on-call bailiff - Bremerton, United States - City of Bremerton

Description

Salary: $20.00 Hourly

Location : Bremerton, WA

Job Type: REGULAR PART-TIME

Job Number:

Department: Municipal Court

Opening Date: 02/23/2024

Closing Date: Continuous

General Function

This on-call position is responsible for assisting in the orderly and expeditious dispatch of court business by maintaining custody of and coordinating the movement of individual trial jury pools. This position will have substantial contact with all parties in the criminal justice system including defendants, judges, lawyers, corrections staff and the public.
Representative Essential Duties and Responsibilities

(Note - this list is intended only to illustrate the various types of work that may be performed. The omission of specific statements does not exclude them from the position.)

• Assists judge in maintaining order and decorum in the courtroom.
• Keeps order and maintains court and jury facilities.
• Prepares, refreshes and cleans-up jury refreshments; refresh courtroom water pitchers and counsel table supplies; and orders and arranges for jury lunches.
• Assists the court and counsel with impaneling the jury.
• Escorts jury to and from the courtroom; provides personal services to jurors (makes phone calls) during jury deliberations.
• Transmits instructions and exhibits from court to jurors.
• Remains outside jury room until a verdict is reached.
• Works within a highly confidential setting and maintains that level of confidentiality.

Other Duties

• Regular attendance is an essential requirement
• Performs related work as assigned and/or required including attendance at meetings after regular hours

KNOWLEDGE, SKILLS and ABILITIES (Entry Requirements)

Knowledge of:

• Trial court practices
• Law enforcement
• Public hospitality

Skill in:

• Following rules and maintaining order.

Ability to:

• Work on a team with other legal professionals.
• Stand for a long periods of time.
• Effectively communicate with judges, defendants, plaintiffs, jury members, and citizens.
• Work effectively in high stress situations.
• Speak in public and make presentations.

Qualifying Education and Experience (Minimum Requirements)

• Two years' experience working with the public in customer service, office environment, legal, or in the court environment is required.
• Previous law enforcement experience preferred.
• Six months experience working in public hospitality.
• Six months experience working in courts or courtroom processes.
• Must successfully pass background check.

PHYSICAL REQUIREMENTS:

• At least 75% of the work is performed in a courtroom. A degree of physical danger is inherent while working in potentially volatile situations in a courtroom.
• Climbing. Ascending or descending ladders, stairs, scaffolding, ramps, poles and the like, using feet and legs and/or hands and arms. Body agility is emphasized. This factor is important if the amount and kind of climbing required exceeds that required for ordinary locomotion.
• Balancing. Maintaining body equilibrium to prevent falling and walking, standing or crouching on narrow, slippery, or erratically moving surfaces. This factor is important if the amount of balancing exceeds that needed for ordinary locomotion and maintenance of body equilibrium.
• Stooping. Bending body downward and forward by bending spine at the waist. This factor is important if it occurs to a considerable degree and requires full motion of the lower extremities and back muscles.
• Kneeling. Bending legs at knee to come to a rest on knee or knees.
• Crouching. Bending the body downward and forward by bending leg and spine.
• Crawling. Moving about on hands and knees or hands and feet.
• Reaching. Extending hand(s) and arm(s) in any direction.
• Standing. Particularly for sustained periods of time.
• Walking. Moving about on foot to accomplish tasks, particularly for long distances or moving from one work site to another.
• Pushing. Using upper extremities to press against something with steady force in order to thrust forward, downward or outward.
• Pulling. Using upper extremities to exert force in order to draw, haul or tug objects in a sustained motion.
• Lifting. Raising objects from a lower to a higher position or moving objects horizontally from position-to-position. This factor is important if it occurs to a considerable degree and requires substantial use of upper extremities and back muscles.
• Fingering. Picking, pinching, typing or otherwise working, primarily with fingers rather than with the whole hand as in handling.
• Grasping. Applying pressure to an object with the fingers and palm.
• Feeling. Perceiving attributes of objects, such as size, shape, temperature or texture by touching with skin, particularly that of fingertips.
• Talking. Expressing or exchanging ideas by means of the spoken word. Those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly.
• Hearing. Perceiving the nature of sounds at normal speaking levels with or without correction. Ability to receive detailed information through oral communication, and to make the discriminations in sound.
• Repetitive motion. Substantial movements (motions) of the wrists, hands, and/or fingers.
• Medium work. Exerting up to 50 pounds of force occasionally, and/or up to 30 pounds of force frequently, and/or up to 10 pounds of force constantly to move objects.
• The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading; visual inspection involving small defects, small parts, and/or operation of machines (including inspection); using measurement devices; and/or assembly or fabrication parts at distances close to the eyes.

WORKING CONDITIONS:

• At least 75% of the work is performed in a courtroom. A degree of physical danger is inherent while working in potentially volatile situations in a courtroom.
• A degree of physical danger is inherent while working in potentially volatile courtroom situations; will occasionally be in environments in which highly-sensitive, graphic and or uncomfortable language, testimony, pictures, evidence and other materials are present; will need to escort jurors to areas in which tobacco use is permissible.
• The worker is subject to environmental conditions. Protection from weather conditions but not necessarily from temperature changes.
• The worker is subject to noise. There is sufficient noise to cause the worker to shout in order to be heard above ambient noise level.

Examination Process and Required Documents

The City of Bremerton is committed to integrating diverse perspectives into our workplace culture and encourages our employees to bring their whole, authentic selves to work. We strive to create a diverse team that allows us to effectively connect to the community we serve.

Applicants can apply on-line at , or application packets may be obtained from the Human Resources Department, Cobweb, or by calling FIRST REVIEW OF APPLICATIONS - MARCH 15TH.

Required Application Materials: City application and personal rsum are required. Incomplete application packets will not be considered. Required application materials must be returned to the Human Resources Office by 5:00 p.m. on the closing date. The City of Bremerton is NOT responsible for errors of any kind with faxed or e-mailed application packets. Original signature is required on paper application forms. It is the responsibility of the applicant to carefully list all pertinent experience and training.

Appraisal of Experience and Education/Training: At this initial review, application packets may be evaluated entirely on the basis of information you provided in the completed City application form. Applicants should include all relevant information on the City application. Applicant's education, training, and experience will be assessed. The passing score is 70%. The top qualifying candidates will be invited to participate further in the examination process. Meeting or exceeding qualifications does not guarantee the applicant will be invited to participate in the oral examination process.

Oral Examination: A panel will evaluate the applicant's training, experience, and ability to perform the job.

Placement on the eligibility list is determined by weighted examination scores as follows:

Appraisal of application packet regarding Experience and Education/Training -
Passing Score 70% - Weight 40%

Oral Examination - Passing Score 70% - Weight 60%

Applicants must achieve a score of 70% or better on each portion of the exam in order to be placed on the hiring list.

Employee Preference: Regular City employees applying for and passing an Open Examination will have seven point five (7.5) percent of their PASSING score added to establish their final score.

Veteran's Preference: Veterans, who have passed an examination, shall be entitled to preference pursuant to Chapter 41.04 RCW.

NOTE TO APPLICANTS WITH DISABILITIES: Applicants with disabilities who will need special accommodation for examination must advise Human Resources no later than one (1) week prior to the scheduled examination so that appropriate arrangements can be made.

LEGAL and REGULATORY EMPLOYMENT CONDITIONS

Fair Labor Standards Act: The classification is non-exempt under the laws of Fair Labor Standards Act minimum wage and overtime provisions.

Representation: The classification is exempt from the bargaining unit pursuant to the Recognition Article of the current labor agreement between the City of Bremerton and the Teamsters Local 589.

Civil Service: The classification is excluded from the City's Civil Service System.

Appointment and Removal Authority: The position is filled by appointment by the Department Head. Removal is by action of the Department Head in conformance with Human Resources Policies.

This classification specification does not constitute an employment agreement between the City and employee. It is subject to change by the City, with the approval of Human Resources, as the needs of the City and requirements change.

Equal Employment Opportunity Statement
It is the policy of the City of Bremerton to offer equal employment opportunity to all individuals. The City of Bremerton will administer all actions with respect to employment practices in compliance with federal, state and local laws, and will not discriminate in any employment practice on the basis of age (40+), sex, race, creed, color, national origin, sexual orientation/gender identity, marital status, military status, or the presence of any physical, mental or sensory disability.

ADA Statement
The City of Bremerton does not discriminate on the basis of disability in programs and activities, which it operates pursuant to the requirements of the Americans with Disabilities Act of 1990, and ADA Amendments Act. This policy extends to both employment and admission to participation in the programs, services and activities of the City of Bremerton. Reasonable accommodation for employees or applicants for employment will be provided.

The City of Bremerton is proud to be an Equal Employment Opportunity Employer committed to a diverse workforce.

Sick Leave Sick leave is accrued at the rate of one (1) hour of paid sick leave for every forty (40) hours you work. You may use this accrued sick leave for the following reasons:

• To care for yourself or a family member (please refer to Human Resources Policy Paid Sick Leave for Part-Time, Temporary and Seasonal Employees for a list of eligible family members).
• When you or a family member is the victim of sexual assault, domestic violence, or stalking.
• In the event our business or your child's school or place of care is closed by a public official for any health-related reason.

The City of Bremerton's accrual year is January 1 st through December 31st . Forty (40) hours of unused, accrued paid sick leave will be carried over to the next year. Accrued, unused leave over forty (40) hours will be forfeited. You may use accrued paid sick leave beginning ninety (90) calendar days after the start of your employment.

Retirement - Some positions may be eligible for membership in the Public Employment Retirement System (PERS). If the position is eligible employees will be required to join.
If you have an account established in PERS prior to October 1, 1977, Plan 1 would apply or after October 1, 1977, Plan 2 or 3 would apply. If you have not already made a plan choice, you have the option of Plan 2 or Plan 3. You have 90 days from your employment date to choose between Plan 2 and Plan 3. If you have not decided within 90 days of employment, you will automatically be enrolled in Plan 2.