The primary purpose of this position is to assure responsiveness to incoming calls from the public and to dispatch and provide status and other information to police officers. The work impacts the safety of the public and of police officers. The employees of this position ensure that timely and appropriate responses are given to emergency situations which may be potentially life-threatening in nature. This position monitors fire, panic, and intrusion alarms and operates two-way voice radio equipment in compliance with Departmental and FCC directives. This position is responsible for applying knowledge of the full range of practices, methods, standards, and procedures of public safety communications in a high-pressure environment combined with skill in the use of various radio and telephone equipment and other integrated systems used at call taking and dispatching work stations. Employees in this position independently carry out assignments and handle all types of situations (routine and non-routine) in accordance with established policies, procedures, training, and instructions. The work requires an employee to sit for prolonged periods at a designated workstation monitoring computer screens and entering data. Employees are subject to rotating shifts and days off. Work is subject to spot check review (generally after the fact) by the Communication Supervisor for appropriateness and compliancewith accepted practices. This position applies extensive guidelines (i.e., operating manuals, references, regulations, directories, procedural guides) governing standards of operation and maintenance of automated computer data systems, operation of public safety communications and radio equipment, reference and policies/procedures covering notifications and messaging. Strict adherence to available guidelines is required for many aspects of the work; however,experienced judgment and discernment must be applied to select and/or modify methods and approaches to address unique emergency situations. The complexity of this position of work is marked by the employee’s responsibility to quickly comprehend and assess facts and circumstances of events which may be unclear at the outset or may change as the events unfold, to select/initiate appropriate actions within short time frames, to monitor and/or respond to multiple actions and or events occurring simultaneously, and to routinely access and utilize multiple automated data sources and/or systems.

Demonstrated knowledge of effective customer service techniques. Excellent oral and written communications skills. Strong multi-tasking skills. Excellent keyboarding skills. Ability to communicate effectively with members of the department, the campus community, and the general public. Ability to interpret and follow established policies and procedures and to use sound judgment to make decisions in highly stressful situations. Ability to work independently.

Ability to obtain and maintain certification as an operator of the Virginia Criminal Information
Network (VCIN) computer system. Ability to obtain certification by the Commonwealth of Virginia as a police dispatcher.

None

Some customer service experience. Computer and keyboarding familiarization.

Certification by the Commonwealth of Virginia as a police dispatcher. Certification by the Virginia State Police as a VCIN terminal operator. Some experience working in a college setting.

University Police Department employees are considered essential personnel for emergency conditions/inclement weather and expected to report to duty during these conditions.

Must pass the Criti-Call Test with a minimum score of 75 percent. Must successfully complete an extensive background investigation to include polygraph and drug testing. Must obtain VCIN certification and state certification within one year of hire. Subject to random drug testing.

Must work a rotating shift schedule which includes days, evenings, nights, weekends, and holidays. Some overtime required.

This position is designated as sensitive. A fingerprint-based criminal history check will be required of the final candidate.

This is an open until filled recruitment. This recruitment may close after the five-day required posting period when a suitable pool of applicants has been generated.

NA

It is the policy of Old Dominion University to provide equal employment, educational and social opportunities for all persons, without regard to race (or traits historically associated with race including hair texture, hair type, and protective hairstyles such as braids, locks, and twists), color, religion, sex or gender (including pregnancy, childbirth, or related medical conditions), national origin, gender identity or expression, age, veteran status, disability, political affiliation, sexual orientation or genetic information. Minorities, women, veterans and individuals with disabilities are encouraged to apply.

If you are an individual with a disability and require reasonable accommodation, please contact the Office of Institutional Equity & Diversity at (757) 683-3141.

In support of the Commonwealth’s commitment to inclusion, we are encouraging individuals with disabilities to apply through the Commonwealth’s Alternative Hiring Process.

To be considered for this opportunity, applicants will need to provide their AHP Letter (formerly called a Certificate of Disability) provided by the Department for Aging & Rehabilitative Services (DARS), or the Department for the Blind & Vision Impaired (DBVI). Service-Connected Veterans may also apply via the AHP if they also provide an AHP Letter.

To request an AHP Letter, use this link: https://www.dars.virginia.gov/drs/cpid/PWContact.aspx or call DARS at 800-552-5019, or DBVI at 800-622-2155.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or © consistent with contractor’s legal duty to furnish information.