Police Services Specialist (Substitute)

Irvine Valley College

Mission Viejo, CA

ID: 7065479 (Ref.No. NBU031920)
Posted: March 19, 2020
Application Deadline: Open Until Filled

Job Description


Location
10-Irvine Valley College
Classification Benefits:

The District offers a comprehensive package of insurance benefits to eligible
employees, which includes medical and dental insurance, a vision-care plan, life
insurance and dependent life coverage, accidental death and dismemberment
coverage, and a long-term disability income-protection plan. All premiums are
fully paid by the District. Mandatory retirement incentive is with California Public
Employees Retirement System (CalPERS).


Summary Description:

The District’s goal as an academic community is to sustain a working environment that is welcoming to all, fosters and celebrates diversity, and promotes and rewards excellence. An exemplary academic community promotes an inclusive environment that best prepares our faculty, staff and students to live, work, and contribute to a global society.

This position is a short-term, temporary, Non-Bargaining Unit assignment, not to exceed 160 days. The assignment is on an as needed basis, and may be shortened or extended.

This recruitment will remain open until filled or withdrawn. Once you have submitted an application electronically, the current status of your application will be available to view at any time upon signing in under your personal username and password. All applications will be reviewed by Human Resources. Those qualified applicants who are selected will be contacted for an interview. Please do not call the Human Resources Office regarding the status of your application.

Under direction from the Chief of Police or designee, coordinates a variety of police business support services including College parking functions and programs, emergency operations center administration, emergency preparedness support and coordination, supporting special events, department equipment and fleet management, and other functions in support of police business support services; may lead, plan, train and review the work of assigned staff.


Knowledge of:

Principles of administration and organization as they relate to police business support services.
College organization and operations as wells as community college police methods and procedures.
Pertinent federal, state, local, and District laws, codes, rules, and regulations relative to police support services activities and services.
Processes, procedures, and practices used to support management staff in budget preparation and administration.
Principles, practices and procedures of complex fiscal, statistical, and administrative research and report preparation.
Statistical procedures and mathematical concepts.
Principles and practices of personnel coordination, lead supervision, and training.
Emergency communications radio systems in correlation with other emergency agencies and federal requirements.
Report preparation and record-keeping techniques.
Parking enforcement and traffic control principles and practices.
National Incident Management System and Standardized Emergency Management System (NIMS/SEMS).
Modern office procedures, methods, and equipment including computers and applicable software applications.
Office procedures, methods, and equipment including computers and applicable software applications such as spreadsheets and databases.


Ability to:

Plan, coordinate, and direct assigned police business support services functions effectively.
Lead, organize, train, direct, and review the work of assigned staff.
Participate in the preparation and administration of assigned budgets.
Research, compile, analyze, and interpret data.
Prepare clear, concise and comprehensive written and verbal administrative and financial reports.
Analyze emergency and non-emergency situations accurately and respond quickly and effectively.
Interpret and apply federal, state, local and District laws, codes, rules and regulations relative to police support services.
Read, understand, and interpret standard official legal documents.
Understand principles of effective community college police administration.
Analyze, develop, and recommend changes in methods, systems policy, and procedures related to complex and sensitive issues and programs of assigned area.
Exercise judgment and discretion in analyzing and resolving problems.
Work in a liaison capacity with various governmental agencies and the community.
Learn standard procedures regarding the use of police radios and department telephones.
Operate equipment used in a police support services operation including supporting software applications.
Enter data into computer database.
Adapt to changing technologies and learn functionality of new equipment and systems.
Give, follow, and understand written and oral instructions.
Evaluate operations and activities of College police support services programs and recommend improvements.
Work with and exhibit sensitivity to and understanding of the varied racial, ethnic, cultural, sexual orientation, academic, socio-economic, and disabled populations of community college students.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work.


Education and Experience Guidelines:

Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying.


Education/Training:

Equivalent to the completion of the twelfth grade supplemented by college level course work in public administration, business administration, criminal justice, or related field.


Experience:

Five years of increasingly responsible experience in a public safety or related environment that demonstrates knowledge of emergency operations planning, parking enforcement and administration, emergency communications, and general business administration.


License or Certificate:

A valid California driver’s license and proof of insurability is required to drive a District or personal vehicle.


Conditions of Employment:

The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.


Work Environment:

Work is performed in a campus police office setting with occasional work in a field environment. Duties are often performed at a desk or computer terminal; subject to noise from office equipment operation; frequent interruptions and contact in person and on the telephone with students, staff, and others. At least minimal environmental controls are in place to assure health and comfort; travel from site to site; exposure to inclement weather conditions.


Physical Demands:

Primary functions require sufficient physical ability and mobility to work in an office and field setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information.

Vision: See in the normal visual range with or without correction.

Hearing: Hear in the normal audio range with or without correction.


Additional Position Information:

Documentation according to USCIS I-9 guidelines (i.e. ID card and Social Security card) must be presented at the time of hire. Per IRS regulations, a Social Security card must be presented at the time of hire.

Short term, non-bargaining unit (NBU) positions may only be used on an intermittent/seasonal basis. Ed. Code sect. 88003 states "Short-term employee means any person who is employed to perform a service for the district, upon the completion of which, the service required or similar services will not be extended or needed on a continuing basis.” The exact start and end dates must be submitted. The maximum end date is the end of the Fiscal Year. All positions must be approved and ratified or Board approved prior to the employee’s first day of work.

Inclusion, Diversity, and Equity: The District’s goal as an academic community is to sustain a working environment that is welcoming to all, fosters and celebrates diversity, and promotes and rewards excellence. An exemplary academic community promotes an inclusive environment that best prepares our faculty, staff and students to live, work, and contribute to a global society. The District is committed to employing qualified administrators, faculty, and staff members who are dedicated to student success. The Board recognizes that diversity in the academic environment fosters cultural awareness, promotes mutual understanding and respect, and provides suitable role models for all students. The Board is committed to hiring and offering professional development that supports the goals of equal opportunity and diversity, and provide equal consideration for all qualified candidates.

Contingent/conditional job offer: Any NBU job offer that is received is contingent upon successful completion of the Human Resources pre-employment process. The Human Resources hiring process may include, but is not limited to, successful completion of Live Scan fingerprinting, background checks, reference checks, TB testing, as well as completion of new hire paperwork. It is the employee’s responsibility to incur the cost (approx. $70) of any testing required for the position, and there will be no reimbursement for this expense. Failure to successfully complete any portion of the hiring process will invalidate any conditional job offer received. Falsification of, or omission on, any SOCCCD pre-employment paperwork may result in withdrawal of any conditional job offer or termination of employment.

NBU at-will employment: After successful completion of the requirements of Section B, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an “if and as needed” basis, as determined by the District. NBU employment is at-will, and either party may terminate this working relationship at any time. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated.

Worksite: Single worksite restriction: NBU employees are limited to working in a single position in one department/site. Interpreters and models are exceptions to single site employment. NBU employees may not also volunteer within the same department/division that they currently work in, or perform similar duties to their NBU position as a volunteer. NBU employees are not able to work from home, and must be supervised.

Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times.

160 day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. It is the department/division’s responsibility to monitor and track the amount of days that they work to ensure they do not exceed the 160 day limit. It is the department/division’s responsibility to notify Human Resources immediately if their NBU is approaching the 160 day limit. Holidays, sick days, and all other time off on normally scheduled work days counts against the 160 day limit, even if uncompensated. NBU positions are not part of the Classified service and that by working less than 160 days of a college year, NBU employees are not entitled to any employment.

Payroll: The payroll reporting period is from the 15th of the first month to the 14th of the next month. NBU employees are paid on the 10th of the following month.
EXAMPLE: Pay Period 10/15/19 through 11/14/19 will be paid on December 10th.

Rate of Pay: NBU employees must inquire with their supervisor as to the rate of pay that they will receive. They must have agreed to the rate, prior to accepting and beginning any current or future NBU assignment. Questions regarding rate of pay must be directed to their supervisor. NBU employees are paid according to departmental budgets, the skill set/level of expertise required for the assignment as determined by the supervisor/department/division, and various other factors, not longevity.
Holidays/Jury Duty: NBU employees are not paid for holidays or other time not worked (i.e. Jury Duty).
California Sick leave: NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 is sent to all new hires after the new hire paperwork appointment.
Overtime: Time and one-half is paid for all hours worked over 40 in one week, per FLSA guidelines.
Shift pay: Does not apply to NBU employees.

Meal Periods/Breaks: It is the employee’s responsibility to follow the District’s recommendations regarding breaks and meal periods. Any employee working more than 5 hours per day should take a unpaid meal period for a minimum of thirty (30) minutes. Employees that work less than five (5) hours are not to take a meal period. An employee working over three and one half (3 ½) to seven (7) hours should take one (1) fifteen (15) minute rest period. Employees working seven (7) hours or more per day should take two (2) fifteen (15) minute rest periods. Breaks or meal periods cannot be used to leave early or combined.

Retirement information: NBU employees may not work more than 960 hours from June 15th – June 14th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees’ Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. The exception to this requirement is that if a NBU employee is currently contributing to PERS from another agency, they will be required to contribute to CalPERS while employed at SOCCCD. Once an employee joins CalPERS, all future assignments will also have CalPERS deducted. It is the employee’s responsibility to inform their supervisor of their CalPERS status for current and future assignments.

Parking: Non-student (0 units) NBU employees are eligible to purchase Staff parking for $40/year via MySite from Campus Police. Students taking one or more units must purchase Student parking permits, if necessary, and are not eligible to purchase Staff permits. Please see Campus Police for further details regarding parking. NBU Staff must certify that they are not enrolled in units.

ADA Accommodations: The District complies with federal and state disability laws in providing reasonable accommodations for verified disabilities. If you have a physical or mental disability and would like to request reasonable accommodations in the workplace, please complete a Reasonable Accommodation Request Form and/or contact the District ADA Compliance and Leave Administration Manager at (949) 582-4984. All information shared is confidential.

Mandated reporter: Child Abuse and Neglect Reporting: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Mandated reporters include faculty, district leadership staff, and classified staff, including Non-Bargaining Unit (NBU) employees. Volunteers are not mandated reporters, but are encouraged to report suspected abuse or neglect of a child. Included in the new hire packet is information regarding Child Abuse Reporting policies and procedures, as well as copies of Penal Code sections 11165.7, 11166, and 11167. Elder and Dependent Adult Abuse Reporting: It is the policy of the South Orange County Community College District to treat reports of violence against elderly persons or dependent adults as high priority criminal activity that is to be fully investigated regardless of the relationship between the victim and the suspect(s).

Campus Crime and Safety Awareness: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request.

Workplace violence: The District is committed to an environment that is free from workplace violence. The safety and security of District employees, students, and visitors is of the highest priority to the District and is essential to carrying out the mission of the District. Unlawful violence or a credible threat of violence from any individual, that can reasonably be construed to be carried out or to have been carried out in the workplace, as these terms are defined in Code of Civil Procedures, Section 527.8, is prohibited.
Drug-Free Environment: The District shall be free from all unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in all facilities under the control and use of the District. Any student or employee who violates this policy will be subject to disciplinary action, consistent with local, state, or federal law, which may include the referral to an appropriate rehabilitation program, suspension, demotion, expulsion, or dismissal.

Smoke Free District: It is the intent of the South Orange County Community College District to maintain an educational and workplace environment that is conductive to the health and safety of our students and employees. Realizing the health hazards posed by smoking and by second-hand smoke, it is policy of the South Orange County Community College District to maintain a smoke free environment for all district sites. The use of tobacco products is prohibited within or on any district facility or property. This policy pertains to students, faculty, staff, administrators, visitors and the general public attending events at any site within the district. Additionally, this policy shall apply to all district facilities, owned or leased, regardless of location, and all state and auxiliary vehicles. Tobacco products include but are not limited to the burning of any type of cigar, cigarette or pipe. The use of an electronic cigarette (vapor) or smokeless/chewing tobacco are also prohibited.

Worker’s Compensation/Safety: District Risk Management’s main priority is the health and safety of our employees and students. More information and forms are available on SharePoint under “Business Services.” If a workplace injury or illness occurs, notify your supervisor immediately. NBU employees may be covered by Worker’s Compensation insurance due to an illness or injury received as a result of their job. NBU employees have received the supplemental Worker’s Compensation and Safety packet containing information on Bloodborne Pathogens, the Ergonomics Program, and the Illness and Injury Prevention Plan during their new hire paperwork appointment, and agree to abide by the information contained therein, as well as all applicable Cal OSHA rules and regulations that pertain to their employment.

Student Help and Work-Study positions:
For student help positions only: Student Help employees must currently be enrolled in 12 or more units (Fall or Spring Semesters) in order to work as Student Help, and to qualify for the “FICA Exemption” (exemption from paying Social Security and Medicare taxes).
• If Student Help employees fall below 12 units, they are to notify their supervisor immediately, and their assignment will end.
• To be eligible for employment during the summer session, Student Help employees must be enrolled in a minimum of six (6) units.
• Students enrolled in Special Services or in the Emeritus Institute are excluded from the unit requirement.
• There will be no recovery of FICA monies once deducted from paychecks.
• Work-study positions: A minimum of 6 units must be taken per semester to continue eligibility. Work-study students may not work during times when they should be in class.


Duties and Responsibilities

Participate in the administration of departmental activities and coordination of day to day operations related to assigned program areas; assist supervisor in prioritizing work and overseeing a variety of department activities; provide responsible and complex administrative and operational support and perform a wide variety of technical, administrative, and operational duties; assist in organizing functions and activities as assigned.

Coordinate, oversee, and participate in the College’s parking functions; interpret and explain parking rules and regulations to those being cited; serve as first level appeals officer for parking citation appeals; serve as liaison between the College and local courts regarding traffic violations.

Oversee the use of parking facilities for special events; coordinate with staff responsible for campus events; assess impact on campus parking; identify and coordinate physical needs; develop costs associated with events; coordinate activities of organizers and staff involved in special event.

Assist the Emergency Operation Center (EOC) Director in the administration of the EOC function; act as lead worker and/or backup as needed in emergency management practices and processes; assist management personnel with the development, evaluation, and testing of emergency and disaster operating procedures in conjunction with other College departments, the District, and outside agencies; assist in organizing the appropriate level of EOC organization and monitor staffing patterns to ensure functional positions are staffed to the greatest effect with available resources; assist in training EOC emergency management staff; may represent College at off-campus local and county emergency management meetings.

Recommend expenditures for Department equipment, materials, and supplies and ensure their timely ordering, receipt, and storage; ensure proper functioning of Department equipment; prepare purchase requisitions, check requests, independent contracts, and claims for reimbursement of special funds related to assignment; post, monitor, and track invoices and other expenditures.

Coordinate the procurement, installation, maintenance, and repair of Department vehicle fleet and equipment; plan and direct research into new equipment and preparation of specifications; requisition and maintain necessary supplies and equipment; coordinate Department fleet management activities.

Coordinate the collection and delivery of monies to the business office from College campus parking permit dispensers and citation/permit payments according to established policies and procedures.

Provide oversight and coordinate work schedules for assigned staff and functions; prioritize work assignments; review and validate completed work for accuracy; identify training needs and provide recommendations to Supervisor on the extent of additional training needed.

Coordinate and/or provide training to staff in a variety of areas including proper handling of cash transactions, auditing parking permit transactions, collection of parking fines, placement or removal of vehicle registration holds with the Department of Motor Vehicles, and maintenance and auditing of accounts receivable records.

Collect, research, compile, analyze, verify, summarize, record, and evaluate information; prepare and distribute narrative, statistical, and financial data, recommendations, and alternatives as requested; complete reports; verify and review forms and reports for completeness and conformance with established regulations and procedures.

Assist the Chief of Police in the preparation and administration of the parking budget(s); organize and coordinate parking budget materials and meetings; research and prepare cost estimates for parking budget recommendations; submit justifications for parking budget items; allocate funds to proper parking budget codes; monitor and track expenditures; provide regular parking budget reports to supervisor for control of expenditures; assist in resolving parking budget issues and problems including to identify and research discrepancies; monitor open accounts; recommend parking budget revisions.

Coordinate and oversee specialized functions or projects as assigned including special event planning and implementation; ensure that work is performed in a timely and accurate manner; use independent judgment to develop and provide recommendations, suggestions, or information as appropriate.

Interact with South Orange County Community College District, Irvine Valley College, and Saddleback College’s administrators, divisions, departments, faculty, staff, and students in all matters related to the area of parking services and other areas of assignment; interpret and apply policies and procedures and process sensitive complaints and requests for information.

Interpret, ensure compliance with, and implement changes in policies, codes, regulations, and laws governing assigned responsibilities including emergency preparedness, parking, and traffic control.

Provide input to the College and District Public Information Officer on press releases, news conferences, and requests for information from the press related to areas of assignment.

Evaluate operations and activities of assigned police support services functions and programs; recommend improvements or modifications; prepare various reports on operations and activities.

Assist in the implementation of goals and objectives related to area of assignment; assist in the development of policies and procedures related to assigned operations and programs.

Research and apply for Public Safety and Homeland Security grants being offered to individual Public Safety Departments.

Perform related duties as required.





At the South Orange County Community College District, our goal as an academic community is to sustain a working environment that fosters and celebrates diversity, promotes and rewards excellence, and is welcoming to all. An exemplary academic community promotes an inclusive environment that best prepares our faculty, staff, and students to live, work, and contribute in a global society. The Plan reflects the District's commitment to equal employment opportunity and outlines the active steps that ensure nondiscriminatory practices.



 

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