Loss Prevention Officer Job at Las Vegas Metropolitan Police Department
Las Vegas Metropolitan Police Department Las Vegas, NV
$51,021 - $75,523 a year
The LVMPD is an EEO employer and maintains a drug-freeworkplace.
Position Description
Definition
Incumbents assess, evaluate, and analyze crime prevention and community policing needs; develop and implement crime prevention and community policing programs to foster community involvement; make public presentations and provide crime prevention training sessions.
Minimum Qualifications/Position-Specific Conditions
Training, Education and Experience
- Two years of responsible public contact in a criminal justice or loss prevention setting; OR possession of an Associate of Arts degree from accredited community college in communications, journalism, education, community relations, loss prevention, criminal justice, or related field.
- Possession of, or ability to obtain, an appropriate, valid Nevada Driver License.
- At least two (2) years experience with the LVMPD.
- Experience planning and coordinating a variety of special events, meetings, and crime prevention programs.
- Experience in public speaking to large and diverse groups.
- Experience in preparing and delivering training curriculum.
- Basic Instructor Development Certification.
- Ability to coordinate and maintain effective working relationships with community organizations; respond to and resolve citizen inquiries and complaints.
- Ability to use social media in a professional environment to educate and inform followers.
- Ability to work independently in the absence of supervision.
- Excellent written and verbal communication skills.
- No record of being sustained on a preventable, at-fault vehicle collision by the Vehicle Collision Board within one year from the date of the first exam. This date is calculated from the date of the collision to the first exam.
Major Discipline
Candidates whose Personnel files include major discipline, based on the purge date, within three years from the date of the first test instrument, will be automatically disqualified. If the major discipline is outside of the three year time period, but has not met the criteria to be purged from the file, it will be reviewed by a Review Panel consisting of a representative from the Office of General Counsel, a representative from the Office of Labor Relations, and one member at the rank of Assistant Sheriff or higher. This Review Panel will also consist of a representative of the PPACE a non-voting member.
If a candidate is adjudicated for major discipline after the first test instrument and prior to certification of the eligibility list, they will not be certified on the list.
If a candidate is adjudicated for major discipline while on a promotional list, they will be removed from the list.
Minor Discipline or Disciplinary Transfer
Candidates whose Personnel files include minor discipline or a disciplinary transfer, based on the purge date, within one year from the date of the first test instrument, will be automatically disqualified. If the minor suspension is outside of the one year time period, but has not met the criteria to be purged from the file, it will be reviewed by the Review Panel identified above.
If a candidate is adjudicated with minor discipline or a disciplinary transfer after the first test instrument and prior to certification of the eligibility list, they will not be certified on the list.
If a candidate is adjudicated for minor discipline or a disciplinary transfer while on an eligibility list, the candidate will be removed from the list if the adjudication is within one year from date of promotional job offer. If the minor discipline or a disciplinary transfer is outside of the one year time period, but has not met the criteria to be purged from the file, it will be reviewed by the Review Panel identified above prior to the promotional job offer and may result in removal from the list depending on the totality of the situation.
Written Reprimand
Discipline resulting in a written reprimand will not result in disqualification at any stage.
Performance Standards
Candidates who have received a rating of "does not meet standards" on their most recent performance evaluation contained in the Personnel file will also be automatically disqualified during the screening process prior to the first test instrument.
Conditions of Promotion
- Will be full duty with no work restrictions at time of promotion.
- Subject to call back requirements; work irregular shifts, overtime, on RDOs, or on public holidays, if necessary.
Selection Process
Selection Process Overview
Opening Date: Tuesday, May 16, 2023
Optional Seminar: Tuesday, May 30, 2023, at 9:00 A.M. (PST)
Closing Date: Tuesday, June 6, 2023
Notification of Screening Results/Evite to Written Exam: Thursday, June 8, 2023
Written Exam: Thursday, June 15, 2023, at 8:00 A.M. (PST)
Written Exam Emails After Item Review*: Thursday, June 15, 2023
Oral Boards: Beginning Tuesday, June 20, 2023
Final Candidate Notifications: Thursday, June 29, 2023
Candidate Review Session*: Thursday, July 6, 2023
Anticipated Civil Service List Certification: Thursday July 27, 2023
See Promotional Opportunities webpage of our employment site for additional information on the Written Exam Item Review and Candidate Review Sessions.
Application Filing
Applications must be submitted online and received by the posted closing date and time (PST). Additionally, applications will be used as part of the evaluation process during the Oral Board. Therefore, applications should be completed in their entirety.
To determine your status after submitting an employment application, you may access your account by going to https://www.governmentjobs.com/Applications/Index/lvmpd.
Application Screening (Pass/Fail)
Applications and personnel files for discipline and meeting evaluation standards will be reviewed to determine those candidates who meet the minimum qualifications. These qualified candidates will be invited to participate in the remainder of the testing process set forth below. Applicants will be notified of the results of the screening process via email. If you have not received your notification by Thursday, June 8, 2023, at 5:00 P.M. (PST), it is your responsibility to confirm your eligibility to test for this position by contacting the OHR representative listed below in the Inquiries Section.
Optional Seminar
An optional informational seminar will be offered on Tuesday, May 30, 2023, at 9:00 A.M. (PST) at the LVMPD Headquarters, Building B, OHR Testing Room 128. The optional seminar will cover the overall selection process, including preparation for the Written Exam and Oral Board Exam, and expectations and realities of the position. No registration is required.
Exams*
The below exams are intended to measure the candidate’s suitability to promote to the classification being tested, and candidates should be aware of the role and duties of the classification. Candidates may be tested on any of the knowledge, skills, and abilities listed on the class specification.
Exam 1: Written Exam (Weighted 25%) - Thursday, June 15, 2023, at 8:00 A.M. (PST)
Exam Information: Candidates must score a minimum of 70 on the Written Exam, after the Item Review. If more than 15 candidates score 70 or above on the Written Exam, after the Item Review, those individuals with the TOP 15 scores, including ties for the 15th position, after the Item Review, will be eligible to participate in the Oral Board Exam.
Exam 5: Oral Board Exam (Weighted 75%) - Beginning Tuesday, June 20, 2023
Exam Information: A review of each candidate's application will be a part of the Oral Board evaluative process. Candidates must demonstrate minimum competencies in all criteria being measured in order to pass the Oral Board Exam.
The LVMPD reserves the right to modify the selection processes and test instruments in accordance with accepted legal, ethical, and professional standards.
SOURCE AND RECOMMENDED READING LIST
The Source Material and Reference List is available on the LVMPD Intranet at https://lvmpd.sharepoint.com/sites/OHR/Publications/Forms/Source%20Materials.aspx.
It is the candidate’s responsibility to ensure that the correct source materials are obtained. If a candidate is unable to obtain any particular source or reference, immediately contact Shanell Moss, Human Resources Technician, (702) 828-3008, s16854m@lvmpd.com, for assistance.
Additional Information
Please visit the Promotional Opportunities webpage of our employment site for a listing of the promotional policies, including filing information, discipline and performance standards, late policy, candidate notifications, reasonable accommodations, exam dress code, feedback and appeals, facility and parking information, exam administration, application screening, and reference materials.
Promotional Review Board
The following Promotional Review Board members have the responsibility of overseeing the entire selection process. Therefore, they are prohibited from assisting any candidate who participates in any portion of this promotional process.
Patricia Cervantes, Director, Office of Human Resources
Chris Kinman, Police Sergeant, South Central Area Command
Annie Wilson, Homeless Liaison, Office of Community Engagement
Internal SMEs, Raters and Assessors
The following Department members have the responsibility of developing and/or evaluating a phase of the selection process. Therefore, they are prohibited from assisting any candidate who participates in any portion of this promotional process.
Christopher Vaughan, Police Sergeant, Convention Center Area Command
Kevin Zafiris, Police Sergeant, Northwest Area Command
Bella Yourgules-Scholes, Crime Prevention Specialist, Enterprise Area Command
Denise Stride,Crime Prevention Specialist, Downtown Area Command
Jaclyn Archambault, Crime Prevention Specialist, Northeast Area Command
Inquiries
Questions regarding this selection process may be directed to:
Questions regarding this selection process may be directed to:
- Shanell Moss, Human Resources Technician, s16854m@lvmpd.com, (702) 828-3008
- Kriza Dagdag, Staff Specialist, k16830d@lvmpd.com, (702) 828-5519
Vision: The vision of LVMPD is for the Las Vegas community to be the safest community in America. This vision is realized by prioritizing human life and human interactions, and building trust with the citizens we serve.
Mission: The mission of the LVMPD is to provide exceptional police services in partnership with the community. Prioritizing the mental and physical well-being of employees enables our department to perform at exceptional levels and build meaningful relationships with community members.
Values: The acronym "I CARE" is the guiding principle for each and every LVMPD member. This acronym represents thevalues of the Las Vegas Metropolitan Police Department: Integrity, Courage, Accountability, Respect, and Excellence. The values are supported by behaviors, demonstrated by the actions of members, as they live these values. All members are expected to represent the values of the LVMPD while in the workplace and off-duty.
EEO: The LVMPD is an equal opportunity employer. All appointments to the competitive service shall be made withoutregard to race, color, religion, sex, age, disability, sexual orientation, national origin, genetic information, military service,or political affiliation and shall be based on merit and fitness only.
jobs@lvmpd.com
LAS VEGAS METROPOLITAN POLICE DEPARTMENT
CIVILIAN EMPLOYEE BENEFITS
Benefits are effective July 1, 2022, are based
upon an 80 hour pay period in a paid status, and are subject to change.
CIVILIAN EMPLOYEE BENEFITS
Benefits are effective July 1, 2022, are based
upon an 80 hour pay period in a paid status, and are subject to change.
COMPENSATION
ASSIGNMENT DIFFERENTIAL: Specific assignments may qualify for assignment differential pay.
EDUCATION INCENTIVE : Civilian employees possessing an Associate, Bachelor, or Master Degree from an accredited college or university will receive a designated amount per pay period based on degree.
OVERTIME PAY / COMPENSATORY TIME : Employees who work overtime have the option of being paid at 1-1/2 times their hourly rate or receiving 1-1/2 hours of compensatory time. Compensatory time may not accumulate beyond 60 hours.
SHIFT DIFFERENTIAL : Employees will receive an additional 4% shift pay for working a swing shift or a graveyard shift. After completing initial probation, employees working a graveyard shift encompassing the hours of midnight to 5:00 a.m. will receive an additional 2% shift pay.
LANGUAGE PAY : Qualified employees may receive Language Pay each pay period.
UNIFORMS: The Department furnishes, maintains, and cleans all uniforms for those personnel required to wear uniforms, with the exception of footgear.
TAXES :
State/City – Nevada has no state tax or city income tax.
Social Security – Employees enrolled in PERS pay no social security.
Medicare – Medicare is deducted at the rate of 1.45%.
WORKING HOURS : Employees work 80 hours bi-weekly. Depending upon the area of assignment, employees work an 8-hour, a 9-hour, a 10-hour, or a 12-hour shift per day.
LEAVE AND HOLIDAYS
ANNUAL VACATION LEAVE: Employees begin accruing vacation leave immediately at the following rates:
ASSIGNMENT DIFFERENTIAL: Specific assignments may qualify for assignment differential pay.
EDUCATION INCENTIVE : Civilian employees possessing an Associate, Bachelor, or Master Degree from an accredited college or university will receive a designated amount per pay period based on degree.
OVERTIME PAY / COMPENSATORY TIME : Employees who work overtime have the option of being paid at 1-1/2 times their hourly rate or receiving 1-1/2 hours of compensatory time. Compensatory time may not accumulate beyond 60 hours.
SHIFT DIFFERENTIAL : Employees will receive an additional 4% shift pay for working a swing shift or a graveyard shift. After completing initial probation, employees working a graveyard shift encompassing the hours of midnight to 5:00 a.m. will receive an additional 2% shift pay.
LANGUAGE PAY : Qualified employees may receive Language Pay each pay period.
UNIFORMS: The Department furnishes, maintains, and cleans all uniforms for those personnel required to wear uniforms, with the exception of footgear.
TAXES :
State/City – Nevada has no state tax or city income tax.
Social Security – Employees enrolled in PERS pay no social security.
Medicare – Medicare is deducted at the rate of 1.45%.
WORKING HOURS : Employees work 80 hours bi-weekly. Depending upon the area of assignment, employees work an 8-hour, a 9-hour, a 10-hour, or a 12-hour shift per day.
LEAVE AND HOLIDAYS
ANNUAL VACATION LEAVE: Employees begin accruing vacation leave immediately at the following rates:
- 1 – 14 years of service:4.62 hours per pay period (3 weeks per year)
- 15 – 19 years of service:6.15 hours per pay period (4 weeks per year)
- 20 + years of service:7.68 hours per pay period (5 weeks per year)
Vacation leave may be used after 6 months of continuous service.
On December 31st of each year, employees may carry over a portion of accrued leave, based upon their years of service.
Employees separating from the Department are eligible to cash out all accrued vacation if they have completed six months of continuous service.
BEREAVEMENT LEAVE: Employees may take bereavement leave for members of their immediate family. This leave can be deducted from any available accrued leave.
BONUS LEAVE: If an employee uses the equivalent of 3 days or less of sick leave, (including Family Leave), within an employment year, (the year beginning with the date of hire), s/he will receive 3 shifts of bonus leave. The shifts will be based on his/her regular work schedule at the time of accrual. The accrued balance may not exceed 240 hours. Employees separating from the Department are eligible to cash out all accrued bonus leave.
FLOATING HOLIDAY : At the start of each fiscal year (July 1st), civilian employees receive two floating holidays. Employees must use these days by June 30th of each fiscal year or they will be forfeited. Employees must have completed 6 months of continuous service to be eligible to use floating holidays. Floating holidays must be taken as full days, and have no cash-out value.
HOLIDAYS : Employees receive 13 paid holidays per year. A holiday compensation plan is in place for employees who work on a holiday, or when a holiday falls on an employee's regular day off. In June and December of each year, employees may choose holiday straight time pay or holiday leave accrual as a holiday compensation option.
SICK LEAVE: Employees begin accruing sick leave immediately at the rate of 4 hours per pay period (104 hours per year), with no accrual limit. Sick leave may be used as it is accrued. Employees must have ten years of continuous service before being eligible to receive a portion of their sick leave balance upon separation from the Department.
BENEFITS
HEALTH/VISION/DENTAL INSURANCE : Employees are eligible for benefits upon date of hire. LVMPD pays 100% of the employee's coverage and a portion of family coverage. Deductions for family coverage will be deducted on a pre-tax basis. The plan includes coverage for major medical, dental, vision, life, and accidental death.
POLICE EMPLOYEE ASSISTANCE PROGRAM (PEAP) : PEAP is an LVMPD counseling and referral service for employees and their families to help those who are experiencing personal or job-related problems. This service is provided at no cost to the employee.
RETIREMENT : Employees are members of the State of Nevada Public Employees Retirement System (PERS) as an employer paid agency. Employees are vested upon completion of 5 years in the retirement system.
SUPPLEMENTAL INSURANCE AND CAFETERIA PLANS : Various plans are available to employees, such as:
On December 31st of each year, employees may carry over a portion of accrued leave, based upon their years of service.
Employees separating from the Department are eligible to cash out all accrued vacation if they have completed six months of continuous service.
BEREAVEMENT LEAVE: Employees may take bereavement leave for members of their immediate family. This leave can be deducted from any available accrued leave.
BONUS LEAVE: If an employee uses the equivalent of 3 days or less of sick leave, (including Family Leave), within an employment year, (the year beginning with the date of hire), s/he will receive 3 shifts of bonus leave. The shifts will be based on his/her regular work schedule at the time of accrual. The accrued balance may not exceed 240 hours. Employees separating from the Department are eligible to cash out all accrued bonus leave.
FLOATING HOLIDAY : At the start of each fiscal year (July 1st), civilian employees receive two floating holidays. Employees must use these days by June 30th of each fiscal year or they will be forfeited. Employees must have completed 6 months of continuous service to be eligible to use floating holidays. Floating holidays must be taken as full days, and have no cash-out value.
HOLIDAYS : Employees receive 13 paid holidays per year. A holiday compensation plan is in place for employees who work on a holiday, or when a holiday falls on an employee's regular day off. In June and December of each year, employees may choose holiday straight time pay or holiday leave accrual as a holiday compensation option.
SICK LEAVE: Employees begin accruing sick leave immediately at the rate of 4 hours per pay period (104 hours per year), with no accrual limit. Sick leave may be used as it is accrued. Employees must have ten years of continuous service before being eligible to receive a portion of their sick leave balance upon separation from the Department.
BENEFITS
HEALTH/VISION/DENTAL INSURANCE : Employees are eligible for benefits upon date of hire. LVMPD pays 100% of the employee's coverage and a portion of family coverage. Deductions for family coverage will be deducted on a pre-tax basis. The plan includes coverage for major medical, dental, vision, life, and accidental death.
POLICE EMPLOYEE ASSISTANCE PROGRAM (PEAP) : PEAP is an LVMPD counseling and referral service for employees and their families to help those who are experiencing personal or job-related problems. This service is provided at no cost to the employee.
RETIREMENT : Employees are members of the State of Nevada Public Employees Retirement System (PERS) as an employer paid agency. Employees are vested upon completion of 5 years in the retirement system.
SUPPLEMENTAL INSURANCE AND CAFETERIA PLANS : Various plans are available to employees, such as:
- Deferred Compensation (457b):Employees may elect to make pre-tax and/or contributions of their income into an approved deferred compensation qualified plan.
- Flexible Spending Accounts:Employees may elect to make pre-tax contributions to a flexible spending account, to be used for unreimbursed medical expenses and dependent day care expenses.
- Supplemental Insurance:Supplemental insurance policies are also available, such as short and long term disability, cancer insurance, and accident insurance.Deductions for these policies are made on an after tax basis.
- LVMPD Group Life Insurance, Accidental Death & Dismemberment, and In Line of Duty Death recompense at $25,000 each
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