|Link to job brochure:|
|Classification Title||Police Officer|
|Job Category:||Short-Term Temporary (non-teaching)|
|Job Open Date:||08/23/2016|
|Job Close Date:|
|Initial Screening Date|
|Job Open ID:||NBU082316|
|Position Title:||Police Officer (Substitute) - Saddleback College|
|Salary Schedule Link:|
|Pay Range:||$26.69/hr; $30.01/hr eff. 07/01/17|
|% of Range:|
|Hours per week:||Varies as needed|
|Work Schedule||Varies as needed|
|Additional Position Information:|
|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.
Perform a variety of law enforcement and security related duties to ensure the safety of students, faculty, staff and visitors, and the security of college property and facilities. Receives direction from the Chief of Police or the Lieutenant.
|Distinguishing Characteristics:|| |
ESSENTIAL FUNCTIONS OF PHYSICAL AND MENTAL PERFORMANCE: These are tasks which are considered minimum standards of physical and mental performance which are required in order to successfully hold the position for which they were codified. Within each category discussed, examples are provided of typical circumstances, tasks, or activities, but are not all-inclusive. These essential tasks are distinct from published “job dimensions” also considered essential for this position.
Mental/Cognitive Abilities: Ability to recall detail, including the ability to accurately recreate witnessed events, conversations, or readings and to record those recreations in written and/or oral form. Ability to interpret and apply oral or written material/instructions, including the ability to listen to or read abstract or directive instructional material and to apply that data correctly to practical circumstances. Ability to remain alert and coherent, including the ability to take action or to decide between alternative courses of action under routine, highly stressful, or environmentally difficult conditions; an ability to remain alert at varying hours after scheduled rest or for extended periods of an emergency or unanticipated nature. Each of these essential tasks must be performed individually and unassisted by other persons, since this class of employment requires an ability to work alone. However, the ability to perform these tasks shall not be limited by the assistance of enhancing devices which are reasonably free from anticipated malfunction, loss, or destruction during normal or foreseeable circumstances. Performance of some of the tasks may, in individual situations, also be aided by the presence of items constituting reasonable accommodation of a disability (i.e., eyeglasses, contact lenses, etc.).
See also MEDICAL/PSYCHOLOGICAL TESTING AND BACKGROUND CHECK under Experience and Training Guidelines.
|Representative Duties:|| |
Duties may include, but are not limited to the example of duties listed in Job Duties. Please see Job Duties for details.
|Knowledge of:|| |
Principles, practices, methods and procedures of law enforcement and traffic control. Pertinent Federal, State and local laws, codes, and regulations. Appropriate responses for emergency situations. Use and care of firearms. Basic first aid and CPR.
|Ability to:|| |
Interpret and apply Federal, State and local policies, procedures, laws and regulations. Administer procedures related to safety and security. Work independently in the absence of supervision. Communicate clearly and concisely, both orally and in writing. Establish and maintain cooperative working relationships with those contacted in the course of work.
|Education and Experience Guidelines:|| |
Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:
Equivalent to an Associate of Arts degree with major training in law enforcement, security or a related field.
Two years of law enforcement or security experience.
|License or Certificate:|| |
Possession of a current P.O.S.T. Basic Certificate (received after completing Field Training as a Police Officer for one year); possession of a valid California Driver’s License, and a current and valid First Aid/CPR certificate.
|Conditions of Employment:|| |
MEDICAL/PSYCHOLOGICAL TESTING AND BACKGROUND CHECK: Must pass a medical and psychological test as required by Government Code Section 1031(F) and required to submit to a thorough background investigation pursuant to Government Code Section 1031 to comply with the standards established by the Commission for P.O.S.T.
The work environment and physical demands described here are representative of those required 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.
|Work Environment:|| |
At least half of each week requires exposure to sensory extremes. Several times weekly, exposure to chance of injury or loss of life, which can be substantially controlled by use of significant safety precautions.
|Physical Demands:|| |
Sustained posture or intense attentiveness for prolonged periods. Light lifting (less than 30 lbs.), some walking, pushing, pulling, on a regular basis. See Additional Information for detailed description.
|Additional Position Information:|| |
Employment is contingent upon POST background verification, Live Scan fingerprint (DOJ) clearance, eligibility to work in the U.S., medical/psychological exams (per CA POST), and approval by the SOCCCD BOT. 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. It is the applicant’s responsibility to pay costs associated with pre-employment fingerprinting (approximately $100).
Contingent/conditional job offer: Any NBU job offer that is received is contingent upon successful completion of the Human Resources pre-employment process, as well as approval by the Vice Chancellor of Human Resources or Board approval. 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 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 A, 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 anytime. 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.
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.
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 employee’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 employee’s responsibility to notify their supervisor and Human Resources immediately if they are approaching the 160 day limit. 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.
Substitutes: Substitutes may work for a permanent Classified employee who is on leave, or a vacant Classified permanent position. Substitutes in a vacant Classified position may work a maximum of 90 working days in the position during the recruitment process. NBU employees who substitute for Classified positions may not necessarily meet the minimum qualifications for the position and may, or may not, assume all of the job duties and responsibilities of the position. By substituting for a vacant Classified position, there is no guarantee that the substitute will be selected to interview for the vacant permanent position if posted, or selected for the position if interviewed. Substituting for a Classified position also does not entitle a NBU employee to any future consideration for the same or other positions. Substitutes must complete the online application process during the specified time frame to apply for any permanent Classified position at http://www.socccdjobs.com.
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.
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.
Administrative termination: NBU employees who have not worked in a six month period will be administratively terminated due to inactivity. In order to be rehired, the employee must recomplete the hiring process.
Campus Crime and Safety Awareness: Information regarding campus crime and safety awareness can be found at http://www.saddleback.edu or http://www.ivc.edu. Paper copies are available in Human Resources upon request.
Mandated reporter: 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.
|Additional Classification Information:|| |
Physical/Manipulative Abilities Relating to Major Life Activities.
The ability to hear normal speech and other audible events, even in combination with other environmental noise. This necessarily includes hearing voices transmitted by radio and telephone, as ell as hearing and distinguishing sounds associated with criminal activity (i.e., gunshots, cries for help, glass breaking, alarm bells ringing, tires squealing, etc).
The ability to read or see objects under ambient, limited, or artificial lighting and at a reasonable distance with sufficient clarity to permit their recording or accurate description (i.e., persons, vehicles, license numbers, addresses, street signs, items of property, written messages, printed material, etc.).
The ability to speak clearly in English and to be understood by others under normal or highly stressful circumstances, either directly or through amplified, radio, or telephonic transmission.
Moving, walking, sitting, touching:
Ability to operate a motor vehicle, including turning a steering wheel, operating acceleration and braking devices, opening and closing doors, operating seatbelts or other equipment including switches, radios, and the like while speaking, seeing, and/or hearing at the same time.
Ability to traverse irregular surfaces, including under varying climactic conditions, climbing steps, scaling walls and fences, using ladders, crawling through restricted spaces, and traversing graded surfaces, either at a normal or accelerated gate and when approaching, pursuing or retreating from persons, objects, or locations.
Ability to restrain violent or uncooperative persons, including the mobility and agility to apply appropriate restraining techniques against one or more persons under both passive and combative circumstances; to affix appropriate restraining devices upon others; to temporarily subdue others without resorting to excessive or unreasonable force.
Ability to hold and/or operate furnished implements or other equipment, including pens, pencils, typewriter or computer keyboard keys under varying lighting conditions and perhaps in concert with holding or operating other items of equipment (i.e., flashlights); an ability to hold, operate, and accurately control an approved firearm.
Ability to move and/or carry heavy objects, including lifting, carrying, or assisting other person’s unable/unwilling to move themselves.
Ability to grasp and operate non-furnished devices, including door latches, light switches, or other mechanical devices encountered at locations where police services are required.
|Position Specific Benefits:|