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City of Lakewood, WA

Court Compliance Officer

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JOB SUMMARY

This job classification is represented by AFSCME and is covered by Civil Service. First review of applications will take place on Monday, January 12th @ 8:00am.

Timeline for next steps:

Written Exam and Physical Ability Test, Saturday 01/24/26

Interviews, Tuesday 02/10/26

Under the general supervision of a Police Sergeant and the Court Administrator, perform duties in one or more of the following program areas: court security, probation, electronic home monitoring, and City work crew programs. Maintain order and security in the courtroom, transport defendants to and from jail, perform case management duties for misdemeanant offenders referred to probation, monitor offender compliance with court orders and report to the court on progress and violations, and plan, organize, schedule, assign and oversee the City's work crew program activities.

ESSENTIAL DUTIES

Essential duties may include but are not limited to the following:

Attendance:
Maintain regular, reliable, and punctual attendance.

Case Management:

Maintain assigned probation offenders’ files and case notes, enter data into automated systems, maintain and compile reports on caseload status and program activities.
Observe clients’ urinalysis samples and complete supporting documentation.
Independently perform complete case management duties for misdemeanant offenders referred by the Municipal Court to various alternative sentencing programs including Community Service and Probation. Advise clients of conditions of supervision and obtaining necessary signatures.

Community Court:

Monitor all participants in Veterans/Community Court: Conduct weekly probation appointments; prepare progress reports and make recommendations of needed action for each court calendar. Immediately advise teams of participants who have an emergent situation or need assistance.

Coordination/Compliance:

Conduct initial intake interviews with offenders, conduct risk assessments, assess skills of the offender and a variety of social and psychological dysfunctions; identify potential problems for placement in alternative sentencing; counsel clients including problem solving, treatment alternatives and participation in positive activities.
Make recommendations to the Court on the dispensation of referred cases based on programs such as electronic home monitoring, community service and work crew; prepare and present information on alternative sentencing programs to community agencies.
Screen, schedule and coordinate offenders for program participation in various alternative sentencing programs.
Oversee community service work crew program activities; coordinate with city departments to develop work projects and schedules.
Submit and monitor reports to offenders found to be in violation or compliance of their, deferred sentence, treatment programs, and deferred prosecution or release agreement; request emergency warrants as needed.
Conduct pre-sentence investigations as assigned pursuant to Order of the Court; evaluate information and make recommendations to the Court.

Group Facilitation:

Facilitate Domestic Violence Moral Reconation Therapy (DVMRT) which is peer to peer training to hold offenders accountable on domestic violence cases, while exploring thoughts, beliefs, and attitudes to change behavior when confronted with emotional problems.

Inventory:

Keep inventory of all hand and power tools; make recommendations for repair and replacement; purchase materials as needed.

Limited Commission Duties:

Carry a city issued firearm and taser; qualify according to Lakewood Police Department (LPD) standards.
Escort prisoners to and from different jail locations, transport vehicles, courtrooms, holding cells, rest rooms and other facilities.
Effectively deal with violations of laws, rules, policies, and procedures on an impartial basis.
Pursuant to a warrant or other court order, Court Compliance Officers (CCO’s) are authorized to arrest, detain, transport and book individuals into jail.
CCO’s may also detain individuals without a warrant or other court order when a police officer would have authority to make an arrest without a warrant under RCW 10.31.100 and when the individual(s) to be detained is in or adjacent to Lakewood City Hall.

Program Building/Relationship Management:

Develop probation programs and refer individuals to outside agencies as appropriate.

Record Keeping:

Maintain daily log and activity reports on all persons screened through the metal detector; report any issues that may occur.

Report Writing:

Write reports to document criminal activity and provide those reports to police and/or a prosecuting authority.
Write reports relating to offender compliance or lack of compliance with court orders and provide those reports to the Court, Police, a Prosecuting Authority and/or attorneys as appropriate.

Safety:

Actively champion a culture of and commitment to workplace safety through everyday actions and leadership.
Perform emergency first aid and CPR procedures.

Security:

Screen people and ensure safety, security, and courtroom decorum during court sessions.
Provide security throughout City Hall as needed.
Search people of the same or opposite gender; and inventory items taken or secured when someone is ordered into custody.
Ensure work site and equipment safety procedures are followed.

Specialized Duties:

Monitor, oversee, and report on EHM.
Orient offenders to electronic home monitoring (EHM) and work crew program protocols, requirements, and expectations.
Offer counseling and training in basic life skills to assigned clients. Assist offenders in assessing their strengths and weaknesses; refer to counseling and treatment programs; assist offenders to develop problem solving techniques, personal accountability, and assist in obtaining employment.
Consult with supervisor regarding significant matters in a case.
Transport crew members and equipment to job sites via van and utility trailer.
Supervise crew members; assess crew members’ skills, provide training, and assign work tasks. Document inappropriate behavior of crew members for appropriate action; make recommendations regarding decision to terminate from program. May terminate program participants immediately due to inappropriate behavior and/or attitude while working on crew.

Perform related duties as assigned.

EDUCATION, EXPERIENCE, AND OTHER REQUIREMENTS

Requires high school graduation or GED. A bachelor’s degree in criminal justice or a closely related field is desirable.

LICENSES AND OTHER REQUIREMENTS:

Must be at least 21 years of age.
Must possess a valid Washington driver’s license and satisfactory driving record.
Must meet department standards of physical fitness and ability at time of hire.
Must successfully pass employment reference and background investigation; including polygraph, psychological and medical examinations.
Must successfully complete approved training program set forth by Lakewood Police Department six (6) months of hire,
Must successfully complete the Misdemeanant Probation Counselor Academy (MPCA) within six (6) months of hire, pending class availability.
Must acquire CPR/first aid certification as soon as possible after hire date.
State of Washington certification as a Chemical Dependency Counselor is preferred.

RECRUITMENT AND SELECTION PROCESS SUMMARY

Participation is limited to the first 50 qualified applicants.
Qualified applicants proceed to the written exam and physical ability testing.
A minimum passing score of 70% is required on the written exam.
Physical ability testing (PAT) is according to the Washington State Criminal Justice Training Commission's standards for Corrections.
The PAT is pass or fail, and applicants who pass will be ranked on an initial selection list based on their written exam score. This initial selection list will be valid for one year.
Top scoring applicants will proceed to oral board interviews.
A minimum passing score of 70% is required on the oral board interview.
Additional oral board interviews may be conducted later, as needed, to provide an adequate number of candidates to fill vacancies.
The written exam and oral board interview will be weighted equally at 50%.
Veterans' scoring criteria will be applied to the combined score as appropriate.
Successful candidates will be ranked on an eligibility list.
The highest scoring candidates will proceed to interview with police command staff.
Any offer of employment will be conditioned upon successfully passing a thorough background investigation including a polygraph, psychological exam, and a physical exam which includes drug testing.
The rule of five will be used for final selection.
The approximate length of time from background investigation to hire is three months.

HIRING STANDARDS

Applicants must review the Driving and Drug Usage Standards and self screen for automatic disqualifiers before completing the supplemental questionnaire.

Driving Standards

The following driving standards represent the maximum allowable violations of driving laws and must not exceed six (6) total points in the last 36 months. As part of the background investigation each candidate's driving record will be obtained and reviewed. Other driving offenses not listed here will be assessed point values on a case-by-case basis.
Points Driving Violations
8 Revocation of driver's license
8 Denial of issuance of driver's license
8 Negligent homicide
8 Driving under the influence of alcohol or drugs
8 Reckless driving ( involving an accident)
6 Reckless driving (no accident involved)
6 Negligent driving (involving an accident)
4 Negligent driving (no accident involved)
8 Hit and run (attended)
6 Hit and run (unattended)
4 Driving while driver's license suspended
Speeding in excess of the posted limit
2 0 - 14 over
3 15 - 19 over
6 20 - 25 over
8 over 26
4 Convictions or forfeitures (paid fines) for other moving violations involving an accident
2 Convictions or forfeitures for other moving violations, each violation not involving an accident

DRUG USAGE STANDARDS

It is common for candidates to have experimented with or casually used substances in their past. The following standards reflect the maximum allowable uses of these illegal drugs. Any uses over the allowed standard are automatically disqualifying. Each category mentioned below includes all derivatives of these controlled substances.
Drug Free: With the exception of marijuana, each applicant must be drug free for a minimum of three (3) years prior to application. Your stated past drug usage will be confirmed by a background investigation and a polygraph examination.
Marijuana
No use within the last twelve (12) months
Prescription Medication
Patterns of illegal use of obtaining prescriptions under false pretenses will be reviewed on a case-by-case basis
Aerosols
Illegal use of aerosols will be reviewed on a case-by-case basis
Club Drugs
No use within the last three (3) years
Steroids
Use within the last five (5) years will be reviewed on a case-by-case basis
Stimulants
No use within the last five (5) years

No illegal drug use while employed in a criminal justice capacity (including volunteer, intern, Explorer and Reserve Officer positions)
Illegal manufacturing, cultivating or selling of ANY drug, including marijuana, will be carefully reviewed on a case-by-case basis
Any other history or pattern of drug use outside these standards will be considered on a case-by-case basis

Note: While this list is not all inclusive, use of any controlled substance not listed here will be considered on a case-by-case basis.
Automatic Disqualifiers - applicants will be disqualified for any of the following:
Criminal Activity

Any adult felony conviction.
Adult misdemeanor convictions of moral turpitude (any conviction will be carefully reviewed).
Been convicted of any crime under a domestic violence statute.

Employment

Withdrawn from consideration for any (law enforcement/fire/corrections/dispatch) employment because of the following reasons: Untruthfulness.
Been dishonorably discharged from the United States armed forces.
Lied during any stage of the hiring process.
Falsified his or her application, personal history questionnaire, or any other forms during the hiring process.
Previous revocation or denial of CJTC/POST certified status, or suspension of current CJTC/POST certified status.

Financial

Failure to pay income tax or child support.

Current credit accounts, or unresolved accounts in collection will be carefully reviewed.

KNOWLEDGE, SKILLS, AND ABILITIES

KNOWLEDGE OF:

Criminal justice system and associated terminology.
Applicable laws, codes, regulations, policies and procedures.
Alternative sentencing program goals and objectives.
Basic courtroom practices.
Office software such as Excel, Word, Access, Outlook and PowerPoint.
First aid principles and application.
Record keeping techniques.

ABILITY TO:

Cooperatively work with various public and private agencies.
Accurately and efficiently maintain all records and documentation required by State statute and the Municipal Court.
Proficiently use computers and software to prepare reports, correspondence and spread sheets.
Plan and oversee EHM and work crew program activities.
Analyze situations accurately and adopt an effective course of action.
Effectively communicate through written documents, in person and via telephone.
Supervise and control groups of offenders.
Satisfactorily complete training in compliance with LPD standards.
Tactfully diffuse any verbal abuse which may occur while performing work assignments.
Enforce department policies and procedures, and all applicable laws.
Function as an effective member of a service-oriented team.
Effectively manage a high number of cases while attending to numerous specific details and legal requirements.
Safely and legally operate and maneuver city vehicles, including a 12-passenger van.
Use and care for firearms.

WORKING CONDITIONS:
Work includes indoor and outdoor environment; subject to adverse weather conditions and possible verbal abuse; employees may work evening and weekend hours and are subject to call out. Court Compliance Officer duties require above average physical endurance, as well as good balance, hearing, and vision; physical strength to exert force to perform self-defense and/or restrain an individual. Frequent standing and sitting for extended periods and occasional lifting of up to seventy pounds. Incumbents are exposed to dissatisfied and abusive individuals and may occasionally be exposed to bio-hazardous and toxic materials.

ENVIRONMENT: Office, courtroom, or jail environment.

HAZARDS
Exposure to physical hazard may occur occasionally when interacting with hostile participants with potential for violence.

FLSA DESIGNATION
Non-Exempt, eligible for overtime.

UNION AFFILIATION
AFSCME

EQUAL OPPORTUNITY
The City of Lakewood is proud to be an Equal Opportunity Employer that encourages, supports, and celebrates respect, empowerment, diversity, equity, inclusion and belonging for all. We welcome your contributions.

BENEFITS SUMMARY

for AFSCME MEMBERS

This is a summary of benefits and is not meant to be all inclusive. Please refer to Local 1938, Washington State Council of County and City Employees of the American Federation of State, County, and Municipal Employees collective bargaining agreement, City policies and plan booklets for details.

WORK HOURS

The normal work week is five consecutive days of not more than eight hours per day, exclusive of lunch period. City Hall is open to the public from 8:30 a.m. to 5:00 p.m. Where appropriate, alternative work schedules may be established, providing that not more than forty hours are scheduled per work week.

SALARY INCREASES

Step increases are granted annually upon successful completion of a performance evaluation until the maximum of the salary range is reached.

HOLIDAYS

Employees are granted the following paid holidays:

New Year's Day

M.L. King, Jr. Day
Presidents' Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans' Day
Thanksgiving
the day after Thanksgiving
Christmas day

Employees accrue one floating holiday on their anniversary date, which must be used within the following 12 month period. Holiday pay is pro-rated for employees scheduled to work less than 40 hours per week.

PAID TIME OFF

Paid time off leave is a benefit granted to employees to continue normal compensation during approved absences. Leave may be accumulated for succeeding years; however, the maximum accrual may not exceed 1,100 hours at the end of the calendar year.

Accrual Rate:
During the 1st year 200 hours of leave per year
After the 1st thru 2nd year 208 hours of leave per year
After the 2nd thru 4th year 216 hours of leave per year
After the 4th thru 9th year 232 hours of leave per year
After the 9th thru 14th year 264 hours of leave per year
After the 14th thru 20th year 296 hours of leave per year
After the 20th thru 29th year 312 hours of leave per year
After the 29th year 320 hours of leave per year

Paid time off leave accrual is pro-rated for employees scheduled to work less than 40 hours per week.

SHARED LEAVE

If an employee exhausts all paid leave because of medical reasons, they may be eligible to receive donated paid time off leave from other employees.

MILITARY LEAVE

Employees who are members of any federal military reserve unit or the Washington National Guard will receive up to twenty-one working days of paid leave during each year beginning October 1 and ending September 30, while engaged in active training duty or active duty.

The City will maintain continuity of health benefits to employees' families when employees are ordered to involuntary active military duty. Military differential pay is available during active military duty of more than 30 days and for no longer than 24 months.

JURY DUTY LEAVE

Employees will be paid their regular compensation while serving on jury duty provided they forfeit the juror's daily stipend to the City.

RETIREMENT PLAN

Employees and the City make contributions to the Washington State Department of Retirement Systems (DRS) Public Employees' Retirement System (PERS) Plan 2 or Plan 3.
Under Social Security's Government Pension Offset, any Social Security spouse's or widow's or widower's benefits you may be entitled to will be reduced based on any pension you receive from the City's retirement plan.

SOCIAL SECURITY REPLACEMENT

In lieu of Social Security, the City provides an alternative plan through the ICMA Retirement Corporation. The employee contributes 6.20% and the City contributes 4.77% of the employee's salary. The employee's investment choices range from conservative (low risk) to aggressive (high risk) opportunities. Employees are immediately 100% vested in the plan.

Under Social Security's Windfall Elimination Provision, any Social Security retirement or disability benefits you may be entitled to will be reduced based on any pension you receive from this replacement plan.

VOLUNTARY 457 DEFERRED COMPENSATION PLAN

Participation in a 457 deferred compensation plan is available to employees through payroll deduction. This is an optional investment program. The City matches an employee's contribution up to 3% of the employee's base monthly pay rate.

VOLUNTARY FLEXIBLE SPENDING ACCOUNT

The Flexible Spending Account (IRS Section 125) is an optional tax savings program which is offered to employees annually. It allows employees to reduce taxable income by using part of their salary on a pretax basis to pay for out of pocket health care expenses and dependent care costs.

The effective date of health insurance coverage is the first day of the month following hire.

MEDICAL INSURANCE

Three medical plans are offered to employees and dependents through the Association of Washington Cities (AWC): the Regence High Deductible Health Plan (with a health savings account), the Regence HealthFirst Plan ($250 deductible), and the Kaiser Permanente Plan ($200 deductible).

Premiums are pro-rated based on FTE status for part-time employees.

Employees may be eligible to opt out of medical insurance coverage to receive $3,600 annually (pro-rated each pay period). Part-time employees may be eligible to opt out to receive an equivalent pro-rated amount.

EMPLOYEE ASSISTANCE PROGRAM

The Employee Assistance Program (EAP) is a voluntary, confidential resource available to employees, dependents and household members. The EAP provides professional counseling assistance in addressing a variety of concerns ranging from substance abuse to relationship issues. Premiums are paid by the City.

VISION INSURANCE*

The Vision Service Plan (VSP) provides for annual eye examinations for employees and dependents. A $25 deductible benefit is provided for lenses, frames and contact lenses.

DENTAL INSURANCE*

Washington Dental Service (WDS) Plan E insurance is provided through AWC. This is an incentive based plan - 70% to 100% of the cost for Class I and Class II benefits (routine exams, basic cleanings, x-rays, fillings, etc.) is covered. Class III benefits (crowns, inlays and onlays) are paid at 50%. The plan pays a maximum of $2,000 per individual annually for covered benefits. A separate orthodontia plan provides a one time orthodontia benefit of $1,000 for eligible children.

The City pays the entire premium cost for full-time employees and their dependents. Premiums for part-time employees and their dependents are pro-rated based on the employee's FTE status.

LIFE & LONG TERM DISABILITY INSURANCE

The City provides the following insurance coverage for employees through Standard Insurance (a copy of each plan certificate will be provided during orientation). The insurance is effective the first of the month following hire, unless an employee is hired on the first day of the month, in which case the coverage is effective immediately.

SURVIVOR INCOME LIFE INSURANCE

A monthly survivor income benefit is paid to an employee's eligible spouse and children upon the employee's death. Prior to any reduction for Social Security survivor's benefits, a benefit amount equal to 30% of the employee's insured earnings is paid to the spouse or children, and 60% is paid if both spouse and children survive.

BASIC LIFE INSURANCE/ACCIDENTAL DEATH & DISMEMBERMENT

A benefit equal to the employee's annual salary rounded up to the next thousand.

LONG TERM DISABILITY (LTD)

Effective after 90 days of continuous disability. The maximum amount of the LTD benefit is 60% of earnings or $5,000 per month, whichever is less.

VOLUNTARY SUPPLEMENTAL LIFE INSURANCE

Employees may elect to apply for $30,000 to $300,000 in supplemental term life insurance coverage. Spouses may also be insured. Premiums are paid entirely by the employee.

VOLUNTARY SHORT TERM DISABILITY (STD)

Short term disability insurance provides benefit payments to help replace lost income when an employee is disabled due to a non-occupational accident or illness. Pregnancy or its complications are covered provided enrollment in STD insurance is prior to conception. Benefits are payable for a maximum of 13 weeks. This benefit is offered to employees at the time of hire and annually thereafter.

ADDITIONAL VOLUNTARY INSURANCE PLANS

Additional insurance plans are available to employees through AFLAC, such as accident/disability, cancer, dental and hospital intensive care.

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