Assistant Fire Chief, Special Programs - R14181
Description
TITLE: Duty Officer
DEPARTMENT: Police
BASIC FUNCTION: Under general supervision, is responsible for interviewing crime victims and preparing incident reports. Performs other clerical and administrative police duties. Performs related responsibilities as required.
Distinguishing Characteristics
A Duty Officer works within a framework of established procedures and is expected to perform the full range of applicable skills including preparation of incident reports, interviewing crime victims and determining if further investigation is necessary. Adequate performance at this level requires the knowledge of department procedures and precedence and the ability to choose among a number of alternatives in solving routine problems.
Examples of Duties
Key Responsibilities
Interviewing victims of crimes over the telephone and in person.
Writing crime, incident, and traffic collision reports over the telephone and determining the need for crime scene investigation.
Writing crime and incident reports from citizens reporting the crime at the police station.
Answering citizen’s questions and supplying information over the front counter and telephone.
Screening phone calls to determine the need for dispatching a police field unit.
Handling all citation checks at the station.
Assisting police officers with prisoners and suspects at the station as needed.
Testifying in court.
Performs child seat safety checks.
Responsible for training others in back-up duties.
Performs related duties as required.
Reporting Relationships
This position reports to Administrative Lieutenant or Police Records Supervisor.
Qualifications / Requirements
DESIRABLE QUALIFICATIONS:
Knowledge Of
Elements of crimes.
Department organization, policies and procedures.
Modern office methods and procedures.
Skill In
Public contact.
Short-range planning.
Report preparation.
Ability to
Interview under stress.
Communicate effectively in writing and verbally.
Organize and prioritize work.
Interpret and apply policies and procedures.
Write accurate reports.
Analyze information and situations and adopt reasonable and effective courses of action.
Ability to establish and maintain effective working relationships with staff and the general public.
Experience And Education
Any combination equivalent to experience and education that could likely provide the required knowledge, skill and ability is qualifying.
High School Diploma or G.E.D.
Demonstrate interest in law enforcement.
Prior experience or training in police laws, regulations and procedures is desirable.
Special Requirements
Possession of or ability to obtain a valid California Driver’s License.
Additional Information
Physical Standards
Positions in this class are typically situated in a standard office environment resulting in little exposure to the weather.
The provisions of this announcement do not constitute an expressed or implied contract. Any provision contained in the announcement may be modified or revoked without notice.
Bargaining Unit: Employees in this class are represented by the Northern California Carpenters Regional Council (Group M bargaining unit). This bargaining unit may establish and collect dues for their members' independent from the City of Visalia. Those that elect to join may be required to pay dues per the provisions in the MOU.
Salary Policies: The salary range for the job is stated on the job announcement. Candidates are normally hired at the minimum of the salary range. Salary increases are given based upon employee work performance, up to a maximum of 5% per fiscal year.
Bilingual pay of $900 per year is available to those who are eligible and qualify.
A uniform allowance of $800 annually is provided for maintenance and care of department required uniforms or attire. Employees working in the following areas of the Police Department that are required to wear a uniform are eligible for uniform allowance: Dispatch, Records, CSO personnel, Property and Evidence, Crime Lab, Duty Officer personnel, and Parking Enforcement.
Holidays: Regular non-shift full-time City employees receive 11 paid holidays and one (1) floating holiday per year. In lieu of holidays, Police shift employees receive 4 hours of compensatory time off and 4 hours of regular pay in the pay period the holiday falls.In addition, shift employees receive one floating holiday in the pay period that includes January 1.
Vacation: Regular full-time employees earn 10 days per year. After 2 years, employees are eligible for 11 days; after 4 years, 14 days; after 9 years, 17 days; and after 16 years, 20 days of vacation per year. Employees are eligible for vacation usage after six (6) months of service. Employees hired from another governmental agency may be entitled to receive years-of service credit for their vacation accrual rate for such previous employment and applies only to the government agency the employee was employed with immediately prior to employment with the City of Visalia.
Sick Leave: Regular full-time employees earn twelve (12) sick leave days per year. Employees are eligible for sick leave usage after three (3) months of service.
Annual Sick Leave Buy Back: After accumulating 60 days (480 hours), the City will purchase back all sick leave hours over 480 hours at 40% of the employee's pay rate.
Administrative Leave: Employees classified as FLSA exempt (not eligible for overtime pay) currently receive 56 hours of administrative leave per calendar year. Any unused administrative leave hours are paid out on the first paycheck in December.
Compensatory Time Off: Regular full-time employees classified as FLSA non-exempt (eligible for overtime pay) currently receive eight (8) hours compensatory time off per calendar year.
Health Insurance: The City provides employee health insurance which includes medical, dental, and vision care. Employee contribution rates are determined by employee's bargaining unit and plan selected. Health benefits are also available for an employee's dependents for an additional contribution rate. Eligibility for health insurance benefits begins on the first of the month after the date of hire. Contribution rates are reviewed for adjustment annually.
Life Insurance: The City pays the premium for a life insurance and accidental death or dismemberment policy of $30,000. A supplemental life insurance policy may be purchased and paid through payroll deduction. Eligibility for life insurance benefits begins on the first of the month after the date of hire.
Retirement: The City of Visalia is a member of the California Public Employees Retirement System (CalPERS). New employees are covered under the 2% at 62 plan. [Employees with previous PERS qualifying service (Classic employees) may fall under the 2% at 60 plan.] Each pay period, the City pays an employer contribution towards the retirement benefit. Employees are responsible for contributing 4% of the employer contribution. In addition, there is an established PERS employee contribution rate and the employee pays an amount up to 8.0% of their salary to PERS.
Social Security/FICA: City employees are not subject to regular Social Security (FICA) deductions. However, Federal law requires that the Medicare portion of the FICA is deducted.
Section 125: The City offers a voluntary Section 125 program whereby tax free contributions are put into a trust account and are available for withdrawal with documentation of an unreimbursed healthcare or dependent care expense (i.e. premium, dependent care, medical care).
Long Term Disability: Regular full-time City employees are eligible for disability insurance (up to 2/3 of their salary) in the event they are disabled for more than ninety (90) days. LTD premium cost is paid by the employee.
Worker's Compensation: Full-time and hourly employees who sustain an occupational injury or contract occupational illnesses receive standard Worker's Compensation benefits as prescribed by law.
Other Benefits: The City also offers additional benefits such as an employee assistance program (EAP), a pre-tax deferred compensation plan, and education assistance up to $1,500 per fiscal year.
As a potential applicant, you are about to participate in a series of events collectively called the employment process. Because the goal of the employment process is to obtain the most qualified candidates to fill City positions, examinations are administered to qualified applicants. These examinations are conducted in a variety of ways (written, oral, practical, and/or performance), yet they share a common purpose - to test applicants based upon the knowledge, skills and abilities required to perform the duties and responsibilities of the job.
The employment process occurs in several stages which are described below:
Application: Perspective employees must submit a City of Visalia application and other documents required as outlined in the announcement by the closing time specified on the final filing date. Final filing dates and times are listed on the front of each announcement. Separate original applications must be submitted for each recruitment/position applied for.
Examination: Applicants will be evaluated and applicants who clearly appear to be more qualified in terms of knowledge, skills, and abilities will be invited to take an examination or combination of examinations. Written, practical, oral, and/or performance examination scores, or a pre-determined combined examination score, will determine standing on the eligible list.
Exam Accommodations: If you are most qualified for the job, but need reasonable accommodations to take the exam, contact the Human Resources Division at least five (5) days prior to the exam. We want to work with you to design a fair and effective means by which you can demonstrate your ability to perform the essential functions of this job. Be prepared to furnish proof of the need for accommodation. Such proof should normally be a signed statement on letterhead by a professional who is qualified to make a diagnosis.
Eligible lists: Eligible lists contain names, in descending order of score, of applicants who have obtained passing scores. Eligible lists are maintained for no less than six (6) months and no more than one year unless otherwise determined by Human Resources. The City retains the authority to reestablish an eligible list for a specific job opening when deemed necessary. Separate eligible lists are established for each recruitment.
Selection: A departmental interview is conducted with the top candidates from the eligible list. The number of candidates interviewed depends on the number of vacancies.
Background Review: Depending on the position, prospective employees will be subject to clearing a background investigation which may include, but is not limited to, a reference check, credit check, criminal history review, social security verification, DMV record check, polygraph, and psychological evaluation.
Post Offer Medical Examination: Prior to starting work, all prospective employees are required to take a drug/alcohol screening administered by the City's medical provider and/or pass a medical examination. Candidates are cautioned not to quit or give notice to present employers until the medical examination has been completed and passed.
Probationary Period: Employees appointed to a new position through an open or promotional process are required to serve a twelve (12) month probationary period in their newly appointed position. An employee maybe terminated without recourse for any reason and at any time during the probationary period.
Immigration Law: Prior to employment, applicants will be required to provide proof of U.S. citizenship, alien registration or authorization to work in the United States at time of appointment, and complete an I-9 form. Failure to do so within three (3) days from date of hire may be cause for termination. Once hired, failure to maintain authorization to work in the United States may be cause for termination of employment.
Driver's License: Some City positions may require possession of a valid California Driver's License. Employees may also be required to submit a DMV printout with proof of automobile insurance and use their automobile in the course of employment as some positions may require the use of your vehicle on the job. Additionally, employees may be required to drive City vehicles or equipment.
Non-Smoking Policy: A non-smoking ordinance adopted by the City, provides a smoke free environment.
Drug-Free Workplace: The City is a drug-fee workplace and has adopted a comprehensive substance abuse policy.
Discrimination and Harassment Policy: A zero tolerance discrimination and harassment policy adopted by the City provides employees and volunteers with a professional work environment in which they are not exposed to harassment and illegal discrimination of any kind.
The provisions of this announcement do not constitute an expressed or implied contract. Any provisions contained in the announcement may be modified or revoked without notice.
01
Do you have prior public contact experience?
• Yes
• No
02
Describe any experience or training in police laws, regulations and/or procedures.
03
Describe any report writing or preparation experience.
• Required Question
Government Administration
Other, Information Technology, and Management
Full-time