8240 Public Safety Communication Coordinator
|Department||Department of Emergency Management|
|Date Opened||5/15/2020 08:00:00 AM|
|Filing Deadline||6/9/2020 5:00:00 PM|
|Salary||$51.09 - $62.09/hour; $8,855.00 - $10,762.00/month; $106,262.00 - $129,142.00/year|
|Job Type||Permanent PBT|
How To Apply
Minimum Qualification Supplemental Questionnaire (Weight: Qualifying)
Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application. This Minimum Qualification Supplemental Questionnaire is designed to obtain specific information regarding an applicant's experience in relation to the minimum qualifications for this position. Applicants must also complete the official application. It is essential that applicants provide complete information in identifying their education, experience and training. The Minimum Qualification Supplemental Questionnaire will be used to evaluate if the applicant possesses the required minimum qualifications.
Oral/Performance Examination (Weight: 100%)
Candidates who meet the minimum qualifications will be invited to participate in the oral/performance examination. Candidates will be tested in order to determine their relative knowledge, skills and abilities in job-related areas which may include but not be limited to: ability to supervise, lead, prioritize, assign, coordinate, and evaluate the work activities of subordinates; knowledge of procedures used in the operation of a public safety communications center which includes knowledge of relevant rules and regulations; knowledge of public safety policies, procedures and operations which includes knowledge of public safety orders and protocols, organizational structure, and functions of the units of Police, Emergency Medical Services, and Fire departments; knowledge of technical equipment and operational procedures; ability to work under pressure; interpersonal ability; oral communication ability; written communication skills. Candidates must achieve a passing score on the oral/performance examination in order to be ranked on the eligible list. The department may administer additional position-specific selection procedures to make final hiring decisions.
Eligible List/Score Report:
A confidential eligible list of applicant names that have passed the civil service examination process will be created and used for certification purposes only. An examination score report will be established so applicants can view the ranks, final scores, and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from this civil service examination process is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission. Information can be found at: http://www.sfdhr.org/index.aspx?page=20#eligiblelists.
The duration of the eligible list resulting from this examination process will be twelve (12) months, and may be extended with the approval of the Human Resources Director.
Upon approval of the Human Resources Director (see Civil Service Rule 111A.26.5), the eligible list resulting from this announcement may be used by other departments that also use this classification or a similar classification. To find other Departments which use this classification, please visit: http://www.sfdhr.org/Modules/ShowDocument.aspx?documentID=21246. Search that document by title or job code to see which departments use the classification.
The certification rule used for the eligible list resulting from this selection procedure will be the Rule of Three (3) Scores. Additional position-specific selection mechanisms may be conducted by the hiring department prior to making final hiring decisions.
Employment, Character, and Background Investigation:
Prior to appointment, each candidate’s background will be carefully reviewed to determine fitness for employment. Information received from candidates is certified by investigation of records held by the Criminal Justice System and the Department of Motor Vehicles, as well as contact with employers and references listed by the candidate. Reasons for non consideration include, for example, the use of controlled substances, felony convictions, repeated or serious violations of the law, inability to work cooperatively with coworkers, negative financial/credit history or other job-related factors. Criminal history that would preclude access to the California Law Enforcement Telecommunications System (CLETS) is reason for non consideration. Applicants currently on criminal probation in this or any other state will be disqualified. Criminal records will be carefully reviewed; those candidates who do not report their complete criminal history records on their application will be disqualified. Deliberate inaccuracies or omissions will be cause for non consideration.
Candidates are required to undergo a polygraph examination to verify the veracity and accuracy of the information submitted regarding, but not limited to, the use of controlled substances, driving, criminal, and employment history, and other job-related factors. The Department of Emergency Management will not consider individuals who have previously been rejected for hire based upon conditions which are not subject to change such as felony conviction, involvement in the distribution of illegal substances, etc.
A psychological examination is required prior to appointment. The examination consists of a written test and a clinical interview to determine the candidate’s fitness for emergency work.
Prior to appointment, eligible persons must successfully pass a medical examination to determine his/her ability to perform the essential functions of the job.
As a selected candidate for a job, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the job for which you are a selected candidate. If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances, such as:
- Candidates for positions with the Unified School District and the Community College District may be disqualified from consideration should their conviction history not meet the standards established under the California Education Code.
- Candidates for positions with the Recreation and Park Department may be disqualified from consideration should their conviction history not meet the standards established under California Public Resources Code 5164.
Having a conviction history does not automatically preclude you from a job with the City.
If you are a selected candidate, the hiring department will contact you to schedule a fingerprinting appointment.
Disaster Service Workers
All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.
All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, ranging from 7.5%-13.25% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency.