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Hiring Process - Phase I
In order to be considered for employment with the Gwinnett County Department of Corrections, applicants must submit an application and background questionnaire to the Gwinnett County Department of Human Resources. Applicants who meet employment requirements remain in the hiring process, whereas others are notified in writing of the reason(s) they will not be considered for employment.
During orientation, applicants receive a background booklet and authorization/consent forms; which must be completed, notarized, and returned by a specified date. Returned background booklets are screened and if the information provided does not exclude an applicant from further consideration, he/she is scheduled for the Behavioral Personnel Assessment Device (B-PAD).
B-Pad Video (Behavioral Personnel Assessment Device)
The B-Pad is a test of the applicant's interpersonal competence in dealing with different types of people in various job-specific situations. Applicants respond verbally to video simulations as if actually responding to real situations. Applicants must successfully pass the video test in order to continue in the hiring process.
Applicants are required to provide the following documents:
- Certified copy of birth certificate (or naturalization documentation)
- Official transcripts (sealed) from high school/college
- Copy of high school diploma or GED
- Copy of driver's license
- Certified copy of driving record
- Copy of social security card
- Documentation relating to adoption, marriage, bankruptcy, divorce, etc.
- Military DD214 for each term of service (if applicable)
Failure to provide all requested documents results in removal from the hiring process. Furnished documents cannot be returned to an applicant, even if he/she is not hired.
Applicants who do not have an associate’s or bachelor’s degree must take the Georgia POST Entrance Exam. This is offered at any technical college in Georgia. Prior POST entrance exams through the State of Georgia are acceptable.
A comprehensive background investigation is conducted on each applicant in order to establish evidence of good moral character and identify patterns of unacceptable conduct. Applicants are fingerprinted as a means of verifying identity and criminal history information. The background investigation continues throughout the hiring process.
The interview is designed to assess an applicant’s mental and emotional fitness to function successfully as a correctional officer. Each applicant is asked a series of questions regarding work experience, education and perspective in dealing with convicted offenders. The interview process also allows an applicant to demonstrate knowledge, skills, and abilities considered basic to effective job performance as a correctional officer.
An applicant who successfully completes Phase I of the hiring process has his/her name placed on an applicant register for a period of one year. Applicants named on the register are eligible to receive a conditional job offer and if a conditional job offer is given and accepted, the applicant begins Phase II of the hiring process. Applicants do not advance to Phase II unless a conditional job offer is given and accepted.