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Job Description
Marketing Statement
Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program.
Job Summary
Salary
This is a BART Police Officers' Association (BPOA) represented position.
Step 1: $37.65/hourly to Step 5: $44.00/hourly (BPOA Hourly)
Note: All External candidates will start at Step 1.
Who May Apply
All current BART employees and qualified individuals who are not yet BART employees.
Reports To
Chief of Police
Days Off
Saturday and Sunday
Department
This position is assigned to the Police Support Services Bureau in the Police Department. The BART Police Department is a progressive agency and has been on the forefront - and in some cases the model approach to training in the areas of fair and impartial policing, bias-based policing, crisis intervention, cultural competence training, and de-escalation training. The mission of the BART Police Department is to ensure a safe environment within our transit system, reduce crime through a highly visible police presence, and proactive enforcement of the law, and to promote public confidence by working in partnership with our stakeholders and the communities we serve.
Current Assignment
** This announcement will be used to establish a pool of eligible candidates for vacancies that may occur within the next twelve (12) months. **
The Police Administrative Specialists (PAS) will play a key role in providing staff support to the Police Department assisting with the resolution of problems which may have a significant impact on the overall goals and activities of the department. The incumbents will also be responsible for establishing effective working relationships with others, functioning as a team player, in organizing work to effectively complete varied administrative and financial assignments. The incumbents selected will demonstrate the following criteria beyond the minimum qualifications:- Administrative experience in a law enforcement and/or public safety/security environment
- Customer service experience in a complex environment
- Experience in business computer software applications for data management
- Experience preparing clear and concise administrative reports
- Organization and planning skills
Note that PAS employees may be selected for any of the following assignments:
Evidence: responsible for receiving, processing, storing, purging, and returning evidence and/or property, also assisting with the department body camera program.Equipment/Property: responsible for procuring, storing, issuing, and receiving department equipment and property.Finance/Administration: responsible for expense tracking, accounts payable, accounts receivable, related budgetary duties, and administrative duties.Internal Affairs: responsible for creating and maintaining confidential police records and correspondence, and providing administrative assistance to Internal Affairs personnel (the PAS selected for this assignment will be required to sign a confidentiality agreement);Personnel and Training: responsible for creating and maintaining personnel files, fingerprint checks on applicants and contractors, maintains applicant database, custodian of records, and processing training related expense reports.Records: responsible for processing, maintaining, purging, and releasing police reports in accordance with the California Public Records Act and, also assists with statistical reports and other administrative duties as assigned.Warrants/Subpoenas: responsible for processing, maintaining, and recalling all warrant records and subpoenas, also processes citations.
Selection Process
This position is represented by BART Police Officers Association Employees (BPOA). Applications will be screened to assure that minimum qualifications are met. The selection process for this position may include a presentation, skills/performance demonstration, supplemental questionnaire, written examination, and/or an individual or panel interview. Candidates must pass each phase to move on to the next phase of the selection process.
Note: This position requires that you demonstrate your ability to type accurately at a speed of 35 net words per minute. BART employees who held or are occupying positions at BART which presently require the typing certificate will be exempt from meeting the typing certificate requirement.
Phase 1: Online e-Skills assessment.
Phase 2: Minimum Qualifications: A review of each applicant's employment application to verify possession of the minimum qualifications.
Phase 3: Oral Board Interview: Applicants who meet the minimum qualifications and/or additional screening may be invited to participate in the interview process.
Phase 4: Second Round Oral Board: May include an interview with the Chief of Police or designee(s). Note that the Police Chief may employ the "Rule of 5" recruitment policy for final selection.
Phase 5: Background Investigation (may include a medical exam, psychological, and polygraph exams if applicable)
The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U. S.; pass a pre-employment medical examination which includes a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include an extensive background check and successful completion of a polygraph exam. (Does not apply to current full-time BART Police Department employees unless specific job requires additional evaluations). If you are selected to proceed in the background investigative phase of the process, you will be asked to provide some essential documents.
The following are some of the documents you may be asked to provide naturalization/citizenship papers, birth certificates, school transcripts, proof of selective service (men only), DMV driving history documents, proof of automobile insurance, marriage or divorce certificates (if applicable), and POST certificates (if applicable).
Candidates who are unsuccessful in the selection process can reapply for future job openings at a later date.
Examples of Duties
Performs independent, complex, administrative work in support of the Police Department.
May serve as lead in coordinating the work of clerical support staff on a day-today basis under the direction of the supervisor.
Confirms submission of police incident reports and criminal/traffic reports and follows-up on reports not submitted; reviews police incident reports for accuracy of offense codes.
Processes, reviews and maintains reports and determines which need to be submitted to the Department of Justice (DOJ).
Acts as primary liaison to the Department of Justice and external agencies for request or provision of services.
Uses specialized knowledge to independently respond to inquiries received from the Department of Justice, general public, other government entities, law enforcement agencies and department personnel.
Compiles all information for criminal and investigative reports for the detectives and the District Attorney’s Office in a timely manner.
Organizes and maintains highly confidential files; types correspondence, reports and forms from drafts, notes or briefs.
Proofreads and checks typed and other materials for accuracy, completeness and compliance with departmental policies and regulations.
Inputs information into a confidential on-line computer system; operates standard office equipment.
Maintains Department of Justice Uniform Crime Report and Monthly Arrest and Citation Register as required and processes appropriate paperwork/forms related to services.
Stays abreast of current regulations and codes relating to police record maintenance.
Receives, logs and coordinates subpoena appearances for sworn personnel.
Maintains all warrant and citation records, including issuing warrant notices and collecting and posting cash received, Seals criminal records by court order; purges police records. Maintains and administers the equipment inventory for sworn personnel.
Releases official police records to public or outside agencies in accordance with legal requirements.
Provides information to the public or to District staff that may require the use of judgment and the interpretation of policies, rules or procedures.
Orders supplies, arranges for the repair of equipment, transmits information and keeps reference materials up-to-date.
Maintains departmental staff schedules and attendance records; prepares payroll and related reports.
Care, custody, and control of police evidence, including evidence which presents a biological hazard.
Expense tracking, accounts payable, accounts receivable, and related budgetary duties.
Minimum Qualifications
Education :
Possession of a high school diploma, GED, or recognized equivalent.
Experience :
Four (4) years of (full-time equivalent) verifiable administrative/clerical or office assistant experience. Knowledge or experience working with a budget is desirable. Experience within a law enforcement environment is preferred.
Other Requirements :
Must pass a comprehensive background investigation, which will include fingerprinting and a polygraph interview/evaluation. Must be able to type accurately at a speed of 35 net words per minute. Lift and carry boxes weighing up to 40 pounds with assistance Must be able to work various shifts, weekends, holidays, and overtime. Must possess a valid California driver’s license and have a satisfactory driving record.
Knowledge and Skills
Knowledge of :- Maintaining and securing confidential records and files.
- Principles and practices of administrative/clerical support for the day-to-day operations of a function or department.
- Office management practices and procedures including the operation of standard office equipment.
- Correct English usage, including spelling, grammar, and punctuation.
- Operating a personal computer and applicable business software including not limited to word processing and spreadsheet creation.
Skilled in :- Ensuring the accurate maintenance, confidentiality, and control of records.
- Communicating clearly and concisely, both orally and in writing.
- Exercising sound independent judgment and initiative within established general policy guidelines.
- Identifying problems, providing alternative solutions, projecting consequences of proposed actions and, as directed, implementing recommendations.
- Prioritizing work, meeting critical deadlines and following up assignments with minimal direction.
- Establishing and maintaining effective working relationships with those contacted in the course of duty.
- Researching and summarizing various materials.
- Reading and interpreting rules, policies and procedures.
- Operating standard office equipment including an on-line computer system.
- Maintaining accurate records and files.
- Skill with dealing with difficult people in a customer service environment Must be able to become familiar with Public Records and legal records release in compliance with the Peace Officer Standards and Training requirements and Public Records Act.
Equal Employment Opportunity GroupBox1
The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws.
The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at employment@bart.gov .
Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at www.bart.gov/jobs .
The San Francisco Bay Area Rapid Transit District (BART) prides itself in offering best in class benefits packages to employees of the District. Currently, the following benefits may be available to employees in this job classification.
Highlights- Medical Coverage (or $350/month if opted out)
- Dental Coverage
- Vision Insurance (Basic and Enhanced Plans Available)
- Retirement Plan through the CA Public Employees’ Retirement System (CalPERS)
- 2% @ 55 (Miscellaneous Members - Classic)
- 2% @ 62 (Miscellaneous Members - PEPRA)
- 3% @ 50 (Safety Members - Classic)
- 2.7% @ 57 (Safety Members - PEPRA)
- Reciprocity available for existing members of many other public retirement systems (see BART website and/or CalPERS website for details)
- 6.65% employer contribution up to annual maximum of $1,868.65
- Sworn Officers & Police Dispatchers: No floating holidays or observed holidays, but 6.6% pay differential provided above base pay rate
- Non-Sworn Staff: 9 observed holidays and 4 floating holidays
Closing Date/Time: 1/12/2025 11:59 PM Pacific -
ABOUT THE COMPANY
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BART (Bay Area Rapid Transit)
Show moreThe BART story began in 1946. It began not by governmental fiat, but as a concept gradually evolving at informal gatherings of business and civic leaders on both sides of the San Francisco Bay. Facing a heavy post-war migration to the area and its consequent automobile boom, these people discussed ways of easing the mounting congestion that was clogging the bridges spanning the Bay. In 1947, a joint Army-Navy review Board concluded that another connecting link between San Francisco and Oakland would be needed in the years ahead to prevent intolerable congestion on the Bay Bridge. The link? An underwater tube devoted exclusively to high-speed electric trains.
Since 1911, visionaries had periodically brought up this Jules Verne concept. But now, pressure for a traffic solution increased with the population. In 1951, the State Legislature created the 26-member San Francisco Bay Area Rapid Transit Commission, comprised of representatives from each of the nine counties which touch the Bay. The Commission's charge was to study the Bay Area's long range transportation needs in the context of environmental problems and then recommend the best solution.
The Commission advised, in its final report in 1957, that any transportation plan must be coordinated with the area's total plan for future development. Since no development plan existed, the Commission prepared one itself. The result of their thoroughness is a master plan which did much to bring about coordinated planning in the Bay Area, and which was adopted a decade later by the Association of Bay Area Governments (ABAG).
The BART Concept is Born
The Commission's least-cost solution to traffic tie-ups was to recommend forming a five-county rapid transit district, whose mandate would be to build and operate a high-speed rapid rail network linking major commercial centers with suburban sub-centers.The Commission stated that, "If the Bay Area is to be preserved as a fine place to live and work, a regional rapid transit system is essential to prevent total dependence on automobiles and freeways."
Thus was born the environmental concept underlying BART. Acting on the Commission's recommendations, in 1957, the Legislature formed the San Francisco Bay Area Rapid Transit District, comprising the five counties of Alameda, Contra Costa, Marin, San Francisco and San Mateo. At this time, the District was granted a taxing power of five cents per $100 of assessed valuation. It also had authority to levy property taxes to support a general obligation bond issue, if approved by District voters. The State Legislature lowered the requirement for voter approval from 66 percent to 60 percent.
Between 1957 and 1962, engineering plans were developed for a system that would usher in a new era in rapid transit. Electric trains would run on grade-separated right-of-ways, reaching maximum speeds of 75-80 mph, averaging perhaps 45 mph, including station stops. Advanced transit cars, with sophisticated suspensions, braking and propulsion systems, and luxurious interiors, would be strong competition to "King Car " in the Bay Area. Stations would be pleasant, conveniently located, and striking architectural enhancements to their respective on-line communities.
BART employees in the 1970s.
Hundreds of meetings were held in the District communities to encourage local citizen participation in the development of routes and station locations. By midsummer, 1961, the final plan was submitted to the supervisors of the five District counties for approval. San Mateo County Supervisors were cool to the plan. Citing the high costs of a new system-plus adequate existing service from Southern Pacific commuter trains - they voted to withdraw their county from the District in December 1961.
With the District-wide tax base thus weakened by the withdrawal of San Mateo County, Marin County was forced to withdraw in early 1962 because its marginal tax base could not adequately absorb its share of BART's projected cost. Another important factor in Marin's withdrawal was an engineering controversy over the feasibility of carrying trains across the Golden Gate Bridge.
BART had started with a 16-member governing Board of Directors apportioned on county population size: four from Alameda and San Francisco Counties, three from Contra Costa and San Mateo, and two from Marin. When the District was reduced to three counties, the Board was reduced to 11 members: four from San Francisco and Alameda, and three from Contra Costa. Subsequently, in 1965, the District's enabling legislation was changed to apportion the BART Board with four Directors from each county, thus giving Contra Costa its fourth member on a 12-person Board. Two directors from each county, hence forth, were appointed by the County Board of Supervisors. The other two directors were appointed by committees of mayors of each county (with the exception of the City and County of San Francisco, whose sole mayor made these appointments).
The five-county plan was quickly revised to a three-county plan emphasizing rapid transit between San Francisco and the East Bay cities and suburbs of Contra Costa and Alameda counties. The new plan, elaborately detailed and presented as the "BART Composite Report, " was approved by supervisors of the three counties in July 1962, and placed on the ballot for the following November general election.
The plan required approval of 60 percent of the District's voters. It narrowly passed with a 61.2 percent vote District-wide, much to the surprise of many political experts who were confident it would fail. Indeed, one influential executive was reported to have said: "If I'd known the damn thing would have passed, I'd never have supported it. "
The voters approved a $792 million bond issue to finance a 71.5 mile high-speed transit system, consisting of 33 stations serving 17 communities in the three counties. The proposal also included another needed transit project: rebuilding 3.5 miles of the San Francisco Municipal Railway. The new line would link muni streetcar lines directly with BART and Market Street stations, and four new Muni stations would be built.
The additional cost of the transbay tube -- estimated at $133 million -- was to come from bonds issued by the California Toll Bridge Authority and secured by future Bay Area Bridge revenues. The additional cost of rolling stock, estimated at $71 million, was to be funded primarily from bonds issued against future operating revenues. Thus, the total cost of the system, as of 1962, was projected at $996 million. It would be the largest single public works project ever undertaken in the U.S. by the local citizenry.
After the election, engineers immediately started work on the final system designs, only to be halted by a taxpayer's suit filed against the District a month later. The validity of the bond election, and the legality of the District itself, were challenged. While the court ruled in favor of the District on both counts, six months of litigation cost $12 million in construction delays. This would be the first of many delays from litigation and time-consuming negotiations involving 166 separate agreements reached with on-line cities, counties, and other special districts. The democratic processes of building a new transit system would prove to be major cost factors that, however necessary, were not foreseen.
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