Sergeant Lead/Armed Security Guard

Visit our website at www.beringstraits.com to apply! SUMMARY Bering Straits Professional Services (BSPS), a subsidiary of Bering Straits Native Corporation is currently seeking a qualified Sergeant Lead/Armed Security Guard for CDC at Spokane, WA. The Sergeant Lead/Armed Security Guard enforces regulations designed to prevent breaches of security; exercises judgment and uses discretion in dealing with whether first response should be to intervene directly (asking for assistance when deemed necessary and time allows), to keep situation under surveillance, or to report situation so that it can be handled by appropriate authority. Duties require specialized training in methods and techniques of protecting security areas. Commonly, the guard is required to demonstrate continuing physical fitness and proficiency with firearms or other special weapons. This role is a supervisory position and will require, administering of disciplinary actions, counseling, and hold subordinates accountable QUALIFICATIONS - EXPERIENCE, EDUCATION AND CERTIFICATION To perform this job successfully, an individual must be able to satisfactorily perform each essential duty. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Required (Minimum) Qualifications - Be at least 21 years old or older. - Have a High School Diploma or G.E.D. - Be a citizen of the United States. - Have not had a previous private investigator or security guard license revoked or denied in any state. - Have not been declared incompetent by a court because of a mental defect or illness. - In the past or presently suffer from narcotics addiction or dependence or habitual drunkenness. - Have not been convicted of a misdemeanor under the “Lautenberg Amendment” (18 U.S.C. § 922(g)(9)) - Have not been convicted of a felony in any state or territory. - Has not filed for bankruptcy or another form of documented financial distress in the past 48 months. - Have not been convicted of any of these crimes: - Illegally using, carrying or possessing a pistol or other dangerous weapon - Making or possessing burglar's instruments - Buying or receiving stolen property - Entering a building unlawfully - Aiding an inmate's escape from prison - Distributing illicit drugs; or - Any misdemeanor involving moral turpitude or for which dishonesty of character is a necessary element. - Have never: - Engaged in the private investigation or security guard business without a license - Transferred security guard or firearms license to an unlicensed person or subcontracted with an unlicensed person or firm to conduct investigations or security guard business - Employed anyone to conduct investigations or security guard business who was in violation of any of the prohibitions or requirements of law - Falsely represented that they are or any other person is a law enforcement official or a person licensed as an investigator or guard; - Made any false report with respect to any matter relating to employment - Divulged any information obtained from or for a client without express permission - Knowingly accepted employment to obtain information intended for illegal purposes; or - Authorized or encouraged another person to engage in any of the above activities. - All potential employees must hold a Position of Trust. - Must have Security Guard License for applying state. - Pre-assignment evaluations of each security officer will assess the suitability of the officer to CDC’s security program. Prospective employees must submit to a CDC administered Background Check. Such evaluations will include a minimum of the following: - Previous employment verification (up to 10 years) - Education certificate(s) verification - Past residences (up to 10 years) - Record of previous military service (if applicable) - Record of all criminal convictions (No felony or moral turpitude convictions) - Citizenship: Must be U.S. Citizens - Drug testing/screening by a certified drug screening service. A random drug testing program must also be submitted to and approved by CDC. - Credit Report to indicate financial responsibility and low-risk for financial pressure - A valid state driver’s license and a motor vehicle driving history report that indicates a low-risk record. - Prospective employees must be literate in English to the extent of speaking, reading and understanding printed regulations, detailed written orders, training instructions and materials, and be able to compose and write reports which convey complete and accurate information which is understandable and readable. - The members of the security force must have basic knowledge of computerized access control, and video monitoring systems. - Prospective employees must pass drug test prior to hire and be subject to a random program that tests 25% of the workforce on a quarterly basis. Knowledge, Skills, Abilities, and Other Characteristics - Applicant must be proficient with computer applications, to include but not limited to Outlook, Excel, Word, and PowerPoint. - Applicant must demonstrate proficiency with firearms every 6 months, as well as baton and First Aid/CPR/AED. - Applicant must have good judgement in normal and extreme conditions. NECESSARY PHYSICAL REQUIREMENTS Prospective employees must be able to meet and maintain a medical surveillance program requirement. This program consists of a mandatory annual medical physical to ensure that each employee is fit for duty. Each member of the Security Guard Force who is required (and authorized per applicable state laws) to carry a firearm must pass the Physical Efficiency Battery (PEB). New security guards must pass the PEB prior to assuming security duties at the CDC’s NIOSH facilities and maintain their fitness throughout the contract (PEB requirements to be discussed with hiring manager). - After initial PEB qualifications, must re-qualify on an annual basis. - LASOs failing to meet the minimum standards during annual requalification be allowed thirty (30) calendar days to successfully meet minimum standards. Security Guards failing to meet requirements after 30 calendar days will be placed on Weapons Restriction. Physical Efficiency Battery: The PEB is a fitness test consisting of three differing components to measure the fitness level of the officer. The PEB is categorized by age and gender and with a graduated (percentile) scale that ranks officer’s performance from the highest (99th percentile) to the lowest (1st percentile). As an example, a male between 35 to 39 years old is in the 99th percentile if they have 25.00 inches of flexibility, can push 172.14% of their body weight and can run 1.5 miles in 9:15. The same person would be in the 1st percentile with scores of 10 inches of flexibility, 51.50% of body weight pushed and a 1.5 mile run in 22:00. Candidates must meet or exceed the 25th percentile. - Sit and Reach – This tests the officer’s flexibility in the lower back, legs and shoulders. The officer shall sit on the floor in front of the measuring device. They shall bend at the waist pushing a block down the device. The stretch must be a static stretch and the officer’s calves must remain in contact with the floor. The test is measured to the quarter inch. - Bench Press – This test measures the officer’s upper body strength for one repetition. The test is conducted on a single fulcrum bench for safety purposes. The officer is to press the weight straight up until they have locked out their arms. The test is measured in 5-pound increments. Officers are weighed at the time of the test (in PT gear) and the appropriate percentage of the officer’s weight is used to determine the percentage to be bench pressed. - 1.5 Mile Run – This test measures the cardio-respiratory fitness of the officer. It is conducted on a flat surface track / pre-measured (flat) course/treadmill. The test

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)