CRIME SCENE INVESTIGATOR

Description

JOB SUMMARY

Under general supervision, conducts investigations on crime scenes, deaths, serious traffic accidents, industrial accidents and other crimes; documents and gathers evidence; and performs other duties as required within the scope of the classification.

SUPERVISION RECEIVED

Reports to: Police Support Services Manager, and/or Police Lieutenant, Police Sergeant

DISTINGUISHING CHARACTERISTICS

The Crime Scene Investigator works under the supervision of the Administrative Services Division of the Police Department and is a non-sworn classification. It differs from the Community Services Officer in that the Crime Scene Investigator is a journey level classification expected to perform the full range of crime scene investigations, while the Community Services Officer performs preliminary investigations, of lesser complexity.

Examples of Essential Duties

• Conducts investigations on crimes including residential, commercial and bank robberies; petty and grand thefts; residential, commercial and vehicle burglaries; stolen and recovered stolen vehicles; domestic violence, homicides, suicides, and all death investigations; sexual assaults; serious injury and fatal traffic accidents; industrial accidents; and other crimes
• Collects, preserves, and transports physical evidence from crime scene investigations such as latent fingerprints, trace evidence, clothing, serological evidence, narcotics and firearms
• Documents crime and accident scenes; takes photographs and videos of crime and accident scenes using a variety of photographic films and techniques
• Writes crime reports based on evidence found, classified, and results obtained
• Examines evidence in both field and laboratory for latent fingerprints using print powders, chemicals and laser techniques
• Prepares charts, graphs or exhibits for investigation or court presentation
• Appears in court as an expert witness and gives depositions
• Assists traffic officers in the investigation of serious accidents; issues parking citations and impounds vehicles
• Reviews, evaluates, processes, and maintains a variety of files related to cases
• Attends a variety of continuing education classes, seminars and meetings to maintain current knowledge of applicable codes, regulations, policies and procedures
• Travels to various sites and locations during the course of work
• Reports to work as scheduled; may work a variety of schedules including evenings, weekends, and holidays as required
• Maintains a regular and consistent attendance record
• Performs other related duties as assigned

The preceding duties have been provided as examples of the essential types of work performed by positions within this job classification. The City, at its discretion, may add, modify, change or rescind work assignments as needed.

Minimum Qualifications

MINIMUM QUALIFICATIONS

Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities to successfully perform in the position is qualifying. A typical combination includes:

Knowledge of:
- Principles, practices and techniques used in crime scene investigation; evidence collection; analysis and documentation of investigations; including latent fingerprint techniques and crime scene photography
- Public safety practices and procedures;
- Applicable laws, rules and regulations such as California Penal Code, California Health & Safety Code, California Vehicle Code, California Evidence Code, Municipal Code and various training and information bulletins
- Courtroom procedures as they relate to giving testimony

Ability to:
- Conduct investigations and solicit information
- Gather and preserve evidence
- Work as a team member and maintain cooperative working relationships with those contacted in the course of work
- Operate laboratory and photographic equipment
- Provide technical support to Police Officers
- Communicate clearly, both orally and in writing
- Give and follow oral and written instructions
- Maintain effective record keeping systems
- Write reports and correspondence
- Exercise sound independent judgment within established procedure guidelines
- Work extended hours when required

Education: High school diploma or equivalent certificate. College level course work in crime scene investigation, photography, fingerprint identification, and/or criminalistics preferred.

Experience: Three (3) years’ experience in crime scene investigation.

Certifications/License: Possession of a valid California driver license and an acceptable driving record are required at time of appointment and throughout employment.

Must pass an extensive background check.

Certificate of completion as a Forensic Technician, Crime Scene Investigator, or equivalent Field Evidence Technician course completion required.

SPECIAL CONDITIONS

Employees regularly assigned/required to drive a city or personal vehicle in the course and scope of work shall be required to participate in the DMV Employer Pull Notice program.

Public Employee Disaster Service Worker: In accordance with Government Code Section 3100, all Huntington Beach city employees are required to perform assigned disaster service worker duties in the event of an emergency or a disaster.

APPLICATION AND SELECTION PROCEDURE:

• An official on-line application must be completed in its entirety . Incomplete applications will not be accepted.
• Applicants must clearly demonstrate meeting minimum education and experience qualifications and other supplemental question requirements by demonstrating proof or submitting the supporting information/documents or they may be subject to exclusion from further consideration.
• Qualified applicants will be invited to participate in the examination process which will consist of an in-person written exam and an oral interview.
• The oral exam, weighted 100% of the total score, will determine the ranking of passing candidates on an employment eligible list from which hires may be made. The employment eligible list is valid for up to one year, unless exhausted sooner.
• Additional departmental interviews may be scheduled at the discretion of the Hiring Manager.
• Candidates considered for hire must undergo a comprehensive background investigation, which includes (but is not limited to) LiveScan fingerprinting, polygraph exam, credit check, reference/employer checks, DOJ and FBI checks, etc.
• Upon a conditional offer of employment, a pre-placement medical evaluation, psychological exam and drug screening must be completed with acceptable results.
• Upon hire, employee is subject to further reporting from DOJ via subsequent arrest notification.
• IMPORTANT: In-house candidates who do not apply by the closing date of this promotional recruitment may apply to the "open" recruitment. However, they will compete based on the standards established for the "open" recruitment and if successful, will place on the "open" eligible list.

Please Note: Our primary means of communication with applicants/candidates is sent via email; therefore, please include a valid email address on your application.

Supplemental Information

Must meet the physical requirements of the class and have mobility, balance, coordination, vision, hearing and dexterity levels appropriate to the duties performed.

Work is performed indoors and outdoors. When working outdoors, the incumbent may be exposed to heat, cold and the elements. There is frequent need to walk and stand. Work may necessitate exposure to environmental factors and incidents such as traffic accidents, odors, dust, noise, human or animal violence, disease, or machinery that may cause discomfort and risk of injury. May climb, stoop, bend, crouch, kneel, and reach above and below shoulder level. Indoor office work requires sitting at a desk or table for prolonged periods of time and use of a computer and screen. This job requires physical activity such as lifting moderate weights up to 25 pounds and climbing walls, ladders onto roofs, etc. Must be able to work any shift, including weekends and holidays. Must be able to report to a major crime scene at any time of the day.

Reasonable employee accommodation(s) for an individual with a qualified disability will be considered on a case-by-case basis.

COMMON DISQUALIFIERS - Civilian
Please review the following common disqualifiers. If any items listed pertain to you, you will be automatically disqualified in the background investigation. You may, at this time want to screen yourself and withdraw prior to starting the recruitment process.

Illegal use or possession of drugs
The following examples of illegal drug use or possession will be considered automatic disqualifiers for applicants, with no exceptions:

• Any adult use or possession of a drug classified as a hallucinogenic within three years prior to application for employment.
• Any other illegal adult use or possession of a drug not mentioned above (including cocaine) within three years prior to application for employment.
• Any illegal adult use or possession of a drug while employed in any law enforcement capacity, military police, or as a student enrolled in college accredited courses related to the criminal justice field.
• Any adult manufacture or cultivation of a drug or illegal substance.
• Failure to divulge to the Department any information about personal illegal use or possession of drugs.
• Any drug test of the applicant, during the course of the hiring process, where illegal drugs are detected.
• The following examples of illegal drug use or possession will be considered in relationship to the overall background of that individual and may result in disqualification:
  • Any illegal use or possession of a drug as a juvenile.
  • Any illegal adult use or possession of a drug that does not meet the criteria of the automatic disqualifiers specified above (e.g., cocaine use longer than three years.)
  • Any illegal or unauthorized use of prescription medications.

Motor Vehicle Operations

• Receipt of three or more moving violations (or any single violation of a potential life threatening violation, such as reckless driving, speed contest, suspect of a pursuit, etc.) within three years prior to application. Moving violations for which there is a factual finding of innocence shall not be included.
• Involvement as a driver in two or more chargeable (at fault) collisions within three years prior to date of application.
• A conviction for driving under the influence of alcohol and/or drugs within three years prior to application or any two convictions for driving under the influence of alcohol and/or drugs.

Arrests

• Conviction of any criminal offense classified as a misdemeanor under California law within three years prior to application.
• Conviction for two or more misdemeanor offenses under California law as an adult.
• Conviction of any offense classified as a misdemeanor under California law while employed as a peace officer (including military police officers.)
• Admission(s) of having committed any act amounting to a felony (including felony-misdemeanor offenses) under California law, as an adult, within five years prior to application or while employed as a peace officer (including military police officers.)
• Admission(s) of administrative conviction of any act while employed as a peace officer (including military police officers) involving lying, falsification of any official report or document, or theft.
• Admission(s) of any act of domestic violence as defined by law, committed as an adult.
• Admission(s) of any criminal act, whether misdemeanor or felony, committed against children including but not limited to: molesting or annoying children, child abduction, child abuse, lewd and lascivious acts with a child, or indecent exposure. Acts of consensual unlawful intercourse accomplished between two minors shall not be included, unless more than four years difference in age existed at the time of the acts.
• Having any outstanding warrant of arrest at time of application.
• Conviction of a felony under Federal or California Law.

Integrity

• Any material misstatement of fact or significant admission/omission during the application or background process may be disqualifying, including inconsistent statements made during the initial background interview (Personal History Statement or Supplemental Questionnaire) or polygraph examination or discrepancies between this background investigation and other investigations conducted by other law enforcement agencies.
• Any forgery, alteration, or intentional omission of material facts on an official employment application document or sustained episodes of academic cheating.

Tattoos

• Employees shall not visibly display markings on the following body parts/areas:
  • Head, neck, ears, mouth, scalp, face, hands (exception: wedding band tattoo on ring finger)
• Markings detrimental to good order are prohibited from visibility. Inappropriate markings are not permitted to be visible including but not limited to, imagery depicting racial, sexual, discriminatory, gang related, violence, obscene language or any offensive, demeaning to persons of ordinary sensibilities or considered racist or sexist.
• Markings are prohibited from being displayed during the following:
  • court testimony, depositions, school presentations, formal community meetings, funerals
• This policy also does not apply to Police Recruits while they are attending a Police Academy or participating in Academy sponsored functions. The policy will apply to Police Recruits while they are performing any official duty, in uniform, outside of the Police Academy.

Body Art

• Body piercing or alteration to any area of the body visible in any authorized uniform or attire that is a deviation from normal anatomical features and which is not medically required is prohibited. Such body alteration includes, but is not limited to:
  • Tongue splitting or piercing.
  • The complete or transdermal implantation of any material other than hair replacement.
  • Abnormal shaping of the ears, eyes, nose or teeth.
  • Branding or scarification.

Work Traits

• Having been disciplined by any employer (including military) as an adult for abuse of leave, gross insubordination, dereliction of duty , or persistent failure to follow established policies and regulations.
• Having been involuntarily dismissed (for any reason other than layoff) from two or more employers as an adult.
• Having held more than seven paid positions with different employers within the past four years, or more than 15 paid positions with different employers in the past ten years (excluding military). Students who attend school away from their permanent legal residence may be excused from this requirement.
• Having current financial obligations for which legal judgments have not been satisfied, currently having wages garnished, or any other history of financial instability.
• Uttering any epithet derogatory of another person's race, religion, gender, national origin or sexual orientation.
• Having been disciplined by any employer as an adult for fighting in the workplace.

The City of Huntington Beach offers a comprehensive benefit package to Huntington Beach Municipal Teamsters (formerly MEA) members, including:

The SALARY RANGE is composed of seven steps. Merit step increases are based on satisfactory performance.

PROMOTIONS within the City are based upon the merit system principles emphasizing individual ability and utilizing competitive examinations.

TWELVE PAID HOLIDAYS provided per year.

GENERAL LEAVE with pay of 176 hours is granted to regular full-time employees. After four years' service additional general leave hours are earned, up to 256 hours after fifteen years' service.

EDUCATIONAL INCENTIVE PLANS are available for eligible employees to develop their knowledge and abilities.

GROUP INSURANCE PROGRAMS are available to eligible City employees. These programs include medical, dental, vision, long-term disability, life and accidental death and dismemberment insurances.

FLEXIBLE SPENDING ACCOUNTS are available where employees use pre-tax salary to pay for regular child care, adult dependent care and/or medical expenses.

RETIREMENT BENEFITS are provided by the California Public Employee's Retirement System. Every regular employee becomes a member immediately upon employment. Effective January 1, 2013, the Public Employees' Pension Reform Act will apply to new members of CalPERS. A new member is defined as a new hire who is brought into CalPERS membership for the first time on or after 1/1/13 and has no prior membership in a California public retirement system; is not eligible for reciprocity with another California public retirement system; or is rehired by a different CalPERS employer after a break in service of greater than six (6) months. All employees hired on or after January 1, 2013 will be subject to CalPERS membership review for applicability of PEPRA. Employees enrolled in CalPERS prior to January 1, 2013 are considered classic members.

The benefit formula, final compensation period, and member contribution rate is as represented below:

Classic Miscellaneous Members:
Benefit Formula Miscellaneous 2.5% at age 55
Final Compensation Period 1-year Final Compensation
Member Contribution Rate 9.0% of Reportable Compensation

New Miscellaneous Members under PEPRA:
Benefit Formula Miscellaneous 2% at age 62
Final Compensation Period 3-year Final Compensation
Member Contribution Rate 8.25% of Reportable Compensation (eff. 7/1/23)

DEFERRED COMPENSATION: Two voluntary deferred compensation 457 plans are available.

CREDIT UNION membership is available to all City employees and provides access to low interest loans.

FLEXIBLE WORK SCHEDULES: Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4/10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City Manager approval.

An Agency Shop Agreement exists between the City of Huntington Beach and the Huntington Beach Municipal Teamsters (HBMT). As a result, employees in classifications represented by the HBMT are required, no later than 30 days after commencing employment, to either opt out or become a dues paying HBMT member. All dues are collected via payroll deduction and distributed directly to HBMT for processing.

NOTE: The provisions of this bulletin do not constitute a contract expressed or implied, and any provisions contained herein may be modified or revoked without notice.

For a more detailed overview of the benefits, review the Memorandum of Understanding and Side Letters at: MEMORANDA OF UNDERSTANDINGS Click on the links under "Huntington Beach Municipal Teamsters" or "Municipal Employees' Association".

Closing Date/Time: 7/10/2025 5:00 PM Pacific

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• City of Huntington Beach

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