ID No. ________________

Military Credit _____ Yes _____ No

RELEASE

KNOW ALL MEN BY THESE PRESENT, that I, for good and other valuable consideration. received to my full satisfaction, including but not limited to, any opportunity to compete for the position of Firefighter/Paramedic with the City of Bowling Green, Fire Division, do hereby for myself, my family and dependants, my executor, administrator, heirs or assigns, release and forever discharge the City of Bowling Green, Ohio, its officers, agents, and employees, from any and all claims, demands, actions, causes of actions, whatsoever which have arisen or may hereafter arise, as a result of my participation in the physical agility portion of the Firefighter examination after having been fully advised of the contents, requirements, and strenuous nature of said physical agility examination. It is further understood that I have carefully read the foregoing RELEASE, know the contents thereof, willingly and knowingly participated in said physical agility examination, and that I did sign this RELEASE of my free will and voluntary act and deed. IN WITNESS WHEROF, I have hereunto set my hand at Bowling Green, Ohio, on the ________________ day of ________________________, 2016. _______________________________ Print Name _______________________________ Signature Date SIGNED IN THE PRESENCE OF: _____________________________________________

September 16, 2016

TO ALL CANDIDATES APPLYING FOR THE 2016 FIREFIGHTER/PARAMEDIC

CIVIL SERVICE EXAMINATION

I have been provided copies of Section 124.23, 124.26, and 124.42 of the Ohio Revised Code

and Section 33.09 of the Bowling Green Codified Ordinances. I have read and understand the

State and City requirements, establishing post-offer of employment medical examinations, age

limitations, and military/veteran’s credit, as they relate to receiving an original appointment as a

Firefighter/Paramedic.

Section 124.26 of the ORC establishes that if two or more candidates receive the same passing

mark on the written examination, that priority in time of filling the application will determine the

order in which their names shall be placed on an eligibility list, except that applicants eligible for

veteran’s preference under ORC Section 124.23 shall receive priority in rank on the eligibility

list of non-veterans on the list with a rating equal to that of the veteran.

You are reminded that you must pass the agility test in order to be eligible to take the written

examination. Then you must pass the written examination in order to eligible have your name

included on an eligibility list. Military credit will not be added to a passing failing exam score in

order to make it a passing score.

Printed Name

Signature

Date

Submit completed application form to City of Bowling Green, Personnel Department, 304 North Church Street,

Bowling Green, Ohio 43402. All application materials must be submitted to the Personnel Department by 4:30 p.m.

on the date of closing. Résumés may be included, but will not substitute for a completed application.

ONLY COMPLETED APPLICATION FORMS WILL BE ACCEPTED.

City of Bowling Green, Ohio - Application for Employment

The City of Bowling Green is an Equal Opportunity Employer and is a Drug-Free Workplace

The City considers applicants for positions without regard to race, color, religion, creed, gender/sex, national origin, age*, disability, marital status, veteran status, military status, sexual orientation, political ideology, genetic information, or any other legally protected status. (*Pursuant to the Federal Exemption to the ADEA and Ohio Law, age maximums are established when hiring entry-level Police Officers and Firefighter/EMTs.) Notice to Applicants – A post-offer screening test for drug use will be required before hire, and screening tests for both alcohol and drug use may be required during employment. As a result of the Ohio Public Records Law, the identity of applicants and application materials cannot be considered confidential. Application materials may be subject to disclosure under Ohio law. The City verifies Social Security Numbers.

PLEASE PRINT IN INK OR TYPE

Title of Position Applying for:

Date of Application:

Last Name: First Name: Middle Initial:

Street Address:

City: State: Zip Code:

Home Phone: Work Phone:

Cell Phone: E-mail address:

Best time to contact you (Provide time & preferred phone number):

Have you ever worked under another name? Yes No

If yes, what name:

Are you a U.S. veteran? Yes No

Are you currently employed? Yes No

If you are under 18 years of age, can you provide required proof of your eligibility to work?

Yes No

Have you ever filed an application with the City before? Yes No

When: For which position:

Have you previously worked at the City of Bowling Green? Yes No

When: Job Title:

May we contact your current employer? Yes No

Are you prevented from lawfully becoming employed in the United States because of Visa or

Immigration Status? Yes No

(Proof of citizenship or immigration status will be required upon employment)

Date Available to work: Desired salary:

Are you available to work (Check all that apply)

Full-time Part-time Temporary

1st Shift (day) 2nd Shift (evening) 3rd Shift (night)

Swing Shifts Holidays Overtime

Are you currently on “lay-off” status and subject to recall: Yes No

Can you travel if the job requires it? Yes No

How did you learn about this opening? Newspaper Advertisement: Yes No

Name of Paper:

Website: Yes No

Name of Website: Employment Agency: Yes No

Name:

Relative: Yes No Friend: Yes No City Employee: Yes No Other: Do you have any relatives currently employed by the City? Yes No If yes, list names: Can you perform the essential functions of the job, as described in the job description, with or without reasonable accommodations?

Yes No

EMPLOYMENT EXPERIENCE: If you require more space, you should attach another sheet of paper to this application. Include military service or any job-related volunteer activities. (Note: A résumé may be attached, but it MAY NOT be used as a substitute for completing this section.) Start with present or most recent employment.

Employer’s Name:

Address:

Telephone Number: Job Title Held:

Supervisor’s Name and Title:

Supervisor’s Phone: Email:

Length of employment: From: Mo. Yr. To: Mo. Yr.

Hours per week: Rate of Pay:

Reason for leaving: Resigned with Notice Quit (No Notice) Laid Off Graduated (intern)

Terminated (reason): Other (explain)

Description of Duties, Responsibilities, Equipment Operated:

Employer’s Name:

Address:

Telephone Number: Job Title Held:

Supervisor’s Name and Title:

Supervisor’s Phone: Email:

Length of employment: From: Mo. Yr. To: Mo. Yr.

Hours per week: Rate of Pay:

Reason for leaving: Resigned with Notice Quit (No Notice) Laid Off Graduated (intern)

Terminated (reason): Other (explain)

Description of Duties, Responsibilities, Equipment Operated:

Employer’s Name:

Address:

Telephone Number: Job Title Held:

Supervisor’s Name and Title:

Supervisor’s Phone: Email:

Length of employment: From: Mo. Yr. To: Mo. Yr.

Hours per week: Rate of Pay:

Reason for leaving: Resigned with Notice Quit (No Notice) Laid Off Graduated (intern)

Terminated (reason): Other (explain)

Description of Duties, Responsibilities, Equipment Operated:

Employer’s Name:

Address:

Telephone Number: Job Title Held:

Supervisor’s Name and Title:

Supervisor’s Phone: Email:

Length of employment: From: Mo. Yr. To: Mo. Yr.

Hours per week: Rate of Pay:

Reason for leaving: Resigned with Notice Quit (No Notice) Laid Off Graduated (intern)

Terminated (reason): Other (explain)

Description of Duties, Responsibilities, Equipment Operated:

Employer’s Name:

Address:

Telephone Number: Job Title Held:

Supervisor’s Name and Title:

Supervisor’s Phone: Email:

Length of employment: From: Mo. Yr. To: Mo. Yr.

Hours per week: Rate of Pay:

Reason for leaving: Resigned with Notice Quit (No Notice) Laid Off Graduated (intern)

Terminated (reason): Other (explain)

Description of Duties, Responsibilities, Equipment Operated:

SKILLS DATA / INVENTORY: Check any of the following for which you have training, experience or certification. Office/Clerical Technical Skilled Crafts __ Typing WPM________ __ Computer Hardware __ Power Tools __ Radio Dispatching __ Computer Languages __ Carpentry __ Account Clerk __ Computer Software __ Plumbing __ Calculator/Adding Machine __ Computer Programming __ Electrical __ Word Processor (Specify __ Graphic Arts __ Welding Hardware/Software) __ Heat/Ventilation/AC __ Painting __ Mailing Services Equipment __ Water

Maintenance Protective Services

__ Backhoe/Front end Loader __ Ohio Peace Officer’s __ Dump Truck Training/Certification

__ Maintenance Repair Where: __ Custodial

__ Groundskeeping __ Inventory Control __ Ohio Fire Training/Certification __ Ohio Driver’s License Where:

__ Commercial Driver’s License

CDL Class:

List software you are proficient in below:

List Ohio Water/Wastewater Treatment Certificates below:

Education and Training Name and Address of High School: Number of Years Competed: Did you graduate? Yes No

Did you earn GED? Yes No

Name and Address of Colleges/Universities Attended for Undergraduate Program (List Each College/University

Separately): Number of Years Completed: Degree Earned: Yes No Degree Earned: Course of Study: Name and Address of Colleges/Universities Attended for Graduate Program:

Number of Years Completed: Degree Earned: Yes No Degree Earned: Course of Study: Other education/experience you consider significant (Provide name and address of facility, certification received, years completed, major area of study/training): 1. List memberships in professional organizations, associations, honors, certifications, and professional licenses

you consider significant.

2. List specialized training or qualifications, not indicated already, that might be relevant to employment:

3. State any additional information you feel may be helpful to us in considering your application:

REFERENCES List three persons you have known for at least two years who have knowledge of your work and/or education experience. These individuals should not include friends or current/previous supervisors.

Name Address Telephone Number

Please Read Carefully Before Signing – Applicant’s Certification and Agreement

I hereby certify that the information and facts set forth in this application are true, complete without omission to the best of my knowledge. I understand that any falsifications, misrepresentations, omissions of any facts, or incomplete statements in this application or other documents submitted for consideration of employment, such as a résumé, or in any interview, will be cause for denial of employment or immediate termination of employment, if employed, regardless of the timing or circumstances of discovery. I understand that if I am hired this Application becomes a part of my official employment record. This application supersedes any other applications previously filed with the City of Bowling Green. I authorize the City of Bowling Green to investigate any and all information provided or known. I understand that any falsification or omission of material facts in my application may be sufficient cause for disqualification or termination of employment with the City of Bowling Green. I hereby authorize any and all schools, employers, references, regulatory boards, courts and any others who have information about me to provide such information to the City of Bowling Green and/or any of its employees, representatives, agents or vendors. I release any such person, company, institution, or government agency from any liability for any and all damages that may result from providing and/or furnishing such information to the City of Bowling Green with regard to this application for employment. I understand that prior to hire the City conducts background investigations of selected candidates. The background investigation process for non-temporary full-time and non-temporary part-time hires normally includes contacting current employers, previous employers, and references, and anyone else who those sources recommend; Both a criminal records and a driving records check will be performed. Pre-employment drug testing and medical examinations are done post-offer of employment for all non-temporary full-time and part-time positions. Temporary hires must also submit to the background investigation process or to pre-employment drug testing, especially if the job duties include driving City vehicles or working directly with children. As part of the criminal records check process, those personnel who will work with children will be required to submit to a fingerprint check through the Sheriff’s Office. This process is used to ascertain if a candidate is registered as a sexual predator. I understand that failing the post-offer drug test will result in the City immediately rescinding the job offer tendered to me or the termination of employment, if I am already employed. I further understand that failing the post-offer medical examination may result in my disqualification for the specific job for which I am being considered. For positions which require driving a City vehicle, I understand that I must be insurable with the City’s insurance carrier. Additionally, if the position for which I am hired requires me to maintain a Commercial Driver’s License (CDL), I understand that I will be subject to not only pre-employment drug testing, but also random, post-accident, return-to-duty, and follow-up drug and alcohol testing in accordance with the rules established by the Federal Government. I agree to wear or use any protective clothing or devices, as required, and to abide by all established safety rules. I agree to comply with all City rules, regulations, and policies. I understand that workdays, hours of work, and/or location of my job or duties may be reassigned at the discretion of City management. I understand that submission of an application does not guarantee employment. I further understand that should an offer of employment be made by the City of Bowling Green, such offer whether or not stated, is for employment at will, and that if I accept such offer, my employment may be terminated by either the City of Bowling Green or myself at any time, with or without cause or notice. I understand that none of the documents, policies, procedures, actions, or statements of the City of Bowling Green or its employees or representatives used during the hiring process or during my employment may be deemed to be a contract for employment, either actual or implied. I understand that no employee or representative, other than the Mayor of the City of Bowling Green, has the authority to enter into any agreement contrary to the above and that any such agreement if made shall not be binding unless it is established in writing and signed by the Mayor of the City of Bowling Green. In consideration of the City of Bowling Green’s review of my application, I agree that any claim or lawsuit arising out of my employment with or application for employment with the City of Bowling Green must be filed no later than six (6) months after the date of employment action that is subject of the claim or lawsuit. While I understand that the statute of limitations for claims arising out of an employment action may be longer than six (6) months, I agree to be bound by the six (6) month period of limitations set forth herein and I waive any statute of limitations to the contrary. Should a court determine in some future lawsuit that this provision allows an unreasonably short period of time to commence a claim or lawsuit, the court shall enforce this provision so far as possible and shall declare the lawsuit barred unless it was brought within the minimum reasonable time within which the claim or suit should have commenced. In consideration of employment, if offered, I agree to abide by and adhere fully to all rules, regulations, policies and procedures of the City of Bowling Green at all times. I further understand that the rules, regulations, policies and procedures may be changed at any time, with or without notice. I HAVE READ, UNDERSTAND, AND AGREE TO THE ABOVE STATEMENTS AND CONDITIONS.

Signature of Applicant: Date:

CITY OF BOWLING GREEN

REASONABLE ACCOMMODATION REQUEST FORM

Name: (Please Print) Last First Middle Initial

Daytime Phone:

Position Title Applied for or City Program/Service:

I am either an applicant for the position named above or I am interested in the City

program/service listed above, and may require Reasonable Accommodation. I hereby request

that either the Personnel Department contact me regarding reasonable accommodation in the

application and/or testing process, or the appropriate City department contact me regarding

reasonable accommodation regarding the program/ service I have noted above. I authorize the

Personnel Department and/or appropriate City Department to verify this request.

Applicant’s Signature Date

PLEASE DESCRIBE BELOW THE ACCOMODATION YOU MAY REQUIRE:

This information shall be used for Affirmative Action (AA) Purposes only EQUAL EMPLOYMENT OPPORTUNITY DATA SHEET

TO ALL APPLICANTS: The CITY OF BOWLING GREEN is an Equal Opportunity/Affirmative Action employer. The City has received Federal and State grants and is therefore required to maintain information, separate from the application form, on individuals who apply for employment. We invite you to provide this information about yourself by completing this form. PROVIDING THIS INFORMATION IS STRICTLY VOLUNTARY. IF YOU CHOOSE NOT TO PROVIDE IT, THERE WILL BE NO ADVERSE EFFECT ON YOUR CONSIDERATION FOR EMPLOYMENT.

(PLEASE PRINT- USE PEN OR TYPE)

Last Name First Name Middle Initial Date POSITION APPLYING FOR:

INSTRUCTIONS: Indicate the appropriate response for items A – J (Race and Ethnicity Identifiers are established by the Federal government for EEO Reporting) A. Race/Ethnicity White (not Hispanic or Latino) Black or African-American (not Hispanic or Latino) American Indian or Alaskan Native (not Hispanic or Latino) Native Hawaiian or Other Pacific Islander (not Hispanic or Latino) Asian (not Hispanic or Latino) Two or more races, (not Hispanic or Latino) Hispanic or Latino (A Person of Cuban, Mexican, Puerto Rican, South or Central American or other Spanish culture or origin, regardless of race.)

Ethnicity Hispanic or Latino - (A Person of Cuban, Mexican, Puerto Rican, South or Central American or other Spanish culture or origin, regardless of race.)

Race White (not Hispanic or Latino) – A person having origins in any of the original peoples of Europe, North Africa, or the Middle East. Black or African American (not Hispanic or Latino) - A person having origins in any of the Black racial groups of Africa. Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) – A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands. Asian (not Hispanic or Latino) – A person having origins in any of the original peoples of the Far East, Southeast Asia or the Indian Subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam. American Indian or Alaskan Native (Not Hispanic or Latino) – A person having origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community recognition. Two or More Races (Not Hispanic or Latino) - All persons who identify with more than one of the above five races.

B. Gender/Sex Female Male

VETERAN INFORMATION C. Veteran of the Vietnam Era Yes No 1. Served on active duty for a period of more than 180 days, and was discharged or released therefrom with other than a dishonorable discharge, if any part of such active duty occurred: a. In the Republic of Vietnam between Feb 28, 1961, and May 7, 1975; or b. Between August 5, 1964, and May 7, 1975, in all other cases; or 2. Was discharged or released from active duty for a service-connected disability if any part of such active duty was performed: a. In the Republic of Vietnam between Feb 28, 1961 and May 7, 1975; or b. Between August 5, 1964, and May 7, 1975, in all other cases.

D. Other Protected Veteran Yes No A person who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized, under laws administered by the Department of Defense

E. Recently Separated Veteran 1. Any veteran during a one-year period beginning on the date of such veteran’s discharge or release from active duty. Yes No Date of Discharge: ; or,

2. Any veteran during the three-year period beginning on the date of such veteran’s discharge or release from active duty in the U. S. military, ground, naval, or air service. Yes No Date of Discharge:

F. Special Disabled Veteran Yes No 1. A veteran who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Department of Veteran’s Affairs for a disability: a. Rated at 30 percent or more; or b. Rated at 10 or 20 percent in the case of a veteran who has been determined under 38 U.S.C. 3106 to have a serious employment handicap; or 2. A person who was discharged or released from active duty because of a service-connected disability.

G. Disabled Veteran Yes No 1. A veteran of the U. S. Military, ground, naval, or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans’ Affairs, or 2. A person who was discharged or released from active duty because of a service-connected disability. H. Armed Forces Service Medal Veteran Yes No Any veteran who, while serving on active duty in the U. S. Military, ground, naval, or air service, participated in a United States military operation for which an Armed Service medal was awarded pursuant to Executive Order 12985. I. Other Protected Veteran Yes No A veteran who served on active-duty in the U. S. military, ground, naval or air service during a war or in a campaign or expedition for which a military badge was authorized, under the laws administered by the Department of Defense J. Method of referral for employment at the City of Bowling Green (Check One) Walk-In Referral By City Employee Referral by Ohio Jobs and Family Service Job posting at school, which school: Newspaper Advertisement, which newspaper: Web Page, which web page: Referred By Employment Agency, which: Other, explain: The City of Bowling Green is an equal opportunity employer and considers all applicants for employment based on non-discriminatory, job-related factors. You should contact the City of Bowling Green’s Personnel Department by phone at (419) 354-6200 or by e-mail at BGPersonnel@bgohio.org for information or assistance in recruitment or employment.

**************************************************************

Voluntary Self-Identification of Disability

Form CC-305 OMB Control Number 1250-0005

Expires 1/31/2017 Page 1 of 2

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to

qualified people with disabilities.i To help us measure how well we are doing, we are asking you to tell us if you

have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will

choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used

against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may

become disabled at any time, we are required to ask all of our employees to update their information every five

years. You may voluntarily self-identify as having a disability on this form without fear of any punishment

because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that

substantially limits a major life activity, or if you have a history or record of such an impairment or medical

condition.

Disabilities include, but are not limited to:

Please check one of the boxes below:

☐ YES, I HAVE A DISABILITY (or previously had a disability)

☐ NO, I DON’T HAVE A DISABILITY

☐ I DON’T WISH TO ANSWER

__________________________ __________________

Your Name Today’s Date

Blindness Autism Bipolar disorder Post-traumatic stress disorder (PTSD)

Deafness Cerebral palsy Major depression Obsessive compulsive disorder

Cancer HIV/AIDS Multiple sclerosis (MS) Impairments requiring the use of a wheelchair

Diabetes

Epilepsy

Schizophrenia

Muscular dystrophy

Missing limbs or partially missing limbs

Intellectual disability (previously called mental retardation)

Voluntary Self-Identification of Disability

Form CC-305 OMB Control Number 1250-0005

Expires 1/31/2017 Page 2 of 2

Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities.

Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples

of reasonable accommodation include making a change to the application process or work procedures,

providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

i Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal

employment obligations of Federal contractors, visit the U.S. Department of Labor’s Office of Federal Contract

Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required

to respond to a collection of information unless such collection displays a valid OMB control number. This

survey should take about 5 minutes to complete.

9/12/2016

INSTRUCTIONS - FIRE DIVISION PHYSICIAL AGILITY TEST

1. The physical agility examination is a pass/fail examination. All 8 events must be completed within 14

minutes. Any rest you choose to take will be included in your total test time.

2. You will be timed during the entire test. The time will start when you begin to unroll the hose for the hose

roll event (#1). The time will continue to run until you hand the dummy to the monitor that concludes the

carry event (#8).

3. You may not run during any portion of the test. Running is defined as moving swiftly with both feet off the

ground.

4. You may have up to a total of sixty- (60) seconds rest during the test. The time may be used as applicant

wants. If you exceed the total of sixty- (60) seconds rest time, this will be considered a withdrawal and you

will be required to sign a withdrawal form.

It is your responsibility to inform the test monitor when you wish to rest and for how many seconds.

Rest may only be taken between events. Once an event has been started you must continue to its completion.

NOTE! It is not required that you take any rest time, nor is it required that if you choose to rest that

you use all 60 seconds. At any time, if you ask, the monitor will tell you how much time you

have used of your total time and/or rest time.

5. The order for taking the agility test will be determined by the order that the candidate signs up for the test.

Testing may take 10 to 12 hours depending on the number of applicants that day. Lunch is not provided.

6. Late arrivals for the agility test will be tested last that day. It is your responsibility to keep your appointment

for the test.

7. Applicant is required to bring picture ID with them to both agility test and written test.

8. Applicant may bring gloves to the agility test. Gloves will not be furnished.

9. Applicant may bring his or her won firefighting helmet. It can be worn if approved by the Bowling Green

Fire Division on test day.

10. Illness or injury may be cause to cancel the test or discontinue the test.

11. You will be required to sign a waiver prior to taking the test.

12. You will be the only person, other than test monitors, allowed on the test grounds while you are being tested.

13. Applicant must leave the test area after they have completed the test.

14. If helmet falls off, continue with the event, the test monitor will pick up helmet and return it to applicant after

the event has been completed.

15. If applicant puts on or takes off gloves during testing, it must be done between events and will be counted as

rest time.

BOWLING GREEN FIRE DIVISION PHYSICAL AGILITY TEST

HOSE ROLL EVENT

Completely unroll and roll one length of 2 ½ inch fire hose. Roll hose tightly. This will help prevent hose from falling apart.

Coupling must be returned to starting point. Hose must be rolled out, not thrown out. The roll must be in contact with hands at all

times.

HOSE LINE ADVANCE EVENT

Pick up nozzle attached to a 2 ½ inch hose, place over shoulder and drag hose 150 feet to a designated line. Nozzle may be on front or

on back of shoulder. You may not pick up additional hose and carry in hand. After crossing line, turn around and return hose to

starting point. Place hose and nozzle on ground. Forward progress must be maintained during this event.

LADDER HOIST EVENT

Stand between ladder and building, grasp rope and using hand-over- hand motion, pull until the ladder is fully extended and stops.

Ladder is then lowered using the hand-over-hand motion. Do not allow rope to slip through the hands. You must maintain a standing

position while raising and lowing the ladder.

FIRE EXTENSION EVENT

Here you will crawl through a 2 foot by 2 foot opening onto simulated attic boards spaced 16 inches apart. You are to crawl on hands

and knees to the opposite “wall”. After touching the “wall” with one hand, return again by crawling and exit through the same

opening.

VENTILATION EVENT

Stand and strike railroad tie with sledgehammer. Railroad tie must be moved preset distance before event is complete. You may use

either hand or you may alternate while using sledgehammer. Applicant must stand straddling the railroad tie.

HIGH RISE EVENT

This event is divided into three continuous parts.

Part 1) Carry a 50 foot package of 2 ½ inch hose with nozzle and a 12 pound sledgehammer from ground level to designated area on

2nd

floor. This equipment is then set down. If package or sledgehammer is dropped and picked back up, applicant may continue.

Part 2) You will now grasp a rope from a test monitor. Pull until the second 2 ½ inch hose coupling is over the railing. At this point,

the monitor will take control of the rope and the hose. Applicant must stand in designated area. If rope or hose is dropped or slips,

applicant may continue until second coupling is over the railing.

Part 3) The package of 2 ½ inch hose with nozzle and sledgehammer will be handled to the applicant by the monitor. Applicant will

return them to the ground level. Hose and sledgehammer are to be set down in designated area. If package or sledgehammer is

dropped and picked back up during event, applicant may continue.

DRAG EVENT

You will drag a tire filled with concrete (approximately 140 pounds) 75 feet from a starting line to a designated line and return to

starting line maintaining forward progress at all times. Drag either walking forward or backward. Pull strap must be grasped a top

loop.

CARRY EVENT

You will pick up a dummy (approximately 100 pounds) and carry it 75 feet from a starting line to a designated line and return to

starting line where it is to be handed to a monitor. Once you have left the designated starting point for this event, the dummy must not

touch the ground until you cross the finish line. The dummy may be carried any way you choose, however, it must be off the ground.

Dragging is not allowed. If the dummy touches the ground the applicant fails.

Once this has been completed, you will be assisted in removing the equipment worn during the test. The test monitor will then

record the test completion results on the appropriate sheet. This sheet will require a signature of the candidate. This will

conclude your participation in the physical agility test.

Ohio Revised Code

124.23 Examinations.

(A) All applicants for positions and places in the classified service shall be subject to

examination, except for applicants for positions as professional or certified service and

paraprofessional employees of county boards of developmental disabilities, who shall be hired in

the manner provided in section 124.241 of the Revised Code.

(B) Any examination administered under this section shall be public and be open to all citizens

of the United States and those persons who have legally declared their intentions of becoming

United States citizens. For examinations administered for positions in the service of the state, the

director of administrative services or the director's designee may determine certain limitations as

to citizenship, age, experience, education, health, habit, and moral character.

(C)

(1) Any person who has completed service in the uniformed services, who has been honorably

discharged from the uniformed services or transferred to the reserve with evidence of satisfactory

service, and who is a resident of this state and any member of a reserve component of the armed

forces of the United States, including the Ohio national guard, who has completed more than one

hundred eighty days of active duty service pursuant to an executive order of the president of the

United States or an act of the congress of the United States may file with the director a certificate

of service or honorable discharge, and, upon this filing, the person shall receive additional credit

of twenty per cent of the person's total grade given in the examination in which the person

receives a passing grade. A person who receives an additional credit under division (C)(1) of this

section shall not receive an additional credit under division (C)(2) of this section.

(2) A member in good standing of a reserve component of the armed forces of the United States,

including the Ohio national guard, who successfully completes the member's initial entry-level

training shall receive a credit of fifteen per cent of the person's total grade given in the

examination in which the person receives a passing grade.

(3) As used in this division, "service in the uniformed services" and "uniformed services" have

the same meanings as in the "Uniformed Services Employment and Reemployment Rights Act of

1994," 108 Stat. 3149, 38 U.S.C.A. 4303.

(D) An examination may include an evaluation of such factors as education, training, capacity,

knowledge, manual dexterity, and physical or psychological fitness. An examination shall consist

of one or more tests in any combination. Tests may be written, oral, physical, demonstration of

skill, or an evaluation of training and experiences and shall be designed to fairly test the relative

capacity of the persons examined to discharge the particular duties of the position for which

appointment is sought. Tests may include structured interviews, assessment centers, work

simulations, examinations of knowledge, skills, and abilities, and any other acceptable testing

methods. If minimum or maximum requirements are established for any examination, they shall

be specified in the examination announcement.

(E) Except as otherwise provided in sections 124.01 to 124.64 of the Revised Code, when a

position in the classified service of the state is to be filled, an examination shall be administered.

The director of administrative services shall have control of all examinations administered for

positions in the service of the state and all other examinations the director administers as

provided in section 124.07 of the Revised Code, except as otherwise provided in sections 124.01

to 124.64 of the Revised Code. The director shall, by rule adopted under Chapter 119. of the

Revised Code, prescribe the notification method that is to be used by an appointing authority to

notify the director that a position in the classified service of the state is to be filled. In addition to

the positions described in section 124.30 of the Revised Code, the director may, with sufficient

justification from the appointing authority, allow the appointing authority to fill the position by

noncompetitive examination. The director shall establish, by rule adopted under Chapter 119. of

the Revised Code, standards that the director shall use to determine what serves as sufficient

justification from an appointing authority to fill a position by noncompetitive examination.

(F) No questions in any examination shall relate to political or religious opinions or affiliations.

No credit for seniority, efficiency, or any other reason shall be added to an applicant's

examination grade unless the applicant achieves at least the minimum passing grade on the

examination without counting that extra credit.

(G) Except as otherwise provided in sections 124.01 to 124.64 of the Revised Code, the director

of administrative services or the director's designee shall give reasonable notice of the time,

place, and general scope of every competitive examination for appointment that the director or

the director's designee administers for positions in the classified service of the state. The director

or the director's designee shall post notices via electronic media of every examination to be

conducted for positions in the classified civil service of the state. The electronic notice shall be

posted on the director's internet site on the world wide web for a minimum of one week

preceding any examination involved.

Amended by 129th General AssemblyFile No.138, HB 490, §1, eff. 9/28/2012.

Amended by 129th General AssemblyFile No.28, HB 153, §101.01, eff. 6/30/2011.

Amended by 128th General AssemblyFile No.9, HB 1, §101.01, eff. 10/16/2009.

Amended by 128th General Assemblych.9, SB 79, §1, eff. 10/6/2009.

Effective Date: 03-31-2003; 07-01-2007; 2007 HB372 03-24-2008

Codified Ordinance of the City of Bowling Green, Ohio

§ 33.09 FIRE DIVISION COMPOSITION

(A) Employees of the Fire Division shall consist of one Fire Chief, one Fire Deputy Chief, and an unspecified number

of Captains, Lieutenant-Emergency Medical Technicians, and Firefighter-Emergency Medical Technicians, as determined

by the Mayor. Other classifications within the Fire Division shall include a secretary.

(B) From this composition there will be an unspecified number of employees certified and paid as paramedics and an

unspecified number of employees certified and paid as advanced emergency medical technicians. Employees in these

categories must hold valid certificates and must be designated by the Safety Director, or his or her designee, as being

required to hold such license for the performance of assigned duties. Mere possession of certificates will not constitute

justification for pay adjustments.

(C) The regular bi-weekly hours for captains, lieutenant-emergency medical technicians, and firefighter- emergency

medical technicians shall average 104 hours. For time worked in excess of this by lieutenant-emergency medical

technicians and firefighter-emergency medical technicians, overtime shall be paid as provided in the current labor

contract.

(D) The regular weekly working hours for the secretary shall be 40 hours. For time worked in excess of 40 hours

weekly, overtime shall be paid as provided in § 33.19.

(E) New appointees to the Fire Division shall be trainees, on probation for the first 12 months.

(F) Under the authority of R.C. § 124.42, the Civil Service Commission shall have the right to certify for an original

appointment for any person otherwise qualified between the ages of 18 and 40 years and the Mayor is authorized to

appoint such a person as in accordance with Charter § 7.01. No person shall be eligible to receive an original appointment

on or after the person’s forty-first birthday.

(1980 Code, § 33.09) (Ord. 3619, passed 10-17-1977; Am. Ord. 4070, passed 3-16-1981; Am. Ord. 4230, passed 6-7-

1982; Am. Ord. 4310, passed 5-23-1983; Am. Ord. 4381, passed 12-19-1983; Am. Ord. 4700, passed 9-15-1986; Am.

Ord. 4826, passed 12-21-1987; Am. Ord. 5335, passed 9-3-1991; Am. Ord. 5883, passed 8-7-1995; Am. Ord. 6152,

passed 6-2-1997; Am. Ord. 6537, passed 10-18-1999; Am. Ord. 7928, passed 10-5-2009; Am. Ord. 8288, passed 10-21-

2013; Am. Ord. 8507, passed 4-4-2016)

Ohio Revised Code

124.42 Firefighter qualifications.

No person shall be eligible to receive an original appointment as a firefighter in a fire department, subject to the civil

service laws of this state, unless the person has reached the age of eighteen and has, not more than one hundred twenty

days prior to receiving such appointment, passed a physical examination, given by a licensed physician, a physician

assistant, a clinical nurse specialist, a certified nurse practitioner, or a certified nurse-midwife, certifying that the applicant

is free of cardiovascular and pulmonary diseases, and showing that the person meets the physical requirements necessary

to perform the duties of a firefighter as established by the civil service commission having jurisdiction over the

appointment. The appointing authority shall, prior to making any such appointment, file with the Ohio police and fire

pension fund a copy of the report or findings of said licensed physician, physician assistant, clinical nurse specialist,

certified nurse practitioner, or certified nurse-midwife. The professional fee for such physical examination shall be paid

by the civil service commission. No person shall be eligible to receive an original appointment on and after the person's

forty-first birthday.

Notwithstanding this section, a municipal council may enact an ordinance providing that a person between the age of

eighteen and forty may receive an original appointment to the fire department, or the board of trustees of a civil service

township may do so by resolution. Nothing in this section shall prevent a municipal corporation or civil service township

from establishing a fire cadet program and employing persons as fire cadets at age eighteen for the purpose of training

persons to become firefighters. The board of trustees of a civil service township may establish by resolution such a cadet

program. A person participating in a municipal or township fire cadet program shall not be permitted to carry or use any

firearm in the performance of the person's duties.

Amended by 129th General AssemblyFile No.141, HB 509, §1, eff. 9/28/2012. Effective Date: 03-31-2003

124.26 Eligibility lists; veteran's preference; expiration of list.

From the returns of examinations for positions in the service of the state, the director of administrative services or the

director's designee shall prepare an eligible list of the persons whose general average standing upon examinations for the

class or position is not less than the minimum fixed by the rules of the director, and who are otherwise eligible. Those

persons shall take rank upon the eligible list as candidates in the order of their relative excellence as determined by the

examination without reference to priority of the time of examination. If two or more applicants receive the same mark in

an open competitive examination, priority in the time of filing the application with the director or the director's designee

shall determine the order in which their names shall be placed on the eligible list, except that applicants eligible for the

veteran's or the reserve component member's preference under section 124.23 of the Revised Code shall receive priority in

rank on the eligible list over nonveterans and nonmembers of the reserve component on the list with a rating equal to that

of the veteran or reserve component member. Ties among veterans or among reserve component members shall be

decided by priority of filing the application. A tie between a veteran and a reserve component member shall be decided in

favor of the veteran.

An eligible list expires upon the filling or closing of the position. An expired eligible list may be used to fill a position of

the same classification within the same appointing authority for which the list was created. But, in no event shall an

expired list be used more than one year past its expiration date.

Amended by 129th General AssemblyFile No.138, HB 490, §1, eff. 9/28/2012.

Amended by 129th General AssemblyFile No.127, HB 487, §101.01, eff. 9/10/2012.

Amended by 129th General AssemblyFile No.28, HB 153, §101.01, eff. 6/30/2011.

Effective Date: 10-25-1995; 07-01-2007

124.57 Prohibition against partisan political activity.

(A) No officer or employee in the classified service of the state, the several counties, cities, and city school districts of the

state, or the civil service townships of the state shall directly or indirectly, orally or by letter, solicit or receive, or be in

any manner concerned in soliciting or receiving, any assessment, subscription, or contribution for any political party or for

any candidate for public office; nor shall any person solicit directly or indirectly, orally or by letter, or be in any manner

concerned in soliciting, any such assessment, contribution, or payment from any officer or employee in the classified

service of the state, the several counties, cities, or city school districts of the state, or the civil service townships of the

state; nor shall any officer or employee in the classified service of the state, the several counties, cities, and city school

districts of the state, or the civil service townships of the state be an officer in any political organization or take part in

politics other than to vote as the officer or employee pleases and to express freely political opinions.

(B)

(1) Nothing in division (A) of this section prohibits an officer or employee described in that division from serving as a

precinct election official under section 3501.22 of the Revised Code.

(2) Nothing in division (A) of this section prohibits an employee of OSU extension whose position is transferred from the

unclassified civil service to the classified civil service and who also holds the office of president of a city legislative

authority from completing the existing term of office as president.

Amended by 130th General Assembly File No. 25, HB 59, §101.01, eff. 9/29/2013.

Effective Date: 09-16-1998; 05-07-2004

THE CITY OF

BOWLING GREEN , or# I '!tfsG

CITY OF BOWLING GREEN ADMINISTRATIVE INSTRUCTION NO. 18

EMPLOYMENT OF RELATIVES

These Administrative Instructions apply to all full-time and non-temporary, part-time employees and to all applicants for such positions.

Relatives of City employees may be appointed to fill seasonal/temporary, part-time vacancies. However, the filling of seasonal/temporary, part-time vacancies with relatives of City employees will not occur, if such appointments place new hires under the supervision, either directly or indirectly, of a relative.

INSTRUCTIONS

It is the policy of the City ofBowling Green to hire, promote, and transfer employees on the basis of individual merit and to avoid any hint of favoritism or discrimination in making such decisions. The employment of individuals with close familial relationships at certain levels of the organization or in positions where one might have influence over the other's status or job security is regarded as a potential violation of this policy. Even if favoritism or discrimination is not shown, the existence of the situation may precipitate questions difficult to answer or may cause some discomfort for the individuals involved.

Therefore, it is the City' s policy to avoid the hiring, transfer, or promotion of relatives of employees into situations where the possibility of favoritism or conflicts of interest might exist, such as within the same division. Furthermore, applicants will not be hired or employees promoted or transferred into a department or division that audits and/ or controls at a location where a relative of an employee is already employed.

When a situation that runs contrary to the above policy arises through promotion, transfer, or marriage, the affected individuals have six months in which to settle the issue voluntarily. This means that they must decide which one will either transfer out of the division, if a transfer opportunity is available, or terminate his/her employment. If the affected parties are unable to resolve the situation on their own within six months, then the employee with the least seniority will either be transferred, if such transfer opportunity is available, or terminated.

304 North Church Street • Bowling Green, Ohio 43402 • FAX (419) 352-1262 • www.bgohio.org

Administrative Instruction No. 18 Employment ofRelatives May 1, 2001

DEFINITIONS

For purposes ofthis policy, relatives are defined as: Husband, Wife, Son, Daughter, Mother, Father, Brothers, Sisters

EXCEPTIONS TO THE POLICY

A.) The Mayor of the City ofBowling Green may authorize an exception to the provisions of the policy if it is found that: 1) the position to be filled requires a person with specialized training and experience not generally available in the employment market; 2) there is a vital necessity to fill the vacancy; 3) substantial bona fide efforts have been made to locate and employ such a person who is not a relative of an employee; and 4) the relationship between the relative and the applicant or employee is unlikely to materially affect their employment by the City.

A request to the Mayor for an exception to the policy shall be accompanied by a written statement from the department/ division head requesting the person be hired. The written statement must include all of the criteria to be considered by the Mayor in order that he/she can make his/her decision with regard to appointing the person to a position. The request to hire the individual shall also be accompanied by a written recommendation from the Personnel Director.

B.) The City realizes that there may currently be existing relationships among employees that run contrary to this policy or that such familial relationships may develop between current employees in the future. Furthermore, it is not the City' s intent to mandate changes to existing or future employment situations where related employees are involved. Therefore, City employees, who were hired prior to the effective date of this policy, regardless of their familial relationship(s) with other current City employee(s), are "grandfathered", and as such they will not be subject to the requirements of this policy.

s- /-0/ }

Date

Codified Ordinances of the City of Bowling Green, Ohio

§ 33.07 PRE-EMPLOYMENT MEDICAL EXAMINATION AND DRUG SCREENING.

(A) Each person, after receiving a conditional offer of employment to a full-time or part-time,

non- seasonal/non-temporary position with the city, shall be required to undergo a medical

examination. Medical examinations shall be performed by a physician selected by the Personnel

Director of the city. The medical examiner shall report and certify to the Personnel Director

whether the person is physically and mentally capable of performing the services required of the

position, with or without a reasonable accommodation. If the medical examiner certifies that the

person is not physically or mentally capable of performing the essential functions of the position

to which he or she has been appointed, and it can be shown that no reasonable accommodation is

available that would enable the individual to perform the essential functions of the job or that a

requested accommodation would impose an undue hardship on the city, then that person would

no longer be eligible for employment in that position with the city, and the conditional offer of

employment will be withdrawn.

(B) Each person, after receiving a conditional offer of employment to a full-time or part-time,

non-seasonal/non-temporary, safety sensitive position with the city, shall be required to undergo

a drug screening. Drug screenings shall be performed at agencies and by persons who are

trained and certified to perform such tests. The agency that is responsible for performing the

drug screenings shall certify in writing to the city the results of the tests. If a drug screening

indicates a positive result, and there are grounds, as determined by the Personnel Director, that a

false positive reading was given, a second screening may be authorized. If a false reading is not

assumed or, in cases of a rescreening with a positive result, the person will not be eligible for

employment with the city in that position and the conditional offer of employment will be

withdrawn.

(C) The pre-employment medical examination and drug screening shall be performed at the

expense of the city.

(D) Each person, after receiving a conditional offer of employment to a temporary safety

sensitive position with the city, wherein driving city vehicles is a job-related duty, shall also be

required to undergo a drug screening.

(1980 Code, § 33.07) (Ord. 3086, passed 2-19-1974; Am. Ord. 5350, passed 11-18-1991; Am.

Ord. 5917, passed 11-6-1995; Am. Ord. 7383, passed 4-18-2005; Am. Ord. 8438, passed 7-6-

2015)