- Applications may be obtained by downloading the file from this web site, by visiting Town Hall and obtaining one in person at the front desk or by calling the human resources department at (928) 684-5451 x1508. A resume may accompany an official application; however a resume is not a substitute for an official application, except for executive recruitment where that may be all that is required.
- A separate application must be completed for each job in which you are applying. Photocopies are accepted. Applications will only be received for open positions. Download a Town of Wickenburg application.
- Candidates can submit completed applications via regular mail, email, fax or in person, in order to be considered for any current vacancy.
- Applications can be mailed to the following address:
Town of Wickenburg
155 N. Tegner St., Suite A
Wickenburg, AZ 85390
- Applications can be delivered in person to Town Hall at:
155 N Tegner St., Suite A
Wickenburg, AZ 85390
Monday - Thursday (Excluding Town Holidays)
7 a.m. - 6 p.m.
- All applications must be signed and received by the Human Resources Department by 6 p.m. on the closing date.
- If you are applying for a police or dispatch position, make sure you include the Wickenburg Police Background Questionnaire and have it notarized, along with the Arizona Peace Officer Standards and Training Board Application. Links to the applications are below.
Depending on the position, the following may be required prior to initial employment:
- Successful completion of the application materials.
- Verification of employment experience.
- Successful completion of background checks for federal, state and local criminal offenses.
- Successful completion of a physical exam and drug screening, paid for by the Town.
- Verification of Education.
- Verification of identity and work authorization; such as passport, driver's license, social security card or other acceptable documents.
- Approval of employment by the Personnel Director.
- Successful completion of polygraphs, police department applications only.
- Successful completion of psychological test, police applications only.
A Final Note
Sometimes, it may take a month to get through the process. We know this seems like a long time, but we want to evaluate everyone fairly and find the best person for the job. We thank you very much for your interest in employment with the Town of Wickenburg. The time and effort are worth it; a job may be waiting for you!
- Paid Holidays (98 total hours of holiday pay)
- Town Hall Employees hours are 7 a.m. to 6 p.m. Monday through Thursday with every Friday off work
- Paid Vacation (40 hours after 6 months, 40 hours after the 1st year, 80 hours for years 2 to 4, 120 hours after 5 years, 160 hours after 10 years)
- Paid Sick Leave (8 hours per month) Arizona State Retirement System (effective the 1st day of employment) or Public Safety Retirement (Certified Fire Department and Certified Police Department)
- Medical, Dental and Life Insurance with Employee 100% covered, dependents 70% covered (eligible 1st of the month following 30 days of employment)
- Medical - Blue Cross Blue Shield - $1,000 deductible (Base Plan) or $2,700 High Deductible Health Plan with Health Savings Account
- Dental - United Concordia $50 deductible
- Life Insurance (employees only) - $50,000 for Key Employees, $20,000 Other Employees
- Employee Assistance Program that includes:
- 6 Counseling Sessions per problem, per employee per year
- Legal and Financial Services
- WellCoach - Help you improve and maintain your health
- WorkLife - Resources and references for everyday needs for a balance in your home and work life
- Workplace Wellness Program - includes free membership to the SNAP Fitness Center as long as you meet the criteria of one visit per week
- Years of Service Awards
- Arizona Central Credit Union
- Deferred Compensation - Nationwide Retirement Solutions
- Industrial Insurance
- Employee Newsletter
- Direct Deposit
- Voluntary Vision Insurance
- Voluntary Legal Shield / ID Shield
Verification of Right to Work in the United States
To conform with the Immigration Reform Act of 1986 and the Legal Arizona Workers Act of 2008, the Town of Wickenburg must verify the right to work in the United States of every individual hired. In the event you are selected, you will be required to provide the appropriate documents to Human Resources. Failure to provide these documents will result in termination.
Equal Employment Opportunity is THE LAW
Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations
Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:
Race, Color, Religion, Sex, National Origin
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship.
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.
All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.
What To Do If You Believe Discrimination Has Occurred
There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.