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Phone:
(417) 847-3121
(24 hours)

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505 East St.
Cassville, MO 65625

Administrative Office Hours:  M-F 8am - 4pm
Phone: (417) 847-6556
 
     
Employment








Current Positions Available:

                   None

 

 Print Employment Application

If you would like to apply for a position with the Barry County Sheriff's Office, Please call our Office at 417-847-6556 to request an application be mailed or you can go to the Print Employment Application Link above and print a copy.

The Barry County Sheriff's Office believes in the principle and practice of Equal Employment Opportunity, and intends to comply with the letter and spirit of federal, state, and local laws and regulations prohibiting discrimination on the basis of race, color, sex, religion, national origin, or handicap status.

BARRY COUNTY SHERIFF’S OFFICE

Procedures, Requirements, and Criteria concerning Sheriff’s Office job positions, and the Application, Interview, and Hiring Process.

GENERAL: The staffing level, number of full time employees, and the salary levels of the Barry County Sheriff’s Office employees is determined  by the governing body of the County. Each elected county official, including the Sheriff, has responsibility for hiring all personnel to fill authorized positions within his or her elected office.  Each elected official of  the County is to fully and completely administer the day to day affairs of his or her office of County government on behalf  of the County, in a manner that is in accord with applicable laws (statutes or judicial ruling), the constitutions (U.S. and Missouri), and in accordance with County policy.

TERM OF EMPLOYMENT: All County Employees are “At Will” employees. “At Will” employment is not for a specific period of time and  employment may be terminated at any time, without notice or liability of any kind (except for wages earned and unpaid) and with or  without cause. Unless rehired by a newly elected supervising County official, employment shall cease at the conclusion of the county’s end of the term of the elected officials office for which you are employed.  It is the County’s policy to provide equal opportunity for all qualified persons; to prohibit unlawful discrimination in employment practices, compensation practices, personnel procedures, and administration of benefit plans; and to otherwise provide the same or similar treatment and opportunities to all persons similarly situated.

Applications for employment will be accepted from any person who wishes to apply upon approved forms provided by the Barry County Sheriff.

SHERIFF’S OFFICE POSITIONS: The Barry County Sheriff’s Office employees both sworn personnel with general or restricted arrest powers and civilian, non-sworn personnel, with no arrest powers. Specific and detailed job descriptions have been created for each position within the Sheriff’s Office.  Different positions will have different criteria applicants must meet, or be eligible to meet, before they can be considered for the position.

APPLICATION PROCESS: Whenever a full time job opening exists within the county, the position will be posted for five (5) days to ensure that existing County employees have sufficient time to learn of and request a transfer to the open position.  As a matter of course, the Sheriff’s Office will also advertise the open position in a newspaper having general circulation throughout the County and also list the job opening on the Sheriff’s Office web site. Applications for employment for any position will be continuously accepted throughout the year, however applications will only be reviewed for potential suitable candidates whenever a position is actually vacant and open. Applications will normally remain on file for a period of One (1) year and may be reviewed and considered whenever there is a job opening within the Sheriff’s Office. All applications for employment must be submitted on approved forms provided by the Sheriff’s Office. Resumes submitted without the required application form will not be considered and will be discarded. The Sheriff’s Office generally receives a large number of applications for any open position, which makes for a very competitive process among the applicants.

INTERVIEW PROCESS: When a position becomes open, the Chief Deputy or Sheriff will gather, review, and correlate all applications for the position.  A background investigation check will be conducted on all prospective applicants before initial interview with the Sheriff. Background check will include criminal background, past employment, education, and checking with personal references. Assuming the background check is acceptable, applications will be submitted to the Sheriff for his personal consideration.

INTERVIEW WITH SHERIFF: The Sheriff will generally conduct a personal interview with each chosen applicant for the position, after which he will make a decision as to which applicant to hire for the open position.  In the alternative, the Sheriff may choose to reject all applicants and ask that new interviews be conducted.

OFFER OF EMPLOYMENT: Any offer of employment made by the Sheriff will be contingent upon the applicant being able to successfully complete an employment drug-screen urinalysis,  in addition to being able to meet all other requirements for the position which is being offered. The applicant may be allowed to begin work before all of these procedures have been completed (which can take some time), however any applicant who begins employment and subsequently cannot meet these requirements will be discharged.

SPECIFIC REQUIREMENTS – SWORN DEPUTY SHERIFF:

Every officer employed by a law enforcement unit shall:

Be a citizen of the United States (proof required).
Be at least 21 years of age (proof required).
Be fingerprinted and a search initiated of state and national fingerprint files to disclose any criminal record.
Be free of felony record. A felony record shall mean having entered a plea of guilty, been found guilty, or otherwise having been convicted of an offense, the punishment for which could have been imprisonment in a federal penitentiary or a state penitentiary. The fact that an individual has received a pardon, or their record has been expunged shall not release the individual from having a felony record for the purposes of this regulation.
Be of good character as determined by a thorough background investigation.
Be a high school graduate or have passed the General Education Development (GED) Test indicating high school graduation level (proof required).
Be interviewed personally prior to employment by the department head or his representative, or representatives, to determine such things as the applicant’s  motivation, appearance, demeanor, attitude, and ability to communicate.
Possess a valid driver license

Sheriff’s Office Additional Requirements:

Applicants will not be considered for Sheriff’s Office employment who:

Have plead guilty, nolo contendere, or been found or adjudicated guilty of a Driving While Intoxicated (DWI) offense, either alcohol or drugs, within the past ten (10) years in Missouri or any other jurisdiction.
Have plead guilty, nolo contendere, or been found or adjudicated guilty of a Driving Under the Influence (DUI) as a minor under 21 years of age within the past five (5) years in Missouri or any other jurisdiction.
Have plead guilty, nolo contendere, or been found or adjudicated guilty of any drug possession, drug paraphernalia possession, or any other drug-related offense, regardless of how specified, in Missouri or any other jurisdiction.
Have plead guilty, nolo contendere, or been found or adjudicated guilty of any Domestic Battery offense involving physical injury to another person in Missouri or any other jurisdiction.
Is the respondent in an Ex Parte or Permanent Order of Protection remaining in effect in Missouri or any other jurisdiction.

**Other convictions for a minor misdemeanor offense will not necessarily disqualify the applicant, however the Interview Board and Sheriff will look closely at the circumstances surrounding any criminal arrests or convictions.

These same requirements apply to all sworn full time, part time, and reserve deputy positions.

SPECIFIC REQUIREMENTS – NON-SWORN EMPLOYEES:

Non-Sworn civilian employees, including Secretarial, Clerical, Administrative personnel and sworn employees with restricted arrest powers (such as Jailers) must normally meet all of the same requirements as sworn employees, with the following exceptions:

 Non-sworn civilian employees and sworn employees with restricted powers must only be eighteen (18) years of age rather than twenty-one (21) years of age. (County Policy Manual, Section 15G, page 19).
 

WAGES, COMPENSATION, AND BENEFITS: The governing body of the County establishes by Ordinance the wages, compensation, and benefits received by all County employees. These include:

Wages: The County has established a step and grade system to determine the amount of salary or wages paid to each employee, depending on the position held and job description for that position. There is a base starting pay for each position. Employees are paid on a monthly basis (12 pay periods per calendar year). In addition to regular salary and wages, overtime pay or compensatory time off for working beyond the normal work week, will be awarded if the employee is required by supervisory staff to work hours in excess of the normal work week for the position. Details vary by position and applicable  federal and state law.

Fringe Benefits: Eligibility for vacation leave or other employee benefits does not create any property right in employment or any expectancy of continued employment. 

Retirement: Barry County shall provide a retirement plan for each full time County employee.  Barry County currently participates in the CERF County Retirement (CERF), which is administered by the County.

Medical Insurance: Barry County currently provides medical insurance for the employee, the entire cost of which is currently paid by the County. Coverage for the families of individual employees may be provided,
 if desired by the employee, and shall be at the expense of the employee. 

Vacation: County full time employees shall be eligible for paid vacations after one (1) year of continuous service, but temporary and part-time employees shall not be eligible. The amount of paid vacation time awarded
 depends upon the length of service of the employee and ranges from one (1) week to three (3) weeks per year under County policy.

Sick Leave: All regular full-time employees of the County are eligible for sick leave with pay with a maximum benefit of six (6) working days per year. This earned sick leave can be carried from year to year with a maximum
 of thirty (30) days accumulation. 

Other Leave: Under County policy, additional leave (paid or unpaid depending on the type of leave) may be granted for various reasons and under various circumstances and conditions, such as Military Leave, Maternity Leave,
Emergency Leave, Occupational Injury Leave, Accidental Injury Leave, and Jury Duty.

Holidays: Barry County employees (full time) will receive time off with pay for the following Holidays. If the employee is required by the position to work on the holiday, then additional holiday time off will be provided to the employee:
1) New Years Day; 2) Martin Luther King Day; 3) Lincoln's Birthday; 4) President's Day; 5) Truman Day; 6) Memorial Day; 7) Independence Day; 8) Labor Day; 9) Columbus Day; 10) Veteran's Day; 11) Thanksgiving day and the Friday Following; 12) Christmas Day

**With regard to the vacation, sickness, and other fringe benefits outlined herein, it must be understood that these benefits are not required by law nor are they guaranteed by the County. No contract is entered into by the County with any employee, nor does the County incur any debt or obligation.

**It should also be noted that all employees of the Barry County Sheriff’s Office will be required to work together as a team to accomplish the goals and objectives and fulfill the Mission Statement of the Sheriff. Irrespective of designated Job Titles or Job Descriptions, each Sheriff’s Office employee will be expected to perform any tasks, duties, or assignments, which he or she is qualified for and capable of performing, that are directed by  his or her supervisor, even though such duty or assignment may not fall within the specifications of a Job Description or be a part of the normal duties and responsibilities of the position held.
 
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