Police Records Technician

Overview

• Title: 310 - Police Records Technician
• Organization: Police:
  Administration
• Department: Police Administration
• Location: Police
• Rate of Pay: 13.00

The purpose of the Police Records Technician is to perform clerical duties for the police department administration. The Police Records Technician is responsible for processing reports, entering data, conducting record checks, assisting customers, answering phones, and other clerical duties. The class works according to set procedures under direct supervision.

• Citizen Value
• Ethical Practice
• Critical Thinking
• Time Management
• Problem Solving
• Communication
• Relationship Management

• Picks-up, processes, and copies police, accident, and other reports.
• Enters data and organizes information from reports and other documents into computer.
• Prepares log-in books for reports for officer use.
• Assists customers with needed information, copies of reports or other materials over the phone in person.
• Requires serving others such as customers; attends to their requests and exchanging information with them.
• Conducts criminal history checks subpoenas.
• Performs related tasks as necessary.

High school graduation or GED plus two years of experience.

Valid Texas Driver’s License

Average judgment; must recognize and resolve problems such as bad grammar, type of procedure to apply, where to refer call or correspondence without specified destination, whether there is a problem/malfunction with a piece of office equipment that needs attention, etc.; may involve freedom in selection of work methods among approved routines, setting of priorities, or sequencing of tasks within established schedules

Greater level of knowledge when applying guidelines and interpretation of available options to non-standard situations; division goals drive priorities

Does not supervise

Does not deal with money.

Direct contact may be infrequent, but may require considerable tact and courtesy when it does occur.

Office job with little or occasional light physical effort, may require brief periods of muscular exertion, such as standing, lifting, moving, pulling, pushing, etc. Ability to exert up to 20lbs. of force occasionally to move objects.

Responsible for use of equipment/property such as office equipment, supplies, etc., which are used in office.

Office job, no adverse conditions.

The City of Brownsville requires all employees to successfully pass a Drug & Alcohol and a physical examination and a Background Check.

The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

The City of Brownsville participates in a generous retirement plan with retirement opportunities available at 5 years of service at age 60 or 20 years of service at any age. The City has an exceptional employee and family medical, dental, life insurance plan and vision plan for employee only with Met Life for those enrolled with health insurance. The City has partnered with Frontier Clinic at zero cost to employee and dependents under the health insurance.

Pet supplemental insurance is offered as an employee contribution only. Employees may also contribute to deferred compensation plans from Equitable and supplemental insurance plans from AFLAC and Colonial Life. Full time employees have the opportunity to accumulate 10 sick days and 15 annual days per year. City of Brownsville offers Parental Leave concurrent with FMLA for qualifying employees. The City offers longevity pay and 100% Tuition Assistance capped at $5,000 yearly.

Additionally, the City of Brownsville observes 14 holidays annually and two (2) floating holidays.

The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.