|Classification Title:||Project Specialist|
|Job Category:||Short-Term Temporary (non-teaching)|
|Job Open Date:|
|Job Close Date:|
|Job Opening ID:||NBU328|
|Position Title:||Campus Security Officer (Short-Term)(Campus Police)(SC)|
|Salary Schedule:||Click here for current Salary Schedules|
|Hours Per Week:||Varies as needed.|
|Summary Description:|| |
The Districtâ€™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 per Fiscal Year. The assignment is on an as needed basis, and may be shortened or extended as needed.
This recruitment will remain open until filled or withdrawn.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 by Human Resources or Campus Police for an interview. Please do not call the Human Resources Office or Campus Police regarding the status of your application.
|Representative Duties and Responsibilities:|| |
Patrols College property and surrounding areas as assigned by vehicle, bicycle or on foot to be a visible presence to deter unlawful activities. Issues parking citations and warnings to motorists; provides court testimony when necessary. Responds to campus emergencies such as security alarms, crimes, medical emergencies, fires and hazardous materials accidents by providing support services. Provides customer and support services such as, securing and unlocking buildings and facilities, directing campus traffic, assisting motorists with minor car problems, serving as a safety escort, delivering confidential messages and documents, selling parking permits, providing assistance with parking citation appeals, Live Scan fingerprinting, radio dispatching and limited clerical support to other departmental employees. Maintain understanding of all general orders, College and District Policies and Procedures. Observes and reports violations of Federal, State and local laws, College and District rules and regulations to sworn College Police Officers. Relieves other positions as necessary. Maintains supplies and equipment; performs minor repairs to parking meters and permit machines; sets up and moves parking/people barriers. Collects and transports monies from various College and District locations. Performs minor repairs to parking permit machines and meters. Maintains proper working condition of College alarm system.
|Additional Classification Information:|
|Assignment Type:||Non-Bargaining Unit Short Term Temp|
|Link to Job Brochure:|
|Knowledge of:|| |
Traffic and parking control. Appropriate safety and security precautions and emergency procedures.
|Ability to:|| |
Interrelate and deal effectively with diverse campus groups and individuals under routine and stressful conditions. Learn and correctly interpret district and college rules, regulations, and policies. Communicate effectively, both orally and in writing. Write clear, concise, and comprehensive reports. Effectively use and maintain issued equipment. Operate a vehicle observing legal and defensive driving practices. Understand and effectively carry out oral and written instructions. Establish and maintain effective relationships with students, faculty, staff, law enforcement personnel, and the community in general.
|Education and Experience Guidelines:|| |
Individuals possessing the knowledge, skills, abilities, and licenses and certifications listed above are considered to possess the necessary education and experience. Prior successful experience in the security or law enforcement fields is desirable.
|License or Certificate:|| |
A valid California Driver’s License. Proof of insurance may be required for offsite assignments in order to drive a District or personal vehicle.
|Conditions of Employment:|| |
Employment is contingent upon verification of employment history, DOJ background verification as governed under Education Code requirements, eligibility to work in the United States, and approval by the SOCCCD Board of Trustees. It is the employee’s responsibility to pay costs associated with Pre-Employment Live Scan Fingerprinting. The fee is approximately $50. Please note that all NBU positions are paid once per month. The NBU pay period runs from the 15th of one month to the 14th of the next. They are paid the month after on the 10th. Upon successful completion of the Human Resources NBU pre-employment process, NBU 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. NBU employees shall not have reemployment rights or recourse to petition to be reinstated. NBU employees are limited to working in a single position in one department/site. NBU employees working as Classified substitutes for vacant positions may be able to serve up to 90 calendar days while the District recruits to fill the position. NBU positions do not offer benefits or pay for holidays or time not worked. Upon hiring, Payroll requires that you present your original Social Security Card for IRS purposes. This requirement is in no way connected to completion of the I-9 form for employment eligibility purposes.
|Work Environment:|| |
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.
|Physical Demands:|| |
Sustained posture or intense attentiveness for prolonged periods. At least half of the workweek requires exposure to sensory extremes. Light lifting, carrying and/or pushing objects weighing less than 30 pounds.
|Additional Position Information:|| |
Upon hiring, Payroll requires that you present your original Social Security Card for IRS purposes. This requirement is in no way connected to completion of the I-9 form for employment eligibility purposes.
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 employeeâ€™s responsibility to incur the cost of any testing required for the position, and there will be no reimbursement for this expense. The fee is approximately $50.
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 â€œif and as neededâ€ 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.
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 employeeâ€™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 employeeâ€™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 www.socccdjobs.com.
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 www.saddleback.edu or 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.