Hiring Process FAQ

Q. Why had KITTCOM been advertising and testing for dispatchers so much lately?!

A. We've had several people test recently who showed the necessary level of aptitude, but who were unable to pass the background investigation. To work at KITTCOM your background has to be almost spotless. (Please see the discussion below for more details on what's required and what is disqualifying.) 

Q. Is KITTCOM's hiring process governed by civil service rules?

A. No, KITTCOM is an independent unit of local government, so civil service regulations do not apply to our organization. KITTCOM does not have to maintain a "list" of candidates for a specific period.

Q. When does KITTCOM test for dispatchers?

A. KITTCOM only tests when there is a vacancy. Nearly all dispatch centers have a 10 to 20 percent annual turnover rate (at least), so with a staff of fourteen dispatch personnel, KITTCOM loses (on average) one to two people a year. In addition, at the end of the hiring process there are usually only one or two qualified candidates eligible for hire, and sometimes, none of the candidates are able to qualify for hiring.

Q. Can I tour the center before the test?

A. Once a hiring process is started, to be fair to all participants, we do not allow any candidates to tour the center. (Candidates who get past the interview phase in the hiring process are scheduled to observe in the center plugged in with a dispatcher for four hours.)

Q. What's the testing process like?

A. Very rigorous. It is intended to identify candidates who have the knowledge, skills and abilities necessary to do the job. KITTCOM uses tests that are also used by other dispatch centers around the country. Statistically, candidates who score high have a far greater chance of success during the initial training period than those with average or low scores.

Q. What are the odds that I'll pass the tests?

A. Historically, only half of all candidates pass the first multi-tasking test. Of those who remain to take the computer based portion of the testing, usually about one half pass. Those candidates are invited to continue in the testing, interviewing and hiring process.

Q. How flexible does my schedule have to be in order to work for KITTCOM?

A. Employees are sometimes called back to work on short notice if there is an unexpected illness or a spike in emergency activity levels. Those who were most recently hired (and therefore are lowest in seniority) cover vacation and sick leave for more senior employees, so schedule flexibility is critical. New employees must also demonstrate consistent attendance in order to successfully complete training and the one year probationary period.

Q. I'm a student. Should I apply?

A. KITTCOM has a rotating work schedule and stringent attendance requirements that makes the job incompatible for full-time students with fixed class schedules.

Q. Are KITTCOM's dispatchers members of a labor group?

A. All emergency services dispatch personnel at KITTCOM are members of General Teamsters Local 760.

Q. What's the background investigation like?

A. Thorough, intense and strict. Candidates who pass the initial testing and interview will be asked about their backgrounds immediately after the interview. Those who pass the computer aided dispatch training simulation and the observation period will receive a conditional offer of hire and then be asked to consent to an in depth background investigation that includes a polygraph and psychological examination.

You will be disqualified from consideration for employment if you have used LSD, heroin, cocaine, crack, methamphetamine, ecstasy or several other illegal drugs, as this list is not all inclusive. Disqualification for marijuana use depends on how long it has been, the frequency of use and other circumstances.

You are also unlikely to be hired if you have been convicted of a crime; have stolen money or goods from an employer (more than de minimis quantities of office supplies or copies) have a poor driving record or a poor credit history. Generally, individuals who have demonstrated irresponsibility and/or poor judgment in their life choices are not hired.

Q. Good grief - I'm not sure I'm still interested! Why all the hoops?!

A. We know! As the saying goes, many are called, but few are chosen. Because our staff members are a key part of the public safety team, their integrity must be beyond reproach.

Dispatchers must also possess some very unique abilities in order to be successful. They must be intelligent; have quick mental acuity; have good judgment; have the ability to do several things at once while properly prioritizing their actions during chaotic times; and be able to deal with constant changes to operational policies and technology, all the while maintaining a calm, focused customer service approach to both citizen callers and the emergency services field personnel we dispatch for!

Q. How long does the whole process take?

A. From the date of the first test, it takes between from 4-6 weeks to hire a new employee. Variables include the time it takes for the background investigation, availability of appointments with polygraph specialists, psychologists and medical professionals as well as the amount of notice a candidate has to give if he or she is leaving another job.

Q. So, if I am hired, what can I expect next?

A. You can expect to work in a fast paced, constantly changing and technically intensive environment. After you gain some experience, there will be opportunities to take on special projects and to get specialized training in several areas. You'll be a critical part of the area's public safety team, assuring that people get the help they need as soon as possible.

[ Home ] [ Employment ] [ Hiring FAQ ] [ General Info ] [ Public Disclosure ] [ Contacts ] [ 12 Hour Shifts ] [ 911 Taxes ] [ Interlocal ] [ Awards ]