability.

Next, applicants must go through a rigorous background investigation process. The background investigations are normally performed by retired detectives who return to assist the Sheriff's Office with this critical hiring function. This step includes an interview with a background investigator, checking employment references, a credit check, criminal history check, and even talking with people you name as references and other past and current friends and associates of the candidate. The goal is to get a complete well-rounded picture of the candidate's personal, academic, and professional life.

Job Shadows

Each candidate is given a chance to actually visit the environment they applied to work in. For instance, Recruit Deputy Sheriff (entry level) or Deputy Sheriff (Patrol deputies) applicants will have a chance to ride along with a patrol member during a shift. Corrections Officer Trainees (entry level) and Corrections Officers (Jail deputies) will have a similar opportunity in the jail. This process gives the applicant a chance to see the work they will perform if they are hired and allows them to ask questions.  If you apply for both patrol and jail, you will job shadow in each of those areas.

Interviewing With the Division Commander

The Patrol Division Commander or the Jail Division Commander, as appropriate, will interview all finalists and refer the strongest candidates to interview with the Sheriff. Normally, only the Sheriff will make an actual job offer.

Interviewing With the Sheriff

During the final interview, Sheriff Pat Garrett decides whether to make a candidate a conditional offer of employment based on all the available information. Before beginning work the applicant must successfully complete a comprehensive physical and psychological exam and a drug screening. Candidates will then begin different forms of on-the-job training.

On the Job Training Time

Finally, all new recruits must successfully complete an 18-month probationary period that begins the date they were hired.

How Long Does the Full Process Take?

The entire process from the date of initial testing to final selection can take several months. Further, the names of all successful candidates are maintained on an eligibility list for a period of one year. This means that if you are not initially selected, you may be considered for future vacancies for up to one year from the date your name is placed on the list.

                           Applications                                                  Human Resources

Washington County is an Equal Opportunity Employer.