Animal Control Officer I

Job Description

JOB SUMMARY

The purpose of the Animal Control Officer I is to patrol the city, control the population of domestic or wild animals, and enforce city ordinances. The Animal Control Officer I is responsible for issuing citations, responding to complaints, monitoring city areas, and catching animals. The class works according to some procedures; decides how and when to do things under general supervision.

COMPETENCIES:

• Effective Communication

• Trust

• Time Management

• Ethical Practice

• Citizen Value

KEY FUNCTIONS/KNOWLEDGE/SKILLS:

• Drives and patrols the city for violations of ordinances or animal problems, and enforces those ordinances.

• Patrols sections of the city in a vehicle looking for violations of city ordinances and health codes, and deals with the public regarding these violations.

• Handles all calls from the public related to pest control or removal.

• Investigates complaints or problems, and issues citations for violations.

• Catches, detains, treats, or euthanizes animals.

• Writes reports on calls, court cases, and other documentation.

• Answers phone, communicates, and educates the public regarding questions and information about city ordinances.

• Performs related tasks as necessary.

Education and Experience

High school or GED (no experience), or sufficient education to read and write plus two years of experience.

Special Certifications and License

• Valid Texas Driver's License.

• Requires Animal Euthanasia Technician Certification, Animal Control Certification, and Chemical Capture Certification.

Independence and Judgement

Minimal judgment; instructions, once established and defined, normally allow the job to be accomplished without direct and/or constant supervision; mostly routine work requiring that employee recognize obvious problems.

Initiative and Ingenuity

General guidelines: occasionally requires interpretation of available options to apply to non-standard situations; day-to-day work drives priorities.

Supervisory and Responsibility

Does not supervise

Financial Responsibility

Does not deal with money

Level and Frequency of Outside Contacts

Frequent contact with the public or other organizations; interactions may require obtaining cooperation of people; courtesy and tact are required when dealing with moderately difficult or sensitive issues.

Physical Demands

More extensive active physical exertion; may require brief periods of heavy muscular exertion, such as standing, lifting, moving, pulling, pushing, etc. Ability to exert up to 35-50 lbs. of force occasionally to move objects.

Responsibility for Equipment and Property

Not responsible for any equipment or property.

Working Conditions

Must remain calm and efficiently follow procedure and process in emergency situations

Other Requirements

The City of Brownsville requires all employees to successfully pass a Drug & Alcohol and a physical examination and a Background Check.

ADA Requirements

The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

Benefits

The City of Brownsville participates in a generous retirement plan with retirement opportunities available at 5 years of service at age 60 or 20 years of continuous service at any age. The City has an exceptional employee and family medical and dental insurance plan. Employees may also contribute to deferred compensation plans from Equitable and supplemental insurance plans from AFLAC and Colonial Life. Full time employees have the opportunity to accumulate 10 sick days and 10 annual days per year. Additionally, the City of Brownsville observes 12 holidays annually.

EEOC Statements

The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.