POLICE OFFICER (Academy Trained/Graduate)

Description

SALARY

June 24, 2023: $7,561 - $9,365 Monthly

June 22, 2024: $7,939 - $9,833 Monthly

June 21, 2025: $8,336 - $10,325 Monthly

THIS IS A CONTINUOUS RECRUITMENT. WE WILL CONTINUE TO ACCEPT APPLICATIONS UNTIL THE HIRING DEPARTMENT DETERMINES ENOUGH QUALIFIED APPLICATIONS HAVE BEEN RECEIVED.

The Huntington Beach Police Department is seeking candidates who have graduated from a POST Certified Police Recruit Academy and Training Program.

Perform police duties in an assigned division; patrol, special operations, investigations, or administrative services.

Examples of Essential Duties

Generally, a police officer's first assignment is to the Patrol Division. After a sufficient period of patrol duty, the police officer becomes eligible for police assignments in the Special Operations Division, Investigations Division, and Administrative Division.

Patrols an assigned area of the City by car, motorcycle, or helicopter and investigates suspicious conditions; responds to emergency calls and provides emergency assistance; conducts preliminary and/or follow-up investigations of disturbances, complaints, prowlers, burglaries, thefts, holdups, vehicle accidents, deaths, suicides, etc. and gathers and preserves evidence; prepares evidence, reports, diagrams and records for files and/or presentation in court and sets up and maintains case files; maintains a daily log including documentation of responses to emergency calls; issues warnings and citations and apprehends criminals; directs traffic, including regulation of vehicle flow at fires, parades, funerals, and other emergencies or congested situations; searches for stolen property and missing persons; transports prisoners; serves warrants and subpoenas, and testifies in court; performs desk officer duties providing information and direction over the phone and in person; analyzes various bureau activities and reports on the efficiency of existing programs and system; compiles statistics; trains police recruits and other sworn personnel; performs other related duties.

The preceding duties have been provided as examples of the essential types of work performed by positions within this job classification. The City, at its discretion, may add, modify, change or rescind work assignments as needed.

Minimum Qualifications

Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities to successfully perform in the position is qualifying. A typical combination includes:

Knowledge of: Public safety laws and rules; proper search and seizure and arrest procedures.

Ability to: Apply public safety laws and rules to daily situations; analyze problems and to rationally and calmly take effective action in emergency and stress situations.

Education: Requires completion of twelfth grade or any equivalent combination of experience and training which provides the required skills. Specific courses are required for advancement within the department.

Experience: Requires successful graduation from a POST Certified Police Recruit Academy and Training program.

License: Valid California driver's license or ability to obtain one prior to date of hire.

APPLICATION AND SELECTION PROCEDURE

• An official on-line application must be completed in its entirety . Incomplete applications will not be accepted.
• Proof of completion of a POST certified police academy and training program must be attached to the application
• All applications will be closely reviewed for relevant experience, education, and training.
• Candidates best meeting the needs of the department will be invited to the physical agility test. This Physical Agility Exam consists of the following (not necessarily in this order):
  • Dummy Drag
  • 440 Yard Run
  • 99 Yard Obstacle Course with Agility Wall

Successful candidates will be invited to an Oral Interview (weighted 100%), tentatively scheduled for later that same day or the following day. Successful candidates will be placed on an employment eligible list from which hires may be made. The employment eligible list is valid for up to one year, unless exhausted sooner. Candidates considered for hire must undergo a comprehensive background investigation, which includes (but is not limited to) LiveScan fingerprinting, polygraph exam, credit check, reference/employer checks, DOJ and FBI checks, etc.Upon a conditional offer of employment, a pre-placement medical evaluation, psychological exam and drug screening must be completed with acceptable results.Upon hire, employee is subject to further reporting from DOJ via subsequent arrest notification. PLEASE NOTE: Our primary means of communication with applicants/candidates is sent via email; therefore, please include a valid email address on your application.

Supplemental Information

SPECIAL CONDITIONS
Public Employee Disaster Service Worker: In accordance with Government Code Section 3100, all Huntington Beach city employees are required to perform assigned disaster service worker duties in the event of an emergency or a disaster.

COMMON DISQUALIFIERS

Please review the following common disqualifiers. If any items listed pertain to you, you will be automatically disqualified in the background investigation. You may, at this time want to screen yourself and withdraw prior to starting the recruitment process.

Illegal use or possession of drugs
The following examples of illegal drug use or possession will be considered automatic disqualifiers for applicants, with no exceptions:

• Any adult use or possession of a drug classified as a hallucinogenic within five years prior to application for employment.
• Any other illegal adult use or possession of a drug not mentioned above (including cocaine) within three years prior to application for employment.
• Any illegal adult use or possession of a drug while employed in any law enforcement capacity, military police, or as a student enrolled in college accredited courses related to the criminal justice field.
• Any adult manufacture or cultivation of a drug or illegal substance.
• Failure to divulge to the Department any information about personal illegal use or possession of drugs.
• Any drug test of the applicant, during the course of the hiring process, where illegal drugs are detected.
• The following examples of illegal drug use or possession will be considered in relationship to the overall background of that individual and may result in disqualification:
  • Any illegal use or possession of a drug as a juvenile.
  • Any illegal adult use or possession of a drug that does not meet the criteria of the automatic disqualifiers specified above (e.g., cocaine use longer than three years.)
  • Any illegal or unauthorized use of prescription medications.

Motor Vehicle Operations

• Receipt of three or more moving violations (or any single violation of a potential life threatening violation, such as reckless driving, speed contest, suspect of a pursuit, etc.) within three years prior to application. Moving violations for which there is a factual finding of innocence shall not be included.
• Involvement as a driver in two or more chargeable (at fault) collisions within three years prior to date of application.
• A conviction for driving under the influence of alcohol and/or drugs within three years prior to application or any two convictions for driving under the influence of alcohol and/or drugs.

Arrests

• Conviction of any criminal offense classified as a misdemeanor under California law within three years prior to application.
• Conviction for two or more misdemeanor offenses under California law as an adult.
• Conviction of any offense classified as a misdemeanor under California law while employed as a peace officer (including military police officers.)
• Admission(s) of having committed any act amounting to a felony (including felony-misdemeanor offenses) under California law, as an adult, within five years prior to application or while employed as a peace officer (including military police officers.)
• Admission(s) of administrative conviction of any act while employed as a peace officer (including military police officers) involving lying, falsification of any official report or document, or theft.
• Admission(s) of any act of domestic violence as defined by law, committed as an adult.
• Admission(s) of any criminal act, whether misdemeanor or felony, committed against children including but not limited to: molesting or annoying children, child abduction, child abuse, lewd and lascivious acts with a child, or indecent exposure. Acts of consensual unlawful intercourse accomplished between two minors shall not be included, unless more than four years difference in age existed at the time of the acts.
• Having any outstanding warrant of arrest at time of application.
• Conviction of a felony under Federal or California Law.

Integrity

• Any material misstatement of fact or significant admission/omission during the application or background process may be disqualifying, including inconsistent statements made during the initial background interview (Personal History Statement or Supplemental Questionnaire) or polygraph examination or discrepancies between this background investigation and other investigations conducted by other law enforcement agencies.
• Any forgery, alteration, or intentional omission of material facts on an official employment application document or sustained episodes of academic cheating.

Tattoos

• Employees shall not visibly display markings on the following body parts/areas:
  • Head, neck, ears, mouth, scalp, face, hands (exception: wedding band tattoo on ring finger)
• Markings detrimental to good order are prohibited from visibility. Inappropriate markings are not permitted to be visible including but not limited to, imagery depicting racial, sexual, discriminatory, gang related, violence, obscene language or any offensive, demeaning to persons of ordinary sensibilities or considered racist or sexist.
• Markings are prohibited from being displayed during the following:
  • court testimony, depositions, school presentations, formal community meetings, funerals
• This policy also does not apply to Police Recruits while they are attending a Police Academy or participating in Academy sponsored functions. The policy will apply to Police Recruits while they are performing any official duty, in uniform, outside of the Police Academy.

Body Art

• Body piercing or alteration to any area of the body visible in any authorized uniform or attire that is a deviation from normal anatomical features and which is not medically required is prohibited. Such body alteration includes, but is not limited to:
  • Tongue splitting or piercing.
  • The complete or transdermal implantation of any material other than hair replacement.
  • Abnormal shaping of the ears, eyes, nose or teeth.
  • Branding or scarification.

Work Traits

• Having been disciplined by any employer (including military) as an adult for abuse of leave, gross insubordination, dereliction of duty, or persistent failure to follow established policies and regulations.
• Having been involuntarily dismissed (for any reason other than layoff) from two or more employers as an adult.
• Having held more than seven paid positions with different employers within the past four years, or more than 15 paid positions with different employers in the past ten years (excluding military). Students who attend school away from their permanent legal residence may be excused from this requirement.
• Having current financial obligations for which legal judgments have not been satisfied, currently having wages garnished, or any other history of financial instability.
• Uttering any epithet derogatory of another person's race, religion, gender, national origin or sexual orientation.
• Having been disciplined by any employer as an adult for fighting in the workplace.

The City of Huntington Beach offers a comprehensive benefit package to Police Officers' Association/Sworn (Safety) members including:

The SALARY RANGE is composed of five steps. Merit step increases are based on satisfactory performance.

LONGEVITY PAY: All sworn officers, 5% base salary at ten years, 10% at twenty years.

CERTIFICATION PAY for various job-related certifications.

BILINGUAL PAY, 5% for qualified employees.

PROMOTIONS within the City are based upon the merit system principles emphasizing individual ability and utilizing competitive examinations.

HOLIDAY PAY IN-LIEU: 120 hours per year.

GENERAL LEAVE with pay is granted in the amount of 176 hours per year for the first four years of continuous service, up to 256 hours per year after fourteen years of continuous service.

EDUCATIONAL INCENTIVE PLANS are available for eligible employees to develop their knowledge and abilities.

GROUP INSURANCE PROGRAMS are available to eligible City employees. These programs include medical, dental, vision, long-term disability, life and accidental death and dismemberment insurances.

FLEXIBLE SPENDING ACCOUNTS are available where employees use pre-tax salary to pay for regular child care, adult dependent care and/or medical expenses.

RETIREMENT BENEFITS are provided by the California Public Employee's Retirement System. Every regular employee becomes a member immediately upon employment. A portion of the employee contribution is paid by the City for a 3.0% @ 50 (safety) and 2.5% @ 55 (miscellaneous) benefit plan. Effective January 1, 2013, the Public Employees' Pension Reform Act will apply to new members of CalPERS. A new member is defined as any of the following:
• A new hire who is brought into CalPERS membership for the first time on or after 1/1/13, and who has no prior membership in a California public retirement system.

• A new hire who is brought into CalPERS membership for the first time on or after 1/1/13, and who is not eligible for reciprocity with another California public retirement system.

• A member who first established CalPERS membership prior to 01/01/13, and who is rehired by a different CalPERS employer after a break in service of greater than six (6) months.

The benefit formula, final compensation period, maximum pensionable compensation, and member contribution rate for new safety members under PEPRA is represented in the table below.

Benefit Formula: Safety 2.7% at age 57

Final Compensation Period: 3-year Final Compensation

Member Contribution Rate as a percentage of payroll: 13.00% of Reportable Compensation

Maximum Pensionable Compensation: $136,440

All employees hired on or after January 1, 2013, will be subject to CalPERS membership review for applicability of PEPRA. Please be advised that new COHB employees not subject to PEPRA and new members subject to PEPRA may also be subject to the terms and conditions of an unexpired Memorandum of Understanding for their respective association.

DEFERRED COMPENSATION: Two voluntary deferred compensation 457 plans are available.

CREDIT UNION membership is available to all City employees and provides access to low interest loans.

JOB SHARING opportunities for eligible employees.

NOTE: The provisions of this bulletin do not constitute a contract expressed or implied, and any provisions contained herein may be modified or revoked without notice.

For a more detailed overview of the benefits, review the Memorandum of Understanding and Side Letters at: MEMORANDA OF UNDERSTANDINGS Click on the links under "Police Officers' Association".

Closing Date/Time: Continuous

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• City of Huntington Beach

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