Security Guard

Job Description

JOB SUMMARY

Under general supervision of a Security Supervisor and/or Police Sergeant, this class is responsible for securing facilities and maintaining order on city property by setting alarms, making rounds, monitoring parking areas, managing noise levels, and assisting citizens. The class works according to set procedures under general supervision.

COMPETENCIES:

Effective Communication

Trust

Time Management

Ethical Practice

Customer Service

KEY FUNCTIONS/KNOWLEDGE/SKILLS:

• Patrols specified areas such as city buildings, parks and trails on foot, motor vehicle or other means.

• Locks and unlocks doors to facilities, and arms or disarms facility alarm.

• Monitors and secures parking lot and surrounding areas.

• Controls the noise level and undesired behavior within a facility.

• Communicates with the public regarding policies and hours.

• Turns computers and appliances on and off.

• Use of 2 way-radio and communication with police communication center as needed.

• Performs related tasks as necessary.

Education and Experience

High school graduation or GED plus one year of experience.

Special Certifications and License

Valid Texas Driver's License.

Texas Level II non-commissioned license preferred.

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; situations outside the instructions are referred to the supervisor or lead worker.

Initiative and Ingenuity

Low chance for error because work is routine/repetitive/simple/reviewed carefully; standard procedures: don't have to come up with creative solutions; refers anything unusual to supervisor. 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

Office job with little or occasional light physical effort. Light to medium work that involves walking or standing virtually all of the time and also involves exerting between 20 and 50 pounds of force on a regular and recurring basis.

Responsibility for Equipment and Property

Responsible for use of equipment/property such as office equipment, supplies, etc., which are used in office.

Working Conditions

Fair inside or outside conditions; exposure to disagreeable conditions is brief or otherwise insignificant; space problems; only occasional situations that place the employee in a stressful environment.

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 service at any age. The City has an exceptional employee and family medical, dental and life 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 and two (2) floating holidays.

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.