Driver license CDL examiner

This position offers:

• Culture of public service and a commitment to work/life balance
• Health, Dental, and Vision Insurance
• State Retirement plan and additional savings opportunities (deferred compensation)
• Paid vacation, sick leave, and holidays

• Responsible for skills testing of driver license applicants in commercial vehicles.
• Determines the type of license and restrictions to be placed on the license being issued.
• Approves or denies the license according to the applicant's abilities.
• Review all documentation the driver presents at the time of the skills test to ensure the driver has the proper vehicle for the type of license the driver is trying to obtain.
• Provides information to the public and others on applicable laws.
• Audits third-party examiners.
• Administers/conducts tests or examinations.
• Evaluate test results, make recommendations, communicate test findings, and compile reports.
• Collects and reviews client information to determine the client's/applicant's eligibility and options.
• Maintains files and test score tracking to comply with federal requirements.
• Delivers presentations, stand-up training, or instruction to staff, management, clients, or the general public.
• Maintains accurate records and logs.
• Issues licenses, permits, registrations, certificates, etc.
• Discuss results, findings, and/or recommendations with appropriate parties.
• Keeps up-to-date with developments in the Commercial driving subject area.
• Ensures safe operation of clients' testing in Commercial vehicles at all times.
• Provide appropriate feedback on work.
• Performs other duties as assigned by the supervisor.
• Provide excellent customer service.
• Skill in the use of computers/tablets and proficiency in Microsoft and Google products.
• Ability to obtain and maintain CDL certification,  AAMVA certification, and pass a background investigation.

PREFEENCES/**AGENCY REQUIREMENTS:


**Must have the ability to obtain and maintain CDL certification and AAMVA certification within three months of employment.


KNOWLEDGE: 

 

• Knowledge of department rules, regulations, policies, and procedures.
• Knowledge of personnel rules.
• Knowledge of medical, physical, visual, mental, and alcohol conditions as they pertain to driving.
• Knowledge of the types of licenses to be issued relative to the weight of the vehicle.
• Knowledge of Federal Motor Carrier Safety Regulations. 

PHYSICAL WORKING CONDITIONS:


 

• Risks that require the use of special safety precautions and/or equipment, e.g., working around operating machines, working with contagious diseases or hazardous chemicals, etc.
• Work requires physical exertion. May require the ability to stand; walk over rough surfaces; bend, crouch, stoop, stretch, reach, lift moderately heavy items (up to 50 lbs.) in a recurring manner and/or for long periods of time.
• Exposure to adverse, inclement, and varying weather conditions on a daily basis.
• This position requires statewide travel, which may include overnight stays.

NOTES:

 

• FLSA: Non-Exempt
• Applicants must pass an FBI fingerprint check.
• The successful applicant will be subject to a thorough background investigation.
• The Wyoming Department of Transportation is a Drug-Free Workplace.
• E-Verify: WYDOT uses E-Verify, an Internet-based system, to confirm the eligibility of all newly hired employees to work in the United States. Learn more about E-Verify, including your rights and responsibilities.
• **Qualifying eligibility and criteria for the hiring bonus

  • Temporary employees are accepting a full-time position.

  • Current employees accepting a promotional opportunity - recruitment must have been opened to the public. 

  • One year of service to WYDOT must be completed; failure to complete this requirement will forfeit the hiring incentive, and funds will be recouped from final pay.

  • Internal candidates would be required to remain in the position for a minimum of one (1) year from their promotion date.

  • Employees would only be eligible for one (1) hiring bonus in a 12-month period.

  • If the employee elects to downgrade through an active recruitment and/or appointment during the twelve (12) month period, they would be required to pay the bonus back.