City Ranger (Park Services Officer)
City of Santa Maria, CA City of Santa Maria, CA Santa Maria, CA Santa Maria, CA Full-time Full-time $3,508 - $4,264 a month $3,508 - $4,264 a month 1 day ago 1 day ago 1 day ago OPPORTUNITY OPEN:
October 17, 2023 CLOSE:
November 6, 2023 (8:
00 AM) The City of Santa Maria - Recreation and Parks Department invites applications for the position of City Ranger (Park Services Officer job class).
City Rangers patrol City parks, plazas, special district landscape zones, multi-purpose trails and public facilities including the Transit Center, Public Library and public parking structures and lots.
IMPORTANT:
The existing vacancy is in the Park Services Officer - II appointment level and is limited-term.
This position is grant-funded and authorized under Resolution 2023-09 for work under the Tobacco Grant Program.
This position's funding and authorization will end on June 30, 2026.
in addition to the limited-term vacancy, this recruitment may be used to fill future vacancies at either the Park Services Officer - I or Park Services Officer - II level.
Offers for employment will depend on qualifications and experience at the time of placement.
The selected candidate(s) will be required to undergo an in-depth background investigation similar to law enforcement officers.
This may include pre-employment background investigation, Department of Justice fingerprint check, physical exam, psychological exam, and polygraph.
WHAT WE ARE LOOKING FOR:
The ideal candidate exhibits the following qualities:
Team Player Customer Oriented Experience in monitoring and enforcing rules Communication Skills Motivated Detailed Orientated Problem Solver REQUIRED SUBMITTAL:
Cover Letter highlighting interest in the position DUTIES THE POSITION:
This is a Peace Officer position (PC 832 or above).
The City Ranger is the entry-level full-time classification in the City Ranger (Park Services Officer classification) program.
The incumbent must exercise independent judgment effectively; patrol and perform enforcement duties with minimal oversight; may perform limited semi-skilled duties; and the incumbent may supervise, train and assign the work of other City Ranger Officer(s).
WHAT WE DO:
The City Rangers enforce applicable City ordinances, government codes, and state laws relating to the use of parks and public facilities within the city limits, and City owned properties outside city limits.
In addition to law enforcement, City Rangers perform important safety and service functions.
This position conducts limited safety inspections at patrol locations, documents deficiencies, communicates necessary follow-up tasks to designated staff, and takes action in the field to make temporary safety modifications as needed.
City Rangers perform regular community outreach by educating the public about the park system and its rules in addition to participating in public presentations and outreach events.
City Rangers are trained and assigned to use a variety of vehicles and equipment to include patrol vehicles, bicycles, ATVs, chainsaws and personal protective equipment.
In addition to the above, City Rangers are trained in and expected to perform other duties as assigned.
DETAILED
Job Description:
City Ranger (Park Services Officer II job class) Park Services Officer - I:
$ 1,754.
06 - $2,132.
07 (bi-weekly salary range) Park Services Officer - II - $2,128.
37 - $2,587.
05 (bi-weekly salary range) Certificates:
PC 830/832 course certified by POST required upon hire; American Red Cross certification in first aid, CPR/AED and Water Safety certification upon hire or within 90 days of employment.
MINIMUM QUALIFICATIONS Ideally, two years of work experience in security operations, law enforcement and/or high public contact positions; and Graduation from high school with one year of college level courses.
An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above.
Enrollment in or completion of a Peace Officer Standardized Training (POST) program is highly desirable.
Current technical/professional knowledge of complex principles, methods, standards and techniques associated with the scope of work of a recognized profession, such as:
General law enforcement, and codes, ordinances, rules and regulations related to public use of parks and facilities.
Rules of evidence, laws relating to search and seizure, arrest and control techniques, and applicable state and local laws.
Sound patrol techniques for parks, facilities, and open spaces.
Effective techniques for dealing with individuals of various ages and from various ethnic, cultural and socioeconomic groups.
Materials, equipment and tools used in the maintenance and operation of grounds, buildings, and open spaces.
First aid and safety.
Basic budget and record keeping methods.
Effective verbal and interpersonal communication skills.
Microsoft Office Suite (or equivalent).
Use computer and other office equipment effectively.
Licenses and/or certifications associated with the assignment, such as:
PC 830/832 course certified by POST required upon hire.
American Red Cross certification in first aid, CPR/AED and Water Safety certification upon hire or within 90 days of employment DESIRED CORE COMPETENCIES:
Individual Contributor:
Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see the full definition Individual Contributor Competencies):
Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort.
Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents.
They go out of their way to anticipate needs.
Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded.
Communicativeness - Effective performers recognize the essential value of continuous information exchange and the competitive advantage it brings.
They actively seek information from a variety of sources and disseminate it in a variety of ways.
They use modern technologies to access and circulate information, even across great distances.
They take responsibility for ensuring that their people have the current and accurate information needed for success.
Initiative - Effective performers are proactive and take action without being prompted.
They do not wait to be told what to do or when to do it.
They see a need, take responsibility, and act on it.
They make things happen.
Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation.
Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.
g.
, finance, public works, planning, information technology, human resources, etc.
), and remain current in their area of expertise.
Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment.
Learning Agility - Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively.
Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role.
They have stamina and endurance to maintain a fast pace.
SELECTION PROCESS In addition to your completed application, a cover letter is required as part of the application process.
If a cover letter is not attached, your application will be considered incomplete.
The most qualified candidates will be selected to appear before a panel for an oral interview that may also include a written exercise.
Those applicants invited to interview will be notified electronically at the e-mail address provided by each candidate through the application process.
Therefore, it is the applicant's responsibility to provide an accurate email address and to allow their inbox to receive emails in regard to this recruitment.
A tentative oral interview date has been scheduled for TBD.
The oral panel will recommend the most qualified candidates to Eligibility List from where the new City Ranger may be selected.
The Eligibility List will be established for future vacancies.
If you have further job-related questions, please contact staff in the HR Division at 805-925-0951 x2203.
If you are experiencing any technical (computer related) difficulties, please call the NEOGOV help line for technical assistance at 1-855-524-5627.
The following benefits vary by bargaining unit.
For full benefit information please refer to the Memorandum of Understanding or compensation resolution available at http:
//www.
cityofsantamaria.
org/city-government/departments/human-resources-employment/salary-group-agreements.
Retirement The City of Santa Maria is a member of the California Public Employees' Retirement System (CalPERS).
Your benefit factor is determined by the retirement formula, age, service credit and final compensation.
Based upon your bargaining unit and hire date the benefit factor will vary.
Health Insurance Medical Insurance is provided to employees and eligible dependents through the California Public Employees' Retirement System (CalPERS).
There are four Preferred Provider Organizations (PPO's) and three Health Maintenance Organizations (HMO's) to choose from.
The benefit amount varies per bargaining unit.
The City has a medical insurance benefit program which provides either payment towards the premium for the employee and eligible dependents, or cash payment if you and your dependent(s) already have health benefits.
Evidence of major medical health insurance coverage is required for those employees who receive the cash payment.
Dental Insurance Dental Insurance is provided to employees and eligible dependents through The Standard covering 100% of Preventive; 90% of Basic; and 60% of Major with a minimal deductible.
The plan includes a Max Builder option rewarding insured employees and their dependents who use only a portion of their annual dental benefit maximum.
The benefit amount varies per bargaining unit.
Vision Insurance Vision Insurance is available to employees and eligible dependents.
Coverage is through VSP and covers an annual Well Vision exam and an allowance towards prescription glasses.
The benefit amount varies per bargaining unit.
Life Insurance and AD&D Coverage All employees working a minimum of thirty two (32) hours per week are eligible for Life and Accidental Death & Dismemberment (AD&D) coverage.
Supplemental life, spousal and dependent child options are also available.
The benefit amount varies per bargaining unit.
Short-Term & Long-Term Disability All employees working a minimum of thirty two (32) hours per week, excluding Sworn Police and Fire shall participate in the short-term and long-term disability plan with coverage up to 66 2/3% of salary.
Sworn Police and Fire are covered through their respective bargaining unit.
Flexible Spending Accounts (FSA) The City offers a flexible spending account option for Dependent Care and Health Care Expenses.
With these plans, employees can choose to place a portion of their earnings into a personal reimbursement account on a pre-tax basis.
Doing so lowers employees' taxable income for the year and allows them to pay for their qualified dependent care and eligible health care expenses with pre-tax dollars.
Employee Assistance Program The City provides an Employee Assistance Program (EAP) through Managed Health Network (MHN) for all full and part time employees and their eligible dependents.
The confidential EAP program can refer employees to professional counselors and services that can help resolve emotional health, family and work-life issues, or provide help with childcare and eldercare assistance, financial and legal services, identity theft recovery services and daily living services.
Wellness Program Offered to help employees gain knowledge, skills and motivation to improve the quality of their lives and well-being.
The City's Wellness Program includes ergonomic evaluations, flu shots, MHN trainings, and Wellness Workshops during lunch and after work.
Access to the Paul Nelson Aquatics Center for employee and immediate family members.
Access to the Weight room at the Abel Maldonado Community Youth Center for employee and immediate family members.
Access to employee discounts and special offers on travel, entertainment, shopping, dining and services.
Mentorship Program This professional development program of mentoring and job shadowing provides mentees with an opportunity to be mentored by experienced staff with the objective of developing specific skills and knowledge that will enhance the participants' leadership skills and promote professional growth.
Succession Planning The academies are offered to all employees including those that are not yet in a supervisory role, but are interested in becoming leaders within the organization as well as our executive management team who have an interest in honing their skills and helping to prepare our future leaders.
In addition to multiple leadership academies, the City offers quarterly Speaker Series, a corporate Toastmasters club available for City employees, site tours of various departments, and more.
Deferred Compensation Employees may participate in the City's 457 Deferred Compensation Plan sponsored by either Empower or CalPERS Supplemental Income.
The plan enables employees to save salary and earn interest on a tax-deferred basis.
A City match is available based upon representation.
The City also provides an IRS approved 401(a) plan sponsored by Empower for managers represented by Non-Represented Full-Time Management & Confidential (NMAC).
Post Employment Health Plan (PEHP) Based upon your bargaining unit the City may participate in a PEHP plan that will provide reimbursement for out-of-pocket cost of qualified medical expenses such as prescription drugs, doctor co-pays, eyeglasses and cover the reimbursement of medical insurance premiums upon separation or retirement.
Holidays The City offers seven (7) paid holidays per year.
In addition, based upon your bargaining unit a bank of floating holiday hours is available to be used at the employee's discretion.
Vacation The City initially offers two weeks of paid vacation per calendar year for all full time employees.
Accrual rates increase thereafter based upon your bargaining unit.
Sick Leave Sick leave shall accrue a rate of eight hours for each month of continuous service, or approximately two weeks per year for all full time employees.
Employees may use up to half of their annually accrued sick leave for family illness and up to five days (40 hours) per calendar year for bereavement leave.
Management Leave Management level employees may receive a prorated amount of management leave time each new calendar year.
Educational Incentive Program In addition to regular pay when education is in addition to the regular requirements of the job specifications and is work related.
Tuition Reimbursement Based on your bargaining unit, you may be reimbursed for tuition and book costs of approved job related courses.
The maximum amount of tuition reimbursement in any calendar year will vary based upon your bargaining unit.
Auto Allowance Management level employees may receive auto allowance based upon the need of the position.
Telephone/PDA Stipend Management level employees may receive a telephone and/or PDA stipend based upon the need of the position.
Bilingual Pay Bilingual pay is provided to employees who are required by their department head to use both English and Spanish in communicating with the public while performing the duties of his/her position and who demonstrate appropriate skills in both speaking and understanding the Spanish language shall receive compensation.
The benefit amount varies per bargaining unit.
.
Estimated Salary: $20 to $28 per hour based on qualifications.
October 17, 2023 CLOSE:
November 6, 2023 (8:
00 AM) The City of Santa Maria - Recreation and Parks Department invites applications for the position of City Ranger (Park Services Officer job class).
City Rangers patrol City parks, plazas, special district landscape zones, multi-purpose trails and public facilities including the Transit Center, Public Library and public parking structures and lots.
IMPORTANT:
The existing vacancy is in the Park Services Officer - II appointment level and is limited-term.
This position is grant-funded and authorized under Resolution 2023-09 for work under the Tobacco Grant Program.
This position's funding and authorization will end on June 30, 2026.
in addition to the limited-term vacancy, this recruitment may be used to fill future vacancies at either the Park Services Officer - I or Park Services Officer - II level.
Offers for employment will depend on qualifications and experience at the time of placement.
The selected candidate(s) will be required to undergo an in-depth background investigation similar to law enforcement officers.
This may include pre-employment background investigation, Department of Justice fingerprint check, physical exam, psychological exam, and polygraph.
WHAT WE ARE LOOKING FOR:
The ideal candidate exhibits the following qualities:
Team Player Customer Oriented Experience in monitoring and enforcing rules Communication Skills Motivated Detailed Orientated Problem Solver REQUIRED SUBMITTAL:
Cover Letter highlighting interest in the position DUTIES THE POSITION:
This is a Peace Officer position (PC 832 or above).
The City Ranger is the entry-level full-time classification in the City Ranger (Park Services Officer classification) program.
The incumbent must exercise independent judgment effectively; patrol and perform enforcement duties with minimal oversight; may perform limited semi-skilled duties; and the incumbent may supervise, train and assign the work of other City Ranger Officer(s).
WHAT WE DO:
The City Rangers enforce applicable City ordinances, government codes, and state laws relating to the use of parks and public facilities within the city limits, and City owned properties outside city limits.
In addition to law enforcement, City Rangers perform important safety and service functions.
This position conducts limited safety inspections at patrol locations, documents deficiencies, communicates necessary follow-up tasks to designated staff, and takes action in the field to make temporary safety modifications as needed.
City Rangers perform regular community outreach by educating the public about the park system and its rules in addition to participating in public presentations and outreach events.
City Rangers are trained and assigned to use a variety of vehicles and equipment to include patrol vehicles, bicycles, ATVs, chainsaws and personal protective equipment.
In addition to the above, City Rangers are trained in and expected to perform other duties as assigned.
DETAILED
Job Description:
City Ranger (Park Services Officer II job class) Park Services Officer - I:
$ 1,754.
06 - $2,132.
07 (bi-weekly salary range) Park Services Officer - II - $2,128.
37 - $2,587.
05 (bi-weekly salary range) Certificates:
PC 830/832 course certified by POST required upon hire; American Red Cross certification in first aid, CPR/AED and Water Safety certification upon hire or within 90 days of employment.
MINIMUM QUALIFICATIONS Ideally, two years of work experience in security operations, law enforcement and/or high public contact positions; and Graduation from high school with one year of college level courses.
An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above.
Enrollment in or completion of a Peace Officer Standardized Training (POST) program is highly desirable.
Current technical/professional knowledge of complex principles, methods, standards and techniques associated with the scope of work of a recognized profession, such as:
General law enforcement, and codes, ordinances, rules and regulations related to public use of parks and facilities.
Rules of evidence, laws relating to search and seizure, arrest and control techniques, and applicable state and local laws.
Sound patrol techniques for parks, facilities, and open spaces.
Effective techniques for dealing with individuals of various ages and from various ethnic, cultural and socioeconomic groups.
Materials, equipment and tools used in the maintenance and operation of grounds, buildings, and open spaces.
First aid and safety.
Basic budget and record keeping methods.
Effective verbal and interpersonal communication skills.
Microsoft Office Suite (or equivalent).
Use computer and other office equipment effectively.
Licenses and/or certifications associated with the assignment, such as:
PC 830/832 course certified by POST required upon hire.
American Red Cross certification in first aid, CPR/AED and Water Safety certification upon hire or within 90 days of employment DESIRED CORE COMPETENCIES:
Individual Contributor:
Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see the full definition Individual Contributor Competencies):
Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort.
Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents.
They go out of their way to anticipate needs.
Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded.
Communicativeness - Effective performers recognize the essential value of continuous information exchange and the competitive advantage it brings.
They actively seek information from a variety of sources and disseminate it in a variety of ways.
They use modern technologies to access and circulate information, even across great distances.
They take responsibility for ensuring that their people have the current and accurate information needed for success.
Initiative - Effective performers are proactive and take action without being prompted.
They do not wait to be told what to do or when to do it.
They see a need, take responsibility, and act on it.
They make things happen.
Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation.
Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.
g.
, finance, public works, planning, information technology, human resources, etc.
), and remain current in their area of expertise.
Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment.
Learning Agility - Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively.
Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role.
They have stamina and endurance to maintain a fast pace.
SELECTION PROCESS In addition to your completed application, a cover letter is required as part of the application process.
If a cover letter is not attached, your application will be considered incomplete.
The most qualified candidates will be selected to appear before a panel for an oral interview that may also include a written exercise.
Those applicants invited to interview will be notified electronically at the e-mail address provided by each candidate through the application process.
Therefore, it is the applicant's responsibility to provide an accurate email address and to allow their inbox to receive emails in regard to this recruitment.
A tentative oral interview date has been scheduled for TBD.
The oral panel will recommend the most qualified candidates to Eligibility List from where the new City Ranger may be selected.
The Eligibility List will be established for future vacancies.
If you have further job-related questions, please contact staff in the HR Division at 805-925-0951 x2203.
If you are experiencing any technical (computer related) difficulties, please call the NEOGOV help line for technical assistance at 1-855-524-5627.
The following benefits vary by bargaining unit.
For full benefit information please refer to the Memorandum of Understanding or compensation resolution available at http:
//www.
cityofsantamaria.
org/city-government/departments/human-resources-employment/salary-group-agreements.
Retirement The City of Santa Maria is a member of the California Public Employees' Retirement System (CalPERS).
Your benefit factor is determined by the retirement formula, age, service credit and final compensation.
Based upon your bargaining unit and hire date the benefit factor will vary.
Health Insurance Medical Insurance is provided to employees and eligible dependents through the California Public Employees' Retirement System (CalPERS).
There are four Preferred Provider Organizations (PPO's) and three Health Maintenance Organizations (HMO's) to choose from.
The benefit amount varies per bargaining unit.
The City has a medical insurance benefit program which provides either payment towards the premium for the employee and eligible dependents, or cash payment if you and your dependent(s) already have health benefits.
Evidence of major medical health insurance coverage is required for those employees who receive the cash payment.
Dental Insurance Dental Insurance is provided to employees and eligible dependents through The Standard covering 100% of Preventive; 90% of Basic; and 60% of Major with a minimal deductible.
The plan includes a Max Builder option rewarding insured employees and their dependents who use only a portion of their annual dental benefit maximum.
The benefit amount varies per bargaining unit.
Vision Insurance Vision Insurance is available to employees and eligible dependents.
Coverage is through VSP and covers an annual Well Vision exam and an allowance towards prescription glasses.
The benefit amount varies per bargaining unit.
Life Insurance and AD&D Coverage All employees working a minimum of thirty two (32) hours per week are eligible for Life and Accidental Death & Dismemberment (AD&D) coverage.
Supplemental life, spousal and dependent child options are also available.
The benefit amount varies per bargaining unit.
Short-Term & Long-Term Disability All employees working a minimum of thirty two (32) hours per week, excluding Sworn Police and Fire shall participate in the short-term and long-term disability plan with coverage up to 66 2/3% of salary.
Sworn Police and Fire are covered through their respective bargaining unit.
Flexible Spending Accounts (FSA) The City offers a flexible spending account option for Dependent Care and Health Care Expenses.
With these plans, employees can choose to place a portion of their earnings into a personal reimbursement account on a pre-tax basis.
Doing so lowers employees' taxable income for the year and allows them to pay for their qualified dependent care and eligible health care expenses with pre-tax dollars.
Employee Assistance Program The City provides an Employee Assistance Program (EAP) through Managed Health Network (MHN) for all full and part time employees and their eligible dependents.
The confidential EAP program can refer employees to professional counselors and services that can help resolve emotional health, family and work-life issues, or provide help with childcare and eldercare assistance, financial and legal services, identity theft recovery services and daily living services.
Wellness Program Offered to help employees gain knowledge, skills and motivation to improve the quality of their lives and well-being.
The City's Wellness Program includes ergonomic evaluations, flu shots, MHN trainings, and Wellness Workshops during lunch and after work.
Access to the Paul Nelson Aquatics Center for employee and immediate family members.
Access to the Weight room at the Abel Maldonado Community Youth Center for employee and immediate family members.
Access to employee discounts and special offers on travel, entertainment, shopping, dining and services.
Mentorship Program This professional development program of mentoring and job shadowing provides mentees with an opportunity to be mentored by experienced staff with the objective of developing specific skills and knowledge that will enhance the participants' leadership skills and promote professional growth.
Succession Planning The academies are offered to all employees including those that are not yet in a supervisory role, but are interested in becoming leaders within the organization as well as our executive management team who have an interest in honing their skills and helping to prepare our future leaders.
In addition to multiple leadership academies, the City offers quarterly Speaker Series, a corporate Toastmasters club available for City employees, site tours of various departments, and more.
Deferred Compensation Employees may participate in the City's 457 Deferred Compensation Plan sponsored by either Empower or CalPERS Supplemental Income.
The plan enables employees to save salary and earn interest on a tax-deferred basis.
A City match is available based upon representation.
The City also provides an IRS approved 401(a) plan sponsored by Empower for managers represented by Non-Represented Full-Time Management & Confidential (NMAC).
Post Employment Health Plan (PEHP) Based upon your bargaining unit the City may participate in a PEHP plan that will provide reimbursement for out-of-pocket cost of qualified medical expenses such as prescription drugs, doctor co-pays, eyeglasses and cover the reimbursement of medical insurance premiums upon separation or retirement.
Holidays The City offers seven (7) paid holidays per year.
In addition, based upon your bargaining unit a bank of floating holiday hours is available to be used at the employee's discretion.
Vacation The City initially offers two weeks of paid vacation per calendar year for all full time employees.
Accrual rates increase thereafter based upon your bargaining unit.
Sick Leave Sick leave shall accrue a rate of eight hours for each month of continuous service, or approximately two weeks per year for all full time employees.
Employees may use up to half of their annually accrued sick leave for family illness and up to five days (40 hours) per calendar year for bereavement leave.
Management Leave Management level employees may receive a prorated amount of management leave time each new calendar year.
Educational Incentive Program In addition to regular pay when education is in addition to the regular requirements of the job specifications and is work related.
Tuition Reimbursement Based on your bargaining unit, you may be reimbursed for tuition and book costs of approved job related courses.
The maximum amount of tuition reimbursement in any calendar year will vary based upon your bargaining unit.
Auto Allowance Management level employees may receive auto allowance based upon the need of the position.
Telephone/PDA Stipend Management level employees may receive a telephone and/or PDA stipend based upon the need of the position.
Bilingual Pay Bilingual pay is provided to employees who are required by their department head to use both English and Spanish in communicating with the public while performing the duties of his/her position and who demonstrate appropriate skills in both speaking and understanding the Spanish language shall receive compensation.
The benefit amount varies per bargaining unit.
.
Estimated Salary: $20 to $28 per hour based on qualifications.
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