Patrol Deputy

About the role

To perform a variety of technical and clerical duties related to area of assignment; and to perform other duties as required.

Responsibilities

• Enter data into C-Track to create case records for use by Clark County Detention Center personnel, the District Attorney’s Office, and the court system
• Input data into criminal justice computer systems; create queries and research databases; operate a variety of software packages to produce statistical, informational, and intelligence reports, charts, and graphs
• Take police reports; make referrals to other agencies/departments; compile, type, enter, record, and file a wide variety of records and reports
• Fingerprint applicants; register weapons; perform background checks; enter and track warrants, conduct searches using NCIC computer for detection or confirmation; notify appropriate police personnel as necessary
• Receive, process, and send teletypes
• Enter, update, and clear information pertaining to stolen and recovered merchandise and property; make determination as to release or disposal
• Absorb and assist Department employees and the public in person and by telephone; retrieve information and files; provide general information regarding Department policies, procedures, and regulations
• Provide technical information pertaining to the services and activities of the assigned unit
• Type, word process, and proofread a variety of documents including general correspondence, reports, and memorandum
• Transcribe statements or reports from cassette tapes or dictation onto a computer, input data accurately

Requirements

• Completion of the twelfth grade or General Education Diploma (GED)
• Experience Must possess a valid typing certificate, dated within 1 year, demonstrating a minimum typing speed of 45 net words per minute (after errors).

Qualifications

Employees at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully aware of the operating procedures and policies of the work unit.

Skills

Pertinent Federal, State, and local laws, codes, and regulations
Modern office procedures, methods and computer equipment
Computer systems used in law enforcement agencies including WordPerfect, GroupWise, C-Track, JAILS, DMV, WVS, SCOPE, NCIC, NLETS, NCJIS, RMS and related equipment
Complex principles of record keeping
English usage, spelling, grammar and punctuation
Basic mathematical and statistical principles and terminology

Benefits

Vacation Leave: 120 hours (3 weeks) of vacation leave per year for the first 14 years, accrued at the rate of 4.62 hours per pay period. After 15 years of service, each employee receives 160 hours (4 weeks) accrued at the rate of 6.15 hours per pay period. After 20 years of service, each employee receives 200 hours (5 weeks) accrued at the rate of 7.68 hours per pay period. Accrued vacation leave appears on the employee’s paycheck stub. Employees must be employed 6 months before being eligible to use vacation leave. If an employee leaves the Department before 6 months, s/he does not receive accrued vacation. If an employee leaves the Department after 6 months, s/he will be paid for all accrued vacation leave as of his/her resignation date. As of December 31 of each year for employees with up to 9 years of service, a maximum of 240 vacation hours may be carried over into the new year. Any amount accrued over the maximum will be forfeited. For employees with 10 to 14 years of service, 280 hours may be carried over and for employees with over 15 years of service, 320 hours may be carried over. Sickness Leave: 104 hours of sick leave per year, accrued at the rate of 4 hours per pay period. Accrued sick leave appears on the employee’s paycheck stub. Sick leave may be used as it accrues. Employees must have 10 years of service before being eligible to receive a portion of sick pay when s/he leaves the Department. There is no limit as to the total amount accrued. Bonus Leave: If an employee uses 3 days or less of sick leave, and 5 days or less of bereavement leave each year (the year beginning with the date of hire), she/he will receive 3 shifts of bonus leave. Employees may accumulate a maximum of 72 bonus hours. Bereavement Leave: Employees who are required to be absent from work for bereavement subsequent to the death of an immediate family member may deduct leave from available accrued sick leave hours. Holiday Compensation: Due to varying shifts and days off within the Department, a holiday compensation plan is in place in order to compensate employees who work on a holiday or when a holiday falls on an employee’s day off. An employee who works on a holiday will be compensated at straight time for the shift worked and will earn additional straight time pay or annual leave accrual for the number of hours worked. Employees who are off on a holiday that falls on a regularly scheduled work day will be compensated at straight time for their regularly scheduled work shift. Employees whose RDO falls on a holiday will earn additional straight time pay or annual leave accrual equal to the number of hours in their regularly scheduled shift. Compensation Options: Employees may select the option of pay or vacation leave for holidays twice a year. Changes may be made by June 5th to be effective on the July 4th holiday and by December 5th to be effective on the December 24th holiday. If an initial selection is not made, annual leave will be given. Working Hours: Depending upon the area of assignment, employees work 80 hours bi-weekly; five-day/eight-hour shifts; a nine-hour schedule; four-day/ten-hour shifts; or 12-hour shifts. Shift Differential: Employees will receive an additional 4% pay for working either swing shift or graveyard shift. Overtime Pay: Employees are paid at the rate of one and one half (1 ½) times their gross hourly rate. Employees have the option of receiving pay or compensatory time. Longevity Pay: Upon completion of ten (10) consecutive years of employment, employees will be compensated 5% of their bi-weekly base salary on their 10 year anniversary. An additional 1/2% will be added each year until a maximum of 15% (30 years service) is reached. Spanish Bilingual Pay: Qualified employees may receive Spanish Bilingual Pay, depending upon the level of competency and area of assignment. Uniforms: The Department furnishes all uniforms and equipment for those personnel required to wear uniforms, with the exception of footgear. Mandatory uniforms as determined by the Sheriff, will be provided, maintained and cleaned by the Department. Cadets and Patrol Service Representatives will have a reimbursement option for purchase of soft body armor. (Refer to the PPACE Collective Bargaining Agreement for specific information) Direct Deposit of Paychecks: Direct deposit is available into a checking or savings account at any bank or credit union in the country with a transit number, as long as the employee’s name is on the account. Forms are available in Payroll. Retirement: Employees are covered under the State of Nevada Public Employees Retirement System (PERS) at no cost to them. Employees are vested with 5 years in the retirement system. Taxes: Nevada has no state income tax and employees do not pay social security taxes. Medicare: Employees hired after April 1986 will have 1.45% of their salary deducted for Medicare. This amount is matched by LVMPD. Deferred Compensation: The plan permits employees, on a voluntary basis, to authorize a portion of their salary to be withheld and invested for payment to them at a later date. Neither the deferred amount nor earnings on the investments are subject to current federal and state income taxes. Taxes become payable when the deferred income plus earnings are distributed to the employee. Police Employee Assistance Program (PEAP): This is a counseling and referral service for employees and their families available at no cost to employees. It is set up to help those who are experiencing personal or job-related problems by assisting with referrals and coordinating professional counseling resources. Cancer, Intensive Care, and Flex Plans: The plans are available to employees through AFLAC. For any pre-tax benefits, employees must sign up within 30 days of their date of hire. If employees pre-tax dependent coverage, they may only drop that coverage at the end of the calendar year for the new calendar year, except in the case of a change in family status. Health/Vision/Dental Insurance: Employees and their dependents are covered by Sierra Choice as of the employee’s date of hire. Single coverage for the LVMPD employee for Sierra Choice is available at a cost of $6.82 per month. Family coverage (for the employee and his/her dependents) is $218.58 per month. The cost is subject to change. The Department provides free vision and dental insurance to employees and their dependents. (Refer to the PACE Collective Bargaining Agreement for specific information)