Marion Police Department

Mission

Loyalty

Integrity

Fairness

Trustworthy

To enhance the quality of

life for all by striving for ex-

cellence in every task we

perform in partnership with

our community.

www.marionohiopolice.com

Contact Us

Marion, Ohio Police Department 233 West Center Street Marion, Ohio 43302 (740) 387-2525 http://marionohiopolice.com https://facebook.com/MarionPD @marion_police

Overview

The department handles nearly 40,000 calls for ser-

vice annually. MPD is the primary resource for the

citizens of the City of Marion for contact regarding

emergency and non-emergency needs. The depart-

ment provides around-the-clock service and is com-

prised of patrol, administrative, detective, records,

property, and other support personnel.

Opportunities

• Promotion

• K9 Handler

• Detective

• Drug Taskforce

• Special Response Team

• School Resource Officer

Hiring Process

Vacancy Announcement

The Marion Police Department advertises job vacancies in several different locations online, including the City of Marion website, the MPD website, the MPD Facebook page, and the National Testing Network website.

Entrance Exam

Testing is administered by the Na-tional Testing Network and may be taken anytime, regardless if there is a vacancy or not.

When a vacancy is announced, a separate application will be necessary. The minimum passing score is 70% on the vid-eo portion of the exam. The PHQ is also required.

Physical Agility

When there is a vacancy, and after a passing score from the exam has been received, a physical agility will be held. Physical requirements are currently the same as the require-ments for OPOTA.

Ranking

Once the exam and physical agility are complete, Civil Ser-vice will forward a list of candidates to the police depart-ment after extra credit for military service, a college degree, and/or OPOTA certification is added.

Interviews

The number of interviews conducted is dependent on the number of names forwarded to the police department. The number forwarded is based on the number of vacancies.

Conditional Offer of Employment

A conditional offer of employment may be extended after interviews are concluded. Employment is dependent upon passing a an in-depth background, physical and a psycho-logical exam.

Salary & Benefits

Salary

For newly sworn officers with their Ohio Peace Officer Training Academy certification, the starting annual salary is $53, 331.20 (2019). After five years, the salary is $70, 262.40 (2019).

Benefits

Ten hour shifts (4 on, 3 off); longevity; shift differential; holiday pay on designated holidays; holiday, vacation, compensatory time, & sick time; unlimited vacation accu-mulation; annual Sick Leave Sellback; Tuition Reimburse-ment (up to $2500/year); health, dental, & vision insur-ance provided.

Qualifications

Preliminary recruitment and hiring qualifications include the following:

• 21 years of age, but not yet 35 years of age; US Citizen; High School Grad/GED; Valid Driver's License; Ability to Read/Speak English; Must estab-lish and maintain a primary residence within Marion County or a surrounding county.

• Academy Certification (OPOTA): Not required, but extra credit may be given based on Civil Services rules. If not OPOTA certified, the candidate is required to become OPOTA certified. This can be completed at the City’s expense once hired.

• Felony, Criminal Activity Disqualifiers: Applicants may be rejected from consideration or refused admittance to this examination, and may be disqualified or removed from an eligible list, or a certified list, for, but not limited to:

Inability to establish minimum requirements or qualifications.

For failure to pass any of the tests required for the position.

For conviction of or admission to any crime classi-fied as a felony under Ohio Revised code or any other applicable state code.

For conviction of a crime involving moral turpitude or an offense of violence.

For deception or fraud on application or examina-tion.

For making false statements of material fact in the application, testing process or during any part of the hiring process and for use, threatened use or attempt in using political influence in securing em-ployment.

• Driving Disqualifiers: Applicants will be subject to disquali-fication for conviction or deferred judgment of an OVI offense within the 36 months prior to the date of appli-cation.

• Drug Use Disqualifiers: Individuals who have done any of the following are not considered eligible for employment with the City of Marion Police Department:

At any time, illegally sold, delivered, distributed, or manufactured drugs;

Used any other illegal drug within the previous 36 months;

Used any prescription drug or a legally obtained substance in a manner for which it was not intend-ed within the previous 36 months; or,

Used a prescription drug in its original intended manner but without the proper prescription or legal justification in the previous 12 months.

• Employment Disqualifiers: Applicants must meet all mini-mum qualifications.

• Additional Disqualifiers: Inability to pass any portion of the defined testing process shall be grounds for disquali-fication.

Equal Employment

Opportunity (EEO)

It is the policy of the City of Marion to ensure equal employment opportunity within the City to promote and afford equal treatment and services to all citi-zens, employees, and City representatives.

The police department shall ensure that all individu-als be given equal opportunity for employment, as-signment or promotion within the Marion Police Department, regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, veteran status, military status, or disability.

November 2018