PARKING / TRAFFIC CONTROL SUPERVISOR

Description

The IDEAL CANDIDATE will have experience in Parking, Code or Traffic enforcement and two years of supervisory experience in a law/code enforcement environment.

Under general direction, oversees the parking control and traffic control program; supervises traffic and clerical staff; reviews complaints from the general public regarding traffic and parking issues and resolves; transcribes and logs traffic collisions; and maintains recordkeeping system.

Examples of Essential Duties

Oversees and directs the parking control program; supervises traffic and clerical staff; hires and trains new staff members; investigates personnel complaints and recommends actions; recommends termination, as appropriate; reviews complaints on parking citations as required by the State; handles complaints from the general public regarding traffic and parking issues and takes steps to resolve; oversees hearing process to contest citations; handles administrative aspects of citation processing and court review; transcribes and logs traffic collisions; maintains record keeping system; provides for traffic control at accident scenes; assigns staff to establish traffic control markings and to direct traffic; ensures the safety of motorists around traffic accidents; evaluates employees performance and takes disciplinary actions as needed; makes daily checks and determines compliance with current policies, procedures, and safety standards; checks signage and markings within the City for legal posting or ticket verification; completes and distributes monthly statistics for the Traffic Bureau; meets with staff on Traffic Bureau related issues; generates schedules for traffic personnel; schedules replacement of all personnel unable to perform their assigned duties; maintains daily work records and keeps daily time records for submission to payroll; and performs related duties and responsibilities as assigned.

The preceding duties have been provided as examples of the essential types of work performed by positions within this job classification. The City, at its discretion, may add, modify, change or rescind work assignments as needed.

Minimum Qualifications

Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities to successfully perform in the position is qualifying. A typical combination includes:

Knowledge of: City municipal codes, California vehicle code, local ordinances related to parking and traffic, transportation traffic manuals, police radio codes; recordkeeping procedures; supervisory policies and procedures; personal computers and standard business software.

Ability to: Read and interpret codes and schedules; use personal computer; supervise, create, prioritize and maintain working schedules; communicate effectively with others both verbally and in writing; establish and maintain effective working relationships with those contacted in the course of work.

Education: High school diploma or equivalent.

Experience: Two (2) years supervisory experience preferred.

License: Possession of a valid California driver's license by time of appointment.

Shift Assignment: Must be available to work all assigned shifts, including evenings, weekends and holidays.

Background Investigation: Must successfully pass a comprehensive background investigation including a polygraph.

APPLICATION AND SELECTION PROCEDURE

• An official on-line application must be completed in its entirety. Incomplete applications will not be accepted.
• Applications must be received on-line by the closing date and time. Late applications will not be accepted.
• Applicants best meeting the needs of the department will be invited to participate in the examination process which may include a written, and/or oral board exam.
• The oral exam, weighted 100% of the total score, will determine the ranking on an employment eligible list from which hires may be made. The employment eligible list is valid for up to one year, unless exhausted sooner.
• Candidates considered for hire must undergo a comprehensive background investigation, which includes (but is not limited to) LiveScan fingerprinting, polygraph exam, credit check, reference/employer checks, DOJ and FBI checks, etc.
• Upon a conditional offer of employment, a pre-placement medical evaluation and drug screening must be completed with acceptable results.
• Upon hire, employee is subject to further reporting from DOJ via subsequent arrest notification.
• IMPORTANT: In-house candidates who did not apply by the closing date of the promotional recruitment may apply to the "open" recruitment, if applicable. However, they will compete based on the standards established for the "open" recruitment and if successful, will place on the "open" eligible list.

Our primary means of communication with applicants/candidates is sent via email; therefore, please include a valid email address on your application.

Supplemental Information

Work involves exposure to potential physical harm. There is frequent need to stand, reach overhead, sit, stoop, walk, work in confined spaces, and perform other similar actions during the course of the workday. Must be able to work any shift including weekends and holidays. Employee accommodations for physical or mental disabilities will be considered on a case-by-case basis.

COMMON DISQUALIFIERS - Civilian

Please review the following common disqualifiers. If any items listed pertain to you, you will be automatically disqualified in the background investigation. You may, at this time want to screen yourself and withdraw prior to starting the recruitment process.

Illegal use or possession of drugs
The following examples of illegal drug use or possession will be considered automatic disqualifiers for applicants, with no exceptions:

• Any adult use or possession of a drug classified as a hallucinogenic within three years prior to application for employment.
• Any other illegal adult use or possession of a drug not mentioned above (including cocaine) within three years prior to application for employment.
• Any illegal adult use or possession of a drug while employed in any law enforcement capacity, military police, or as a student enrolled in college accredited courses related to the criminal justice field.
• Any adult manufacture or cultivation of a drug or illegal substance.
• Failure to divulge to the Department any information about personal illegal use or possession of drugs.
• Any drug test of the applicant, during the course of the hiring process, where illegal drugs are detected.
• The following examples of illegal drug use or possession will be considered in relationship to the overall background of that individual and may result in disqualification:
  • Any illegal use or possession of a drug as a juvenile.
  • Any illegal adult use or possession of a drug that does not meet the criteria of the automatic disqualifiers specified above (e.g., cocaine use longer than three years.)
  • Any illegal or unauthorized use of prescription medications.

Motor Vehicle Operations

• Receipt of three or more moving violations (or any single violation of a potential life threatening violation, such as reckless driving, speed contest, suspect of a pursuit, etc.) within three years prior to application. Moving violations for which there is a factual finding of innocence shall not be included.
• Involvement as a driver in two or more chargeable (at fault) collisions within three years prior to date of application.
• A conviction for driving under the influence of alcohol and/or drugs within three years prior to application or any two convictions for driving under the influence of alcohol and/or drugs.

Arrests

• Conviction of any criminal offense classified as a misdemeanor under Californialaw within three years prior to application.
• Conviction for two or more misdemeanor offenses under California law as an adult.
• Conviction of any offense classified as a misdemeanor under California law while employed as a peace officer (including military police officers.)
• Admission(s) of having committed any act amounting to a felony (including felony-misdemeanor offenses) under California law, as an adult, within five years prior to application or while employed as a peace officer (including military police officers.)
• Admission(s) of administrative conviction of any act while employed as a peace officer (including military police officers) involving lying, falsification of any official report or document, or theft.
• Admission(s) of any act of domestic violence as defined by law, committed as an adult.
• Admission(s) of any criminal act, whether misdemeanor or felony, committed against children including but not limited to: molesting or annoying children, child abduction, child abuse, lewd and lascivious acts with a child, or indecent exposure. Acts of consensual unlawful intercourse accomplished between two minors shall not be included, unless more than four years difference in age existed at the time of the acts.
• Having any outstanding warrant of arrest at time of application.
• Conviction of a felony under Federal or California Law.

Integrity

• Any material misstatement of fact or significant admission/omission during the application or background process may be disqualifying, including inconsistent statements made during the initial background interview (Personal History Statement or Supplemental Questionnaire) or polygraph examination or discrepancies between this background investigation and other investigations conducted by other law enforcement agencies.
• Any forgery, alteration, or intentional omission of material facts on an official employment application document or sustained episodes of academic cheating.

Tattoos

• Employees shall not visibly display markings on the following body parts/areas:
  • Head, neck, ears, mouth, scalp, face, hands (exception: wedding band tattoo on ring finger)
• Markings detrimental to good order are prohibited from visibility. Inappropriate markings are not permitted to be visible including but not limited to, imagery depicting racial, sexual, discriminatory, gang related, violence, obscene language or any offensive, demeaning to persons of ordinary sensibilities or considered racist or sexist.
• Markings are prohibited from being displayed during the following:
  • court testimony, depositions, school presentations, formal community meetings, funerals
• This policy also does not apply to Police Recruits while they are attending a Police Academy or participating in Academy sponsored functions. The policy will apply to Police Recruits while they are performing any official duty, in uniform, outside of the Police Academy.

Body Art

• Body piercing or alteration to any area of the body visible in any authorized uniform or attire that is a deviation from normal anatomical features and which is not medically required is prohibited. Such body alteration includes, but is not limited to:
  • Tongue splitting or piercing.
  • The complete or transdermal implantation of any material other than hair replacement.
  • Abnormal shaping of the ears, eyes, nose or teeth.
  • Branding or scarification.

Work Traits

• Having been disciplined by any employer (including military) as an adult for abuse of leave, gross insubordination, dereliction of duty , or persistent failure to follow established policies and regulations.
• Having been involuntarily dismissed (for any reason other than layoff) from two or more employers as an adult.
• Having held more than seven paid positions with different employers within the past four years, or more than 15 paid positions with different employers in the past ten years (excluding military). Students who attend school away from their permanent legal residence may be excused from this requirement.
• Having current financial obligations for which legal judgments have not been satisfied, currently having wages garnished, or any other history of financial instability.
• Uttering any epithet derogatory of another person's race, religion, gender, national origin or sexual orientation.
• Having been disciplined by any employer as an adult for fighting in the workplace.
  

The City of Huntington Beach offers a comprehensive benefit package to Huntington Beach Municipal Teamsters (formerly MEA) members, including:

The SALARY RANGE is composed of seven steps. Merit step increases are based on satisfactory performance.

PROMOTIONS within the City are based upon the merit system principles emphasizing individual ability and utilizing competitive examinations.

TWELVE PAID HOLIDAYS provided per year.

GENERAL LEAVE with pay of 176 hours is granted to regular full-time employees. After four years' service additional general leave hours are earned, up to 256 hours after fifteen years' service.

EDUCATIONAL INCENTIVE PLANS are available for eligible employees to develop their knowledge and abilities.

GROUP INSURANCE PROGRAMS are available to eligible City employees. These programs include medical, dental, vision, long-term disability, life and accidental death and dismemberment insurances.

FLEXIBLE SPENDING ACCOUNTS are available where employees use pre-tax salary to pay for regular child care, adult dependent care and/or medical expenses.

RETIREMENT BENEFITS are provided by the California Public Employee's Retirement System. Every regular employee becomes a member immediately upon employment. Effective January 1, 2013, the Public Employees' Pension Reform Act will apply to new members of CalPERS. A new member is defined as a new hire who is brought into CalPERS membership for the first time on or after 1/1/13 and has no prior membership in a California public retirement system; is not eligible for reciprocity with another California public retirement system; or is rehired by a different CalPERS employer after a break in service of greater than six (6) months. All employees hired on or after January 1, 2013 will be subject to CalPERS membership review for applicability of PEPRA. Employees enrolled in CalPERS prior to January 1, 2013 are considered classic members.

The benefit formula, final compensation period, and member contribution rate is as represented below:

Classic Miscellaneous Members:
Benefit Formula Miscellaneous 2.5% at age 55
Final Compensation Period 1-year Final Compensation
Member Contribution Rate 9.0% of Reportable Compensation

New Miscellaneous Members under PEPRA:
Benefit Formula Miscellaneous 2% at age 62
Final Compensation Period 3-year Final Compensation
Member Contribution Rate 8.25% of Reportable Compensation (eff. 7/1/23)

DEFERRED COMPENSATION: Two voluntary deferred compensation 457 plans are available.

CREDIT UNION membership is available to all City employees and provides access to low interest loans.

FLEXIBLE WORK SCHEDULES: Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4/10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City Manager approval.

An Agency Shop Agreement exists between the City of Huntington Beach and the Huntington Beach Municipal Teamsters (HBMT). As a result, employees in classifications represented by the HBMT are required, no later than 30 days after commencing employment, to either opt out or become a dues paying HBMT member. All dues are collected via payroll deduction and distributed directly to HBMT for processing.

NOTE: The provisions of this bulletin do not constitute a contract expressed or implied, and any provisions contained herein may be modified or revoked without notice.

For a more detailed overview of the benefits, review the Memorandum of Understanding and Side Letters at: MEMORANDA OF UNDERSTANDINGS Click on the links under "Huntington Beach Municipal Teamsters" or "Municipal Employees' Association".

Closing Date/Time: 10/17/2024 5:00 PM Pacific

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• City of Huntington Beach

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