Community Services Officer I/Ii/Senior

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Community Services Officer I/II/Senior
Salary
$45,156.00 - $69,000.00 Annually
Location
West Sacramento, CA
Job Type
Regular Full Time
Job Number
2023-00029
Department
POLICE
Division
POLICE / PATROL
Opening Date
05/25/2023
Closing Date
6/18/2023 11:59 PM Pacific
Max Number of Applicants
100

• Questions
• Description
• Benefits

An official City of West Sacramento application form must be filled out, in its entirety. It is the applicant's responsibility to explain their qualifications fully and clearly. In addition, applicants must submit a resume and complete the required supplemental questionnaire (if applicable). Incomplete information on the application, resume and/or supplemental questionnaire may be cause for disqualification. Application packages will be reviewed and screened for qualifications. Additional screening criteria will be developed based on the supplemental questionnaire (if applicable).
Are you passionate about serving your community? Do you want to make a positive impact on the lives of those around you? If so, we want you to join our team as a Community Services Officer I/II/Senior for the City of West Sacramento!
As a Community Services Officer, you will have the opportunity to work closely with the community and law enforcement agencies to provide essential services that enhance public safety and promote a better quality of life for all.
We are looking for candidates who can demonstrate experience working for a law enforcement agency or performing similar duties and who possess education above the minimum required in a related field. Preference will be given to those who have a passion for community service and a commitment to excellence.
As a member of our team, you will enjoy competitive salary and benefits, ongoing training and development opportunities, and the chance to work in an exciting and dynamic environment.
Don't miss out on this opportunity to make a real difference in your community. Apply today to become a Community Services Officer I/II/Senior for the City of West Sacramento!
An official City of West Sacramento application form must be filled out, in its entirety. It is the applicant's responsibility to explain their qualifications fully and clearly. In addition, applicants must submit a resume and complete the required supplemental questionnaire. Incomplete information on the application, resume and/or supplemental questionnaire may be cause for disqualification. Application packages will be reviewed and screened for qualifications. Additional screening criteria will be developed based on the supplemental questionnaire. Depending upon the number of qualified candidates, an oral panel interview may or may not be held. The top candidates will be referred to the department for further consideration.
This recruitment will close upon receipt of 100 applications, or posted filing date. Whichever occurs first.
DEFINITION: Under direction, assists in performing a wide variety of non-hazardous field work in the Police Department. The Community Services Officer I is considered to be in a training status and is distinguished from the Community Services Officer II by the performance of the more routine and less complex assignments and greater level of supervision. The Community Services Officer II is considered the journey level. Advancement to the Community Services Officer II level shall occur after satisfactorily performing the duties of a Community Services Officer I for two (2) years. Satisfactory performance means an overall satisfactory or higher rating on the performance evaluation during the last evaluation period. An employee may be advanced to the Community Services Officer II level in less than two (2) years if the employee's performance is noted as exceptional by the Department Head and the employee is recommended for early advancement by the Department Head.
The Senior Community Services Officer is considered the advanced level in the Community Services Officer series, working independently under general direction. Positions at this level are distinguished from those in the lower-level classification of Community Services Officer I/II by the independence with which they perform their duties of handling the more difficult and complex work and performing advanced work.
Upon recommendation of a Police Lieutenant and approval of the Police Chief, a Community Services Officer II may advance to the Senior Community Services Officer upon attaining the minimum qualifications for the position and demonstrating the abilities and competencies necessary to perform the full range of Senior Community Services Officer duties.
Examples of Duties / Knowledge & Skills
ESSENTIAL AND MARGINAL FUNCTION STATEMENTS--Essential and other important responsibilities and duties may include, but are not limited to, the following:
Essential Functions: Provides assistance on a variety of non-hazardous field activities not requiring the services of a sworn officer; observes and reports violations of laws and ordinances; issues parking citations; takes and prepares reports regarding burglaries, theft, property recoveries, vandalism and similar situations; obtains statements from victims and witnesses; collects physical evidence at crime scene including fingerprints and taking photographs; responds to non-hazardous calls for assistance; responds to property damage traffic accidents and prepares appropriate reports; performs traffic control duties; assists with traffic and crowd control at major emergencies; assists in development and delivery of youth service programs and crime prevention programs; prepares a variety of written reports; performs other clerical and support duties.
Marginal Functions: Administers first aid as required; performs related duties and responsibil­ities as required.
Minimum Qualifications & Requirements
EDUCATION AND EXPERIENCE: Education: Community Services Officer I/II/Senior: High school diploma or equivalent. Additional course work or specialized training related to the assigned department is preferred. Experience: Community Services Officer I: No experience is required. Community Services Officer II: Two (2) years of experience performing duties comparable to those of a Community Services Officer I with the City of West Sacramento. Senior Community Services Officer: Two (2) years of experience performing duties comparable to those of a Community Services Officer II with the City of West Sacramento. (4 total years of comparable experience as a Community Services Officer) .
SPECIAL CONDITIONS: Prior to assignment at the Police Department, an employee must successfully pass a background investigation. The background investigation is required on all civilian Police Department personnel who will have access to the California Law Enforcement Telecommunications System (CLETS) equipment and Criminal Offender Records Information (CORI). Must be able to work a variety of shifts, weekends, and holidays.
LICENSES AND CERTIFICATES: A valid Class "3" or "C" California driver's license.
Supplemental information
WORKING CONDITIONS: Work in an office and field environment in support of peace control; standing, walking, and sitting for periods of time; dealing with the public; may lift up to 25 lbs; may work in inclement weather conditions.
An applicant who qualifies for veterans’ preference and successfully places on an eligibility list for initial entrance into employment with the city shall be advanced one rank on the final eligibility list. Where there are five (5) or less qualified applicants, no veterans’ preference shall apply and all applicants shall be placed on the certification list forwarded to the departments for hiring consideration. The exercise of veterans’ preference shall be exhausted upon appointment to a regular position from an eligibility list.
Alternate Work Schedule: Alternate work schedule of 4-10 or 9-80 as approved by the Chief.
Association Time Bank: All employees contribute ½ hour of vacation time during the first full payperiod that begins in January of each year to an Association Time Bank.
Auto Allowance: None
Bereavement Leave: 2-4 days depending upon relationship of employee to deceased. Additional 2 days discretionary. See Personnel Rules.
Bilingual Pay: Employees possessing and utilizing bilingual skills on duty shall receive an additional 5% of their hourly rate of pay. The number of individuals to receive this pay, the languages eligible, and the qualification requirements will be determined by the City.
Call Back: Paid minimum of 2 hours at 1-1/2 regular rate of pay.
Career Enchancement: The City will reimburse up to one thousand dollars ($1000) per fiscal year to all eligible employees (pro-rated for new hires) for materials and fees for career enhancement activities including, but not limited to, job-related classes; classes taken at an accredited college or university in pursuit of a degree; and job-related equipment. Items qualifying for reimbursement include reference books and manuals related to the employee's line of work or approved classes; AV media related to career development; and computer hardware and software and/or other accessories/equipment which can aid the employee in the performance of their job duties and/or advance skills that would enhance job performance, including keyboards, monitors, computer mouse(s)/pointing devices, headsets/earphones, webcams, and printers/printer ink.
Deferred Compensation: Voluntary
Educational Incentive Program: 2.5% for Associate’s Degree OR 4% for a Bachelor’s Degree; and 2.5% for a Master’s Degree. Maximum educational incentive is 6.5%.
Fitness Center: All civilian employees may workout at the department or the City’s recreation facility at no cost.
Holidays: All members earn 96 hours of holiday time per calendar year (10 listed holidays plus 2 floating holidays) to be used as time off. The holiday time can be taken at any time after it is earned (the pay period in which the holiday occurs or July 1 for floating holidays). Upon separation, employees are only entitled to payout for any unused floating holiday time. There is no payout for unused holiday time accrued from the 10 listed holidays in Section 16.1.1. (no cash out).
Longevity: Completion of 10th year of service = 2.5%; Completion of 15th year of service = additional 2.5% for total of 5%.
Long-Term Disability: Voluntary
Management Leave: None
Meal Allowance: An additional 30-minute meal allowance will be provided if overtime exceeds 2 hours.
Medical and Dental After Retirement: For employees and retirees hired before 7/1/2018 : The premiums will be paid, indexed to the CalPERS PORAC rate depending on coverage tier selected, not to exceed the level paid to active employees of associated coverage tier.
10-14 years of service = $50 + 25% of premiums 15-19 years of service = $75 + 30% of premiums 20 or more years of service = $100 + 50% of premiums Benefit never to exceed 75% of total premium or seven hundred fifty dollars ($750), whichever is less.
For employees hired after 6/30/2018: The City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA). In addition to the PEMHCA minimum, employees will receive the following contributions to their Retiree Health Savings account:

• From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee’s RHS account
• After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account.
• After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account.
• After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.

Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution.
Medical, Dental, Life and Vision Insurance: All POA employees receive a set dollar amount to purchase beneftis (cafeteria plan). Health plans are offered through the CalPERS medical program (PEHMCA) using the unequal, minimum contribution methodology. Dental plan is through Delta Dental. Vision plan is through Vision Service Plan (VSP). The life insurance is a $16,000 term life insurance with $1,000 coverage for a spouse and children aged 6 months to 23 years, and $100 coverage for children aged 14 days to 6 months.
The employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as follows:

• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed eighty-five percent (85%) of the PORAC plan for employee plus one and eighty-five percent (85%) of the cost of employee plus one dental and vision per month.
• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed eighty-five percent (85%) of the PORAC plan for employee plus two or more and eighty-five percent (85%) of the employee plus two or more dental and vision plans per month.
• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed one hundred percent (100%) of the PORAC plan for employee only and the cost of employee only dental and vision per month.

In no event shall the contribution exceed 100% of the selected plan premium cost including dental and vision.
Medical, Dental and Vision Insurance Share the Savings (Opt Out): Employees hired before 7/1/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred seventy five dollars ($475) per month. The Share the Savings dollars may be diverted to a deferred compensation plan or supplemental salary according to the procedures governing cafeteria plans as established by law. In addition, the City will pay 100% of the premiums for dental, vision and life insurance up to the family rate depending on coverage selected.
Employees hired after 6/30/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five ($475). The Share the Savings dollars may be diverted to a deferred compensation plan or supplemental salary according to the procedures governing cafeteria plans as established by law. In addition, the City will pay 100% of the premiums for dental and vision up to the employee only rate. Employees can purchase up to the family rate with the opt out funds.
Non-PERSable Retention Pay: Effective the payroll period after ratification and approval by the City Council, employees will receive a one-time, non-PERSable lump sum signing bonus of three percent (3%) of annual base pay.
Effective pay period inclusive of July 1, 2023, employees will receive a one-time, non-PERSable lump sum retention payment of three percent (3%) of annual base pay.
Off-Duty Court Time: Paid at 1-1/2 regular rate of pay for a minimum of 4 hours. Applies to hours that are non-contiguous to the employee's regular duty hours.
On-Call/Stand-by: $4.00 per hour. If called out, paid at 1-1/2 regular rate of pay for a minimum of 2 hours of work.
Overtime: 1-1/2 times regular rate of pay (either 8, 9 or 10 hour days). Overtime to be taken in cash or CTO. CTO not to accrue in excess of 80 hours. All accrued CTO to be paid off at termination.
An employee may only use or cash out compensatory time off during the calendar year in which it is earned. All accrued and unused compensatory time off balances will be cashed out on the last pay date of each calendar year so that the employee’s compensatory time off account is reduced to a zero balance. No unused compensatory time off hours may be carried over to a subsequent calendar year. No compensatory time off can be elected for overtime worked during the last pay period of the calendar year.
Probationary Period: 12 months.
Records Trainer Differential: A Records Trainer, while actually training a new Police Records Technician for the Department will be compensated an additional 5% of their hourly rate of pay for every training day. Record Trainers are expected to perform their training duties during their normal tour of duty and will not receive overtime for training duties unless specifically authorized by the Chief of Police or their designee. A Records Trainer called upon to act in the capacity of a supervisor will be compensated an additional 5% of their hourly rate of pay after working one (1) regular work shift (eight (8), nine (9) or ten (10) consecutive hours) in the supervisory capacity. During these periods, the Records Trainer will have the same authority and responsibility as the supervisor they replace. The Records Trainer training compensation will not be compounded with the supervisory compensation.
Code Enforcement Officer Trainer Differential: A Code Enforcement Officer Trainer, while actually training a new Code Enforcement Officer for the Department will be compensated an additional 5% of their hourly rate of pay for every training day. Code Enforcement Officer Trainers are expected to perform their training duties during their normal tour of duty and will not receive overtime for training duties unless specifically authorized by the Director of Community Development or their designee.
Retiree Health Savings: The City shall contribute $15 per pay period on behalf of each employee hired before 7/1/2018 to the VantageCare Retiree Health Savings plan. The Association may set or adjust the employee contribution amount annually by November 15th.
Retirement: For employees hired on or after January 1, 2013, who have never been a CalPERS member, have not been a CalPERS member in the past 180 days, and who are not eligible for reciprocity with another California public retirement system as defined by the Public Employees’ Pension Reform Act (PEPRA), and are not a rehire who is formerly a classic member, the retirement formula will be 2% @ 62 in accordance with the Public Employees’ Pension Reform Act of 2013 (PEPRA) and includes highest thirty-six months for final compensation determination and Unused Sick Leave Credit. Employee pays entire contribution as determined by CalPERS on a pre-tax basis.
For employees hired between February 11, 2012, and December 31, 2012, or classic members as defined by CalPERS, the retirement formula shall be the 2% @ 60 formula, highest thirty-six months for final compensation determination, 3rd level of the 1959 Survivor Benefit, Military Service Credit as Public Service, and Unused Sick Leave Credit. Employee pays entire 7% employee contribution on a pre-tax basis.
For employees hired before February 11, 2012, the retirement formula shall be the 2.5% @ 55 plan, includes highest thirty-six months for final compensation determination, 1959 Survivor's Benefit (3rd Level) and Unused Sick Leave Credit. Employee pays entire 8% employee contribution on a pre-tax basis.
New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 2% @ 60 plan, in accordance with PEPRA..
Safety Equipment: Department issue
Salary Increases: Effective the first payroll period after ratification and approval by the City Council, employees shall receive a general salary increase of three percent (3.0%).
Effective The First Pay Period After Ratification And Approval By The City Council, The Following Classifications Shall Receive An Equity Adjustment As Follows
Community Services Officer I 4.27%
Community Services Officer II 6.00%
Crime Analyst II 8.40%
Crime Scene Investigator I 2.00%
Crime Scene Investigator II 2.00%
Crime Scene Investigator III 2.00%
Police Records Technician II 3.47%
Police Services Coordinator 7.71%
Retroactivity of 2022 GSI and Equity Adjustments: Effective the first pay period after ratification and approval by the City Council, employees will receive a one-time, non-PERSable lump sum, payment retroactive to January 1, 2022 which equates to three percent (3%) of annual base pay.
Effective pay period inclusive of January 1, 2023, employees shall receive a general salary increase of three percent (3.0%).
Shift Differential: Paid additional 5% of hourly rate of pay if ½ of work period is before regular shift starts or after regular shift ends.
Sick Leave: 12 days per year. Unlimited accumulation. Up to 50% payoff of hours at separation rate of pay at retirement, layoff or death and remaining hours reported to CalPERS as additional service credit – OR – 100% of hours to be reported to CalPERS as additional service credit.
Unfunded Liability: Employee contributes $10 per month to be used to reduce the unfunded liability for retiree medical.
Uniform Allowance: When hired, an employee shall be directed to the appropriate vendor(s) where they will obtain the required uniforms and/or equipment, which will be paid for by the City directly to the vendor(s).
Vacation: 1-5 yrs = 10 days; 6-10 yrs = 15 days; 11-19 yrs = 20 days; 20+ yrs - 25 days. Effective 7/1/2014, maximum accumulation to 19 years of service = 240 hours per year; maximum accumulation 20+ years of service = 300 hours per year. Total payoff at separation.
Annually through December 31, 2023, eligible employees will have the opportunity to sell back unused accrued vacation hours. To be eligible for the vacation sell back program, the employee must use a minimum of 40 hours of accrued leave time (not including sick leave or paid holidays) in the calendar year and submit a request form by December of that calendar year, which will be paid in January of the following year. Eligible employees may sell back up to 80 hours of accrued vacation time in the second pay period of January each calendar year. The decision by an employee to cash out vacation hours is irrevocable. The hours shall be converted to a dollar amount based on the employee’s regular rate of pay at the time of buy back.
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To be considered for the position, all candidates are required to complete and submit the required supplemental questionnaire with their application and resume. Failure to submit the completed supplemental questionnaire and application and resume will dis