Class Description and Minimum Qualifications for G1A -Police Communications

Class Description

Valid as of: July 2018

This class series uses six levels in the Professional Services Occupational Group and describes planning management assignments. Positions involved in planning work provide services through direction, coordination, design, development, and communication of planning activities, and/or ensure compliance with applicable provisions, regulations, and statutes. Work involves literature review, proposal and/or data analysis; development of program/activity goals and objectives, formulating policies and procedures; writing and submitting proposals; evaluating and monitoring programs, or activities; writing, monitoring, and submitting periodic reports on goals, objectives, scope, feasibility, and justification for budgetary expenditures. Professional work is analytical and evaluative in nature. Decisions require the creative and conceptual application of theory and principles of a professional occupational field. A professional field is one in which knowledge is gained by completion of an advanced course of study resulting in a college degree or equivalent specialized experience. The professional nature of the work and the factors determine the level within this series.

POLICE COMMUNICATIONTECHNICIAN G1A2TX

Concept of Class

This class describes the fully-operational level. Positions receive and record emergency and routine complaints; clarify the situation and determine the need for, and level of, response; transmit information to officers; retrieve and update crime reports and background inquiries. Work also includes performing other office support tasks in support of the communication function, such as filing, data entry and typing, and checking-out keys and equipment.

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 specific process, choices involve deciding what operation is required to carry out the process. For example, the position's reaction to a specific call is based on the nature of the situation. This includes determining how the operation will be completed. For example, for each call, the position will evaluate the severity of the situation and determine what steps to take first, what and how many units to send, whether other services need to be dispatched also, and when to release the caller. 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. For example, a position uses reasoning in calming the caller to obtain information needed to clarify the situation and determine what course of action to pursue. Choices are within a range of specified, acceptable standards, alternatives, and technical practices. For example, a position has specified standards and instructions covering the first aid advice that may be given.

Complexity -- The nature of, and need for, analysis and judgment is patterned, as described here. Positions study information from the caller and the status of patrol units to determine what it means and how it fits together in order to get practical solutions in the form of dispatching the proper personnel and equipment to respond to the situation. Guidelines in the form of standard operating manuals, policy, regulations, and crime databases 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. For example, positions adapt guidelines and instructions in order to prioritize multiple calls and dispatch the proper level of response which depends on the day, time, location, and circumstances of the given situation. 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. While guidelines and instructions exist, they do not cover all situations so the position tailors the response to the individual situation which may not be appropriate for another situation.

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.

POLICE COMMUNICATIONSUPERVISOR G1A3XX

Concept of Class

This class describes the unit supervisor responsible for the daily operation of the communication center. Positions in this class supervise at least three full-time equivalent positions, including decisions affecting pay, status, and tenure. Work includes monitoring the work load and flow, ensuring compliance with policy and regulations, establishing work schedules and production standards, creating operating procedures and writing manuals, designing courses and training staff, ordering supplies and maintaining equipment, and resolving complaints against staff. The factors in this class differ from those of the Police Communication Technician on 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 specific process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. For example, the unit supervisor creates operating procedures and writes manuals, establishes work plans and staffing levels, and designs training courses for staff. 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. For example, in organizing the daily operations of a communication center, positions develop practical procedures and instructions for staff. Choices are within a range of specified, acceptable standards, alternatives, and technical practices.

Complexity -- The nature of, and need for, analysis and judgment is patterned, as described here. Positions study operational information to determine what it means and how it fits together in order to get practical solutions in the form of work plans, schedules, records processing procedures, and performance standards for the work unit. Guidelines in the form of standard processes, policy, regulations, communication systems, and crime databases 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. For example, establishing exceptions or options to standards that are used by staff is often dependent on the various scenarios encountered. This selection and interpreta- tion of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation. For example, positions modify resource usage and work plans to adjust to unforeseen situations that arise.

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 informal 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 web site. 

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.

June 30, 2015

Updated and removed the purpose of contact 6.30.2015

July 1, 2004

Effective 7/1/04 (JEM) Converted Police Communications Intern to State Service Trainee V and abolished the Intern class. Changed grade on Police Communications Supervisor. Published as proposed
4/2/02.

September 1, 1993

Effective 9/1/93 (KKF). Job Evaluation System Revision project. Published as proposed 3/22/93. Revised 10/1/87. Changed class title from Public Safety Dispatcher to Police Communication
Technician and minimum requirements.

July 1, 1982

Revised 7/1/82. Created multiple ranges.

July 1, 1979

Revised 7/1/79. Changed grade, relationship, and minimum requirements.

September 1, 1976

Revised 9/1/76. Created the supervisor class.

July 1, 1975

Created 7/1/75.

Summary of Factor Ratings

Minimum Qualifications

Valid as of: February15, 2024

This​ ​document​ ​includes​ ​the​ ​following​ ​levels:
 

POLICE COMMUNICATION TECHNICIAN (G1A2TX)

Experience Only:

One (1) year of relevant experience in an occupation related to the work assigned to this position

Or

Education and Experience:

Completion of an authorized Communication Training Officer Program or equivalent will substitute for the required experience

POLICE COMMUNICATION SUPERVISOR (G1A3XX)

Experience Only:

Two (2) years of relevant experience in an occupation related to the work assigned to this position

Or

Education and Experience:

A combination of related education and/or relevant experience in an occupation related to the work assigned equal to two (2) years

Completion of an authorized Communication Training Officer Program or equivalent will substitute for one (1) year of the required experience

History of Changes Made to Minimum Qualification

The​ ​following​ ​is​ ​a​ ​summary​ ​of​ ​changes​ ​made​ ​to​ ​this​ ​minimum​ ​qualification.

Aug. 1, 2017 (Whole Document)

• Part of the 2017 MQ Project
• New format
• Standardized language and made the substitution statements consistent with a year-for-year methodology

Aug. 9, 2017 (G1A3XX)

• Added experience substitution offered at the supervisor level to ease internal promotional opportunity

Nov. 1, 2017 (Whole Document)

• Made grammatical changes

Dec. 7, 2023 (Whole Document)

• New format (updating to adhere to accessibility standards)
• Updated minimum qualifications to align with the Skills-based Hiring initiative