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Police Recruitment : Job Details

Police Officer (Academy Graduate & Lateral)

Police Force:City of West Sacramento
Location:Sacramento/Metro Area
Salary:$5,554.00 - $6,751.00 Monthly
Close Date: Feb 28, 2014
Salary: $5,554.00 - $6,751.00 Monthly

This is a continuous recruitment. Application packages received by February 28, 2014 will be included in the next phase of testing. This recruitment may close without notice.


The City of West Sacramento is located in California's rich Central Valley at the confluence of the American and Sacramento Rivers in eastern Yolo County. The City of Sacramento lies across the Sacramento River to the east. West Sacramento is a two-hour drive from both San Francisco, and the Lake Tahoe area in the High Sierra. West Sacramento is part of a four-county metropolitan area which includes Yolo County, Sacramento County, and portions of Placer and El Dorado Counties.


West Sacramento has a population of approximately 48,700. Incorporated in January 1987, it encompasses approximately 19 square miles with a projected population of 78,000 by the year 2015. The population is multi-ethnic, representing a range of income levels, and reflects a variety of community interests and viewpoints. West Sacramento is the location of the Port of West Sacramento, an inland seaport connected to the San Francisco Bay by a deep-water channel, and Raley Field, home of the Sacramento River Cats Triple A Baseball Team.


West Sacramento is a general law city, operating under the Council/Manager form of government. Four City Council members are elected at large for four-year terms. The Mayor is elected for a two-year term. Other city departments include Community Development, Fire, Parks & Recreation, Public Works, Administrative Services and the City Manager's Office.


THE POLICE DEPARTMENT

The Police Department, headed by the Chief of Police, is charged with maintaining public order, deterring law violations, protecting life and property, and apprehending criminal offenders. Additionally, the department is organizationally divided into three Divisions: the Administrative Division, Operations Division, and Support Services Division. This organizational structure enables the department to effectively manage a broad spectrum of law enforcement services for the community.


Administrative Division: The Administrative Division includes the Professional Standards Bureau, Community Outreach Section, Facilities/Fleet/Logistics Section, Fiscal Section, and the Special Projects Section.


Operations Division: The patrol shifts handle the majority of calls for service within the city limits. Each shift includes officers with special training, such as canine officer teams, motor officers, traffic investigations, and problem-oriented policing.

Support Services Division: The Support Services Division includes the Records Section and Investigations Bureau. The Investigations Bureau is responsible for developing information leading to the arrest of criminal offenders, preparing prosecutable cases enabling conviction of arrested offenders, recovering stolen property, and locating missing persons.


THE POSITION

The Police Officer performs a variety of law enforcement and crime prevention work, is considered the journey-level classification, and is assigned full police authority. Academy Graduate-Level candidates are those who have completed a POST Basic Academy. Lateral candidates are those individuals with a minimum of one year experience in law enforcement and possess a current, valid California POST Basic certificate (above the Academy level).


Special Conditions: The candidate must accept and meet several special conditions. A full disclosure of the conditions can be obtained from the Human Resources Division. These conditions include, but are not limited to: Freedom from felony convictions, under California Government Code §1029; must be a citizen of the United States or resident alien who is eligible and has applied for citizenship; and must successfully pass a background investigation, medical pre-placement examination, psychological examination, and pre-employment drug screening.


Veteran's Preference: A veteran is defined in accordance with California Government Code 18973. In order to exercise this preference, the veteran must attach a copy of the DD-214 form to his or her application package as proof of military status. Failure to submit the required form by the final filing deadline of the recruitment will be deemed a waiver of veteran's preference. Further details can be obtained in the Human Resources Division.


Ideal Candidate:

The Police Officer performs a variety of law enforcement and crime prevention work, is considered the journey-level classification, and is assigned full police authority. Academy Graduate-Level candidates are those who have completed a POST Basic Academy. Lateral candidates are those individuals with a minimum of one year experience in law enforcement and possess a current, valid California POST Basic certificate (above the Academy level).

Special Conditions: The candidate must accept and meet several special conditions. A full disclosure of the conditions can be obtained from the Human Resources Division. These conditions include, but are not limited to: Freedom from felony convictions, under California Government Code §1029; must be a citizen of the United States or resident alien who is eligible and has applied for citizenship; and must successfully pass a background investigation, medical pre-placement examination, psychological examination, and pre-employment drug screening.

Veteran's Preference: A veteran is defined in accordance with California Government Code 18973. In order to exercise this preference, the veteran must attach a copy of the DD-214 form to his or her application package as proof of military status. Failure to submit the required form by the final filing deadline of the recruitment will be deemed a waiver of veteran's preference. Further details can be obtained in the Human Resources Division.

Application and Examination Process: An official City of West Sacramento application form must be filled out, in its entirety, and must include:

A copy of a POST Academy certificate or letter from a Basic POST Academy indicating current enrollment and the expected graduation date OR POST Basic certificate; and
A resume.

Examination Process (Academy Graduate Level): The examination process will include a written examination (POST Entry Law Enforcement Test Battery), and physical ability examination. The POST Entry Law Enforcement Test Battery may be waived if proof of a passing "T" score of 48.0, taken within the previous twelve months of the final filing date, and is submitted at time of application. "T" scores must be submitted with the application package and will not be accepted at the testing site. Please contact the Human Resources Division for detailed information on the aspects and physical requirements of the physical ability test.

Examination Process (Lateral): Applicants who are deemed Lateral Police Officer candidates will be required to participate in the physical ability examination.


Benefits:

City of West Sacramento
Benefits Summary

WEST SACRAMENTO POLICE OFFICER'S ASSOCIATION (Sworn)
Police Officers & Police Sergeants
TERM OF AGREEMENT: 01/01/2012 - 12/31/2013
Revised 01/01/2013

Agency Shop: Yes
Association Time Bank: All employees contribute 2 ½ hours of vacation time upon ratification of the MOU and 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: A premium pay of 5% will be added for employees possessing and utilizing bilingual skills on duty. The number of individuals to receive this pay, the languages eligible, and the qualification requirements will be determined by the City.
Books & Tuition Police Sergeants Only: The City will provide Police Sergeants up to three thousand ($3,000) per fiscal year for tuition reimbursement for approved job related courses, including books, with the following conditions: The employee must provide verification that he/she has completed the approved coursework with a grade "C" or better or achieved a "pass" grade in a pass/fail course.
Call Back: Paid minimum of 2 hours at 1-1/2 overtime rate.
Deferred Compensation: Voluntary.
Educational Incentive Program: Police Officer: $125 above base pay for 60 semester units OR Intermediate POST; $200 above base pay for 90 semester units OR Advanced POST; OR $300 above base pay for BA/BS degree.
Police Sergeants: $200 above base pay for 90 semester units; OR $300 above base pay for BA/BS degree.
Fitness Incentive: $27.50 per pay period for personnel who meet specified criteria.
FTO Pay: Additional 5% over base pay for every training day. FTO acting as supervisor receives 5% over base pay after working eight (8) consecutive hours in role. Pay is not cumulative.
Holidays: All Association Members will earn ninety-six (96) hours of holiday time per calendar year (the 10 listed holidays in Section 17.1.1 plus 2 floating holidays) to be used as time off (no cash out option) during 2013. 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). All Association members will use holiday time off in 2013 before any other leave time until their holiday time is exhausted. Upon separation, Association Members are not entitled to any payout for unused holiday time (no cash out).
K-9 Pay: Paid at one-and one-half Officer's 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.
Management Leave: None
Medical, Dental and Vision Insurance: All Police Officer Association 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 Delta Dental. Vision plan is Vision Service Plan. The employee must purchase dental and vision and has the option to purchase medical insurance with the remainder of the allotment. If the employee still has money left over after the purchase of medical, vision, and dental insurance plans, the employee can divert the remainder to a city deferred compensation plan or supplemental salary according to the procedures governing cafeteria plans as established by law. The City supplements the unequal, minimum contribution amount so that the total dollar amount available to an employee for medical, dental, and vision is as follows:
01/01/2012: $618 / $982 / $1,340
These cafeteria amounts are tiered based on employee only, employee plus one and employee plus two or more.
Effective January 1, 2013, any increase in insurance premiums will be borne 60% by the City and 40% by the employee with the City's amount capped at a $50 increase for employee only coverage, a $75 cap for employee plus one coverage and $100 cap for employee plus two or more coverage tied to the CalPERS PORAC premium increase.
01/01/2013: $633 / $1,010 / $1,375
Share the Savings: 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 an six hundred dollars ($600) per month effective January 1, 2012 and five hundred dollars ($500) per month effective January 1, 2013. 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.
Medical, Dental, and Vision After Retirement: For current retirees or current employees with 7 or more years of service as of Jan. 1, 2009: the City supplements the unequal, minimum contribution amount up to 100% of medical premiums indexed to the PORAC family rate, not to exceed the level paid to active employees. Dental and vision premiums to be paid by the retiree.
For all other retirees: 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, not to exceed the level paid to active employees.
Off-Duty Court Time: Paid at 1-1/2 overtime rate with paid minimum of 4 hours. Applies to hours that are non-contiguous to the employee's regular duty hours.
Officer In Charge (OIC): Additional 5% over base rate of pay for all regular hours worked.
On-Call/Stand-by: $4.00 per hour. If called out, paid at 1-1/2 overtime rate for paid 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 base 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. CTO not to accrue in excess of 140 hours.
Probationary Period: Twelve to eighteen months at discretion of the Chief of Police.
Retirement: For employees hired on or after 1/1/2013, who are new CalPERS members, the retirement formula will be as provided by the Public Employees' Pension Reform Act of 2013 (PEPRA). 2.7% @ 57; employee pays entire 11.5% of employee contribution. This tier includes 3 year final compensation.
For employees hired on or after 10/08/2011, or who are current CalPERS members, 3% @ 55 plan; employee pays entire 13.325% of employee's contribution. This tier includes 3 year final compensation.
For employees hired before 10/08/2011, CalPERS 3% @ 50 plan; employee pays entire 13.325% of employee's contribution. This tier includes 1 year final compensation.
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.
Safety Equipment: Department issue
Salary Increases: 1/1/12: 2.5% salary increase; 1/1/13: 3% salary increase; 9/1/13: 1% equity adjustment
Sick Leave: 12 days per year. Unlimited accumulation. 50% payoff of hours at retirement, layoff or death and 50% 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.
Uniform Allowance: $850 per year. Additional $100 per year for K-9 and motor officers. Paid once a year during the second pay period in January of each year. Upon hire, an officer receives a $200 uniform allowance advance.
Vacation: 1-5 yrs = 10 days; 6-10 yrs = 15 days; 11-19 yrs = 20 days; 20+ yrs - 25 days. Maximum accumulation to 19 years of service = 336 hours per year; maximum accumulation 20+ years of service = 396 hours per year. Total payoff at separation.

Employees in this group should refer to the City Personnel Rules or Memorandum of Understanding for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment.

ClosingDate:Fri, 28 Feb 2014 5:00 PM PST
Site link:For the full job application please click here.
Job ID:34388

 

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