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ALL POSITIONS ARE CURRENTLY FILLED.  NO APPLICATIONS ARE BEING ACCEPTED AT THIS TIME

STEP 1 – Application

When a prospective paid-on-call employee inquires about a position, they are given an application for employment that contains three parts: a City application, a Marion Firefighters Association application, and an Applicant Characteristic Survey.  Applicants are instructed to fill the applications out and return them to Administrative Assistant Chief. Minimum criteria for getting an application is a high school diploma (or equivalent).  Additionally, the applicant must live in Marion or in very close proximity to Marion.

STEP 2 - Screening

The completed applications are given to a Screening Committee within the Department.  This committee is made up of career and paid-on-call staff.  The candidate will meet with the committee and the basic job requirements will be discussed. For efficiency sake, we will often wait until 4-5 candidates can be screened at one time. Following the conversation with the candidate(s), the committee decides whether the application will be recommended to the Chief. Most of the applications are passed, but occasionally, the committee feels that the candidate, for what ever reason, is not a good fit for our Department and does not recommend that the application go forward.  

STEP 3 – Interview with the Chief

The application that has successfully passed through the Screening Committee is placed in a “waiting” file.  When a position come up, the Chief goes through the “waiting” file and selects the applications that he is interested in. These individuals are brought in for an interview.  During the interview, the Chief goes into the rules and requirements of the position in detail and gets a general feel for the candidate. In some cases, the candidate is told during the interview to continue to the next step in the hiring process, and some are told later. If the candidate looks promising, gear will be sized and set aside for them at this time.  Occasionally, information surfaces during the Chief’s interview that causes the Chief or the candidate to halt the hiring process.

STEP 4 – Release of Information

Once the Chief decides that he is interested in hiring the candidate, the candidate is required to provide information to the Department.  The information areas where the Department staff will be collecting the information will require a release form signed by the candidate.  They include:

  • Workers Compensation Background Check. This is a check of the candidate’s application for Workman’s Comp benefits in their previous places of employment.  It requires the Iowa Waiver Release of Records to complete.  

  • Criminal History Check. This check of the candidate’s criminal history is completed by the Marion Police Department

  • Sex Offender Registry. This Request For Registry Information is filled out by the Department and is forwarded to the local law enforcement agency.  

  • Driving Record. A copy of the candidate’s driving record is obtained by the Department or can be furnished by the candidate.

  • Hepatitis B Vaccination Release. The City provides hepatitis B vaccinations free of charge to the employees who are EMS providers.  If they choose not to have this vaccination, they must sign the Hepatitis B Vaccination declination form.  

STEP 5 – Pre-Employment Physical

Once all of the required information has been received and favorably reviewed, the employee is sent to the St. Luke's Workwell Clinic in Cedar Rapids for a physical exam as required under the OSHA respiratory protection standard.  The medical staff at this clinic have determined that the following procedures are necessary to meet the OSHA criteria:

  • Physical examination by a physician

  • Spirometry

  • Lab analyses

    • General Health Panel

    • Urinalysis

    • LDH

    • Lipid Panel

  • Resting EKG (as needed or determined by the physician)

  • Chest X-Ray (as needed or determined by the physician)

  • Maximal treadmill stress test (as needed or determined by the physician)

The procedures listed above are paid for by the City.  Any other tests that are determined to be necessary are done at the employee’s expense.  (This is also a written respiratory physical profile that most current career and paid-on-call employees are required to complete each year.)

STEP 6 – Issue Equipment

Once the physical has been successfully completed, a formal job offer is presented to the candidate. If accepted, the candidate is sent to meet with the City's Human Resources Coordinator at City Hall to fill out the appropriate employment documents and is issued their personal protective equipment and pager, a Fire Essentials manual, and a duty manual that contains all of the Rules, Regulations, and Operating Guidelines for the Department.  They are also given a CD that contains many PowerPoint training programs.  

STEP 7 – Continuing the Employment

Paid-On-Call personnel must attain the State of Iowa Fire Fighter I classification within their first two years of employment.  Additionally, they must complete the 24-hour training requirement as determined by the State of Iowa Fire Service Training Bureau.  Finally, they must annually complete training in the following subject areas:

  • Safety Rules

  • Right-To Know / MSDS

  • Department Rules and Regulations

  • Sexual Harassment

  • Bloodborne Pathogens

  • Workplace Violence

  • CPR

Uniforms and badges are awarded upon the completion of one year of service AND successful attainment of State of Iowa Fire Fighter I certification.


Paid-On-Call Application
Paid-On- Firefighter Job Description

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