Minimum Qualifications

Minimum qualifications 

At time of application, applicants must

  • Be eligible to work in the United States
  • Have a valid driver's license with a point balance of -1 or better (additional requirements apply)

At the time of written test, applicants must

  • Be 18 years of age or older
  • Have a high school diploma or GED


Chesterfield Fire and EMS is held in high esteem by the citizens we serve every day. It is critical that we maintain their trust in us, and the fire service in general.

Driving Records

Driving record must not reflect the following:

  • A Department of Motor Vehicles (DMV) driving record point balance less than negative one
  • A total of six or more demerit points within the twenty-four months preceding the anticipated hire date
  • One major violation (as defined in the Virginia Motor Vehicle Code) of six demerit points within the preceding thirty-six months


Applicants, within the past five years shall be ineligible, if convicted upon a charge of:

  • Assigned to any alcohol safety action program or driver alcohol rehabilitation program pursuant to §18.2-271.1 of the Code of Virginia
  • Driving under the influence of alcohol or drugs
  • Felony
  • Hit and run
  • Operating on a suspended or revoked license

Background Checks

No person shall be employed if the results of a background check show information that would adversely affect the applicant’s ability to perform successfully the specific responsibilities of the position applied for. In determining whether or not an individual’s criminal background disqualifies the individual from employment with the county, the following factors may be considered:

  • The number of convictions in the applicant’s or employee’s past
  • The nature and seriousness of the offending conduct
  • How the past conduct relates to the particular functions of the job or the ability, capacity or fitness required to perform the duties of the job
  • The degree of public contact in the job
  • The length of time since the conviction
  • The circumstances of any convictions
  • The applicant’s or employee’s employment history prior to and since the offending conduct
  • Rehabilitation of the individual
  • How such conduct could affect the integrity of the workplace
  • The age of the individual at the time of conviction
  • The extent to which the position applied for might offer an opportunity to engage in further criminal activity of the same type as that in which the person had been involved