Parole Case Analyst I, II, and III

Transcription

1 Parole Case Analyst I, II, and III The Department of Public Safety and the Office of State Human Resources conducted a study of the Parole Case Analyst positions in the Parole Commission in the North Carolina Department of Public Safety. Based on the growth of the number of positions and significant changes that have occurred within the Parole Commission related to the Justice Reinvestment Act of December, 2011, all offenders now receive at least nine months of post-release supervision. All of these cases are reviewed within the Parole Commission by Parole Case Analysts who ensure that the cases are eligible for post-release supervision or parole based upon the nature of the crime and date of offense. The new classifications are recommended to recognize the organizational structure in the Parole Commission and to recognize the higher level duties of the analysts. Once the study is implemented, the current classifications will no longer be used and will be abolished at a later date. The recommended effective date for these actions is February 1, Staff has reviewed the information and recommends approval of this request. CURRENT SCHEMATIC JOB CODE CLASSIFICATION Parole Case Analyst Parole Case Analyst Lead SALARY GRADE/ RANGE 68 $35,761 - $57,006 70T $38,632- $62,372 PROPOSED SCHEMATIC JOB CODE CLASSIFICATION SALARY GRADE/ RANGE Parole Case Analyst I 70 $38,632-$62,372 NUMBER OF POSITIONS EFFECTIVE DATE 5 2/1/2014 Parole Case Analyst II 72 $41,667- $68, /1/2014 Parole Case Analyst III 73 $43,347 - $71, /1/2014 Cost Figures: Mandatory: $46,124 Permissive: $83,727

2 NC OSHR 02/14 PAROLE CASE ANALYST I DESCRIPTION OF WORK This is professional level analyst work within the Parole Commission. The work typically involves analysis of post release supervision, misdemeanor and felony parole cases, and occasionally will work with mixed law cases. Work may involve DWI offenses. Work involves compiling information on inmates and making recommendations to the Parole Commission on the feasibility of granting parole or setting the conditions of post-release supervision. Employees are responsible for creating recommendations to the Parole Commission by utilizing a variety of reports and databases such as: crime version, socioeconomic data, criminal history, drug and alcohol history, medical and psychological reports from Prisons, court records from Administrative Office of the Courts, information and reports from Community Supervision staff, records and reports from the Department of Motor Vehicles, other criminal databases such as Criminal Justice Law Enforcement Automated Data Services (CJLEADS), and the NC General Statutes. Employees are responsible for reviewing all pertinent data related to each case file and making their recommendation to the Parole Commission based upon public safety risk, nature and circumstance of the offense, behavior of the inmate while incarcerated, and consistent application of appropriate sentencing laws that were in affect when the offense was committed. Employees routinely answer letters and phone calls from offenders and their family members, victims and their family members, as well as attorneys and other interested parties. Employees may coordinate releases to other states when offenders are released as well as to other federal jurisdictions such as Immigration, depending upon the conditions of the release, and to other pending charges. Employees present their case recommendations and analysis to the Parole Commission, and make recommendations for the conditions of release. EXAMPLES OF DUTIES PERFORMED Employees are responsible for reviewing all pertinent data in case files when establishing parole and post-release supervision eligibility and conditions of release. Employees consult with Probation/Parole Officers to conduct investigations into release and home plans to include home visits. Employees may request psychological evaluations, and mental health aftercare information of offenders, if necessary. Employees analyze various variables including: the crime itself and prior criminal record, psychological, medical, psychiatric data, prison conduct, and information received from Probation/Parole Officers, which includes socioeconomic education background, work history, employment plans, housing plans, and family, law enforcement, and community reactions; and concerns of convicting/sentencing judges, and the prosecuting District Attorney. Emphasis of the depth of analysis or factors used in the evaluation process varies with the type of crime involved, the psychological evaluation obtained, or the type of case, such as: parole, post supervised release, early medical, and early deportation release.

3 NC TBD OSHR 02/14 Work requires a considerable knowledge of policies and procedures of the Parole Commission, considerable knowledge of parole and post release supervision legalities and computation of eligibility dates, and knowledge of both the prison and probation/parole systems. Employees require working knowledge of psychological and sociological aspects of offenders, and an understanding and knowledge of community resources for offenders. Employee errors could result in inmate s continued incarceration, or the inappropriate release of an inmate having the potential to result in a public safety threat. Employees explain their rationale for recommending or denying parole to inmates, inmates families, judges, victims and their families, and other interested parties. RECRUITMENT STANDARDS Knowledge, Skills, and Abilities Considerable knowledge of the methods, objectives, and problems of parole and post release work. Considerable knowledge of sentencing laws to include all applicable rules and regulations. General knowledge of social agencies and other community resources concerned with the rehabilitation of offenders. General knowledge of the habits, attitudes, and psychology of offenders with criminal tendencies. Ability to analyze facts and opinions in cases involving the social adjustment of criminal offenders. Ability to perform analytical work in determining the advisability of granting paroles and post release supervision conditions, that are most suitable for the achievement of the social rehabilitation of offenders. Ability to prepare reports concerning information obtained and actions recommended. Ability to express oneself clearly in oral and written form. Minimum Education and Experience Requirements Graduation from a four-year college or university and three years of related experience such as probation and parole or criminal justice experience that has included involvement in interpreting sentencing laws and statutes; or an equivalent combination of education and experience.

4 NC OSHR 02/14 PAROLE CASE ANALYST II DESCRIPTION OF WORK This is advanced level analyst work within the Parole Commission. The work often involves multiple sentencing laws, with differing guidelines and regulations. The work requires a more in-depth understanding of the multiple sentencing laws and greater familiarity with how different sentencing laws impact each other in making recommendations for parole and post release supervision. Work involves compiling information on inmates and making recommendations to the Parole Commission on the feasibility of granting parole or setting the conditions of post-release supervision. Employees are responsible for creating recommendations to the Parole Commission by utilizing a variety of reports and databases such as: crime version, socioeconomic data, criminal history, drug and alcohol history, medical and psychological reports from Prisons, court records from Administrative Office of the Courts, information and reports from Community Supervision staff, records and reports from the Division of Motor Vehicles, other criminal databases such as Criminal Justice Law Enforcement Automated Data Services (CJLEADS), and the NC General Statutes. Employees are responsible for reviewing all pertinent data related to each case file and making their recommendation to the Parole Commission based upon public safety risk, nature and circumstance of the offense, behavior of the inmate while incarcerated, and consistent application of appropriate sentencing laws that were in affect when the offense was committed. Employees routinely answer letters and phone calls from offenders and their family members, victims and their family members, as well as attorneys and other interested parties. Employees may coordinate releases to other states when offenders are released as well as to other federal jurisdictions such as Immigration, depending upon the conditions of the release, and to other pending charges. Employees present their cases analysis and recommendations to the Parole Commission, and make recommendations for the conditions of release. EXAMPLES OF DUTIES PERFORMED Employees offer advice and consultation to lower level Parole Case Analysts and typically are assigned the more complex cases for review. Employees typically do not supervise, but serve as mentors and advisors to less experienced Parole Case Analysts I s. Employees may act in place of the supervisor. Employees are responsible for reviewing all pertinent data in case files when establishing parole and post-release supervision eligibility and conditions of release. Employees consult with Probation/Parole Officers to conduct investigations into release and home plans to include home visits. Employees may request psychological evaluations and mental health aftercare information of offenders if necessary. Employees analyze various variables including: the crime itself and prior criminal record, psychological, medical, psychiatric data, and prison conduct, information received from Probation/Parole Officers, which includes socioeconomic education background, work history,

5 NC TBD OSHR 02/14 employment plans, housing plans, and family, law enforcement, and community reactions; and concerns of convicting/sentencing judges, and the prosecuting District Attorney. Emphasis of the depth of analysis or factors used in analysis varies with the type of crime involved, the psychological evaluation obtained, or the type of case, such as: parole, post release supervision, early medical, or early deportation release. Work requires considerable knowledge of policies and procedures of the Parole Commission. In-depth knowledge of parole and post-release supervision legalities and computation of eligibility dates, and knowledge of both the prison and probation/parole systems. Employees require knowledge of psychological and sociological aspects of offenders, and an understanding and knowledge of community resources for offenders. Employee errors could result in inmate s continued incarceration or inappropriate release of an inmate having the potential to result in a public safety threat. Employees explain their rationale for recommending or denying parole to inmates, inmates families, judges, victims and their families, and other interested parties. RECRUITMENT STANDARDS Knowledge, Skills, and Abilities Considerable knowledge of the methods, objectives, and problems of parole and post release work. Considerable knowledge of sentencing laws to include all applicable rules and regulations. Ability to utilize multiple data sources such as: databases, reference materials, and case files to make appropriate decisions that are compliant with sentencing laws and regulations. Considerable knowledge of social agencies and other community resources concerned with the rehabilitation of offenders. Knowledge and understanding of the habits, attitudes, and psychology of offenders with criminal tendencies. Ability to analyze facts and opinions in cases involving the social adjustment of criminal offenders. Ability to perform analytical work in determining the advisability of granting paroles and post release supervision conditions, that are suitable for the achievement of the social rehabilitation of offenders. Ability to provide advanced level expertise to less seasoned Parole Case Analysts. Ability to prepare reports concerning information obtained and actions recommended. Ability to express oneself clearly in oral and written form. Minimum Education and Experience Requirements Graduation from a four-year college or university and five years of related experience such as probation and parole or criminal justice experience that has included involvement in interpreting sentencing laws and statutes; or an equivalent combination of education and experience.

6 NC OSHR 02/14 PAROLE CASE ANALYST III DESCRIPTION OF WORK Position is the supervisor over a staff of Parole Case Analyst I s and II s within the Parole Commission. Position is responsible for supervising, training, and mentoring staff. Position is involved with hiring decisions, approval of time requests, disciplinary actions, and performance appraisals. Position is responsible for distribution of workload among staff, and reviewing work assignments to ensure compliance with policies and procedures. The position is assigned a reduced caseload of more specialized or complex cases such as life cases, and early medical release cases. The work requires a complete understanding of multiple sentencing laws, to include an understanding of the interrelationships between different sentencing laws and how they affect parole and post-release supervision eligibility. Position must be thoroughly adept at compiling information on inmates to include utilization of a variety of reports and databases such as: crime version, socioeconomic data, criminal history, drug and alcohol history, medical and psychological reports from Prisons, court records from the Administrative Office of the Courts. Position will utilize information and reports from Community Supervision staff, records and reports from the Division of Motor Vehicles, and other criminal databases such as Criminal Justice Law Enforcement Automated Data Services (CJLEADS), and the NC General Statutes. Position communicates with inmates family members, victims and their family members, attorneys, and other interested parties, who may be irate or upset. Position is responsible for training staff on case management within the Parole Commission. Position is responsible for staff having a thorough understanding of all law and statute changes that impact sentencing decisions. Position serves as a representative of the Parole Commission for departmental work groups and meetings and may represent the Parole Commission in legal matters. Position is the approving authority for the Department of Public Safety for Interstate Compact parole and post release supervision cases seeking transfer out of state. Position will implement organizational or procedural changes as needed to increase effectiveness within the Parole Commission. EXAMPLES OF DUTIES PERFORMED Employees train and mentor staff on all facets of Parole Case Analyst work. Employees are responsible for distributing work among staff, and making any needed procedural changes to assist staff in performing their work. Employees may act in the place of the manager. Employees are responsible for reviewing all pertinent data in case files when establishing parole and post release supervision eligibility and conditions of release. Employees consult with Probation/Parole Officers to conduct investigations into release and home plans to include home visits. Employees may request psychological evaluations and mental health aftercare information of offenders if necessary. Employees may serve as a representative for the Parole Commission on Departmental work groups. Employees analyze various variables in cases including: the crime that occurred, NC TBD

7 OSHR 02/14 prior criminal record, psychological, medical, psychiatric data, prison conduct, information received from Probation/Parole Officers, including socioeconomic education background, work history, employment plans, housing plans, and family, law enforcement and community reactions; and concerns of convicting/sentencing judges and the sentencing District Attorney. Emphasis of the depth of analysis or factors used in analysis varies with the type of crime involved, the psychological evaluation obtained, or the type of case such as: parole, post release supervision, early medical, or early deportation release. Work requires a complete knowledge of: all policies and procedures within the Parole Commission, knowledge of parole and post release supervision legalities, computation of eligibility dates, and significant knowledge of both the prison and probation/parole system. Employees require considerable knowledge of psychological and sociological aspects of offenders, and an understanding and knowledge of available community resources for offenders. Employees explain their rationale for recommending or denying parole to inmates, inmates families, judges, victims and their families, judges and other interested parties. RECRUITMENT STANDARDS Knowledge, Skills, and Abilities Thorough knowledge of the methods, objectives, and problems of parole and post release work. Thorough knowledge of sentencing laws to include all applicable rules and regulations. Ability to utilize and train others on multiple data sources such as: databases, reference materials, and case files to make appropriate decisions that are in compliance with sentencing laws and regulations. Ability to supervise, train, and mentor staff. Ability to motivate staff to achieve valid sound recommendations for the Parole Commission. Thorough knowledge of social agencies and other community resources concerned with the rehabilitation of offenders. Knowledge and understanding of the habits, attitudes, and psychology of offenders with criminal tendencies. Ability to analyze facts and opinions in cases involving the social adjustment of criminal offenders. Ability to perform advanced analytical work in determining the advisability of granting parolees and post release supervision conditions, which are suitable for the achievement of the social rehabilitation of offenders. Ability to provide advanced level expertise, training, and coaching to lower level Parole Case Analysts. Ability to prepare reports concerning information obtained and actions recommended. Ability to express oneself clearly in oral and written form. Minimum Education and Experience Requirements Graduation from a four-year college or university and six years of related experience such as probation and parole or criminal justice experience that has included involvement in interpreting sentencing laws and statutes; or an equivalent combination of education and experience.

8 CLASSIFICATION AND PAY ACTIONS Public Safety Job Family New Classifications The following recommendation establishes two new classifications for the Public Safety Job Family in the Career-banding system. The Pay Range Minimum and Maximum and Market Rates for each new classification are being established based on labor market data and relationships to existing classifications. Employees are evaluated on competencies that determine their placement and position within the appropriate class. Salaries are administered based on the market rates designated for each level. Approval of these two new classifications will require that positions performing these roles be identified and reclassified into the new classifications. OSP staff will oversee the identification of the positions performing these roles and monitor the use of these classes. Following is the proposed listing of classes to be established: PROPOSED Beacon Code Classification Title MIN CRR JMR ARR MAX Effective Date Public Safety Manager $ 47,629 $ 54,663 $ 61,223 $ 72,243 $ 89,251 1/1/2014 Public Safety Telecommunicator Supervisor $ 31,000 $ 36,688 $ 45,126 $ 57,761 $ 70,000 1/1/2014 Cost Figures Mandatory -0- Permissive -0- (Costs are not determined since agency implementation is based on compensation philosophy and internal alignment)

9 PUBLIC SAFETY MANAGER NC OSHR 02/01/14 GENERAL DESCRIPTION OF WORK Positions in this banded class direct public safety operations for a University campus or State agency. Employees are responsible for the administration of law enforcement divisions and/or law enforcement auxiliary service units such as patrol, criminal investigation, K-9 units, telecommunication, accreditation, and crime prevention education/outreach. Duties include but are not limited to developing policy and procedures, planning and organizing operations, managing budget development and related resource allocation, and maintaining appropriate relationships with local and State law enforcement agencies and the media. Typically reports directly to the Chief of Police. Work performed in this career band differs from the Public Safety Supervisor since it involves oversight of multiple units, and a higher level of authority. At the Journey or Advanced level may serve as backup to the Deputy or Chief depending upon the organizational structure. CONTRIBUTING Functional Competency Examples of Work Competencies Technical Knowledge Ensures proper investigation of non-standard traffic accidents, thefts, vandalism and related incidents escalated by subordinate Public Safety Supervisors Coordinates inspections of all facilities, ensuring completion of inspections by public safety staff and compliance with applicable codes and regulations. Interprets new laws, ordinances, rules, and policies for staff. Monitors threat assessment, administrative, and major criminal investigations for compliance with legal procedures, and organization policies. Ensures appropriate response to critical incidents, to include compliance with the organization s policies and procedures. Knowledge of a variety of law enforcement and administrative units and functions. Knowledge of applicable state and federal laws as well as the policies and procedures that govern the University or Agency, and regulations related to Workplace Violence and Safety. Knowledge of Police Department Departmental Operating Instructions, the Commission on the Accreditation of Law Enforcement Agencies (CALEA), and International Association of Campus Law Enforcement Agencies (IACLEA), and Hate Crime Identification. Strategic Planning and Organizing Operations Policy and Program Development Develops and implements plans for security coverage at special events, health and safety programs, and conduct seminars for University staff and students. Provides input to planning of crisis communications, emergency response drills, and emergency preparedness plans, and organization-wide education initiatives. Develops plans to incorporate emerging trends or new regulations into units business practices. Responds promptly and effectively to deploy resources in emergency situations of limited or well-defined scope as directed by the Chief or Deputy Chief or superior official Reviews and edits Standard Operation Procedures to ensure compliance with best practices in law enforcement, state and federal legislation, CALEA and IACLEA standards, and respective university or agency expectations. Establishes operational procedures for multiple units of moderate complexity, in consultation with the Chief or Deputy Chief of Police. Knowledge of community policing strategies and the ability to implement and apply community oriented strategies based on the patterns of criminal incidents identified Ability to analyze and assess existing programs, policies, and operational needs, to identify areas for improvement and provide recommendations to the Chief or Deputy Chief. Ability to analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations which align with division and strategic goals Ability to research, analyze, and propose new service Page 1 of 6

10 PUBLIC SAFETY MANAGER Identifies training needs, and implement programs to educate the employee population regarding new laws, crime prevention, self-defense, etc. Business & HR Administration Monitors staffing and resources needed and coordinate with the Deputy or Chief to secure funding for additional resources. Establishes and monitors performance standards, priorities, and expectations for safety/security units. Develops and implements comprehensive training programs and staff meetings to maintain high standards of performance. NC OSHR 02/01/14 delivery methods, models, and techniques. Ability to assess staffing level and resource needs of the units and plan budget and resources accordingly. Knowledge of Office of State Human Resources policies, university or agency procedures, and ability to apply policies to context of Police Operations. Knowledge of Federal and State requirements pertaining to Equal Opportunity and Fair and Equitable Practices. Knowledge of disciplinary action process, including appeals and grievances. Ability to consistently and fairly work with Employee Relations and other Command Staff members to ensure proper and appropriate disciplinary procedures. Communication and Public Relations Communicates with safety/security personnel regularly to plan and coordinates activities, assign and monitor work, and resolve problems. Issues crime and emergency alerts as appropriate; serves as responsible authority for multiple units in emergency response situations. Serves as a liaison to local, state, and federal law enforcement and government agencies to address matters of mutual concern. Ability to communicate effectively with supervisors and staff through interpersonal interactions and written documentation. Ability to develop and maintain effective relationships with local and State law enforcement agencies and the media. Ability to clearly communicate unit goals and expectations to subordinate roles. Ability to establish collaborative relationships with campus or agency units external to law enforcement in order carry out outreach or planning efforts. Organizational Awareness Develops and implements comprehensive training programs and staff meetings to maintain high standards of performance. Identifies trends in crime statistics in the organization and the surrounding area. Identifies trends in organizational compliance matters. Oversees the preparation and submission of statistical and narrative reports in accordance with legal requirements. Responsible for the maintenance and retention of safety records and reports in accordance with legal requirements and policies. Knowledge of emerging issues and ability to develop strategies to address them. Knowledge of overall organizational structure, demographic populations, facility/building locations, and surrounding infrastructure. JOURNEY Functional Competency Examples of Work Competencies Technical Knowledge Manages multiple complex units comprised of uniformed and sworn personnel Thorough knowledge of a variety of law enforcement and Page 2 of 6

11 PUBLIC SAFETY MANAGER responding to calls for service, providing traffic enforcement action, serving in a special investigation unit, and/or functioning as a telecommunicator, for example. Ensures that all officers act in accordance with case law and remain abreast of changes in NC General Statue in the performance of their duties. Audits all Use of Force reports and Pursuit Reports completed by patrol unit to analyze for trends, accuracy, quality control, and compliance. Serves as the Field Commander for Police Incidents in accordance with the Incident Command System and will coordinate officer response at Special Events (e.g.: University Football Games). NC OSHR 02/01/14 administrative units and functions. Thorough knowledge of applicable state and federal laws as well as the policies and procedures that govern the University or Agency, and regulations related to Workplace Violence and Safety. Complete knowledge of Police Department Departmental Operating Instructions, the Commission on the Accreditation of Law Enforcement Agencies (CALEA), and International Association of Campus Law Enforcement Agencies (IACLEA), and Hate Crime Identification. Strategic Planning and Organizing Operations Develops Divisional annual goals and objectives for Patrol Division, Investigative Division, Support Services divisions (e.g.: telecommunication, crime prevention, accreditation) Establishes dignitary protection details for high profile political figures, Guest Speakers, and VIPs Maintains the Police Department s business continuity plan/ emergency response plan, and serves as the Police Department s Emergency Management Coordinator Knowledge of Community Policing Strategies and the ability to implement and apply Community Oriented Strategies based on the patterns of criminal incidents identified Ability to analyze and assess existing programs, policies, and operational needs, to identify areas for improvement and make adjustments as appropriate. This includes staff, resources, training needs, etc. Ability to respond with sound presence of mind to act calmly and quickly, and deploy resources in emergency situations with delegated authority from the Chief or Deputy Chief Ability to plan and implement emergency response plans and drills Policy and Program Development Reviews and edits Standard Operation Procedures to ensure compliance with best practices in law enforcement, state and federal legislation, CALEA and IACLEA standards, and respective university or agency expectations. Independently establishes operational procedures for multiple units, or in consultation with the Chief of Police. Identifies training needs, and implement programs to educate the employee population regarding identified safety and crime prevention topics/trends. In a university setting, this includes student body training programs as well. Ability to analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations which align with division and strategic goals Business & HR Administration Manages personnel with consideration for necessary staffing levels as well as budgetary constraints Full knowledge of Office of State Human Resources policies, university or agency procedures, and ability to apply policies to context of Police Operations. Page 3 of 6

12 Communication and Public Relations PUBLIC SAFETY MANAGER Ensures that police equipment including weapons, radars, and vehicles are properly maintained by the unit responsible. Ensure that any associated replacement costs are financially feasible and in accordance with procurement requirements Evaluates Investigative databases and purchases contracts for appropriate services that are needed for follow-up investigations Makes recommendations to the Chief for projected expenditures for field operations or other expenses. Serves as a liaison to local, state, and federal law enforcement and government agencies to address matters of mutual concern. Coordinates with agency or university communications team to prepare statements to the media regarding newsworthy incidents NC OSHR 02/01/14 Knowledge of Federal and State requirements pertaining to Equal Opportunity and Fair and Equitable Practices. Full knowledge of disciplinary action process, including appeals and grievances. Ability to consistently and fairly work with Employee Relations and other Command Staff members to ensure proper and appropriate disciplinary procedures. Ensure that law enforcement staff training is documented in compliance with NC Criminal Justice Training & Standards Ability to research and prepare written analysis of comprehensive issues and prepare and conduct presentations. Ability to communicate effectively with multiple audiences of various levels Ability to disseminate, interpret, and explain policy and procedures. Organizational Awareness Communicates with supervisors regularly to plan and coordinate activity across units, assign and monitor work, and resolve escalated problems. Issues crime and emergency alerts as appropriate; serve as responsible authority for multiple units in emergency response situations Ability to recognize emerging issues, develop strategies, and execute action plan to address those issues. Thorough knowledge of overall organizational structure, demographic populations, facility/building locations, and surrounding infrastructure. Knowledge of key university or agency officials and ability to maintain collaborative relationships with those individuals ADVANCED Functional Competency Examples of Work Competencies Technical Knowledge Responsible for the successful operations of several units comprised of a combination functions such as patrol, auxiliary services, telecommunications, investigations, operations, accreditation, special events, and/or education. Implements strategic initiatives as directed by the Deputy Chief or Chief, and establish quality control standards, metrics, and best practices. Ensures that all units function in accordance with applicable state and federal laws, and are compliant with industry standards. Comprehensive knowledge of a variety of law enforcement and administrative units and functions. Ability to interpret changing legislation and assess impact to the agency or university setting, and establish new internal procedures as needed. Comprehensive knowledge of applicable state and federal laws as well as the policies and procedures that govern the University or Agency, and regulations related to Page 4 of 6

13 PUBLIC SAFETY MANAGER NC OSHR 02/01/14 Strategic Planning and Organizing Operations Policy and Program Development Develops divisional annual goals and objectives for a combination of Patrol, Investigative, and Support Services divisions (e.g.: telecommunication, crime prevention, accreditation) Enforces the Police Department s business continuity plan/ emergency response plan, and serves as the Police Department s Emergency Management Coordinator. Offer recommendations for process improvement to the Chief or Deputy Chief. Assesses current and forecast future staff, budgetary, and training needs, and plan for the procurement of resources, based on industry trends and requirements and project growth of university or agency populations. Establishes Standard Operation Procedures to ensure compliance with best practices in law enforcement, state and federal legislation, CALEA and IACLEA standards, and respective university or agency expectations. Independently establishes operational procedures for multiple complex units with a variety of needs. Determine unit strengths, weaknesses, opportunities, and threats. Workplace Violence and Safety. Complete knowledge of Police Department Departmental Operating Instructions, the Commission on the Accreditation of Law Enforcement Agencies (CALEA), and International Association of Campus Law Enforcement Agencies (IACLEA), and Hate Crime Identification. Ability to analyze and assess trends in the surrounding community and direct operations accordingly. Ability to link existing programs, policies, and operations to the university- or agency-wide strategic initiatives. Ability to respond promptly and effectively to deploy resources in emergency situations with delegated authority from the Chief or Deputy Chief. Ability to analyze problems, assess internal efficiency/effectiveness, implement solutions and recommendations which align with division and strategic goals, and evaluate the effectiveness of organizational or procedural changes. Ability to research, analyze, and propose new service delivery methods, models, and techniques. Business & HR Administration Provides personnel administration for units with various employee classifications at multiple levels throughout the organization. Links personnel administration to strategic planning with consideration for necessary staffing levels as well as budgetary constraints. Assesses resources of the units, ensure compliance with professional standards and best practices, and plan for future needs. This may include weapons, radars, vehicles, IT infrastructure, K-9 and/or mounted patrol resources, etc. Ensures that any associated replacement costs are financially feasible and in accordance with procurement requirements, with signature and purchase authority. Evaluates purchases contracts and negotiates service or purchase rates either independently, or with delegated authority from the Chief or Deputy Chief. Comprehensive knowledge of Office of State Human Resources policies, university or agency policies and procedures, as well as Federal laws governing the workplace, with the ability to apply policies to context of Police Operations. Knowledge of Federal and State requirements pertaining to Equal Opportunity and Fair and Equitable Practices. Exercise judgment in administering the disciplinary action process, including appeals and grievances. Ability to consistently and fairly work with Employee Relations and other Command Staff members to ensure proper and appropriate disciplinary procedures. Full knowledge of the agency or university business Page 5 of 6

14 PUBLIC SAFETY MANAGER Makes recommendations to the Chief for projected expenditures for field operations or other expenses. May compose Request for Proposals, produce annual security reports, perform workload analysis, manage/negotiate service contracts for software and equipment May compose Request for Proposals, produce annual security reports, perform workload analysis, cost/benefit analysis Independently makes decisions demonstrating consideration for the mitigation of liability to the agency or university NC OSHR 02/01/14 procedures including purchasing, conflicts of interest, security protocols, Federal Cleary Act reporting requirements. Communication and Public Relations Serve as a liaison to local, state, and federal law enforcement and government agencies to address matters of mutual concern, spanning multiple jurisdictions. May represent the university or agency on joint committees or task forces. Partners with agency or university central communications team to prepare statements to the media regarding newsworthy incidents, or to publicize various law enforcement campaigns and initiatives. May have authority to speak on behalf of the law enforcement department as delegated from the Chief or Deputy Chief, or in the absence of superior officials. Ensure effective management of high profile matters to mitigate damages to the agency or university reputation Ability to research and prepare written analysis of comprehensive issues and prepare and conduct presentations for a variety of audiences to achieve the intended goal (e.g.: educate, persuade, negotiate) Ability to communicate effectively with multiple audiences of various levels both within the department and across the university or agency. Ability to build collaborative partnerships internally and externally. Ability to disseminate, interpret, and explain policy and procedures. Organizational Awareness Communicates with Public Safety Supervisors regularly to plan and implement cross functional procedures, and resolve escalated complex problems. Serves as responsible authority for multiple complex units in emergency response situations and direct subordinate positions in the execution of action plans. Ability to recognize and analyze emerging issues, develop strategies proactively, and implement necessary changes to address those issues. Comprehensive knowledge of overall organizational structure, demographic populations, facility/building locations, and surrounding infrastructure. Ability to assess opportunities for future partnerships with key university or agency officials, and advance existing relationships MINIMUM EDUCATION AND EXPERIENCE REQUIREMENTS Bachelor s degree and two years of progressive supervisory/managerial public safety experience; or equivalent combination of training and experience. Additional Education and Experience will be necessary for progressive steps (Journey and Advanced). Certification as a Law Enforcement Officer in accordance with the provisions of the North Carolina Criminal Justice Training and Standards Commission or the ability to achieve certification within one year of employment. All degrees must be received from appropriately accredited institutions. This is a generalized representation of positions in this class and is not intended to identify essential work functions per ADA. Examples of competencies are primarily those of the majority of positions in this class, but may not be applicable to all positions. Page 6 of 6

15 Public Safety Telecommunicator Supervisor NC OSHR 02/01/14 GENERAL DESCRIPTION OF WORK The Public Safety Telecommunicator Supervisor manages the activities of the Emergency Communications Center, including the supervision of Public Safety Telecommunicators. Supervision of the work in the ECC involves receiving emergent, non-emergent, and administrative calls, monitoring alarms, obtaining and relaying information, prioritizing calls/alarms and coordinating response procedures, dispatching appropriate public safety personnel, maintaining public safety communications logs and database, initiating emergency notification processes and systems, and the use of law enforcement and organizational systems and databases to aid public safety response efforts. This position participates in the planning and evaluation of the Center's operations, coordinates activities with other departments, divisions, and external agencies; assists in the development of policies and procedures affecting operations of the Emergency Communications Center, and provides for direct supervision, including performance reviews and general disciplinary actions of assigned Public Safety Telecommunicator Operators. As a working supervisor, this employee will also be responsible for performing all of the duties of a Public Safety Telecommunicator on an as needed basis. Positions provide supervision and oversight to the Emergency Communications Center (ECC). This is advanced work of considerable difficulty in supervising and directing Telecommunicators in day-to-day operations of the Emergency Communications Center. The Emergency Communications Center (ECC) is a complex fastpaced environment that requires exceptional multi-tasking skills. CONTRIBUTING Functional Competency Examples of Work Competencies TECHNICAL KNOWLEDGE Operates all equipment efficiently and responds appropriately. Disseminates information quickly and monitors multiple systems simultaneously. Recognizes system malfunctions and assists management in the correction of problems. Skilled in using a variety of communication and security equipment, to include radios, switchboards/phones, fire alarms, cameras, security/ surveillance systems, and computers. Requires considerable understanding of the concepts, practices, and theories of systems in the emergency communications center. PROBLEM SOLVING/DECISION MAKING/ CRISIS MANAGEMENT Analyzes problems as they arise and adopts effective courses of action. Serves as a resource to others to assess situations, identify problems and determine appropriate coordination. Discerns potential impacts that threaten the organization and takes the appropriate steps to minimize risk. Ability to discern and interpret incoming situations and make decisions on the information. COMMUNICATION ORAL/WRITTEN Receives and interprets in-coming citizen complaints, inquiries, and reports of emergency and non-emergency situations; logs; coordinates, disseminates, and maintains records of messages; may initiate reports of incidents, originates and disseminates information regarding crisis situations to the community including mass , text messaging, posting information on web pages. 2/3/2014 Page 1 of 4 Ability to communicate effectively when responding to calls or presenting information to the public, campus community or other public safety agencies.

16 Public Safety Telecommunicator Supervisor SUPERVISON Communicates expectations and provides clear direction to meet goals and objectives for subordinate telecommunicators Maintains work schedules to ensure coverage, reliability and management of the control center. NC OSHR 02/01/14 Ability to delegate and assign tasks, establish schedules and assist staff as needed. Ability to manage and monitor effective communication and professionalism in all situations. DATA/INFORMATION/RECORDS ADMINISTRATION JOURNEY Ensures dissemination of information and integrity of the data in the records management system. Works with the Director to review all records and reports filed in these systems to ensure accuracy and completeness of the information. Considerable Knowledge of established formats for logs and data systems. Ability to explain and interpret data and systems to train telecommunicators. Functional Competency Examples of Work Competencies TECHNICAL KNOWLEDGE Ensures the operational readiness of telecommunication equipment and has the ability to troubleshoot and make adjustments when needed. Keeps management abreast of any malfunctioning equipment or makes recommendations to maintain effective operation of the unit. Ability to respond in all situations. Thorough understanding of emergency response policies and procedures used to support the campus community and the public. PROBLEM SOLVING/DECISION MAKING/ CRISIS MANAGEMENT COMMUNICATION ORAL/WRITTEN Alerts management and recommends responses to situations based on interpretation of local, state and federal program regulations and standards. Ensures program policies, procedures, rules and regulations are interpreted correctly by others and communicated appropriately. Must review and approve written reports of moderate complexity to ensure accuracy and professionalism. Ability to analyze moderately complex situations and recommend appropriate solutions and options. Ability to analyze unique situations and formulate a response based on policies and procedures to minimize risk. Ability to clearly and concisely communicate information internally and externally. Ability to interpret policies, procedures, rules and regulations internal to the organization verbally and in writing. SUPERVISON Engages employees through effective communication. Observes and assesses work and provides feedback as appropriate. Manages resources effectively to provide for employee training and growth. Ability to coach and facilitate the enhancement of employee competencies as appropriate to the needs of the department. Ability to identify and address quality monitoring and performance improvement issues for the unit. DATA/INFORMATION/RECORDS ADMINISTRATION Ensures dissemination of information and integrity of the data in the Considerable Knowledge of established formats for logs 2/3/2014 Page 2 of 4

17 Public Safety Telecommunicator Supervisor records management system. Works with the Director to review all records and reports filed in these systems to ensure accuracy and completeness of the information. NC OSHR 02/01/14 and data systems. Ability to explain and interpret data and systems to train telecommunicators. ADVANCED Functional Competency Examples of Work Competencies TECHNICAL KNOWLEDGE Reviews policies, procedures and technology, ensuring the department remains on the current edge of industry trends and standards relating to public safety dispatching, security technology including alarm monitoring/ programming, CCTV (both analog and IP), emergency phones, and computerized applications. Schedules and prioritizes all system installations and service work. Interfaces with Facilities, University IT and outside contractors to coordinate system requirements, resources and system delivery dates. Displays organizational awareness and ensures compliance with federal, state and local public safety organizations. Analyzes problems and makes referrals to appropriate sources of service. Possesses significant expertise and understanding of all areas of the command center. Ability to respond in all situations. Thorough understanding of emergency response policies and procedures used to support the campus community and the public. PROBLEM SOLVING/DECISION MAKING/ CRISIS MANAGEMENT COMMUNICATION ORAL/WRITTEN Focuses on critical items and prioritizes as necessary. Implements responses to situations based on interpretation of local, state and federal regulations and standards. Ensures implementation of policy and procedural changes. Dispatches and coordinates emergency personnel response based on incident. Ensures that program policies, procedures, rules and regulations are interpreted correctly both internal and external to the organization. Communicated routine and major and/or complex situations and actions both internal and external to the organization. Interprets program policies and procedures, rules and regulations, internal and external to the organization. Ability to manage complex work and crisis situations and overcome challenges as they arise. Ability to anticipate and remain alert to potentially problematic situations and resolve unusual problems. Ability to assess emergency and determine resources required. Ability to serve as a technical resource in developing and initiating emergency notifications to the campus community. Ability to develop and maintain professional working relationships in complex and/or crisis situations in order to achieve successful resolution or outcome. SUPERVISON Seeks resources and opportunities for employee training and growth. Assists with recruitment, counseling and guidance, disciplinary action and performance management. Knowledge of appropriate policies and procedures for recruiting, selecting, developing, counseling, disciplining, and evaluating performance of employees. DATA/INFORMATION/RECORDS Oversees integrity and quality control of all data associated with public Considerable Knowledge of established formats for logs 2/3/2014 Page 3 of 4