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Job Description
Marketing Statement
Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program.
Job Summary
Note: The first review of applications will be May 4.
Salary Information
This is a BART Police Management Association (BPMA) represented position.
Salary: $ 11,350 (Step 1) to $ 13,171 (Step 4) / monthly
Note: The starting salary will be at Step 1.
Who May Apply
All current BART employees and qualified individuals who are not yet BART employees.
Reports To
Deputy Police Chief
Days Off
As assigned. Note: Must be willing to do shift work with varied days off and weekends.
Department
The Bureau of Progressive Policing and Community Engagement’s mission is to engage the BART Police Department in leading transparent, equitable, and innovative policing practices to improve public safety across the diverse communities in which we serve. We are committed to rebuilding trust and nurturing relationships between our communities and law enforcement through a culture of accountability, responsibility, and collaboration.
Current Assignment
The San Francisco Bay Area Rapid Transit (BART) Police Department is seeking a dynamic, mission-driven leader to serve as Supervisor of Crisis Intervention and Outreach Programs within the Bureau of Progressive Policing and Community Engagement. This is a unique opportunity to lead innovative, field-based programs at the intersection of public safety, behavioral health, and community trust.
The current assignment focuses on advancing BART’s progressive policing model through the strategic oversight of crisis intervention, homelessness outreach, and behavioral health response services across the transit system. The Supervisor will play a critical leadership role in shaping and implementing coordinated, compassionate responses to individuals experiencing mental health crises, substance use challenges, and housing instability. In this role, the Supervisor will lead multidisciplinary teams including Crisis Intervention Specialists and Transit Ambassadors while working in close partnership with sworn personnel, regional service providers, and community-based organizations.
The most qualified candidates for this position will have highly developed competencies in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process:- Leading programs from concept through implementation, evaluation, and continuous improvement
- Driving innovation and expansion of crisis response and outreach services
- Building meaningful partnerships across behavioral health, social services, and law enforcement systems
- Turning data into insight-using analytics to guide strategy, improve services, and communicate impact
- Supervising and developing multidisciplinary teams in fast-paced, field-based environments
- Managing operations, including development of policy and training programs, staff training, and performance oversight
- Communicating effectively with diverse audiences, including executive leadership and public stakeholders
- Preferred: Licensure as an MFT, LCSW, or equivalent credential
Application & Selection Process
All applicants must apply online at www.bart.gov/jobs. Applications must be completed in full and include all requested information, including dates of employment, positions held, hours worked, and a detailed description of duties performed.
Applicants may attach a resume to provide supplemental information; however, the resume does not substitute for completing the application form in its entirety. Only information included in the application at the time of submission will be used to determine whether applicants meet the minimum qualifications for the position. All application materials must be submitted by the closing date and time listed on the job announcement. Applications received after the closing deadline will not be considered.
Applicants who require assistance with the online application process may contact the Talent Acquisition Division at (510) 464-6112 or employment@bart.gov .
The selection process will include the following phases:
Phase 1: Minimum Qualification Screening
Note: Meeting minimum qualifications does not guarantee advancement, as additional screening criteria may be applied to identify the most ideal candidates.
Phase 2: Oral Board Interview
Phase 3: Chief's Interview (or designee) and presentation
Phase 4: Investigative Background Check
All applications will be reviewed by the Talent Acquisition Division to determine whether applicants meet the established Minimum Qualifications (MQs). Applicants who meet the MQs may be referred to the hiring department for further evaluation as part of the selection process.
** Please note that the entire selection process may take several months to complete. **
The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as requested and/or required by law, including those establishing his/her right to work in the U. S.; pass a pre-employment medical examination which includes a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include an extensive background check and successful completion of a polygraph exam. (Does not apply to current full-time BART Police Department employees unless specific job requires additional evaluations).
If selected to proceed in the background investigative phase of the process, you will be asked to provide some essential documents. The following are some of the documents you may be asked to provide naturalization/citizenship papers, birth certificates, school transcripts, proof of selective service (men only), DMV driving history documents, proof of automobile insurance, marriage or divorce certificates (if applicable), and POST certificates (if applicable).
The selection process for this position will be in accordance with the applicable collective bargaining agreement.
Examples of Duties
Manages and supervises the operations and activities of the District’s crisis intervention and outreach program services and serves as a liaison between the District and public and private community-based organizations providing mental health, crisis intervention, and homeless and supportive housing services.Conducts mental health assessments and provides crisis counseling to the homeless community and individuals experiencing mental health related issues within the BART system.Conducts regular visits to shelters and homeless encampments to establish a relationship with the homeless community.Serves as a liaison for BART departments and outside agencies by assisting in planning, organizing and coordination of the BART Police Crisis Intervention Training (CIT) efforts.Participates in local law enforcement CIT academies and BART Police Advanced Officer Training (AOT) program; provides sensitivity training to District personnel related to behavioral health and homeless related issues.Represents the District on health-related policy issues and related partnerships between behavioral health and medical centers; provides resources including but not limited to supportive services, advice and/or counseling to underserved homeless community.Acts as a liaison between law enforcement, behavior health and medical center managers on mental health related policy issues.Analyzes and reports on outreach efforts through the use of reports and statistical data.Selects, trains, motivates, and evaluates assigned personnel; provides or coordinates staff training; works with employees to correct deficiencies; implements discipline and termination procedures.Uses specialized knowledge to respond to inquiries received from the general public, government entities, police department and/or other District personnel.Provides resources including but not limited to supportive services, advice and/or counseling to underserved homeless community.
Minimum Qualifications
Education:
Bachelor’s degree in Sociology, Psychology or a closely related field from an accredited college or university.
Experience:
Five (5) years of (full-time equivalent) verifiable professional experience in the social work or mental health field working with indigent populations or related experience.
Substitution:
Additional professional experience as outlined above may be substituted for the education on a year-for- year basis. A college degree is preferred.
Other Requirements:
- Must possess a valid California Driver’s license and have a satisfactory driving record.
- Able to work evenings and weekends as assigned.
- Positions assigned to the Police Department will be required to undergo an extensive law enforcement background check.
WORKING CONDITIONS
Environmental Conditions:
Office environment; exposure to computer screens; field environment; construction site environment; exposure to heat, cold, moving vehicles, electrical energy and inclement weather conditions.
Physical Conditions:
Requires maintaining physical condition necessary for walking, standing or sitting for prolonged periods of time.
Knowledge and Skills
Knowledge of:
- Principles and techniques of working with ethnically and culturally diverse individuals with psychiatric challenges and those who may be homeless and have co-occurring or complex issues.
- Methods and techniques of effective conflict resolution.
- Methods and techniques of effective communication.
- Current office procedures and practices, including the use of online computer equipment and word processing and spreadsheet applications.
- Correct English usage, including spelling, grammar, and punctuation.
- Applicable BART rules and safety regulations.
Skill/Ability in:
- Intake assessment, counseling, case management, crisis intervention programs and substance abuse issues.
- Data analysis, fiscal management, organizational and administrative application of data processing, public relations and personnel administration.
- Working ability to analyze administrative and fiscal problems, prepare a variety of recommendations.
- Developing and maintaining effective working relationships with those contacted in the course of the work, including a diverse population of impoverished and alienated persons.
- Operating District vehicles and equipment, including cell phone and police radio equipment.
- Reading, interpreting and following a variety of instructions.
- Communicating effectively, both orally and in writing.
- Speaking effectively in public and providing clear, concise and understandable verbal direction and information.
- Planning, organizing, supporting, and supervising others.
- Dealing with difficult people in a customer service and community outreach setting.
- Remaining calm in emergency and/or uncomfortable situations.
- Exercising sound judgment within established guidelines.
- Detecting unusual, hazardous our emergency situations and taking appropriate actions according to specified regulations.
Equal Employment Opportunity GroupBox1
The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws.
The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at employment@bart.gov .
Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at www.bart.gov/jobs .
The San Francisco Bay Area Rapid Transit District (BART) prides itself in offering best in class benefits packages to employees of the District. Currently, the following benefits may be available to employees in this job classification.
Highlights- Medical Coverage (or $350/month if opted out)
- Dental Coverage
- Vision Insurance (Basic and Enhanced Plans Available)
- Retirement Plan through the CA Public Employees’ Retirement System (CalPERS)
- 2% @ 55 (Miscellaneous Members - Classic)
- 2% @ 62 (Miscellaneous Members - PEPRA)
- Reciprocity available for existing members of many other public retirement systems (see BART website and/or CalPERS website for details)
- Money Purchase Pension Plan (in-lieu of participating in Social Security tax)
- 6.65% employer contribution up to annual maximum of $1,868.65
- Deferred Compensation & Roth 457
- Sick Leave Accruals (12 days per year)
- Vacation Accruals (3-6 weeks based on time worked w/ the District)
- Holidays: 10 observed holidays and 3 floating holidays
- Life Insurance may be available through employee union
- Survivor Benefits through BART
- Short-Term and Long-Term Disability Insurance may be available through employee union
- Flexible Spending Accounts: Health and Dependent Care
- Commuter Benefits
- Free BART Passes for BART employees and eligible family members.
Closing Date/Time: Continuous -
ABOUT THE COMPANY
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BART (Bay Area Rapid Transit)
Show moreThe BART story began in 1946. It began not by governmental fiat, but as a concept gradually evolving at informal gatherings of business and civic leaders on both sides of the San Francisco Bay. Facing a heavy post-war migration to the area and its consequent automobile boom, these people discussed ways of easing the mounting congestion that was clogging the bridges spanning the Bay. In 1947, a joint Army-Navy review Board concluded that another connecting link between San Francisco and Oakland would be needed in the years ahead to prevent intolerable congestion on the Bay Bridge. The link? An underwater tube devoted exclusively to high-speed electric trains.
Since 1911, visionaries had periodically brought up this Jules Verne concept. But now, pressure for a traffic solution increased with the population. In 1951, the State Legislature created the 26-member San Francisco Bay Area Rapid Transit Commission, comprised of representatives from each of the nine counties which touch the Bay. The Commission's charge was to study the Bay Area's long range transportation needs in the context of environmental problems and then recommend the best solution.
The Commission advised, in its final report in 1957, that any transportation plan must be coordinated with the area's total plan for future development. Since no development plan existed, the Commission prepared one itself. The result of their thoroughness is a master plan which did much to bring about coordinated planning in the Bay Area, and which was adopted a decade later by the Association of Bay Area Governments (ABAG).
The BART Concept is Born
The Commission's least-cost solution to traffic tie-ups was to recommend forming a five-county rapid transit district, whose mandate would be to build and operate a high-speed rapid rail network linking major commercial centers with suburban sub-centers.The Commission stated that, "If the Bay Area is to be preserved as a fine place to live and work, a regional rapid transit system is essential to prevent total dependence on automobiles and freeways."
Thus was born the environmental concept underlying BART. Acting on the Commission's recommendations, in 1957, the Legislature formed the San Francisco Bay Area Rapid Transit District, comprising the five counties of Alameda, Contra Costa, Marin, San Francisco and San Mateo. At this time, the District was granted a taxing power of five cents per $100 of assessed valuation. It also had authority to levy property taxes to support a general obligation bond issue, if approved by District voters. The State Legislature lowered the requirement for voter approval from 66 percent to 60 percent.
Between 1957 and 1962, engineering plans were developed for a system that would usher in a new era in rapid transit. Electric trains would run on grade-separated right-of-ways, reaching maximum speeds of 75-80 mph, averaging perhaps 45 mph, including station stops. Advanced transit cars, with sophisticated suspensions, braking and propulsion systems, and luxurious interiors, would be strong competition to "King Car " in the Bay Area. Stations would be pleasant, conveniently located, and striking architectural enhancements to their respective on-line communities.
BART employees in the 1970s.
Hundreds of meetings were held in the District communities to encourage local citizen participation in the development of routes and station locations. By midsummer, 1961, the final plan was submitted to the supervisors of the five District counties for approval. San Mateo County Supervisors were cool to the plan. Citing the high costs of a new system-plus adequate existing service from Southern Pacific commuter trains - they voted to withdraw their county from the District in December 1961.
With the District-wide tax base thus weakened by the withdrawal of San Mateo County, Marin County was forced to withdraw in early 1962 because its marginal tax base could not adequately absorb its share of BART's projected cost. Another important factor in Marin's withdrawal was an engineering controversy over the feasibility of carrying trains across the Golden Gate Bridge.
BART had started with a 16-member governing Board of Directors apportioned on county population size: four from Alameda and San Francisco Counties, three from Contra Costa and San Mateo, and two from Marin. When the District was reduced to three counties, the Board was reduced to 11 members: four from San Francisco and Alameda, and three from Contra Costa. Subsequently, in 1965, the District's enabling legislation was changed to apportion the BART Board with four Directors from each county, thus giving Contra Costa its fourth member on a 12-person Board. Two directors from each county, hence forth, were appointed by the County Board of Supervisors. The other two directors were appointed by committees of mayors of each county (with the exception of the City and County of San Francisco, whose sole mayor made these appointments).
The five-county plan was quickly revised to a three-county plan emphasizing rapid transit between San Francisco and the East Bay cities and suburbs of Contra Costa and Alameda counties. The new plan, elaborately detailed and presented as the "BART Composite Report, " was approved by supervisors of the three counties in July 1962, and placed on the ballot for the following November general election.
The plan required approval of 60 percent of the District's voters. It narrowly passed with a 61.2 percent vote District-wide, much to the surprise of many political experts who were confident it would fail. Indeed, one influential executive was reported to have said: "If I'd known the damn thing would have passed, I'd never have supported it. "
The voters approved a $792 million bond issue to finance a 71.5 mile high-speed transit system, consisting of 33 stations serving 17 communities in the three counties. The proposal also included another needed transit project: rebuilding 3.5 miles of the San Francisco Municipal Railway. The new line would link muni streetcar lines directly with BART and Market Street stations, and four new Muni stations would be built.
The additional cost of the transbay tube -- estimated at $133 million -- was to come from bonds issued by the California Toll Bridge Authority and secured by future Bay Area Bridge revenues. The additional cost of rolling stock, estimated at $71 million, was to be funded primarily from bonds issued against future operating revenues. Thus, the total cost of the system, as of 1962, was projected at $996 million. It would be the largest single public works project ever undertaken in the U.S. by the local citizenry.
After the election, engineers immediately started work on the final system designs, only to be halted by a taxpayer's suit filed against the District a month later. The validity of the bond election, and the legality of the District itself, were challenged. While the court ruled in favor of the District on both counts, six months of litigation cost $12 million in construction delays. This would be the first of many delays from litigation and time-consuming negotiations involving 166 separate agreements reached with on-line cities, counties, and other special districts. The democratic processes of building a new transit system would prove to be major cost factors that, however necessary, were not foreseen.
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