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Utah Administrative Code (Current through November 1, 2019) |
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R251. Corrections, Administration |
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R251-105. Applicant Qualifications for Employment with Department of Corrections |
| R251-105-1. Authority and Purpose |
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(1) This rule is authorized by Section 63G-3-201, 64-13-10, and 64-13-25. (2) The purpose of this rule is to provide policies and procedures for the screening, testing, interviewing, and selecting of applicants for Department of Corrections employment. |
| R251-105-2. Definitions |
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(1) "Department" means Utah Department of Corrections. (2) "POST" means Peace Officer Standards and Training. |
| R251-105-3. General Requirements |
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It is the policy of the Department that applicants for employment: (1) shall, for POST-certified positions, be a citizen of the United States; (2) shall, for POST-certified positions, be a minimum of 21 years of age; (3) shall, as a minimum, be the holder of a high school diploma or furnish evidence of successful completion of an examination indicating an equivalent achievement; (4) may be required to pass pre-employment tests depending on position requirements; (5) shall be free from any physical, emotional, or mental conditions which would prevent the applicant from performing the essential functions of the job; (6) shall not have been convicted of a crime for which the applicant could have been imprisoned in a penitentiary of this or another state and shall not have been convicted of an offense involving unlawful sexual conduct, physical violence, or the unlawful sale of a controlled substance. This subsection may not apply to all positions; (7) shall, if required, become a POST-certified officer and maintain certification through successful completion of at least 40 hours of POST training per fiscal year; and (8) may undergo a background investigation which may include verification of personal history, employment history and criminal records check. |
| R251-105-4. Disqualification of Applicants |
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(1) Applicants may be disqualified for failure: (a) to meet education or experience qualifications; (b) to appear for testing or interviews; or (c) to meet minimum test score requirements. (2) Applicants may be disqualified if found to be unsuitable for Department employment as indicated by a background investigation or psychological evaluation. (3) Falsification of application is grounds for denying employment or for terminating employment if discovered after the applicant is hired. (4) Disqualified applicants shall be notified in writing. |