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Community College Police Dispatcher 20/21
Santa Monica College in Santa Monica, California
 
 
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Date Posted 03/02/2021
Category
Admin-Campus Safety And Police
Salary $24.67 - $29.98 Hourly $4,276.00 - $5,197.00 Monthly $51,312.00 - $62,364.00 Annually -  
Employment Type Full-Time
Application Deadline Open until filled
 
 
 
 
 
Description

Open Competitive Recruitment
 
An Eligibility List is currently being established to fill one vacancy in the SMC Police Department. The position will work 40 hours per week, 12 months per year, and may be assigned to any one of three shifts (Day, Swing, or Graveyard), which may include regular weekend assignments. In addition to the stated salary, there is an additional 5% paid for variable scheduling. This list will also be utilized to fill any vacancies that may occur during the one year life of the Eligibility List, which may include full-time and/or part-time positions.

The Community College Police Dispatcher is an entry-level position. Under supervision, the Community College Police Dispatcher performs a variety of dispatcher and clerical duties, by receiving and prioritizing all emergency and non-emergency telephone calls made to Campus Police and by monitoring alarm signals and security cameras.

Communication for this exam will be via e-mail. You must check your e-mail on a regular basis to be informed of your status for this exam.

Benefits
We value our employees as individuals, and recognize the value of work-life balance, the health of you and your family, and professional development. We offer a variety of benefits and perks to support new members of our team, including:
  • 17 paid holidays*
  • 12 paid vacation days*
  • 12 paid illness days*
  • Fully paid medical, dental, and vision-care coverage (including eligible dependents)
  • Membership in the California Public Employee Retirement System (CALPERS)
  • 5% increase in base pay for every 5 years worked with SMC, up to 35 years of service.
  • Free access to the Employee Assistance Program (EASE).
  • Option to join California School Employees Association (CSEA), Chapter 36
  • Free Big Blue Bus access and monthly incentives for eligible employees through the Sustainable Transportation Incentive Program
*Holidays, vacation, and illness days listed above assume a 12-month schedule. Vacation and illness days are prorated for other work schedules.

Salary Placement
New Employees: 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.


Current Employees: Upon promotion, the new salary for a current, permanent employee is based on Merit Rule 12.2.8. In accordance with this rule, employees are entitled to at least a one-step (5%) salary increase, and may be eligible for advanced step placement in accordance with established criteria.

**Important Note:** In response to an unanticipated budget shortfall resulting from COVID-19, temporary furloughs have been implemented at Santa Monica College. The working hours of this position will be reduced by one (1) working day per month through June 2021 (unless terminated earlier or extended). Please note that the monthly and annual salaries listed on this job bulletin do not reflect these furlough days.

**The salary range shown above does not include longevity increments. Longevity increments of 5% are granted at the completion of 5, 10, 15, 20, 25, 30 and 35 years of service.  

Selection Process 

The selection process for this recruitment includes the following:

Written Exam - POST Entry-Level Dispatcher Selection Test Battery (PELDSTB POST Dispatcher Test) – PASS/FAIL 
- Written Exam, tentatively scheduled for the month of April 2021.  An examination guide is available at post.ca.gov

Qualifications Appraisal Interview – 100% of overall score 
- Date to be determined

Candidates must be successful on each test part to move forward in the process and to be placed on the one year eligibility list.

Candidates will be required to pass an extensive background investigation prior to appointment which includes a final interview, polygraph, psychological evaluation, and a medical examination. Making a false statement or omitting a statement as to any material fact on an application will result in your disqualification.

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.

Santa Monica College reserves the right to modify the stated examination components and weight prior to the administration of any examination.

"The Santa Monica Community College District is committed to the principles of equal employment opportunity. All qualified applicants for employment, as well as District employees, shall have full and equal access to employment opportunity. No person shall be subjected to unlawful discrimination in any program or activity of the District. The District's Board Policy 3120 (Equal Employment Opportunity and Nondiscrimination in Employment) may be accessed at: http://bit.ly/smc-hr-bp3120.


"Santa Monica College encourages candidates that are equity-minded to apply. SMC is a minority-serving, Hispanic-serving institution. We actively seek to attract candidates from minority groups that value equity, diversity, and inclusion. Equity, diversity, and inclusion are built into the culture at SMC, and are an essential component of the work that we do. SMC is committed to racial and socioeconomic diversity as it is a reflection of our student population and we strive to hire candidates that share this commitment."

Equity Statement
Santa Monica College encourages candidates that are equity-minded to apply. SMC is a minority-serving, Hispanic-serving institution. We actively seek to attract candidates from minority groups that value equity, diversity, and inclusion. Equity, diversity, and inclusion are built into the culture at SMC, and are an essential component of the work that we do. SMC is committed to racial and socioeconomic diversity as it is a reflection of our student population and we strive to hire candidates that share this commitment.
   
This position is eligible for Veteran's Preference.  (Attach DD214)

Examples of Duties

Receives, screens, prioritizes and records incoming and outgoing emergency and non-emergency police calls using police telephone and radio communication equipment

Dispatches calls to college police personnel using appropriate police codes, and requests additional assistance as needed from local police or fire agencies. Refers non-law enforcement matters to appropriate college personnel

Uses a computer aided dispatch (CAD) system to input data regarding calls, alarms, and observations to ensure immediate and correct police response and uses a record information management system (RIMS) to input, retrieve and generate reports and other data

Maintains contact with all police officers, parking enforcement officers, police cadets, and employees assigned police radios on assignment; maintains status and location of all field units. Inquires, interprets, verifies, receives, and disseminates information from law enforcement computer networks relating to wanted persons, stolen property, and vehicle registrations, etc. Analyzes situations accurately and takes effective action to help assure officer and public safety

Types a variety of college and police department forms and documents

Files and duplicates a variety of college and police reports and other related forms

Operates and maintains surveillance and alarm systems. Monitors multiple video monitors and various alarm systems. Operates electronic access system, as requested.

Provides information and assistance to callers in a pleasant, calm and sensitive manner

In addition to handling emergency, non-emergency and informational requests for the police department, answers after business hours calls for the campus. Provides general information and assistance to the public and contacts on-call facilities and maintenance management for emergencies.

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 Requirement:
Graduation from high school or equivalent.

Successful completion of 30 units or the equivalent of college level coursework in communications or criminal justice is desirable.

Experience Requirement:

6 months of recent, paid work experience involving heavy public contact and working with computers.

Recent, paid work experience performing radio dispatching and call center duties is desirable.

Licensure and/or Certification:

Successful completion of a P.O.S.T. approved Basic Dispatcher Course during the probationary period.

A P.O.S.T. basic dispatcher certificate must be obtained upon completion of the first 12 months of service in this classification.

Lateral candidates must possess a P.O.S.T basic dispatcher certificate.

Special Requirements:
Must be free of any felony convictions and meet all minimum selection standards of a dispatcher as specified by the California Commission on Peace Officer Standards and Training,

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

Meet the District and P.O.S.T. medical and psychological standards for dispatchers.

Must pass a 12-month probationary period in this position.

The Police Department is a 24/7 operation. Dispatchers may be assigned to days, swing, or graveyard shifts, weekends and holidays in accordance with the terms of their collective bargaining unit agreement.

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 SMC 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 after you complete an authorization form at the Final Selection Interview. 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 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. Eligibile's names will generally 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. It is the candidate's responsibility to notify the Personnel Commission office of any 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 the successful completion of: 1) Fingerprinting/Conviction Clearance: State law requires that all employees be fingerprinted to check for, or verify, conviction records. Costs for fingerprinting will be borne by the applicant. All candidates with a conviction record for any offense, other than minor traffic violations, must file a Conviction Record Statement with their application. 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-9 Form and present supporting documents establishing proof of identity and employment eligibility as outlined in the Immigration Reform and Control Act.

PROBATION PERIOD Permanent Classified Employees, other than management, law enforcement and confidential personnel, become permanent upon successful completion of six months (130 days) of work.

SALARY AND BENEFITS Beginning Salary: Generally, new employees start at step A on the salary schedule. If there is a limited candidate pool, a new permanent Classified Employee may request a higher salary placement based on his/her training and experience that greatly exceeds 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 offer and is subject to verification of qualifying training and experience. Vacation and Sick Leave: Regular non-management employees receive vacation and sick leave at the rate of one day per month each. Vacation is increased after 4, 8 and 12 years of employment to a maximum of 22 days per year. Longevity increments of 5% are granted at the completion of 5, 10, 15, 20, 25 and 30 years of service. Holidays: Employees receive 17 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.

CSEA UNION MEMBERSHIP New permanent Classified Employees have the option to join the California School Employees Association (CSEA), Chapter 36.

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