Public Safety Psychologist

Job Description:

Public Safety Psychologist

Description

The Position

This is professional psychological work of considerable difficulty involving the provision of a wide range of psychological and training services.

Employees in this class will be providing psychotherapy to public safety department employees as well as other city employees as requested or referred, ensuring a comprehensive approach to the mental health and well-being of all staff. Consulting on a host of organizational and operational matters as well as developing lesson plans and teaching a variety of subjects to Department personnel. Employees will develop mental health promotional materials on various psychological, social and physiological issues. Other opportunities exist to provide operational consultation (i.e., case-specific behavioral analysis), develop behavioral health interventions, conduct research and statistical analysis as well as perform other professional duties as assigned.

The Requirements

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

1. Have a Doctoral degree in Psychology from an approved or provisionally approved APA (American Psychological Association) Program. Completion of internship (APA accredited or APPIC accredited) with at least 2,000 hours of supervised clinical experience. The degree may be a PsyD, a PhD, or an EdD in psychology.

2. Have at least one (1) year full-time post-doctoral experience (2,000 hours according to the requirements of Rule 64B19-11.005, Florida Administrative Code.) in the practice of counseling and/or clinical psychology, inclusive of experience in the diagnosis and treatment of emotional and mental disorders.

3. Possess a professional license to practice as a Psychologist issued by the State of Florida/ Florida Board of Psychology, or a license to practice as a Psychologist issued by any other State in the United States, that meets the criteria for licensure to practice in Florida, by the State of Florida/Florida Board of Psychology.

4. Will be required to adapt to new or changing standards required by the Commission of Florida Law Enforcement Accreditation, Inc. (CFA) and Bureau of Fire Standards and Training.

Additional education and experience or an equivalent combination of training and experience may be substituted for the above requirements.

Special Requirements:

Must have certification and experience to administer and evaluate the Minnesota Multiphasic Personality Inventory-2 (MMPI-2), Inwald Personality Inventory (IPI), California Psychological Inventory (CPI), Inwald Survey 5R (IS-5R) and Wonderlic Personnel Test as required by Accreditation Standards.

On-call responsibilities during nights and weekends at which time the incumbent may respond to the field as part of the Department’s Crisis Negotiation Team (CNT), Critical Incident Stress Debriefing Team (CISD), or other traumatic incidents as required.

CERTIFICATES, LICENSES, REGISTRATIONS:

• Valid Driver’s License: With proof of automobile insurance
• Background Check: Must have an acceptable background record
• Driving Abstract: Must have an acceptable driving record

The Examination

Essential functions are the basic job duties that an employee must be able to perform, with or without reasonable accommodation. The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this classification. The omission of a function does not preclude management from assigning essential duties not listed herein if such duties relate to the position.

• Provides emergency 24-hour on-call critical intervention services and provides immediate professional psychological services under highly stressful and/or dangerous situations (e.g., situations involving hostages, barricaded subjects, suicidal attempts, officer- involved shootings, critical use of force, etc.).
• Provides direct psychological care diagnosing and providing therapeutic inventions utilizing standard of care treatment modalities.
• Provides services to evaluate for depression, anxiety, or behavioral conditions that are a major focus of clinical attention, such as suicidal or homicidal ideation, and intervene accordingly.
• Assists city staff in the development of personnel management procedures including applicant selection process, assignment of employees, career development, supervisory-management training, and adjustment of in-service behavior health problems of civilian and public safety employees, not to include fitness for duty assessments.
• Plans counseling and treatment programs in agreement and conjunction with departmental policies and procedures.
• Provides on-site and follow-up counseling sessions in response to a wide variety of client based behavioral health needs.
• Research topics and presents comprehensive training programs, workshops, and lectures on a wide variety of behavioral health topics for department recruits, supervisors, management, training officers and non-sworn employees in the City.
• Provides Peer Support Team training and exercises monthly.
• Develops behavioral health promotional materials, including web postings for the City websites.
• Conducts psychological research, initiates studies, and provides research data to implement departmental programs and behavioral health trends.
• Assists in the design and development of specialized programs such as those for public safety personnel in the Special Response Teams with emphasis on hostage rescue, stress management and crisis intervention.
• Accompanies employees in the field to observe problem areas and assess the need for additional behavioral health-based science training programs.
• Supervises clinical staff (master’s level, clinical practicum students, or other behavioral science supervision is provided from an administrative and clinical framework and functionality as a public safety psychologist who evaluates work for effectiveness of professional results).
• Possess considerable knowledge of general psychological principles, theories, methods, and techniques, specifically pertaining to city government psychological work and the operations of full service cities.

ADDITIONAL JOB FUNCTIONS:

• May conduct workplace violence threat assessment.
• Performs related work as required.

Additional Information

• Possess considerable knowledge of general psychological principles, theories, methods and techniques.
• Possess considerable knowledge of the special psychological principles, theories, methods, and techniques pertaining to public safety psychological work.
• Possess considerable knowledge of the operations of full service city governments.
• Possess the ability to interpret psychological information and develop treatment recommendations.
• Possess the ability to provide effective psychological suggestions to city personnel during critical circumstances in the field.
• Possess the a bility to design and develop training programs for public safety and non-sworn departmental employees.
• Possess the ability to establish and maintain effective working relations with Public Safety officers, supervisory and management officials and non-sworn departmental employees.
• Maintain a high degree of enthusiasm, self-reliance, and a self-initiating approach to achieve and maintain higher levels of performance. Lead by example to inspire employee commitment and motivation to ensure that employees and clients experience the highest level of service and satisfaction.
• Demonstrates a commitment to quality, takes pride in work, and strives to deliver the best possible results. Aims to enhance client satisfaction with city services by looking for opportunities to improve performance, generating ideas for improving processes, and thoroughly reviews work. Resilience, determination and innovation are all qualities essential for success.
• Takes initiative in learning and implementing new concepts, technologies, and/or methods.
• Keeps internal and/or external client(s) in mind at all times. Strives to proactively address client concerns and needs. Assists business partners and clients to achieve their work goals via application of their own skills and knowledge; strives to provide consistent client satisfaction and proactively seeks client feedback.
• Projects self-control, confidence, and composure while managing emotions, time, energy, and performance.
• Takes personal responsibility for outcomes and completion of deadlines (i.e. reports, documentation, statistics, etc.).
• Care and concern about work assignments and meets expectations for work schedules and accomplishing assignments. Shows commitment to the organization and its goals.
• Speaks, writes, and listens effectively in a variety of circumstances, shares information and ideas with others.
• Demonstrate trustworthiness and ethical behavior with consideration for the knowledge one has on the impact and consequences when making a decision or taking action.
• Works effectively with others to achieve business goals and objectives. Takes steps to promote cohesiveness, collaboration and synergy with associates throughout the organization. Bridges personal, business and cultural differences to work effectively in team settings.
• Establishes rapport with people easily, develops and maintains a network of contacts that can provide information, help and access to others.
• Addresses and resolves conflict constructively by facilitating agreements between two or more parties.
• Understands and utilizes formal and informal power structures to achieve objectives.
• Analyzes problems by evaluating available information and resources; develops effective, viable solutions to problems which can help foster the effectiveness and cohesion of the department or organization.
• Shows an awareness of and sensitivity to cultural differences among people. Builds rapport, trust, common understanding, and effective communications with a diverse range of people.
• Provides a safe, secure and healthy workplace for all employees. Establishes and maintains an effective safety, security-conscious and behavioral health-based program within established safety policies and guidelines.
• Anticipates the implications and consequences of situations and takes appropriate action and steps to be prepared for possible contingencies.
• Persuades, influences or gains the support of others and causes them to take action.
• Prioritizes and organizes actions, resources, and other people to achieve targeted objectives.

SUMMARY OF BENEFITS FOR EXECUTIVE, MANAGEMENT, & TECHNICAL EMPLOYEES

• Executive, Management, and Technical level employees shall accrue two hundred (200) hours of vacation leave per vacation year, except for vacation leave directly approved by the City Commission (the vacation leave year shall begin on October 1st and end on the following September 30th). Employees in these classifications shall be required to utilize eighty (80) hours of vacation during the vacation year for which it is earned or it will be lost at the end of the vacation year (In individual circumstances, the City Manager may determine that vacation that is unable to be used may be paid out rather than lost or may remain in the employees bank). The remaining days may be carried forward and must be used within fifteen (15) months following the vacation year in which the leave is earned or be liquidated by cash payment at the end of the fifteen (15) month period. Such leave that is liquidated by cash payment shall be paid at the employee's rate of pay when the vacation time was earned. Such leave shall be earned on an accrual basis of 7.69 hours per bi-weekly pay period, except for the leave directly approved by the City Commission.

• Executive, Management & Technical employees accrue eight (8) hours of sick leave per month with no limit on the amount that is accumulated. Accrued sick leave shall be terminally paid at the following rates in relationship to years of service with the City:

Accrued Sick Leave Payout

• Less than five (5) year 20% sick leave
• Five (5) to ten (10) years 40% sick leave
• Ten (10) or more years 80% sick leave

Upon the accumulation of 200 sick leave hours, all employees have the option of converting up to forty-eight (48) hours of sick leave to vacation leave.

Employees may participate in the City’s Sick Leave Pool Program upon the completion of one year of employment and with a minimum accumulation of ninety-six (96) hours of sick and/or vacation leave. This program entitles eligible employees to participate in extended sick leave benefits for cases involving non-work related catastrophic or long-term illnesses or injuries.

• • Executive, Management & Technical employees shall accrue forty (40) personal leave hours per fiscal year. The personal leave year shall begin on October 1st and end on the following September 30th. Personal leave days will not accumulate from year to year and cannot be liquidated by cash payment. In the first year, employees hired after October 1 through February 1 will accrue 30 hours personal leave. Employees hired after February 1 through June 1 will accrue 20 hours of personal leave during their first year. Employee hired after June 1 will not accrued any personal leave during their first personal leave year.

• Executive, Management & Technical employees will receive two paid wellness workdays (either 8 or 10 hour days) each fiscal year. These days are provided to promote well-being and wellness. These paid workdays must be used within the fiscal year in which they are earned or will be lost.

• Executive, Management & Technical employees may receive the following paid holidays:

New Year's Day |Martin Luther King, Jr.'s Birthday |President's Day |Memorial Day |Juneteenth |Independence Day |Labor Day |Veteran's Day |Thanksgiving Day |Day after Thanksgiving |Christmas Eve |Christmas Day |New Year's Eve

• Executive, Management & Technical employees will receive 40 hours of paid bereavement leave in the event of an immediate family member passing.

• Executive, Management & Technical employees will receive longevity compensation added to their base salary for the following cumulative years of service with the City:

• 5 years of service 5%
• 10 years of service 3%
• 12.5 years of service 2.75%
• 15 years of service 2%

• Executive, Management & Technical employees and families shall be provided the option of coverage in the City’s health insurance plans. The City will contribute 80% of the premium for employees electing single or dependent coverage on the OAP plan and the employee will be responsible for contributing 20% of the premium; The City will contribute 100% of the premium for employees electing single coverage on the OAPIN plan. For employees adding dependents, the City will contribute 90% toward the premium and the employee will be responsible for contributing 10% of the premium. For 2024, the biweekly rates are as follows:

Enrollment Tier |Medical OAP |Medical OAPIN
Employee Only |$87.89 |$0
Employee +1 |$175.78 |$39.34
Employee + 2 or More |$281.24 |$86.56

• Each member shall have the option of completing an annual wellness preventative physical through the City’s contracted provider currently named Life Scan with the costs of the scan paid for by the City up to $395 for each member which includes a comprehensive medical evaluation, ultrasound imaging, cardio-pulmonary assessments, vision and hearing test, and extensive laboratory blood profiles.

• Executive, Management & Technical employees shall be provided group dental with $19.00 of the monthly premium costs paid by the City. There are three benefit plan offerings. For 2024, the biweekly rates are as follows:

Enrollment Tier |Dental DPPO Low |Dental DPPO High |Dental DPPO Buy UP
Employee Only |$5.17 |$21.37 |$25.11
Employee +1 |$14.80 |$40.68 |$46.82
Employee + 2 or More |$23.69 |$58.51 |$66.86

• Executive, Management & Technical employees shall have the option to purchase vision coverage through payroll deductions. Three plans are offered. For 2024, the biweekly rates are as follows:

Enrollment Tier |VSP Option 1 |VSP Option 2 |VSP Option 3
Employee Only |$2.36 |$3.87 |$4.44
Employee +1 |$4.73 |$7.73 |$8.87
Employee + 2 or More |$7.61 |$12.45 |$14.28

• Executive, Management & Technical employees will receive from the City a “use it or lose it” Health Reimbursement Account annually. The amount to the employee is determined by the employee’s medical enrollment status or if no coverage is elected then it will default to the lowest level. The level of the City contribution will be reevaluated once a year. The levels are: Single or no coverage = $400; Employee plus one = $600; and Employee plus two or more = $1000. In addition, the employee may establish and contribute to a Flexible Spending Account.

• The City and the employee will make contributions into the employee's Retiree Health Saving Account based on the employee's years of service as follows:

• From 1 - 9 years of service = $10 bi-weekly
• From 10 to 19 years of service from = $25 bi-weekly
• 20 or more years of service = $35 bi-weekly

• Executive, Management & Technical employees shall be provided with term life insurance of $100,000 with all premium costs paid by the City. Employees shall have the option of purchasing additional term life insurance at group rates up to an additional maximum amount of $475,000.

• Executive, Management & Technical employees receive Disability Salary Replacement Insurance that will provide for a 60% base salary benefit after a ninety (90) day waiting period. During the ninety (90) day waiting period, an employee may utilize accrued sick and vacation leave. Upon entering the program, the employee may continue to use sick and vacation leave to make up the difference between 60% of salary and 100% of salary.

• Executive, Management & Technical employees (except the City Manager and City Attorney) are required to participate in the City Pension Plan. All employees will be required to contribute 8% pretax dollars to the employee’s retirement fund. An employee is vested in the pension plan after seven years of continuous service. To be eligible for normal retirement an employee must be age 65 with 7 years of service, age 62 with 25 years of service or age 60 with 30 years of service. The service retirement annuity (pension) is equal to 2.5% of the employee's average salary for the highest 130 consecutive biweekly pay periods of credited service multiplied by the employee's years of credited service. To file a claim for benefits under the General Pension Plan or to receive a copy of the Plan or a copy of the Summary Plan Description (SPD), contact the COHERF Pension Office at 954-921-3333.

• Executive, Management & Technical employees are eligible to apply for tuition reimbursement in accordance with the following guidelines:

Graduate Benefit
Grade of B or Better 100% Reimbursement at State tuition rates
Grade of Pass 100% Reimbursement at State tuition rates

Undergraduate Benefit
Grade of C or Better 100% Reimbursement at State tuition rates
Grade of Pass 100% Reimbursement at State tuition rates

Reimbursement may not exceed $3,000 for any employee in any one fiscal year. Any coursework eligible for reimbursement must have a direct relationship to the job requirements of the employee’s position.

Reimbursement may only be provided for attendance at an accredited college or university. Employees enrolled in a technical or vocational institution shall not be eligible for tuition reimbursement under this program.

Reimbursement shall be available for books and course fees subject to the approval of the Department/Office Director and City Manager or designee. Tuition is subject to the approval of the Department/Office Director and City Manager or designee.

Employees who receive benefits under this program, who voluntarily leave the City's employment within two (2) years of receiving such benefit, shall be responsible for reimbursing the City for the entire cost of this benefit.

To the considered for Educational Reimbursement, all coursework must be properly approved prior to the beginning of the class by the Department/Office Director and the City Manager or designee.

• Executive employees may be provided with the use of a City vehicle or a car allowance of $400 per month. Management employees may be provided with the use of a City vehicle or a car allowance or $300 per month. Such benefit shall be determined at the sole discretion of the City Manager.
• Executive, Management & Technical employees may be provided with a cellular phone allowance of $70.00 per month. Such benefit shall be determined at the sole discretion of the City Manager.
• Executive, Management & Technical employees have the option of joining the Sun Credit Union.
• Executive, Management & Technical employees have the option of participating in payroll Direct Deposit.
• Executive, Management & Technical employees may enter a Deferred Compensation Program through payroll deduction.
• Executive, Management & Technical employees have the option of participating in Pre-paid Legal/ID Theft Protection Plans and Supplemental Insurance through voluntary payroll deductions.
• Executive, Management & Technical employees are eligible to participate in the City’s Work/Life Assistance Program offering a wide range of services and support.
• Executive, Management & Technical employees may have access the City’s fitness facility free of charge.

IMPORTANT NOTICE - This document ‘BENEFITS SUMMARY’, is intended only as a summary of some of the benefits employees may be entitled to as an employee of the City of Hollywood. This is NOT a legal document, does NOT represent any guarantees, and is subject to change at any time.

Closing Date/Time: 11/21/2024 11:59 PM Eastern

Salary:

$94,071.63 - $150,514.62 Annually