Note: Provided below is a job class description and minimum qualification. To view this information for other State of Colorado positions, please visit the job classifications and minimum qualifications page.
Class Description
Valid as of: July 1, 2018
This class series uses three levels in the Labor, Trades, and Crafts Occupational Group and describes work in security of buildings and access to parking. Positions patrol, secure, and control access to buildings and contents, equipment and property, and parking facilities, including parking revenue collection. Assignments may be performed while stationary or mobile.
SECURITY I D8H1XX
Concept of Class
This class describes the fully-operational level. Positions operate independently in performing the full range of security and parking services. Work requires determining solutions to the full range of practical problems. Judgment is used on an ongoing basis to select and apply the most appropriate guidelines and adapt them to develop work procedures that accomplish the tasks. Work includes ensuring that equipment is operational, enforcing agency rules and regulations, writing reports, collecting fees, and assisting law enforcement officials as needed. Some assignments will not move beyond this level.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the defined level, as described here. Within limits prescribed by the operation, choices involve selecting alternatives that affect the manner and speed with which tasks are carried out. These choices do not affect the standards or results of the operation itself because there is typically only one correct way to carry out the operation. Alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed to make decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is performed does not change the end result of the operation.
Complexity
The nature of, and need for, analysis and judgment is prescribed, as described here. Positions apply established, standard guidelines which cover work situations and alternatives. Action taken is based on learned, specific guidelines that permit little deviation or change as the task is repeated. Any alternatives from which to choose are clearly right or wrong at each step.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
SECURITY II D8H2XX
Concept of Class
This class describes the work leader. Work leaders exercise some control over the continual work product of others. This class differs from the Security I on Complexity and Line/Staff Authority.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the defined level, as described here. Within limits prescribed by the operation, choices involve selecting alternatives that affect the manner and speed with which tasks are carried out. These choices do not affect the standards or results of the operation itself because there is typically only one correct way to carry out the operation. Alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed to make decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is preformed does not change the end result of the operation.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study information to determine what it means and how it fits together in order to get practical solutions to problems and tasks. Guidelines in the form of specified processes, techniques, and methods exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines which may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a work leader. The work leader is partially accountable for the work product of two or more full-time equivalent positions, including timeliness, correctness, and soundness. At least one of the subordinates must be in the same series or at a comparable conceptual level. Typical elements of direct control over other positions by a work leader include assigning tasks, monitoring progress and work flow, checking the product, scheduling work, and establishing work standards. The work leader provides input into supervisory decisions made at higher levels, including signing leave requests and approving work hours. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
SECURITY III D8H3XX
Concept of Class
This class describes the supervisor. Supervisors exercise direct, formal control over assigned staff. Work includes accountability for actions and decisions impacting the pay, status, and tenure of others and for determining operations to accomplish the work. This class differs from the Security II on Decision Making and Line/Staff Authority.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the operational level, as described here. Within limits set by the security or parking process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices as defined by the process.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study information to determine what it means and how it fits together in order to get practical solutions to problems and tasks. Guidelines in the form of specified processes, techniques, and methods exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines which may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a unit supervisor. The unit supervisor is accountable, including signature authority, for actions and decisions that directly impact the pay, status, and tenure of three or more full-time equivalent positions. At least one of the subordinate positions must be in the same series or at a comparable conceptual level. The elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, signing performance plans and appraisals, and resolving information grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.
Entrance Requirements
Minimum entry requirements and general competencies for classes in this series are contained in the State of Colorado Department of Personnel website.
For purposes of the Americans with Disabilities Act, the essential functions of specific positions are identified in the position description questionnaires and job analyses.
History of Changes Made to Class Description
The following is a summary of changes made to this class description.
- Effective July 1, 2018
Update the Class Code of D8H1TX to D8H1XX per administrative updates.
- Updated June 30, 2015
Updated and removed the purpose of contact.
- Effective July 1, 2000
Parking Attendant II (D5H2) abolished as part of the LTC consolidation study. Draft published 3/31/1999, proposed 5/24/1999, and final 7/1/1999.
- Effective July 1, 1999
LTC consolidation study consolidated Security Guard (D5J1 - D5J3) and Parking Attendant (D5H1 - D5H2). Draft published 3/31/1999 and proposed 5/24/1999.
- Effective September 1, 1993
Job Evaluation System Revision project. Published as proposed 5/17/93 (Parking Attendant) and 5/10/93 (Security Guard).
- Revised November 1, 1990
Changed class code and nature of work for Security Guard (A9230) and Supervising Security Guard II (A9236); entrance requirements for Senior Security Guard (A9232).
- Revised July 1, 1989
Changed class code, title, grade, and entrance requirements for Parking Attendant (A9240). Created Supervising Parking Attendant (A9242). Changed class code, title, grade, and entrance requirements for Security Guard series (A9230-36).
- Created July 1, 1977
Senior Security Guard (A9232).
- Created August 1, 1975
Supervising Security Guard II (A9236).
- Created January 1, 1975
Parking Attendant (A9240), Security Guard (A9230) and Supervising Security Guard I (A9234).
Summary of Factor Ratings
| Class Level | Decision Making | Complexity | Line/Staff Authority |
|---|---|---|---|
| Security I | Defined | Prescribed | Individual Contributor |
| Security II | Defined | Patterned | Work Leader |
| Security III | Operational | Patterned | Unit Supervisor |
Issuing Authority: Colorado Department of Personnel/General Support Services.
Minimum Qualifications
Valid as of: November 6, 2023
This document includes the following levels:
| Class Title | Class Code |
|---|---|
| Security I | D8H1XX |
| Security II | D8H2XX |
| Security III | D8H3XX |
SECURITY I (D8H1XX)
Experience Only:
None
SECURITY II (D8H2XX)
Experience Only:
One (1) year of relevant experience in an occupation related to the work assigned to this position
SECURITY III (D8H3XX)
Experience Only:
Two (2) years of relevant experience in an occupation related to the work assigned to this position
History of Changes Made to Minimum Qualification
The following is a summary of changes made to this minimum qualification.
- Nov. 6, 2023 (Whole Document)
- New format (updating to adhere to accessibility standards)
- Updated minimum qualifications to align with the Skills-based Hiring initiative
- July 1, 2018 (D8H1TX changed to D8H1XX)
Review and correction of the classification codes to align with the 2018-19 pay plan and compensation grades approved by the CHRO.
- Aug. 1, 2017 (Whole Document)
- Part of the 2017 MQ Project
- New format
- Standardized language regarding education and experience requirements
- Conditions of Employment/Special qualifications should be removed and can be addressed at the time of posting if the job analysis and position description support the addition