What are the responsibilities and job description for the Police Records-Property Supervisor position at City of Lompoc, CA?
DEFINITION/SELECTION PROCESS
THIS RECRUITMENT IS TO ESTABLISH AN ELIGIBILITY LIST FOR A CURRENT VACANCY. Interested applicants must submit on-line application - NO paper applications will be accepted.
If you forget your password, have application login problems, or get an error message during the application process, please call the NeoGov helpline at 1-855-524-5627 for assistance.
The City reserves the right to stop accepting applications prior to the posted deadline, if sufficient numbers of qualified applications are received. Therefore, applicants are encouraged to apply as early as possible. The recruitment is officially closed once it has been removed from the City's website.
If you forget your password, have application login problems, or get an error message during the application process, please call the NeoGov helpline at 1-855-524-5627 for assistance.
The City reserves the right to stop accepting applications prior to the posted deadline, if sufficient numbers of qualified applications are received. Therefore, applicants are encouraged to apply as early as possible. The recruitment is officially closed once it has been removed from the City's website.
The Police Records - Property Supervisor is a non-sworn first-line supervisory position within the Police Department. Incumbents are responsible for the supervision of personnel assigned to the Records Section and the Property Section of the Police Department. This position supervises and assists police records technicians and community services officers in the retention, retrieval, and processing of police records, property and evidence; performs journey/advanced-level office support work and related duties as required.
EXAMINATION PROCESS: Based upon screening of the City application, résumé, and responses to supplemental questions, applicants whose qualifications best meet the requirements of the position will be invited to the examination process. This process may include, but is not limited to written examination, panel interview and/or performance examination, which consists of an evaluation of some of the essential knowledge, skills, abilities, and job-related experience listed below. Those candidates who pass the examination process are placed on an eligibility list from which the final selection will be made.
SELECTION PROCESS: As authorized by City policy, applicants being considered for hire in this position are subject to fingerprinting for purposes of investigating criminal history background, as part of the employment screening process. Appointment is subject to successful completion of a pre-employment medical examination (based upon job-related physical standards) by a City-designated physician.
Failure in any one part of the examination or selection processes will disqualify a candidate from further consideration.
EXAMINATION PROCESS: Based upon screening of the City application, résumé, and responses to supplemental questions, applicants whose qualifications best meet the requirements of the position will be invited to the examination process. This process may include, but is not limited to written examination, panel interview and/or performance examination, which consists of an evaluation of some of the essential knowledge, skills, abilities, and job-related experience listed below. Those candidates who pass the examination process are placed on an eligibility list from which the final selection will be made.
SELECTION PROCESS: As authorized by City policy, applicants being considered for hire in this position are subject to fingerprinting for purposes of investigating criminal history background, as part of the employment screening process. Appointment is subject to successful completion of a pre-employment medical examination (based upon job-related physical standards) by a City-designated physician.
Failure in any one part of the examination or selection processes will disqualify a candidate from further consideration.
ESSENTIAL FUNCTIONS/EXAMPLES OF DUTIES
The following duties are typical of this classification. Incumbents may not perform all of the duties and/or may be required to perform specific additional or different duties from those set forth below to address business needs and changing business practices.
- Plans, schedules, and supervises the work of the Police Records and Property Sections
- Evaluates workflow and processes to determine the most efficient methods of completing the work
- Implements new work processes as needed
- Audits and verifies data entry
- Develops and recommends work standards for employees
- Trains and evaluates subordinate personnel
- Responds to subpoenas duces tecum and deposition subpoenas
- Prepares statistical reports monthly and on an ad-hoc basis
- Keeps informed of laws, regulations and departmental rules and policies concerning dissemination of police records, property, and evidence
- Oversees the inventorying and disposal of property and evidence
- Assists subordinate personnel in interpreting rules and regulations
- Trains and tests Police Department personnel in the use and security of automated federal, state and local law enforcement information and telecommunications systems (i.e., CLETS, NCIC, LISLE, and WANDA)
- Budgets, orders and distributes department office supplies
- When necessary, assists subordinate personnel in all aspects of Records and Property Section work, including preparation and processing of records, service to the public, and contact with other law enforcement agencies and courts
- Performs other duties as assigned.
If you are unable to perform the essential functions of the position for which you are applying, either with or without reasonable accommodation, please notify Human Resources at (805) 875-8208.
TYPICAL QUALIFICATIONS
Any combination of training, education and experience which demonstrates an ability to perform the duties of the position. The typical qualifying entrance background is:
Education and Experience: Three (3) years of responsible, clerical, and secretarial work, of which at least one year is in police records, or property. Supervising or lead worker experience desirable.
License Required: Possession of a valid and appropriate California Driver's License.
License Required: Possession of a valid and appropriate California Driver's License.
Knowledge of:
- Police Department organization and procedures, as they relate to the processing of police records, property, and evidence
- Preservation of evidence
- Legal guidelines, regulations, laws and procedures governing the confidentiality, security and processing of law enforcement related records, property, and evidence
- Police terminology, law enforcement codes and law enforcement information systems
- Proper English usage, spelling, vocabulary, grammar, and punctuation
- Office methods, procedures and equipment
- Principles of record-keeping and automated information systems
- Principles and techniques of training and supervision.
Ability to:
- interpret and apply the regulations, procedures and policies related to the maintenance, release and processing of police records, property, and evidence
- Plan, organize, direct, train and evaluate the work of subordinates
- Audit, enter and retrieve information from automated state and local law enforcement information systems
- Maintain security and confidentiality of police records, property, and evidence in accordance with laws, ordinances, regulations and established procedures
- Understand and follow written and oral directions
- Establish and maintain effective and cooperative working relationships with those contacted in the performance of required duties
- Effectively organize and prioritize Record and Property section work assignments, work within deadlines
- Type accurately at a rate of 50 words per minute.
SUPPLEMENTAL INFORMATION
PHYSICAL DEMANDS AND WORKING CONDITIONS: 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 functions.
PHYSICAL: Strength: Light Work - Lifting, carrying and/or pushing 25 pounds maximum with frequent lifting and/or carrying of objects weighing up to 25 pounds. May involve significant standing, walking, pushing and/or pulling. Frequent sitting and typing. Occasional standing, walking, bending, twisting at the waist, handling, gripping, grasping, reaching at, above and below shoulder level, extending neck side to side. On rare occasions stoops, crouches, kneels, climbs stairs, ladders, extends neck upward and downward. Vision: visual acuity which could be corrected sufficiently to perform the essential functions of the position; average depth perception needed. Hearing: ability to effectively hear/comprehend oral instructions and communication.
PHYSICAL: Strength: Light Work - Lifting, carrying and/or pushing 25 pounds maximum with frequent lifting and/or carrying of objects weighing up to 25 pounds. May involve significant standing, walking, pushing and/or pulling. Frequent sitting and typing. Occasional standing, walking, bending, twisting at the waist, handling, gripping, grasping, reaching at, above and below shoulder level, extending neck side to side. On rare occasions stoops, crouches, kneels, climbs stairs, ladders, extends neck upward and downward. Vision: visual acuity which could be corrected sufficiently to perform the essential functions of the position; average depth perception needed. Hearing: ability to effectively hear/comprehend oral instructions and communication.
MENTAL/PSYCHOLOGICAL: Understand, remember and carry out detailed job instructions; utilize complex reading, writing, and math skills; work cooperatively and interact appropriately with those contacted in the course of work, including the general public; respond appropriately to criticism from a supervisor; respond quickly to changing priorities; communicate effectively orally; perform effective multi-tasking; work under pressure; work within deadlines.
SPECIAL REQUIREMENTS: Employees in this classification may be required to utilize respirators in the course of their job duties or under emergency circumstances and thus must be in compliance with General Industry Safety Order 5144. Employees shall not wear beards, mustaches, sideburns, facial hair or other conditions in such a manner that may prevent or interfere with establishing and maintaining a proper seal of the respirator facemask. This requirement is implemented in order to ensure the safety and health of employee.
The information herein does not either constitute an expressed or implied contract.
These provisions are subject to change without notice.
Job classes in this unit are subject to the City's Personnel Rules, Procedures, Policies, and the Management, Supervisory & Confidential ("MS&C") Compensation Plan (“Comp Plan”). Benefits include the following:
Bilingual Pay: Individuals determined to be in an eligible position and qualified by the City will be eligible for $150 per month bilingual. Employees with both oral and written bilingual skills shall receive $190 per month bilingual pay.
Deferred Compensation: The City encourages and supports employee enrollment in either MissionSquare or CalPERS deferred compensation plan. Employees may contribute up to the maximum amount according to the IRS Retirement Plan Contribution Limits.
Dental Insurance: Effective the first day of the month following appointment, the employee and dependents are eligible for insurance; the City contributes a substantial amount of the premium for the employee and dependents.
Health Insurance: Effective the first day of the month following appointment, the employee and dependents are eligible for insurance; the City contributes a substantial amount of the premium for the employee and dependents. Employees can select from three (3) Blue Shield plans.
Employee Assistance Program (EAP): Employees of the City of Lompoc are eligible to receive EAP services administered by Anthem Blue Cross. Employee, spouse, and eligible dependents are entitled to receive five (5) sessions per family member, per incident. Services include counseling for various reasons/needs.
Holidays: Thirteen (13) days per year including one floating holiday.
Life Insurance: The City provides life insurance in the amount equivalent to two years' annual salary up to a maximum of $300,000. The premium is paid entirely by the City. Employees are eligible for enrollment after the first day following six (6) months of continuous employment. Additional employee coverage is available at group rates.
Long-Term Disability Insurance: Effective the first day of the month following six complete months of employment, the employee is eligible for insurance. The City pays 100% of the premium.
Retirement: Third Tier - Employees hired after January 1, 2013 are covered by California Public Employees Retirement System (CalPERS) 2% at age 62 formula. Employees pay 50% of the normal cost of the member's contribution as prescribed by PEPRA. Final compensation is the average for the highest 36 consecutive months.
Second Tier - Employees hired after November 19, 2011 and before January 1, 2013 are covered by California Public Employees Retirement System (CalPERS) 2% at age 60 formula. An eight percent (8%) member's contribution is paid by the employee. Final compensation is the average for the highest 36 consecutive months.
First Tier - Employees hired prior to November 19, 2011 are covered by California Public Employees Retirement System (CalPERS) 2.7% at age 55 formula with 1959 survivor's benefit. A ten percent (10%) member’s contribution is paid by the employee. Final compensation is the average for the highest 12 consecutive months.
Social Security: As a City of Lompoc employee, your earnings are not covered by Social Security. Under the Social Security law, there are two ways your Social Security Benefit amount earned under previous employers may be affected, "Windfall Elimination Provision" and "Government Pension Offset Provision." FOR MORE INFORMATION, please visit http://www.socialsecurity.gov. You may also call 1-800-772-1213 or for the deaf or hard of hearing, call the TTY number 1-800-325-0778, or you may contact your local Social Security Office.
Section 125 Tax Deferral: Program used for out-of-pocket health premiums, medical costs not covered under health plan, and day care/elder care.
Sick Leave: Commencing at the time of appointment, sick leave benefits accrue at a bi-weekly rate and the employee is eligible to use those benefits reflected as their sick leave balance; accrual rate is 12 days/year with unlimited accrual.
Tuition Reimbursement: The City will provide tuition reimbursement for college courses in accordance with Personnel Procedures Manual Chapter 43 "Tuition Reimbursement for College/University Courses." In addition, the City will provide community college students up to 100% tuition reimbursement and 100% reimbursement for required course books per semester. (Course syllabus and receipts identifying books purchased are required for books).
Vacation: Commencing at the time of appointment, vacation leave benefits accrue at a bi-weekly rate based upon length of employment. Employees are eligible to use vacation leave following completion of six months employment and accrue 18 days each year, increasing to 28 days after 15 years (includes 8 days per year of management leave). For more benefit information, please review the Management, Supervisory & Confidential ("MS&C") Compensation Plan; go to the following link: http://www.cityoflompoc.com/humanresources/#mou
These provisions are subject to change without notice.
Job classes in this unit are subject to the City's Personnel Rules, Procedures, Policies, and the Management, Supervisory & Confidential ("MS&C") Compensation Plan (“Comp Plan”). Benefits include the following:
Bilingual Pay: Individuals determined to be in an eligible position and qualified by the City will be eligible for $150 per month bilingual. Employees with both oral and written bilingual skills shall receive $190 per month bilingual pay.
Deferred Compensation: The City encourages and supports employee enrollment in either MissionSquare or CalPERS deferred compensation plan. Employees may contribute up to the maximum amount according to the IRS Retirement Plan Contribution Limits.
Dental Insurance: Effective the first day of the month following appointment, the employee and dependents are eligible for insurance; the City contributes a substantial amount of the premium for the employee and dependents.
Health Insurance: Effective the first day of the month following appointment, the employee and dependents are eligible for insurance; the City contributes a substantial amount of the premium for the employee and dependents. Employees can select from three (3) Blue Shield plans.
Employee Assistance Program (EAP): Employees of the City of Lompoc are eligible to receive EAP services administered by Anthem Blue Cross. Employee, spouse, and eligible dependents are entitled to receive five (5) sessions per family member, per incident. Services include counseling for various reasons/needs.
Holidays: Thirteen (13) days per year including one floating holiday.
Life Insurance: The City provides life insurance in the amount equivalent to two years' annual salary up to a maximum of $300,000. The premium is paid entirely by the City. Employees are eligible for enrollment after the first day following six (6) months of continuous employment. Additional employee coverage is available at group rates.
Long-Term Disability Insurance: Effective the first day of the month following six complete months of employment, the employee is eligible for insurance. The City pays 100% of the premium.
Retirement: Third Tier - Employees hired after January 1, 2013 are covered by California Public Employees Retirement System (CalPERS) 2% at age 62 formula. Employees pay 50% of the normal cost of the member's contribution as prescribed by PEPRA. Final compensation is the average for the highest 36 consecutive months.
Second Tier - Employees hired after November 19, 2011 and before January 1, 2013 are covered by California Public Employees Retirement System (CalPERS) 2% at age 60 formula. An eight percent (8%) member's contribution is paid by the employee. Final compensation is the average for the highest 36 consecutive months.
First Tier - Employees hired prior to November 19, 2011 are covered by California Public Employees Retirement System (CalPERS) 2.7% at age 55 formula with 1959 survivor's benefit. A ten percent (10%) member’s contribution is paid by the employee. Final compensation is the average for the highest 12 consecutive months.
Social Security: As a City of Lompoc employee, your earnings are not covered by Social Security. Under the Social Security law, there are two ways your Social Security Benefit amount earned under previous employers may be affected, "Windfall Elimination Provision" and "Government Pension Offset Provision." FOR MORE INFORMATION, please visit http://www.socialsecurity.gov. You may also call 1-800-772-1213 or for the deaf or hard of hearing, call the TTY number 1-800-325-0778, or you may contact your local Social Security Office.
Section 125 Tax Deferral: Program used for out-of-pocket health premiums, medical costs not covered under health plan, and day care/elder care.
Sick Leave: Commencing at the time of appointment, sick leave benefits accrue at a bi-weekly rate and the employee is eligible to use those benefits reflected as their sick leave balance; accrual rate is 12 days/year with unlimited accrual.
Tuition Reimbursement: The City will provide tuition reimbursement for college courses in accordance with Personnel Procedures Manual Chapter 43 "Tuition Reimbursement for College/University Courses." In addition, the City will provide community college students up to 100% tuition reimbursement and 100% reimbursement for required course books per semester. (Course syllabus and receipts identifying books purchased are required for books).
Vacation: Commencing at the time of appointment, vacation leave benefits accrue at a bi-weekly rate based upon length of employment. Employees are eligible to use vacation leave following completion of six months employment and accrue 18 days each year, increasing to 28 days after 15 years (includes 8 days per year of management leave). For more benefit information, please review the Management, Supervisory & Confidential ("MS&C") Compensation Plan; go to the following link: http://www.cityoflompoc.com/humanresources/#mou
Salary : $300,000
