INTERMITTENT TRAINING OFFICER LAW ENFORCEMENT

Code: 09061 Unknown Unknown

Official job specification

The text below is the official specification published by the New Jersey Civil Service Commission. The plain-language summary and analysis above are derived from it by NJ Civil Service Navigator. Source: the official specification page at NJ CSC.

Definition

Under direction, plans, organizes, coordinates and implements comprehensive law enforcement and staff development programs; performs other related duties as required.

Examples of work

Plans, coordinates and implements law enforcement programs and activities. Oversees the provision of training to law enforcement officials on a variety of law enforcement topics. Prepares teaching and study programs. Prepares and implements periodic examinations or programs designed to measure participants' knowledge in specific fields; determines results of such examinations and maintains records of results and findings. Evaluates existing conditions and needs of law enforcement agencies to identify the areas that need to be supplemented by a training program. Serves as a liaison with local, state and federal agencies on training activities. Keeps abstracts of the latest developments in the law enforcement area concerning technical and legal advances. Provides technical assistance to participants and agencies in the field of law enforcement. Prepares articles, correspondence, technical reports and confidential reports containing facts, conclusions and recommendations. May develop or revise training curriculum and provides training on all phases of law enforcement including, but not limited to, legal basis, apprehension and arrest, search and seizure, self-defense, use of firearms, surveillance reporting, management of agencies, rescue and first aid practices, hostage situations, bomb threats and forcible entry into buildings. Presents films and slides, gives lectures and demonstrations and oversees the activities of law enforcement officers engaged in simulated exercises. Prepares audiovisual aid materials to be used during the course of instruction, including still and moving cameras, circuit and video systems and voice records. Observes, evaluates and critiques the performance of participants in training to determine progress through instruction and ascertains successful accomplishments of training requirements for graduation. Prepares and maintains records of graduates and courses offered. Issues certificates to acknowledge successful completion of training program. Attends meetings, training sessions and seminars to further knowledge in the field. Presents to various groups about law enforcement to provide information and further the interest of the agency. Makes arrangements for facilities, equipment and needed materials, selects audiovisual material to be used and invites other experts in the field to give lectures and presentations. Confers with directors of law enforcement agencies to devise plans and identify needs within their units to further the training and competence of employees. Plans and develops policies and procedures for the execution of staff development and training programs. Plans, develop and conducts orientation classes for new employees. Seeks out funds for training programs through federal, states and private grants. Prepares and maintains bibliographies and resource materials for staff development courses. Prepares clear, sound, accurate and informative reports on training programs and activities containing findings, conclusions and recommendations. Makes recommendations for annual budget. Prepares and maintains essential records and files. May train law enforcement officers on K-9 law enforcement operations. Will be required to learn how to utilize various types of electronic and/or manual recording and information systems used by the agency, office or related units.

Knowledge, skills and abilities

Knowledge of principles, methods and problems involved in planning, organization and administration of law enforcement training programs. Knowledge of teaching principles, methods, tools and techniques and their application to law enforcement training programs. Knowledge of the judicial system and laws covering the law enforcement field. Knowledge of the State of New Jersey and federal laws that concern law enforcement agencies of the state and its local jurisdictions. Knowledge of recent Supreme Court decisions affecting the law enforcement field. Knowledge of federal and state laws and procedures on arrest, detention and search and seizure, Knowledge of the use of firearms and other weapons normally used by law enforcement agencies. Knowledge of methods of detecting, apprehending, placing charges against, safeguarding and prosecuting lawbreakers. Knowledge of methods in handling crisis situation such as riots, hostages, bomb devices and so forth. Ability to establish effective communication and rapport with law enforcement officials. Ability to establish and maintain cooperative working relationships with public officials. Ability to plan and develop training programs. Ability to exercise independent judgement in evaluating situations and in making determinations. Ability to establish rapport and gain confidence of individuals and varied groups of people. Ability to develop and direct an ongoing law enforcement training program. Ability to organize and implement training courses, analyze training problems and develop effective work methods. Ability to prepare training manuals and other related materials. Ability to train law enforcement officers on K-9 law enforcement operations may be required. Ability to establish cooperative working relationships with administrative and supervisory officers. Ability to work harmoniously with associates, superior officers, employees and with those persons interested in or concerned with in-service and other training work. Ability to prepare clear, sound, accurate and informative statistical and other reports of training activities containing findings, conclusions and recommendations. Ability to learn how to utilize various types of electronic and/or manual recording and information systems used by the agency, office or related units. Ability to read, write, speak, understand and communicate in English sufficiently to perform the duties of this position. American Sign Language or Braille may also be considered as acceptable forms of communication. Persons with mental or physical disabilities are eligible if they can perform essential functions of the job after reasonable accommodation is made to their known limitations. If the accommodation cannot be made because it would cause the employer undue hardship, such persons may not be eligible. SPECIAL NOTE: The intermittent designation shall be utilized only where the work responsibilities are characterized by unpredictable work schedules that do not meet normal criteria of regular, year-round full-time or part-time assignments. Such category is not to displace or be used in place of regular full-time or part-time employees. Assignment of Work Assignment of work hours to intermittent employees shall be based on managerial needs and shall be limited to work that is appropriate to the class title. Furlough and Recall Whenever it is necessary to furlough intermittent employees, furloughing will be done in the inverse order of seniority based on official records at the end of the last pay period. A furlough means that an intermittent employee cannot be scheduled for work within the next week. Reasonable advance written notice of furlough action shall be given to the employee. A furlough will not be considered a layoff and will not require the issuance of the forty-five (45) day notices. The seniority organization unit for purposes of furlough selection will be employees currently working in a designated work unit, prior to use by the appointing authority, designated work units must be submitted to and approved by the New Jersey Civil Service Commission. Seniority shall be determined by the number of regular hours worked by the intermittent employee. Recall from furlough will be made in seniority order from the most senior to the least senior employee from among furloughed employees who are assigned within a designated work unit that may be the local office and/or satellite office. In cases of equal seniority, the tie will be broken by determining the number of hours the employees were in pay status under special service during the last two-(2) years immediately preceding their conversion to an intermittent title. Recall of employees may be extended on a regional or statewide basis if the recall list for the work unit has been exhausted. When the recall procedure is extended beyond the work unit, or when the recall is for less than four hours of work, the termination actions listed below will not apply when the intermittent employees cannot be contacted or refuses an offer of recall. However, when an offer of recall is accepted to a work unit other than the one from which the employee was furloughed, the new work unit will become the employee's seniority organization unit for future furlough and recall actions. Recall actions shall be initiated during the first two-(2) hours or the last two (2) hours of the workday. If the department is unable to contact the employee during these times, the next employee on the recall list will be called until a sufficient number has been secured. If a department is unable to contact an employee on two (2) consecutive occasions, the employee shall be notified in writing of the specific dates and times the contacts were made. Employees will be given five (5) calendar days from date of receipt to advise of their current availability for future scheduling. Failure to respond as directed shall be considered a resignation. If on the next occasion the same employee is unavailable, this also shall be considered a resignation. Intermittent employees who are contacted and refuse an offer of recall for reasons other than verified illness, disability, or approved leave may be resigned.

Note

The examples of work for this title are for illustrative purposes only. A particular position using this title may not perform all duties listed in this job specification. Conversely, all duties performed on the job may not be listed. Applicants must meet one of the following or a combination of both experience and education. Thirty (30) semester hour credits are equal to one (1) year of relevant experience. Seven (7) years of professional experience involved in the determination of law enforcement training needs, the development of appropriate training plans and materials, and the conduct of orientation, in-service, refresher, and other types of law enforcement training courses. OR Possession of a bachelor's degree from an accredited college or university; and three (3) years of the above-mentioned professional experience. "Professional experience" refers to work that is creative, analytical, evaluative, and interpretive; requires a range and depth of specialized knowledge of the profession's principles, concepts, theories, and practices; and is performed with the authority to act according to one's own judgement and make accurate and informed decisions. Appointees may be required to possess K-9 trainer certification as issued by the United States Police Canine Association. The responsibility for ensuring that appointees possess the above certification rests with the Appointing Authority. Appointees may be required to possess a police instructor certification issued by the Police Training Commission. Certification in one or more specialty areas may be required at the discretion of the Appointing Authority. The responsibility for ensuring that employees possess the appropriate certification(s) rests with the Appointing Authority. Appointees will be required to possess a driver's license valid in New Jersey only if the operation of a vehicle, rather than employee mobility, is necessary to perform the essential duties of the position.