Position Description .us
|CS-214 |1. Position Code |
|REV 3/2001 | |
State of Michigan
Department of Civil Service
Classification and Selection Operations Bureau
Classification Division
Position Description
| |
|This form is to be completed by the person that occupies the position being described and reviewed by the supervisor and appointing authority to ensure its |
|accuracy. It is important that each party sign and date the form. If the position is vacant, the supervisor and appointing authority should complete the form.|
| |
|This form will serve as the official classification document of record for this position. Please take the time to complete this form as accurately as you can |
|since the information in this form is used to determine the proper classification of the position. This page should be filled out by supervisor and/or |
|appointing authority. |
| 2. Name of Incumbent (Last, First, M.I.) | 8. Department/Agency |
| |Michigan State Police |
| 3. Employee Identification Number | 9. Bureau (Institution, Board, or Commission) |
| |Office of Professional Development |
| 4. Civil Service Classification of Position | 10. Division |
|Departmental Analyst 12 |Michigan Commission on Law Enforcement Standards |
| 5. Working Title of Position (What the Agency Titles the Position) | 11. Section |
|Active Violence Mandate Coordinator | |
| |Career Development Section |
| 6. Name and Classification of Immediate Supervisor | 12. Unit |
|Human Resources Manager 14 |Active Violence Mandate Unit |
| 7. Name and Classification of Next Higher-Level Supervisor | 13. Work Location (City and Address)/Hours of Work |
|Hermina Kramp, Deputy Director SAM 16 |927 Centennial Way, Lansing. |
| |Monday-Friday 8 a.m. - 5 p.m. |
| 14. General Summary of Function/Purpose of Position |
|The Michigan Commission on Law Enforcement Standards Act, 1965 PA 203, MCL 28.601 et seq; requires advanced training for a law enforcement response to active |
|violence that “emphasizes coordinated tactical response to rapidly developing incidents” (MCL 28.609e). These incidents are those in which a person uses, or |
|seeks to use, deadly physical force while having unrestricted access to additional victims to commit mass homicide. In addition, MCL 28.609e mandates the |
|Michigan Commission on Law Enforcement Standards (MCOLES) to provide training to all Michigan licensed police officers beginning January 1, 2020. |
|This position is the recognized resource responsible for coordinating complex and specialized training logistics and risk management associated with |
|force-on-force training. The unique nature of force-on-force training demands adherence to strict safety protocols, in combination with an intimate |
|understanding of the specialized, traumatic and dangerous task the training is designed to address. |
|The training coordinator must have a detailed knowledge of how the training curriculum incorporates elements of incident command structure (ICS), legal |
|overview, and force-on-force reality-based scenarios. Coordinating and delivering training under this program will require an individual that possesses |
|experience with law enforcement active violence response techniques and a knowledge of emergency preparedness to include an in-depth knowledge of ICS. |
|Additionally, the training coordinator position provides leadership and accountability for all levels of stakeholders associated with the program. |
|For Civil Service Use Only | |
| | |
| | |
| |
|15. Please describe your assigned duties, percent of time spent performing the duty, and explain what is done to complete the duty. |
| |
|List duties in order of importance from most important to least important. |
|Duty 1 |
|General Summary of Duty 1 % of Time 50 % |
|Serve as the recognized resource to coordinate the delivery and evaluation of the statewide response to active violence advanced training curriculum for law |
|enforcement officers in Michigan. |
|Individual tasks related to the duty. |
|Measure course content for timeliness. |
|Establish and enforce safety protocols for the training environment. |
|Define job tasks and roles for the instructional staff. |
|Identify classroom and scenario locations. |
|Troubleshoot potential safety and program concerns. |
|Manage secure storage of training equipment and track supply inventory. |
|Serve as liaison with host agencies or institutions. |
|Prepare periodic progress reports. |
|Communicate verbally and/or in writing with MCOLES as required. |
|Consider student needs and address concerns as appropriate. |
|Evaluate instructor effectiveness via student feedback and classroom monitoring. |
|Review safety protocols. |
|Identify instructor selection criteria. |
|Assess training effectiveness using Kirkpatrick evaluation model. |
|Recommend training venue location and equipment needs. |
|Duty 2 |
|General Summary of Duty 2 % of Time 20 % |
|Review publications for best practices, and to make policy recommendations for other tasks required to competently respond to incidents of active violence. |
|Individual tasks related to the duty. |
|Analyze potential training and knowledge gaps with the intended training audience. |
|Analyze the context of the training. |
|Establish program timeframes and benchmarks. |
|Identify training methodology and safety protocols. |
|Review the professional literature and explore exemplary programs to identify emerging law enforcement training trends and issues. |
|Remain current with the professional criminal justice and legal research so training standards reflect best practices and recent court precedent. |
|Duty 3 |
|General Summary of Duty 3 % of Time 15 % |
|Organize, facilitate, and coordinate the efforts of contractors and advisory panels for the creation, review, and update of valid training standards |
|Individual tasks related to the duty. |
|Coordinate the activities of work groups and subject matter experts to support and produce logistically achievable project outcomes. |
|Solicit the input of Training Directors and Advisory Groups to assist the MCOLES staff with standards development and implementation issues. |
|Monitor trends in police training technology and remain current on emerging law enforcement developments to ensure the viability of the established standards. |
|Develop instructor evaluation tools and matrix. |
|Review and evaluate instructor skills and make instructor retention recommendations to supervisory staff. |
|Independently facilitate meetings with content specialists and professional advisory groups to identify contemporary best policing practices and determine their|
|relevancy to published in-service standards. |
|Establish and maintain classroom materials and training equipment inventory. |
|Monitor classroom and force-on-force scenario training for safety, instructional quality, and logistical concerns. |
|Duty 4 |
|General Summary of Duty 4 % of Time 10 % |
|Research, develop, implement, and evaluate instructional strategies, and create resource materials for the delivery of law enforcement training on a statewide |
|basis, based on outcome-based learning theory. |
|Individual tasks related to the duty. |
| |
|Research and recommend materials for law enforcement training (e.g., reference and source materials, instructor manuals, facilitator guides, etc.). |
|Make recommendations for updating, or editing curriculum, in accordance with identified new and improved technological tools (software and hardware) for use in |
|curriculum development and presentation of law enforcement training. |
|Consult with subject matter experts and law enforcement training administrators regarding the most effective instructional strategies for delivering law |
|enforcement training. |
|Identify appropriate problem-based learning theories, adult learning strategies and methods, and delivery strategies to enhance the effectiveness of law |
|enforcement training. |
|Review and evaluate on an on-going basis, the instructional aids and techniques used to train law enforcement officers so as to maintain state-of-the-art |
|delivery of training content. |
|Lead and direct training workshops for the training providers to promote outcome-based learning to help standardize delivery models. |
|Make recommendations for updating, or editing training materials, instructor manuals, and facilitator guides and assess their usefulness and legitimacy in the |
|basic training and in-service training environments. |
|Duty 5 |
|General Summary of Duty 5 % of Time 5 % |
|Other Duties |
|Individual tasks related to the duty. |
| |
|Provide recommendations for the design of evaluation instruments and processes for the systematic statewide evaluation of law enforcement training and programs.|
| |
|Provide recommendations regarding basic and advanced training programs based on data analyses (e.g., instructional assessments, tests, student feedback, etc.). |
| |
|Provide recommendations to subject matter experts and training administrators for review and comment regarding training issues of mutual concern. |
| |
|Prepare and make presentations to various task forces, commissions, or committees at the direction of the Section Manager. |
| |
|Analyze requests and provide training materials to law enforcement agencies and their personnel. |
| |
|Independently conduct special research projects, as assigned. |
| |
|Prepare policy information and recommendations for action by the Commission on Law Enforcement Standards and make presentations before the commission to obtain |
|the adoption of the recommendations. |
|Intermittently instruct the curriculum, in part or in whole, in order to maintain training delivery skills and understanding of training and instructor |
|evaluation dynamics. |
|Recommend learning format and type of instruction. |
|Recommend subject matter sequencing and instructional hours. |
| |
| |
| |
| |
|Duty 6 |
|General Summary of Duty 6 % of Time % |
|Individual tasks related to the duty. |
| |
|16. Describe the types of decisions you make independently in your position and tell who and/or what is affected by those decisions. Use additional sheets, if |
|necessary. |
|The person in this position exercises considerable independent judgment in day-to-day procedural decisions and changes that are related to the training |
|curricula, training standards, and training delivery methods for entry level and active duty law enforcement officers. These decisions affect active duty |
|officers (over 18,000), academy training programs (20), individual law enforcement recruits (approximately 800 per year), and those seeking licensure as law |
|enforcement officers in Michigan. |
|Describe the types of decisions that require your supervisor’s review. |
|Major project decisions that require commission action or approval. |
|Decisions with budgetary or financial ramifications for the organization. |
|Decisions requiring new MCOLES policies or procedures. |
|Decisions with political ramifications for the staff or MCOLES. |
|What kind of physical effort do you use to perform your job? What environmental conditions are you physically exposed to on your job? Indicate the amount of |
|time and intensity of each condition. Refer to instructions on page 2. |
| |
|This position is largely administrative in nature and is performed in an office, classroom and. However, the position may occasionally involve arduous physical|
|activity. This may occur when participating in hands-on research regarding the skill areas of law enforcement training, for example, firearms, subject control,|
|first aid, emergency vehicle operations, or physical fitness testing. |
|19. List the names and classification titles of classified employees whom you immediately supervise or oversee on a full-time, on-going basis (if more than ten,|
|list only classification titles and the number of employees in each classifications). |
| NAME CLASS TITLE | NAME CLASS TITLE |
| | |
| | |
|None | |
| | |
|20. My responsibility for the above-listed employees includes the following (check as many as apply): |
| |
|Complete and sign service ratings. Assign work. |
|Provide formal written counseling. Approve work. |
|Approve sick and annual leave requests. Review work. |
|Sign time and attendance report. Provide guidance on work methods. |
|Orally reprimand. Train employees in the work. |
|21. I certify that the above answers are my own and are accurate and complete. |
| Signature | Date |
| | |
NOTE: Make a copy of this form for your records.
|To be filled out by immediate supervisor |
| |
|22. Do you agree with the responses from the employee for items 1 through 18? If not, which items do you disagree with and why. |
| |
|Yes |
|WHAT ARE THE ESSENTIAL DUTIES OF THIS POSITION? |
| |
|Ensure entry-level and active duty law enforcement response to active violence training conforms to established standards in order to maintain validity. |
|Analyze curricula and minimum training standards and make recommendations based on classroom evaluations, subject matter experts, and content specialists. |
|Coordinate the day-today logistics and enforce safety protocols associated with force-on-force training. |
|Review instructor training delivery methods and promote the transfer of knowledge based on adult learning theories. |
|Monitor classroom and scenario conduct to ensure professional standards are being upheld. |
|24. Indicate specifically how the job’s duties and responsibilities have changed since the position was last reviewed. |
| |
|N/A |
|25. What is the function of the work area and how does this position fit into that function? |
|The Career Development Section conducts relevant applied research and development, actively engages in the implementation of law enforcement training curricula |
|and conducts evaluation to ensure that training objectives are achieved and that students attain a minimum level of competency. |
|This position is directly responsible for the coordination and delivery of the statutorily mandate training specified in MCL 28.609e. This position supports the|
|implementation and delivery of curricula and minimum training standards by serving as a resource for the law enforcement training delivery system, continuously |
|collaborating with the entire law enforcement community, and on a random basis participates by instructing portions of the curriculum in order to maintain |
|training proficiency. |
|26. In your opinion, what are the minimum education and experience qualifications needed to perform the essential functions of this position. |
| |
|EDUCATION: |
|The possession of a Bachelor Degree in any discipline. Masters Degree preferred. |
| EXPERIENCE: |
|Minimum of five (5) years of law enforcement experience as a fully empowered, licensed law enforcement officer in Michigan, another state, or federal law |
|enforcement. |
|2 years of law enforcement training experience. |
| knowledge, skills, and abilities: |
|A well-rounded body of law enforcement knowledge and experience are important for effective performance in the position, specifically in the area of law |
|enforcement practices, policies, procedures, and training strategies, including outcome-based learning. The ability to conduct applied research, perform |
|content analysis, identify best practices, organize and synthesize information into the appropriate format, facilitate work groups, write formal reports, and |
|pilot test outcomes to identify and resolve logistical and practical issues are also vital qualities. Essential skills are leadership, communication (oral and |
|written), critical thinking, facilitation, and the ability to function with team members. This position also requires fundamental computer skills (e.g., word |
|processing, spreadsheets, e-mail, and some database applications). |
| CERTIFICATES, LICENSES, REGISTRATIONS: |
|Prior law enforcement license in Michigan, or license or certificate from another state. |
|NOTE: Civil Service approval of this position does not constitute agreement with or acceptance of the desirable qualifications for this position. |
|27. I certify that the information presented in this position description provides a complete and accurate depiction of the duties and responsibilities assigned|
|to this position. |
|Supervisor’s Signature Date |
|To be filled out by appointing authority |
|28. Indicate any exceptions or additions to the statements of the employee(s) or supervisor. |
|29. I certify that the entries on these pages are accurate and complete. |
|Appointing Authority’s Signature Date |
-----------------------
Federal privacy laws and/or state confidentially requirements protect
a portion of this information.
................
................
In order to avoid copyright disputes, this page is only a partial summary.
To fulfill the demand for quickly locating and searching documents.
It is intelligent file search solution for home and business.
Related searches
- position description library
- veterans affairs position description library
- msa position description va
- position description template
- federal government position description library
- position description vs job description
- dod position description library
- federal government position description database
- program manager position description gsa
- gs position description library
- air force position description library
- budget analyst position description opm