Fire Prevention Specialist I

Description

The Department:

The Community Risk Reduction Division (CRRD) is committed to safeguarding life, property, and the environment through education, engineering, enforcement, economic incentives, empowerment, and emergency response. Established within the Santa Clara Fire Department in 1976, CRRD originated with the formation of the Fire Prevention Division, designed to reduce preventable hazards after several major fires and hazardous material incidents. The division expanded in the 1980s with the addition of the Chemical Division, which evolved into the Certified Unified Program Agency (CUPA). In 2012, these divisions merged, and in 2021 they were formally renamed as CRRD.

CRRD’s team of twenty-one members manages critical programs, including Community Risk Reduction Education and Outreach, Engineering, Operational Permits, Code Enforcement, Criminal and Civil Investigations, and the CUPA program. Through these programs, CRRD ensures regulatory compliance and effectively manages fire-related and hazardous material risks, strengthening safety and resilience within the community.

The Position:

Under general supervision, this civilian role is responsible for performing comprehensive fire-life safety inspections to ensure compliance with state and local fire safety codes and ordinances. This includes inspecting fire protection systems, construction sites, occupancies, structures, buildings, and storage areas to verify they meet fire prevention standards and provide an adequate level of safety for occupants and the community. Key responsibilities involve enforcing City and State fire regulations, identifying and mitigating fire hazards, and providing guidance on corrective actions. This role also actively supports community risk reduction by assisting in educational and outreach programs that promote fire safety awareness and preparedness. Additional related duties may be assigned to support the overall mission of enhancing community safety and fire prevention.

Additional Information:

Applications must be filled out completely (e.g. do not write “see resume, NA, or personnel file.”). To receive consideration for the screening process, candidates must submit a 1) Resume. Incomplete applications will not be considered.

Application packets may be submitted online through the “Apply Now” feature on the job announcement at www.santaclaraca.gov . Applications must be submitted by the filing deadline of Thursday, December 12, 2024 at 4:00 PM.

THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS. IF YOU ARE INTERESTED IN EMPLOYMENT IN THIS CLASSIFICATION, YOU SHOULD APPLY TO ENSURE YOU ARE CONSIDERED FOR ADDITIONAL OPPORTUNITIES THAT MAY UTILIZE THE APPLICANTS FROM THIS RECRUITMENT. MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW.

The annual salary range for this position is $72,723.12 - $92,920.23. This position may be filled at or near the minimum of the salary range.

Typical Duties

Follow this link to view the entire Class Specification, which includes more information on Typical Duties and Knowledge, Skills, and Abilities.

Minimum Qualifications

EDUCATION AND EXPERIENCE

• An Associate’s degree in Fire Science/Technology, Building Design, Construction, Chemistry, Fire Protection, Fire Administration, Engineering, Architecture, or related field from an accredited college or university; and
• One (1) year of experience performing a combination of technical code inspections, code enforcement, public education, research, or fire protection system reviews.

Acceptable Substitution:

• A Bachelor’s degree from an accredited college or university may be substituted for the one (1) year of experience.

LICENSES/CERTIFICATIONS

• Possession of a valid California Class C driver’s license is required at the time of appointment and for the duration of employment
• Completion of California State Fire Training Fire Inspector 1A, 1B, 1C, and 1D course work within twelve (12) months of appointment
• Completion of California Penal Code Section 832 training course within twelve (12) months of appointment
• Incumbents shall be required to obtain and maintain any other license(s) and or certification(s) that may be required by future regulation by Federal, State, local and/or industry requirements

DESIRABLE QUALIFICATIONS

• California State Fire Training Fire Inspector 1 certification
• California State Fire Training Plan Examiner certification

Candidates must attain a passing score on each phase of the examination process to qualify for the Eligible List. A department interview may be required prior to appointment.

Federal law requires all employees to provide verification of their eligibility to work in this country. Please be informed that the City of Santa Clara will not sponsor, represent, or sign documents related to visa applications/transfers for H1B or any other type of visa which requires an employer application.

VETERAN’S PREFERENCE POINTS: This position qualifies for Veteran’s Preference Points. Applicants who have separated from service (Active Duty Status) must submit proof of honorable discharge (Form DD214) with their application at time of filing or will be ineligible to have points added to their final score.

The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws. The City of Santa Clara is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at (408) 615-2080 or HumanResources@santaclaraca.gov .

City of Santa Clara Benefit Summary Overview for Bargaining Unit #10
Public Safety Non-Sworn Employees Association

This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #10 employees in 2024. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change.

Retirement:

• Membership in the California Public Employees Retirement System (CalPERS)
  • Classic Employees: 2.7% @ age 55 formula - employee pays 8.00% of gross pay, minus $61 bi-weekly
  • New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay

Medicare and Social Security (FICA)

• Employee pays 6.20% up to $10,397.40 (Social Security) and 1.45% (Medicare) of gross pay

Health Insurance:

• The City contributes up to 100% of the premium of the Kaiser (Region 1) plan for Employee Only and Employee + 1 Dependent plans, and up to 90% of the premium of the Kaiser (Region 1) plan of the Employee + 2 or More Dependents plan
• Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
• No cash difference is paid if an employee elects a plan cheaper than the max City contribution
• To be eligible for the City’s contribution toward health, employees must be on a paid status for at least 80 hours in the month prior to the month of coverage
• Coverage is effective as early asthe first day of the monthafter date of hire
• Employees hired on or after 1/1/2024who opt-out of City-offered health insurance and provide annual attestation and acceptableproof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details

Dental Insurance:

• Choice of two Delta Dental plans; enrollment is mandatory
• City pays lowest cost employee only plan; additional cost is paid by employee
• Coverage is effective as early asthe first day of the monthafter date of hire

Vision Insurance:

• Choice of two VSP plans
• City pays lowest cost employee only plan; additional cost is paid by employee
• Coverage is effective as early asthe first day of the monthafter date of hire

Voluntary Employee Beneficiary Association (VEBA):

• City contributes $100.00 a month toward employee’s VEBA account
• Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax)

Life Insurance:

• City pays for $50,000 of Basic Life Insurance coverage
• Coverage is effective the first of the month after one calendar month of employment
• Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children

State Disability Insurance (SDI):

• Employee pays 1.1% of gross pay (includes Paid Family Leave)
• 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information

Paid Family Leave (PFL):

• Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child
• No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information.

Long Term Disability (LTD) Insurance

• Benefit is 2/3 of basic wage up to $7,500; max of $5,000/month
• City paid benefit. City pays $.558/$100 of insured earnings
• 30 calendar day waiting period
• Coverage is effective the first of the month after one calendar month of employment

Deferred Compensation:

• Voluntary plan through Nationwide Retirement Solutions
• Employee may contribute up to the lesser of the IRS maximum or100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules
• Additionally, the City contributes $300.00 a month toward employee’s 457(b) account. This dollar amount will factor into the above mentioned IRS rules and limits

Flexible Spending Account (IRS Section 125 Plan):

• Employee may contribute up to $3,200per year in pre-tax dollars to a health care spending account
• Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account
• Employee may contribute up to $315per month in pre-tax dollars to a commuter benefit plan

Vacation:

• Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service
  • For 1 -4 years of service: 10 days (80 hours)/year
  • For 5 - 9 years of service: 15 days (120 hours)/year
  • For 10 - 15 years of service: 21 days (168 hours)/year
  • For 16 - 20 years of service: 22 days (176 hours)/year
  • For 21+ years of service: 24 days (192 hours)/year

Maximum vacation accrual is 400 hours Once per year, employees can elect to convert up to 60 hours of accrued vacation to cash to be paid out the following calendar yearSick Leave:

• Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual
  • Up to 48 hours/year of accumulated sick leave may be used for family illness
  • Up to 40 hours/year of accumulated sick leave may be used for personal leave

Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation) Partial sick leave payoff provision on retirement depending on years of serviceCompensatory Time Off (CTO):

• Employees may accrue CTO in lieu of overtime hours (maximum accrual is set by department)
• 16 hours of CTO is credited to employees each January 1st (prorated if hired after January 1st)

Holidays:

• Thirteen (13) paid eight-hour holidays per year

Bilingual Pay:

• If the Department Head determines that there is a significant need or benefit, on a regular basis, to having the employee certified in a particular language other than English, a certified bilingual employee is eligible for$45/bi-weekly or $90/bi-weekly for advanced certification bilingual pay

Night Differential Pay:

• Employees are eligible for 5.0% night differential pay for all hours worked between 4:00 p.m. and 6:00 a.m.

Additional Premium Pays:

• Community Service Officer IIs, Police Records Specialist IIs, and Public Safety Dispatcher IIs assigned to train newly hired employees in eligible classifications are entitled to 5% training pay for the actual hours worked performing those duties
• Dispatcher classifications: 2.5% of base pay for Intermediate POST Certification. Additional 2.5% of base pay for Advanced POST Certification (up to 5% total)
• Police Records Supervisor classification: 2.5% of base pay for Records Supervisor POST Certification
• Employees may receive a maximum of 2% of base pay for either a bachelor's degree (if not a minimum requirement of the classification) or master's degree (if BA/BS is a requirement)

Uniform Allowance:

• $600 for eligible classifications (per MOU)

Tuition Reimbursement Program:

• Up to $2,000 per fiscal year for tuition reimbursement

Psychological Counseling:

• Employees in Unit 10 who work in the Police Department are eligible for the same psychological program as Unit 2, and employees who work in the Fire Department are eligible for the same psychological program as Unit 1 (See MOU for further details)

Employee Assistance Program:

• Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year
• City paid benefit

Retiree Medical Reimbursement Program:

• Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum.
• Up to age 65, retirees are eligible for reimbursement up to $416.00/month in 2024(amount adjusted annually)
• After age 65, retirees are eligible for reimbursement up to $249.00/month in 2024 (amount adjusted annually)

Paid Meal Break:

• Employees in all Communications Dispatcher classifications and in the classifications of Police Records Specialist II, Police Records Supervisor, Community Service Officer I/II, and Jail Service Officer will be paid forthe meal break during the regularly scheduled shift and will be subject to call back during the meal period

Closing Date/Time: 12/12/2024 4:00 PM Pacific

• 

• City of Santa Clara

• 408-615-2080

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