Lateral Police Officer
Company: City of West Sacramento
Location: West Sacramento
Posted on: May 21, 2023
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Job Description:
Lateral Police Officer
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Lateral Police Officer
Salary
$83,280.00 - $122,760.00 Annually
Location
West Sacramento, CA
Job Type
Regular Full Time
Job Number
2022-00058
Department
POLICE
Opening Date
04/20/2023
Closing Date
Continuous
+ Description
+ Benefits
+ Questions
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).
Candidates who are bilingual, have a military background, or
experience working with diverse populations, and/or involvement in
community initiatives are encouraged to apply!
As lateral candidates can now bring their sworn years of service to
count towards vacation accrual rate, and longevity years of
services, the posted top step lateral salary includes:
Base pay: $8455 top step
Education Incentive: 6.5% (4% for a Bachelor's Degree and 2.5% for
a Masters Degree for a total of 6.5%)
Longevity pay: 10% (2.5% for 10 years of Sworn POST service, 5% at
12 years of sworn POST service, and 10% at 15 years of Sworn POST
service)
POST Certificates: 4.5% (2% for Intermediate POST certificate &
2.5% for an Advanced POST certificate)
UP TO $2,075 PER MONTH FOR FAMILY MEDICAL COVERAGE.
4% for a Bachelor's Degree and 2.5% for a Masters Degree for a
total of 6.5%;
2% for Intermediate POST certificate & 2.5% for an Advanced POST
certificate for total of 4.5%;
Longevity pay, 2,5% for 10 years of Sworn POST service, 5% at 12
years of sworn POST service, and 10% at 15 years of Sworn POST
service.
$27.50 per pay period fitness incentive.
Employees possessing and utilizing bilingual skills on duty shall
receive an additional 5% of their hourly rate of pay.
Examination Process (Lateral): The physical ability examination may
be waived if proof of passing the POST work sample test battery
examination administered by another agency taken within the
previous twelve months of the final filing date, and is submitted
at time of application.
Candidates passing all phases of the examination process will be
placed on an eligibility list for further consideration by the
Police Department.
Application Process: Candidates are encouraged to apply on-line
using the Government Jobs web site and visiting the City of West
Sacramento's employment page. The Governmentjobs.com application is
considered an official City application. Be sure to submit all
required documents.
Application and Examination Process: An official City of West
Sacramento application form must be filled out, in its entirety,
and must include:
1) POST Basic certificate or higher; and
2) A resume.
DEFINITION : Under direction of a Police Sergeant, performs law
enforcement and crime prevention work; enforces traffic
regulations; performs investigative work; participates in and
provides assistance and support to special department crime
prevention and enforcement programs; and performs a variety of
technical law enforcement tasks. Technical and functional
supervision may be provided by higher level police personnel.
Assignments may require supervision of non-sworn personnel and
volunteers.
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: Patrols the City in a radio-equipped car;
answers calls for the protection of life and property; enforces all
applicable laws; patrols the City on a motorcycle or in a patrol
vehicle; responds to calls related to traffic incidents and any
other required emergencies; observes, monitors, and controls
routing and unusual traffic conditions; assists and advises
motorists and enforces traffic safety laws; makes arrests as
necessary; interviews victims, complainants, and witnesses;
interrogates suspects; gathers and preserves evidence; testifies
and presents evidence in court; conduct basic preliminary and
follow-up investigations of disturbances, prowlers, burglaries,
thefts, robberies, deaths or other criminal incidents; contacts and
cooperates with other law enforcement agencies in matters relating
to the apprehension of offenders and the investigation of offenses;
prepares reports on arrests made, activities performed and unusual
incidents observed; checks buildings for physical security; serves
warrants and subpoenas; requests and retrieves information
involving arrests and subpoenas; files complaints and performs the
work related to the processing of misdemeanor and felony
complaints; searches, fingerprints, and transports prisoners;
maintains contact with citizens regarding potential law enforcement
problems and preserves good relationships with the general public;
participates in crime prevention programs and activities; assists
with the service of warrants within the department and with outside
agencies; keeps up to date on laws and procedures for processing
warrants; coordinates and conducts complete and detailed
investigations of crimes; performs some identification duties such
as collect, file, and oversees the maintenance of certain evidence,
photographs, fingerprints; provides training and advises other
officers in this area.
Marginal Functions: Administers First Aid as necessary; directs
traffic at fires, special events and other emergencies or congested
situations; performs limited crime laboratory analysis; performs
other related duties and responsibilities as required.
Minimum qualifications & Requirements
EDUCATION AND EXPERIENCE: Education: High school diploma or
equivalent. Other: Twenty-one (21) years of age or older. Lateral
Entry: One (1) year experience in a municipal or general law
enforcement agency.
LICENSES AND CERTIFICATES: Possession of a valid California
driver's license. Lateral Entry: Proof of possession of a
California Basic POST Certificate. Entry level: Completion of POST
Basic Academy.
Supplemental information
WORKING CONDITIONS: Work in an emergency peace control environment;
work in intense life-threatening conditions; exposure to dangerous
persons, firearms, bodily fluids, and noise; running, walking,
crawling, climbing, stooping and lifting; 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.
Association Time Bank: All employees contribute hour of vacation
time during the first full pay period 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 & POST Certificates: Upon
verification, employees shall receive four percent (4%) of their
hourly rate of pay for a Bachelors degree.
Upon verification, employees shall receive an additional two and
one-half percent (2.5%) of their hourly rate of pay for a Masters
degree.
Maximum incentive under Educational Incentive Program is six and
one-half percent (6.5%).
Upon verification, employees shall receive two percent (2%) of
their hourly rate of pay for an Intermediate POST certificate.
Upon verification, employees shall receive an additional two and
one-half percent (2.5%) of their hourly rate of pay for an Advanced
POST certificate.
Maximum incentive under POST Certificate Incentives is four-point
five percent (4.5%).
The incentives Education Incentive Program and POST Certificate
Incentives shall be cumulative and not compounded. The maximum
incentive under these sections shall be eleven percent (11%).
Fitness Incentive: $27.50 per pay period for personnel who meet
specified criteria.
FTO Pay: Additional 5% of their hourly rate of pay for all regular
hours worked.
Holidays: All members will earn ninety-six (96) hours of holiday
time per calendar year (the 10 listed holidays in Section 16.1.1
plus 2 floating holidays) to be used as time off. 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).
K-9 Pay: Paid at one-and one-half Officers regular rate of pay for
30 minutes per day, 7 days per week. City will also reimburse for
purchase of dog food, grooming supplies and veterinary expenses for
service related injury or illness including routine examinations
and vaccinations.
Longevity: Completion of 10th year of service = 2.5%;
Completion of 12th year of service = additional 2.5%;
Completion of 15th year of service = additional 5.0%
Total of 10.0%.
Sworn employees may have prior years of qualifying service included
in their City years of service if they previously worked in a sworn
capacity with a POST participating agency. Prior years of service
must be verified by submitting a copy of POST Profile. Additional
documentation may be requested if necessary.
Management Leave: None
Medical, Dental and Vision Insurance: All POA employees receive a
set dollar amount to purchase benefits (cafeteria plan). Health
plans are offered through the CalPERS medical program (PEHMCA)
using the unequal, minimum contribution methodology. Dental plan is
through Delta Dental PPO. Vision plan is through Vision Service
Plan (VSP).
The employer contribution toward a cafeteria plan amounts for
employees to apply toward health benefits (medical, dental and
vision) shall be as follows:
+ 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.
+ 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.
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 Citys medical plans (opt out) and show
proof of health care coverage shall receive four hundred, seventy
five dollars ($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 family rate depending on coverage selected.
Employees hired after 6/30/18: Employees who choose not to
participate in any of the Citys medical plans (opt out) and show
proof of health care coverage shall receive four hundred, seventy
five dollars ($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.
Medical, Dental, and Vision After Retirement: For employees and
retirees hired before 1/1/2002 : The City supplements the unequal,
minimum contribution amount up to 100% of medical premiums indexed
to the PORAC rate depending on coverage tier selected, not to
exceed the level paid to active employees of associated coverage
tier. Dental and vision premiums to be paid by the retiree.
For employees hired between 12/31/2001 and 06/30/2018: The City
supplements the unequal, minimum contribution amount so that the
total amount available to the retiree for medical premiums for
retirees is as follows:
10-14 years of service = 50% of premiums
15-19 years of service = 75% of premiums
20 or more years of service = 90% of premiums.
These 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. For employees
hired after 6/30/2014, the amount is capped at one thousand, two
hundred dollars ($1,200) per month.
For employees hired after 6/30/2018: The Citys 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
employees 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.
Sworn employees may have prior years of qualifying service included
in their City years of service if they previously worked in a sworn
capacity with a POST participating agency. Prior years of service
must be verified by submitting a copy of POST Profile. Additional
documentation may be requested if necessary.
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.
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.
Officer In Charge: Additional 5% of their hourly rate of pay for
all regular hours worked.
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 Meal Allowance: An additional 30 minute meal allowance
will be provided if overtime exceeds 2 hours
Overtime: 1-1/2 times regular rate of pay (either 8, 9 or 10 hour
days). Overtime to be taken in cash or CTO. All accrued CTO to be
paid off at termination at regular rate of pay. CTO not to accrue
in excess of 140 hours.
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 employees 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: Entry Level: Eighteen months at discretion of
the Chief of Police.
Laterals: Twelve months at discretion of the Chief of Police.
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
2.7% @ 57 in accordance with the Public Employees Pension Reform
Act of 2013 (PEPRA). Employee pays entire employee contribution as
determined by CalPERS on a pre-tax basis. This tier includes 3 year
final compensation.
For employees hired between October 8, 2011, and December 31, 2012,
or classic members as defined by CalPERS, the retirement formula
will be 3% @ 55; employee pays entire 9% of employees contribution
on a pre-tax basis. This tier includes 3 year final compensation.
These employees also pay 4.325% to cost share for the 3% @ 55
formula on a pre-tax basis.
For employees hired before October 8, 2011, the retirement formula
will be 3% @ 50; employee pays entire 9% of employees contribution
on a pre-tax basis. This tier includes 1 year final compensation.
These employees also pay 4.325% to share in the cost of the 3% @ 50
formula on a pre-tax basis.
All tiers include 1959 Survivor's Benefit 4th level; City pays
$2.00 per month for benefit; enhanced Non-Job Related Disability
options; and unused sick leave credit.
New employees covered by a public retirement system with
reciprocity (i.e., 37 Act), will be placed in the 3% @ 55 plan, in
accordance with PEPRA.
Safety Equipment: Department issued.
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:
Police Officer 2.00%
Police Sergeant 2.00%
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%).
Effective pay period inclusive of January 1, 2023, the following
classifications shall receive an equity adjustment as follows:
Police Officer 1%
Police Sergeant 1%
Police Liaison Officer: Additional 5% of their hourly rate of pay
for all regular hours worked.
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.
Standard Work Schedule: For all full-time employees, the standard
work day shall be from eight (8) to twelve and one-half (12-1/2)
hours of work performed, not including any unpaid non-work time, as
determined by the Chief of Police.
Unfunded Liability: All employees contribute $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.
Sworn employees may have prior years of qualifying service included
in their City years of service if they previously worked in a sworn
capacity with a POST participating agency. Prior years of service
must be verified by submitting a copy of POST Profile. Additional
documentation may be requested if necessary.
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 employees regular rate of pay at the
time of buy back.
01
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
disqualify you from further consideration in the selection process
used to fill these positions. The answers to the questions below
will be evaluated along with the information provided in your
employment application. Therefore, your answers must be consistent
with your employment application information (especially in the
"education" and "work experience" sections), must be unambiguous,
and must contain sufficient but concise detail and organization to
facilitate the screening process. A resume will not be accepted in
lieu of completing the supplemental questionnaire. Lack of clarity,
incomplete or inconsistent information, and/or disorganized
presentation will negatively affect your evaluation. Do you
understand these instructions?
+ Yes
+ No
02
To be considered a Lateral Police Officer, you must possess at
least a POST Basic Certificate. Please indicate which certificates
you possess. (Copies of certificates must be uploaded to
application)
+ POST Basic
+ POST Intermediate
+ POST Advanced
+ I do not possess any of the above certificates
03
Do you currently work as a sworn police officer in the State of
California?
+ Yes
+ No
04
Have you obtained a passing score on the Peace Officer Standards
and Training (POST) Work Sample Test Battery (WSTB) test in the
past twelve (12) months? Note: If the answer to this question is
yes, please be sure to attach your score letter at the time of
application
+ Yes
+ No
05
I certify that all the statements made in this supplemental
application are true, complete, and correct to the best of my
knowledge and are made in good faith. I understand that any
misrepresentation and/or falsification of my answers may result in
my application being ineligible for this recruitment process.
+ Yes
+ No
Required Question
Agency
City of West Sacramento
Address
1110 West Capitol Ave 3rd Floor West Sacramento, California,
95691
Phone
(916) 617-4567
Website
http://www.cityofwestsacramento.org
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