Required Disclosures Criminal and/or Traffic Violation Convictions History:
During the application process, you will be asked to disclose any criminal and/or traffic convictions. The City of Mesa highly values integrity; it is essential that you be honest and truthful. Human Resources, will verify information provided on your application as part of the pre-employment process should you be extended a conditional offer of employment.
- Any criminal convictions since 18th birthday.
- A criminal conviction includes any misdemeanors and felonies (i.e., assault, burglary, disorderly conduct, domestic violence, drug-related convictions, Driving Under the Influence (DUI); Driving While Intoxicated (DWI), failure to appear in court, larceny, shoplifting, trespassing, etc.). Such convictions may have resulted in a fine(s), community service, probation or jail/prison time.
- Any traffic violation convictions within the past 5 years. Traffic violations may include, but are not limited to: Driving Under the Influence (DUI); Driving While Intoxicated (DWI); failure to: yield, stop at stop sign or red light, appear in court; driving on a suspended or revoked license, no proof of insurance/registration, reckless driving, speeding, etc. Such violations may have resulted in citations, community service, fine(s), revocation/suspension of license, traffic survival school requirement, etc.
- Verification of information provided on your application includes submitting your fingerprints to state and federal law enforcement agencies (DPS and FBI) and requesting a five year driving record from the Motor Vehicle Division (MVD).
- The information disclosed in this section will not necessarily bar you from further consideration. The City of Mesa will consider such factors as the nature of the conviction(s), job relatedness, and business necessity. However, if you have an existing Ignition Interlock Device (IID) requirement and driving is a requirement of the position, the City of Mesa will not consider you for employment.
Related Employment Information:
- For information regarding the essential functions of a position, please review the job description or contact the Human Resources Office.
- The City of Mesa considers each applicant for City employment on the basis of his or her qualifications for the job and without regard to race, color, national origin, age, disability, religion, sex, sexual orientation, gender identity and expression, veteran's status, marital status, or genetic information.
- Every effort will be made to process your application in a timely manner. The selection process ensures a very thorough review of all applications to determine those who meet the minimum requirements for this position.
- Due to the large number of applications received for most positions and the thoroughness of the screening process, the review and response to applications requires up to four weeks to complete.
- Please wait to hear from us via e-mail; you will be notified when the review is completed. Please do not call the Human Resources Office to check on the status of your application.
If you are invited to a testing process and might require reasonable accommodation to participate, please advise the Human Resources Office at the time you are contacted.
Veteran's Preference Points: Preference points shall be added to the grade earned by the qualified applicant, but only if such individual earns a passing grade without preference.
- If you are selected to participate in a testing process, appropriate documentation verifying your veteran status (i.e., DD214, Form FL-802, etc.) MUST be submitted on the day of the scheduled testing for preference points.
- For a scored testing process preference points shall be added to the grade earned by the qualified applicant, but only if such individual earns a passing grade without preference.
- Approval of employment by the appropriate Manager/Director.
- Passing a drug screen.
- If required by the position, passing a scheduled physical examination paid for by the City.
- Successful completion of background investigation.
- All applicants hired by the City must provide official verification as to identity and work authorization.
- City Policy allows the hiring of relatives of current City employees into the same department as the currently employed relative. An employee who has the authority may not appoint or recommend a relative to any position within the same chain of command.
- Assistant City Manager, the City Attorney, City Manager, Deputy City Manager, HR Director, Mayor, and City Councilmembers, and Council appointed boards and committee members will not be allowed to have a relative employed in any City department.
An existing Ignition Interlock Device (IID) requirement:
- If you currently have an IID requirement on your personal vehicle through the Motor Vehicle Division as a result of a DUI conviction you will be required to list on your application the effective and expiration dates of that requirement.
- If you are applying for a position that indicates a driving requirement on the job description and/or job announcement, the City of Mesa will not consider you for employment.
- If you are applying for a position that does not indicate a driving requirement, the City of Mesa will require you to sign a Memorandum of Understanding acknowledging the fact that you will not be allowed to drive any City vehicle until the IID requirement has been removed.
Commercial Driving: What are the Commercial Driver's License (CDL) Regulations?
- If a Commercial Driver's License (CDL) is required for the position, federal regulation/state statutes [PDF] apply that affect all CDL holders.
- Alcohol and Controlled Substance Testing Procedures Summary [PDF]
- City of Mesa Anti-Drug Plan [PDF]
- City of Mesa Alcohol Misuse Prevention Plan [PDF]