Re: 911:: Job Description and letter

[Guest guest]

>2335 a month????? I must live in the wrong area! LOL

Me too!! We've got dispatchers who have worked in our center for years

and don't make that much.

Utah County SO

[Guest guest]

I have actually seen MUCH higher in this area. At my husbands department they

start out at 35k. There are a lot of police departments here competing to get

the best employees. And being right smack in the middle of Dallas and Ft.

Worth I imagine they stay pretty busy.

Roxann

In a message dated 09/04/2001 7:20:38 PM Central Daylight Time,

tacam333@... writes:

<< 2335 a month????? I must live in the wrong area! LOL

Terri >>

[Guest guest]

--- KSumsion@... wrote:

>

> In a message dated 9/4/01 6:21:53 PM,

> tacam333@... writes:

>2335 a month????? I must live in the wrong area!

> LOL

>

>

> Me too!! We've got dispatchers who have worked

> in our center for years

> and don't make that much.

>

We start out at $2,344 a month and top out at $3,038

after 6 years.

=====

Jim

Columbus Police

Columbus Ohio

www.columbuspolice.org

You may know where you are and what you are doing, God may know where you are

and what you are doing, but if the Dispatcher doesn't know where you are and

what you are doing, I hope your relationship with God is a good one...

__________________________________________________

[Guest guest]

One of my officers left here years ago to work for Arlington. They are

definitely one of the more progressive departments. High property values.

The Texas Rangers have their stadium there. Arlington is conveniently situated

between Dallas and Ft Worth so they are a " bedroom "

community for both.

annette hallmark

tamu pd

On Tue, 4 Sep 2001 20:59:48 EDT, ragdollx190@... wrote :

> I have actually seen MUCH higher in this area. At my husbands department they

> start out at 35k. There are a lot of police departments here competing to get

> the best employees. And being right smack in the middle of Dallas and Ft.

> Worth I imagine they stay pretty busy.

>

> Roxann

>

>

> In a message dated 09/04/2001 7:20:38 PM Central Daylight Time,

> tacam333@... writes:

>

> << 2335 a month????? I must live in the wrong area! LOL

>

> Terri >>

>

[Guest guest]

Alaska sounds nice, Where do I apply?

[Guest guest]

Of the cities within the Metroplex, I have to say that Irving is one of the

most advanced and state of art. The pay is strong and competitive. The staff

is accomodating(sp) and very willing to help a new-comer.

Just my opinion.

Good luck in Arlington

_________________________________________________________________

Get your FREE download of MSN Explorer at http://explorer.msn.com/intl.asp

[Guest guest]

I just hope one of the departments I have applied to will even call me! You

know how these places drag ass in the hiring process? Thank goodness i am not

jobless right now and trying to get into this field, I think I would go

broke, lol!

Thanks for the heads up on Irving.

Roxann

In a message dated 09/06/2001 3:34:40 AM Central Daylight Time,

willemakeit@... writes:

<< Of the cities within the Metroplex, I have to say that Irving is one of

the

most advanced and state of art. The pay is strong and competitive. The staff

is accomodating(sp) and very willing to help a new-comer.

Just my opinion.

Good luck in Arlington

>>

[Guest guest]

Its amazing the people you come across online Pretty cool!

Roxann

In a message dated 09/06/2001 5:35:04 AM Central Daylight Time,

burrs@... writes:

<<

Hey! Here I sit up in Northern Michigan....and here's someone from Irving!

My ex-brother-in-law is a Lt with Irving PD - Hamrah.....my niece,

his daughter, started training some years ago but didn't make it, or didn't

like it, I guess. >>

[Guest guest]

At 08:41 09/06/2001 -0400, the hopeful Roxann wrote:

>I just hope one of the departments I have applied to will even call me! You

>know how these places drag ass in the hiring process? Thank goodness i am not

>jobless right now and trying to get into this field, I think I would go

>broke, lol!

Spoken like a true member of the uninformed public. Pardon me while I

bristle at the " drag ass " comment.

The hiring process is a complicated one in any government agency or

organization. This isn't Mc's or Mervyn's - the skill set required

to successfully perform Public Safety Communications tasks is easy to test

and selection process is (admittedly) cumbersome, but quite necessary. Not

everyone CAN do this job.

Applications are screened for suitability (minimum requirements).

Tests are usually comprehensive and require skilled application and

proctoring. The agency has to schedule a site for the test, schedule

personnel to administer and proctor it, and those people probably aren't

just sitting around doing nothing at all between test cycles; they probably

have other duties.

Interviews have to be scheduled for the candidates who pass the test.

Again, that involves scheduling a time and place and personnel to sit on

the qualifications appraisal panel. Panelists are subject matter experts

who developed those skills by - surprise - working in the career field.

Let's see, what's the staffing situation like? Can we borrow SMEs from

operational staffing, or do we ask other agencies to assist us... Hmmm,

can THEY schedule their personnel around our proposed QAP dates?

Then there's medical exams, hearing tests, background investigations for

the candidates who score well in the QAP - other pretty important stuff

like that.... all of which take time, effort and considerable care.

Different agencies possess varying levels of resources to schedule these

processes.

.....Just so y'all know why the process is lengthy..... it ain't simple.

Thank goodness, too!

Happy to be here, proud to serve.

Olmstead

Communications Supervisor

~on the Central California coastline~

" Not presumed to be an official statement of my employing agency. "

Home E-mail: mailto:gryeyes@...

http://www.gryeyes.com/

[Guest guest]

We are relatively quick in the hiring process. Turn around is anywhere from 1

month to 1 1/2 months. It takes about a week for the application to

make it from the human resources department to our recruiter.

The recruiter (she) requests DL, wanted and CCH info from the dispatcher. If

this is clear she will try and contact the applicant to come in and

take the test.

Within a few days, I will give them the dispatcher test and initial interview.

Our recruiter gives the applicant a personal history packet to fill out

and return. This part of the process is entirely in the hands of the applicant

and can take up to 10 days. A deadline date is written on the

statement so that way we aren't forever wondering what happened. (The applicant

CAN return it after that.....we are usually pretty desperate for

good applicants.) Some applicants return the packet the same day.

The recruiter reviews the information with the applicant and receives a

notarized consent to check references and credit history.

After that it depends on how swamped the recruiter is with checking backgrounds

on other applicants. During fairly slow periods this may take a

couple of days or sometime 3 weeks.

Once the background is completed satisfatorily, an interview with myself and my

boss is scheduled. A couple of days to 1 week.

Usually we know by that time if an applicant is favorable. Of course, they

could always bomb or wow us in the interview, but I generally know by

that time if this person will be good. Usually we offer the position right

after the interview, or at least wait until they get home. We generally do

not interview applicants who's background is not favorable. Normally, we only

have 1 applicant at a time for several open positions. This time

around, we have several good applicants for two available positions. Since one

of these positions is an overhire already, I don't think my director

would appreciate me requesting to overhire ANOTHER position. :-)

Anyway, we just hired a new person who starts next week. Her application was

filled out at the end of July/beginning of August.

One bad thing.....we don't do any of the other testing that other agencies do,

besides the proficiency and keyboard tests. We don't have

psycological, polygraph, hearing, vision, medical,etc. Save money and time,

but opens us to hiring unsuitable people who may be washed out

by those tests.

I once approached our old recruiter about initiating more testing for

dispatchers. His response? " You don't have enough applicants as it is? Why

would you want to test to eliminate more of them? " He ended up eliminating our

proficiency test. So all I had to go on to hire qualified people

was the background, CCH and interview. Yep, hired some real duds during that

period. I gave the test to one after he was hired and he failed

miserably. He had a hard time doing the job as it was required. I spoke to my

recruiter about it (trying to prove my point to reinstate the test)

and told me " don't give the test! " Got really messy....

Anyway, he left so I talked with the new recruiter, who was a dispatcher. SHE

had to use the same test when she applied at her agency for

dispatch so she was familiar with it....and liked it. So we reinstated in when

the job description was updated. Yeah! It eliminated some very

undesireable people who tested.

Now the issue about the other tests is all about money. Admin doesn't want to

spend the money to do these tests.

Anyways, many times we will call people to test and they will have already found

a job. Very frustrating.

annette hallmark

tamu pd

On Thu, 6 Sep 2001 08:41:18 EDT, ragdollx190@... wrote :

> I just hope one of the departments I have applied to will even call me! You

> know how these places drag ass in the hiring process? Thank goodness i am not

> jobless right now and trying to get into this field, I think I would go

> broke, lol!

>

[Guest guest]

Move to Oklahoma, we just got a raise from our legislator. Probationaries

start out at 2037 with 13 guaranteed steps up to 2800. Not the best but I

sure appreciated my 42%

p461

[Guest guest]

Thank you , I have been trying since last November to get 1 of my

Centers to full staffing. Everytime I get close another leaves just before

we turn 1 out on the console. By the time you post, pull a roster,

interview, test, do all the medical, psych, polygraph, audio, etc it is a min

of 8 to 10 weeks. Then to find out they can't do the job is very frustrating.