Community College Police Captain
Santa Monica College - Santa Monica, CA

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Merged Promotional & Open Competitive

The position in this classification oversees the daily activities of Police Department Personnel to ensure essential police department functions are carried out, manages the Emergency Preparedness program and related functions, and performs high-level administrative work, acting as the first deputy to the Chief of Police. An additional 5% of the listed salary is paid for the varied work assignment. The position also receives a monthly uniform allowance.

NOTE: Generally, new employees start at the first step on the salary schedule. A new permanent classified employee may request a higher salary placement (not to exceed the third step) based on recruitment issues and/or additional training and experience which greatly exceeds the minimum requirements.

Selection Process
The examination plan will consist of a Technical Interview (weighted 100%), possibly preceded by a Training and Experience Evaluation (Pass/Fail). The Training and Experience Evaluation will involve a structured evaluation of experience and training based on information provided in your application, and responses to the supplemental questions. The most qualified candidates will advance to a Technical Interview, which will probably take place during the last two weeks in April. Candidates must be successful on the oral interview with a score of 70.00 or better for their name to appear on the eligibility list.

Santa Monica College reserves the right to modify the stated examination components and weight prior to the administration of any examination. In compliance with the Immigration Reform and Control Act of 1986, Santa Monica College requires that all new employees provide documentation to establish both work authorization and identity.

Examples of Duties:

Supervises, directs, and oversees the daily activities of police department personnel, including patrol, traffic, parking, investigations, dispatch, and other related activities; Oversees the effective deployment of personnel to ensure efficient department operations and fully operational shifts

Liaises with the external and college community, Administrators, City officials, faculty, staff and students to promote a community-oriented policing approach, address campus safety and community issues and concerns and ensure that College and police policies are being followed appropriately

Coordinates emergency preparedness measures; directs and administers the emergency management program and emergency response plan; leads committee efforts directed at emergency preparedness

Responds to the scene of emergencies and major incidents and commands police response operations as necessary while maintaining close contact with the Chief of Police, Emergency Operations (EOC) Manager, or Incident Commander

Assumes the duties of the Chief of Police in order to provide continuous command and supervision in the absence of the Chief of Police

Plans, assigns, coordinates and reviews the work of subordinate personnel; Ensures administrative work is completed and accurate; works with command staff to ensure that follow-up investigations are completed when necessary

Supervises, evaluates, trains, and counsels subordinate personnel

Works with the assigned Peace Officer Standards and Training (P.O.S.T.) manager to ensure training is planned and completed in compliance with P.O.S.T. standards and meets departmental needs and objectives

Conducts and/or oversees internal affairs investigations and other investigations; investigates and adjudicates personnel complaints; recommends discipline for sustained allegations of misconduct

Maintain departmental records; compile data and research; prepare complex statistical and narrative reports and formal written recommendations; make oral presentations to a variety of audiences;

Reviews policies, procedures and operations of the department, conducts audits of operations and personnel, identifies areas of concern and methods to increase efficiency and productivity, and develops and recommends policy changes

In conjunction with the Chief of Police and department staff, performs strategic and work planning activities and develops programs, goals, and objectives to support the mission of the department and District

Assists with preparation of departmental budget, monitors expenditures, prepares and presents budget reports

Oversees the planning and coordination of law enforcement, parking enforcement, and crowd control for special events and incidents

Responds to incidents, calls and events requiring special assistance or oversight; Makes arrests, interviews suspects, conducts investigations, and performs field police work as necessary

Prepares reports and/or presentations for court as required; Appears in court to provide testimony for civil or criminal cases as required

Performs other related duties as requested or assigned

Examples of essential duties are descriptive and not restrictive in nature, and are generally listed in descending order of importance.

Minimum Qualifications:

Education :
Graduation from an accredited four-year college or university, preferably with a major in Administration of Justice, Criminal Justice, Public or Business Administration or closely related field. A Master's Degree in a closely related field is desirable

Experience :
Eight (8) years of experience in a sworn Peace Officer position, including two (2) years of recent experience in a supervisory or management position at the rank of Sergeant or above.

Education/Experience Equivalency :

Licensure and/or Certification :
Possession of a California P.O.S.T. Supervisory Certificate at time of appointment
The ability to obtain a P.O.S.T. Management Certificate within 24 months of appointment
A valid California Class "C" driver's license

Special Requirements :
Must be a United States Citizen, free of any felony convictions or misdemeanor convictions involving domestic violence and meet all other minimum selection standards of a peace officer as specified by P.O.S.T.

Meet the District and P.O.S.T. medical and psychological standards for police officers, including hearing and vision requirements.

Must pass a thorough background investigation, in accordance with P.O.S.T. and District standards.

Supplemental Information:

MERIT SYSTEM: Santa Monica College is a merit system employer committed to the following principles: 1) Hiring and promoting employees on the basis of ability through competitive selection; 2) Fair compensation on the basis of like pay for like work; 3) Retaining employees on the basis of performance 4) Training for high quality performance; 5) Assuring fair treatment of employees without illegal discrimination; 6) protecting employees against political coercion; and 7) Providing for due process in the event of disciplinary action
APPLICATION PROCEDURE: Official application forms and related materials must be fully and correctly completed for each examination. A separate application must be submitted for each position Resumes may be submitted for any position, but will not be accepted in lieu of a District application. The Personnel Commission may obtain confidential employment references from current and previous employers of participants in an examination. If you do not want your current employer contacted, indicate "NO," in the experience entry for your current employer. Within approximately two weeks after the closing date, applicants will be notified regarding the status of their application. Applicants requiring special application, testing, or interview arrangements due to a disability, should notify the Personnel Commission office at the time of application submission. The District does not return materials submitted.
SELECTION PROCEDURE: Examinations may consist of a written or performance test, an evaluation of training and experience, an oral examination or interview, or other tests determined by the Personnel Commission office. Additional credit is added in entry-level examinations to the composite passing score of qualified veterans for war service (5 points) and disabled veterans (10 points) upon presentation of proof of veteran status at the time of application. Requests for reconsideration of questions contained in written examinations must be made in writing on the day the test is administered. Applicants selected for an oral interview will be notified in writing of the time and place of the interview. Interviews are conducted by a Qualification Appraisal Interview Panel. Travel costs related to the examination/interview will be borne by the applicant. Final test results are e-mailed or mailed within approximately 15 days after the examination/interview. Requests to review scores must be made during the five day review period following notification results.
ELIGIBILITY LIST: Candidates who attain a passing score on each part of the examination will be placed in rank order on the Eligibility List. The Eligibility List is available for review by exam candidates for a five-day review period following notification. Unless otherwise indicated, Eligibility Lists are established for a period of one year. Eligible's names will remain on the List until they are hired, decline three interview opportunities, or make themselves unavailable. Unless otherwise stated on the Job Bulletin, when a Promotional and Open-Competitive List is established, the Promotional List will be used first. Final selection will be made from the appropriate Re-employment or Transfer List, if any, and from the top three ranks of Eligibles that are "ready and willing" to accept the vacant position, and who meet any required BFOQ. It is the candidate's responsibility to notify the Personnel Commission office of any e-mail address, street address and/or phone number changes. Eligibles will be certified only for the locations and shifts they indicated on the availability statement completed at the interview. An eligible may change their availability by notifying the Personnel Commission office.
ADDITIONAL REQUIREMENTS: All offers of employment are conditional, based upon successful completion of: 1) Fingerprinting/Conviction Clearance: State law requires that all employees be fingerprinted to check for, or verify, conviction records. All candidates with a conviction record for any offense, other than minor traffic violations, must file a Conviction Record Statement in the Personnel Commission Office. Conviction records will be fully investigated. A record of conviction will not automatically disqualify an applicant, but failure to list all convictions may result in disqualification or dismissal; 2) TB Test: All persons selected must successfully pass a tuberculin skin test or chest x-ray; 3) Eligibility to Work: Upon hire, each new employee must complete an I-9Form and present supporting documents establishing proof of identity and employment eligibility as outlined in the Immigration Reform and Control Act.
PROBATION PERIOD: Management employees become permanent upon successful completion of one year of work.
SALARY AND BENEFITS: Beginning Salary: New employees, hired into permanent positions, start on Step 1, but may request a higher salary placement based upon training and experience that is directly related to their classification and exceed the minimum qualifications. The maximum initial placement is on Step 3 of the salary schedule. Advanced salary placement must be requested at the time of hire and is subject to verification of qualifying training and experience. Vacation and Sick Leave: Management employees receive vacation at the rate of two days per month and sick leave at the rate of one day per month. Longevity increments of 5% are granted at the completion of 5, 10, 15, 20, 25 and 30 years of service. Holidays: Employees receive 16 paid holidays per year. Benefits: Permanent full-time employees receive fully-paid medical, dental, and vision-care coverage. Benefits for permanent part-time employees are prorated according to the number of hours worked per week.
SMCPOA MEMBERSHIP: New permanent Classified Employees are required to either join the Santa Monica College Police Officers Association or pay a service fee as provided for in the CSEA/District contract. New employees requesting a religious exemption are required to pay an equal amount to an approved charitable organization in lieu of a service fee.

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