Human Resources

CITY OF PORT WENTWORTH

Effective: July 1, 2011

Amended: February 23, 2012 Incorporated
Amended: October 15, 2012 Incorporated
Amended: November 21, 2013 Incorporated
Amended: February 26, 2015 Incorporated
Amended: October 22, 2015 Incorporated
Amended: September 28, 2017 Incorporated
Amended: November 15, 2018 Incorporated
Amended: November 21, 2019 Incorporated
Amended:
 WELCOME TO THE CITY OF PORT WENTWORTH

Starting a new job is really exciting, although it can also be stressful and a little scary. This employee
handbook has been developed to help you get acquainted with your position and answer many of your questions.

The Human Resources Policy for the City of Port Wentworth conforms to the procedures established by
Mayor and Council and City Manager.

The purpose of this manual is to govern Human Resources related matters of the City concerning fringe
benefits and services provided to full-time employees, and part-time employees where applicable. As
an employee of the City of Port Wentworth, it is your responsibility to read and understand the
information contained in this booklet.

A proper and efficient Human Resources system is indispensable and necessary to appropriately
administer the business affairs of the City. Further, we insist upon a fair, equitable, and uniform
system of public employment in order to attract the excellent caliber of employees our citizens
desire and deserve. Department Heads are responsible to the City Manager for
administration of the Human Resources Policies set forth herein within their departments.

The policies contained in this manual replace any prior personnel guidelines of the City. They
are provided to employees for information only and are subject to change. Employees will be informed
when such changes occur. However, nothing in this handbook constitutes or establishes a contract of
employment of any particular duration or any other legal obligation granting continued
employment.

We’re glad you’ve joined our team and hope you find your work to be both challenging and rewarding.

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 Human Resources Policies

TABLE OF CONTENTS

SECTION I

PAGE NO.

GENERAL PROVISIONS 10-12

1.1 Purpose 10

1.2 Positions Covered 10

1.3 Administration 10-11

1.4 Definitions 11-12

SECTION II

CLASSIFICATION PLAN 13-14

2.1 Definition 13

2.2 Use and Interpretation of Class Specifications 13

2.3 Amendments to Position Classification Plan 13-14

2.4 Official Copy of the Classification Plan 14

2.5 Classification Plan in Effect 14

SECTION III

PAY PLAN 15-19

3.1 Compensation 15

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 PAGE NO.

3.2 New Appointees 15

3.3 New Appointees Completing Six Months

Of Service 15

3.4 Promotion 15

3.5 Demotion 16

3.6 Transfers 16

3.7 Re-Employment 16

3.8 Exceptional Salary Increase or Bonus 16

3.9 Time Reporting Accuracy 16-17

3.10 Overtime Compensation 17

3.11 Compensatory Time 17

3.12 Pay during Inclement Weather 17-18

3.13 Reclassification 18

3.14 Acting in a Higher Classification 18

3.15 On-call Policy 18 -19

3.16 Compensation Upon Termination 19

SECTION IV

RECRUITMENT AND SELECTION 20-22

4.1 Equal Employment Opportunities 20

4.2 Filling Vacant Positions 20

4.3 Recruitment for Vacant Positions 20

4.4 Employment Application Forms 20

4.5 Disqualification 21

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 PAGE NO.

4.6 Selection 21

4.7 Appointment of Department Heads 21

4.8 Employment of Relatives (Nepotism) 22

SECTION V

METHODS OF APPOINTMENT 23

5.1 Regular Appointments 23

5.2 Full-time Regular Appointments 23

5.3 Part-time Appointments 23

5.4 Temporary Appointments 23

5.5 Emergency Appointments 23

SECTION VI

WORKING TEST PERIOD 24-25

6.1 Objectives 24

6.2 Working Test Duration- Extensions 24

6.3 Salary Increase Upon Successfully

Completing the Working Test Period 24

6.4 Dismissal (working test period) 24

6.5 Promotion (working test period) 25

6.6 New Employee Orientation 25

PAGE NO.

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 SECTION VII

ETHICS AND CONDUCT 26-44

7.1 Outside Employment 26

7.2 Confidential Information 26

7.3 Gifts and Gratuities 26

7.4 Political Activity 27

7.5 Conflict of Interest 27

7.6 Employee Concerns 27

7.7 Dress Code 27

7.8 Use of Tobacco Products is Prohibited in the Workplace 28

7.9 General Safety Rules and Hazard

Communication 28-29

7.10 Workplace Violence Policy 29-30

7.11 Americans with Disabilities Act 30

7.12 Drug and Alcohol Policy and Procedures 30-36

7.13 Unlawful Harassment (sexual harassment) 36-39

7.14 Internet & Electronic Communication Policy 39-41

7.15 Personal Cellular Phone Policy 41

7.16 Travel Expense Guidelines 41-42

7.17 Fraternization Policy 42-44

SECTION VIII

ATTENDANCE AND LEAVE 45-47

8.1 Hours of Work 45

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8.2 Pay days 45

8.3 Holidays 45-46

8.4 Holidays for Part-Time Employees 46

8.5 Personal Time Off (PTO) 46-50

8.6 Administrative Leave 50

8.7 Family Medical Leave 51-52

8.8 Leave Upon Birth or Adoption of a child 53

8.9 Medical Certification 53

8.10 Benefits under FMLA 54

8.11 Worker’s Compensation 54

8.12 Military Leave 55

8.13 Leave Without Pay 55-56

8.14 Absence without Leave 56

8.15 Civil Leave 56

8.16 Time Off to Vote 56

8.17 Bereavement Leave 56-57

SECTION IX

BENEFITS 58-61

9.1 Deferred Compensation 457 Plan 58

9.2 GMA Defined Benefit Retirement Plan 58

9.3 Medical Insurance 58

9.4 COBRA 58-59

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 PAGE NO.

9.5 Life Insurance 59

9.6 Short Term Disability and Long Term Disability 59

9.7 Tuition Reimbursement Program 59-60

9.8 Social Security 60

9.9 Wellness Policy 61

SECTION X

CITY OWNED VEHICLES 62

10.1 Vehicle Use After Hours/Off Duty 62

SECTION XI

SEPARATION 63-66

11.1 Types of Separation 63

11.2 City Property 63

11.3 Final Pay Check to Separated Employees 63

11.4 Resignation 63

11.5 Compulsory Resignation- Job Abandonment 63

11.6 Lay-off - Reduction in Force 64

11.7 ADA (Americans with Disabilities Act) 64-65

11.8 Loss of License, Certification or Other

Job Requirements 65

11.9 Death 65

11.10 Disciplinary Dismissal 65-66

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SECTION XII

DISCIPLINARY ACTION 67-70

12.1 Types of Disciplinary Action 67

12.2 Reasons for Disciplinary Action 67-68

12.3 Employee Files 68

12.4 Reprimands 68-69

12.5 Adverse Actions 69

12.6 Disciplinary Termination 69

12.7 Notification and Response 70

12.8 Appeals to the City Manager 71

SECTION XIII

GRIEVANCES 72-73

13.1 Purpose 72

13.2 Definition 72

13.3 Non-Grievable Issues 72

13.4 Filing a Grievance 73

13.5 Procedural Steps 73

13.6 Notification and Scheduling 73

13.7 Hearing 73

13.8 Review and Reporting – Final Decision 73

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 SECTION XIV
PAGE NO.

APPEALS 74-75

14.1 Purpose 74

14.2 Scope 74

14.3 Filing an Appeal 74

14.4 Hearing 74

14.5 The Decision 75

APPENDIX A – Salary Scale 76

APPENDIX B – Position Grades 77-80

APPENDIX C – Acknowledgment Form 81

APPENDIX D – Job Descriptions 82

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Section I
General Provisions
1.1 Purpose

It is the purpose of these policies and procedures to establish guidelines, which are intended to
give employees information of what is expected of them and what they can expect from the City
of Port Wentworth. The policies contained in this handbook are not intended to and do not
create a contract of employment, and may be added to, terminated or changed at any time by
the City. Your employment is at will and for no specific period of time. This handbook does not
limit your right or the City's right to terminate the employment relationship at any time.

They are intended to indicate the usual and most reasonable methods for carrying out the
aims of the human resources program, consistent with the following merit principles:

(1) Recruiting, screening, and selecting employees on the basis of their relative ability,
knowledge, and skill, including open competition of qualified applicants for initial
appointments;

(2) Establishing pay rates consistent with the principles of providing comparable pay for
comparable work;

(3) Training employees, as needed and as practicable, to assure high-quality performance;

(4) Retaining and advancing employees on the basis of the adequacy of their performance,
correcting inadequate performance and separating employees whose inadequate
performance cannot be corrected;

(5) Assuring fair treatment of applicants and employees in all aspects of human resource
administration without regard to political affiliation, race, color, creed, age, national origin or
ancestry, sex, religion, or disability, and ensuring a work environment free of intimidation and
harassment.

(6) Assuring that employees are protected against coercion for partisan political purposes
and are prohibited from using their official authority for the purpose of interfering with or
affecting the result of an election.

1.2 Positions Covered

These policies and procedures shall apply to all full-time and part-time employees receiving
regular compensation from the City of Port Wentworth, Georgia.

1.3 Administration

The City Manager is responsible for administering the policies in this handbook and any
amendments thereto that may be subsequently adopted by the City Council. The City Manager
may establish additional supplemental personnel rules or procedures in keeping

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with the spirit and intent of the personnel policies as deemed necessary and appropriate.
These human resources policies apply to all employees of the City of Port Wentworth.

1.4 Definitions

Adverse Action – an action taken by a department head or the City Manager,

for cause, that results in a disciplinary suspension without pay, disciplinary
salary reduction, or disciplinary demotion.

Confidential Information – No City information, records, or materials concerning

the City may be used, released, or discussed with anyone outside the office or
with other employees without the authorization of the City Manager.

Covered Employees – Employees who work for the City and whose positions
are included in the classification plan.

Days – When the word day is used as a method of counting, it means calendar
days unless stated otherwise.

Designee - The person or persons to whom the City Manager delegates certain
authority for the administration of the City departments.

Disabled - Any person who has a physical or mental impairment that substantially
limits one or more major life activities, who has a record of such impairment, or
who is regarded as having such an impairment.

Disciplinary Termination: Dismissals are terminations made for delinquency,

misconduct, inefficiency, and deliberate violation of policies, rules, orders,
regulations or inability to perform the work of the position satisfactorily.

Exempt Position – A position not covered by the wage and hour regulations
of the Fair Labor Standards Act (FLSA) as defined in that act.

Extended Immediate Family - Included are spouse, parents, step parents, son,
stepson, daughter, stepdaughter, brother, sister, mother-in-law, father-in-law,
grandchildren, spouse’s siblings, grandparents, and spouse’s grandparents
whether by blood or by law.

Immediate Family - Included are the employee’s spouse, parents, children,

brothers and sisters, mother-in-law and father-in-law. The definition is extended
to any other person who is domiciled in the employee’s household and who is
recognized by law as a dependent of the employee.

May- the word may is conditional, and implies that there is discretion as to whether
a condition exists or an act or action will take place.

Non-Exempt Position – A position subject to the wage and hour regulations of the
Fair Labor Standards Act (FLSA) as defined in that act.

Overtime - Time worked in excess of the legally allowed number of hours in a

period for non-exempt positions.

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Regular Full-time Employee - A full-time (works at least 30 hours per week)
covered employee who has achieved regular status by successfully completing
all requirements including the working test period. (Amended 11.11.13, Ord. 13-29)

Part-Time Employee – an employee who is not assigned to a temporary or working

test status and who is scheduled to work less than 40 hours per week. Part-time
employees are not eligible for benefits.

Safety Sensitive Function – Any duty related to the safe operation of mass
transit service, law enforcement and security personnel who carry firearms or
stun guns, any duty related to the supervision of inmates or detainees, the
transporting of non-employees by City vehicle, and any other duty requiring a
Commercial Driver’s license or the operation of public safety equipment.

Safety Sensitive Positions – Positions which present significant life-

threatening danger to the employee, his fellow employees and the general
public and positions which are performed in a manner or at a location with
inherent or inseparable danger and therefore requires the exercise of
discriminating judgment and a high degree of care.

Shall/Will/Must - These terms are unconditional and imply that a condition exists,
or an act or action will take place.

Termination - Leaving employment with the City or resignation of employment. An

employee may resign in good standing with the City, or an employee may be
terminated for cause, which shall include, but not be limited to delinquency;
conviction of a felony or other unlawful acts, misconduct, refusal to meet job
standards, ethic, work, etc. (for further examples, refer to section 12.2 on pages
67-68).

Working Test Period - A period of time, normally six months, during which a new
employee or an employee who has been promoted to a higher position, is being
tested on job capability and satisfactory job performance.

Zero Tolerance for Drugs and Alcohol –If an employee is discovered to be in

possession of or under the influence of alcohol or illegal substances while on duty
or if an employee is tested for drugs and/or alcohol and the result is a confirmed
positive, the employee will be terminated from employment.

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Section II
Classification Plan

2.1 Definition

The position classification plan provides a systematic arrangement of the positions into
appropriate classes. The plan groups the various positions into classes with appropriate titles,
description of duties and types of work performed. Each description lists the minimum
requirements and qualifications needed to perform the job. By describing the job duties,
responsibilities, and qualifications, the classification plan provides guidelines for establishing a
pay plan based on these relationships.

(1) A position is a group of currently assigned duties and responsibilities requiring the
full or part-time employment of (1) person. A position may be occupied or vacant.

(2) A class is a group of positions (or one (1) position) that:

(a) Has similar duties and responsibilities;

(b) Requires like qualifications; and

(c) Can be equitably compensated by the same range of pay.

2.2 Use and Interpretation of Class Specifications

Specifications are to be interpreted in their entirety and in relation to others in the classification
plan. Particular phrases or examples are not to be isolated and treated as full definition of a
class. Specifications are descriptive and explanatory of the kind of work performed and not
necessarily inclusive of all duties performed. The use of a particular description as to duties,
qualifications, or other factors shall not be held to exclude others of similar kind or quality.

Periodically, after the adoption of these regulations, with the Mayor and City Council’s approval,
a general review of the classification plan shall be conducted. The City Manager shall be
responsible for the general maintenance and updates of the classification plan.

2.3 Amendments to the Position Classification Plan

The Mayor and Council shall determine whether the establishment and/or the abolition of a
classification is in order. Such changes shall take the form of amendments to the plan and must
be adopted by the Mayor and Council.

When a new position is established or duties of an existing position change, the Department
Head involved shall submit, in writing, a position description stating the duties and responsibilities
of the position. The City Manager, shall investigate the actual or proposed

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duties, assure the availability of funds and recommend to the Mayor and Council the appropriate
class allocation or the establishment of a new class. The Mayor and Council shall approve or
change such recommendations and allocate the position to a class.

2.4 Official Copy of the Classification Plan

The City Manager or designee shall be responsible for maintaining the City of Port Wentworth’s
official copy of the classification plan. The official copy shall include a schematic list of class
titles and class specifications plus all amendments to the plan.

2.5 Classification Plan in Effect

The classification plan shall be considered a part of this chapter and shall have the same force
and effect as these Human Resources Policies.

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Section III
Pay Plan
3.1 Compensation

The pay plan includes the adopted salary schedule and the schedule of salary ranges
consisting of rates of pay for all classes of positions included in the classification plan.

3.2 New Appointees

In most cases, a new employee shall be paid the minimum rate of the pay grade. Exceptions may
be granted where supported by sufficient written justification and prior approval of the City
Manager in the following areas:

(1) The minimum rate for each class is based upon the assumption that a new employee meets
the minimum qualifications required in the class specifications.

(2) In the event no candidate who possesses the minimum qualifications is available at Entry
Level, a candidate who exceeds the minimum qualifications (and will not accept appointment at
the minimum rate of the class) may be appointed at an additional five (5) percent into the pay
range. The City Manager may, upon receipt of written justification, approve up to twenty
(20) percent into the pay range based upon prior experience and education. For internal equity
purposes, consideration should be given to a review of the salaries of the employees in the class
along with how the decision will impact their salary.

3.3 New Appointees Completing Six Months of Service

Full-time employees are considered to be in a Working Test Period during their first six months
of employment. This period of time is for the employee to become familiar with the job duties
and work requirements, and for the supervisor to evaluate the employee’s suitability for the job.
At the end of this period, the employee will be evaluated, and upon successfully completing the
Working Test Period, will receive a 2.5% adjustment to pay based on their performance.

3.4 Promotion

An employee who is promoted to a higher grade (classification) shall receive a salary increase
above the employee's current base pay to at least the minimum salary of the new pay grade for
the classification of the new position. For an employee whose current salary is greater than the
entry rate of the promoted position, their salary will be treated as a New Appointee (see section
3.3 above). An employee promoted who does not successfully complete the working test period
shall be returned to the position in the classification level that was occupied prior to the promotion
if such position is available. If a position is not available, the employee will be placed on the
reemployment list (for up to one year - See section 3.7 for re-employment).

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3.5 Demotion

An employee who is demoted shall be reduced in pay such that their salary, after demotion, shall
have the same percentage relationship to the pay grade minimum of the new position (demoted
position) as did their former salary to the pay grade minimum of their former (pre- demoted)
position.

3.6 Transfers

A lateral transfer is an assignment from one position at a specified grade in a department to

another position of similar responsibility and pay in the same or another department. An
employee who is laterally transferred shall be paid the same salary that the employee received
prior to the transfer.

3.7 Re-Employment

Any former regular employee who resigned from the City in good standing is eligible for re-
employment. Persons interested in re-employment shall file a completed City application form.
The individual will be considered for employment through the regular hiring procedures with other
applicants. An individual re-employed in their former position, or similar position, may be paid at
the same pay rate at the time he/she left the City, provided that the re-employment is within 1 year
of the previous resignation. The compensation of an employee re-hired to a position other than
the former position will be subject to provisions for new hires. Personal Time Off (PTO) eligibility
will be based on previous City service for employees rehired within one year of their previous
resignation. The previous years of service will be added to the employee’s longevity; however,
the employment date will be the new date of hire. All individuals re- employed by the City must
complete a new working test period.

The re-employment process will also apply for those employees that have been promoted to
another position and were unable to complete the working test period.

An employee terminated for cause or who resigned in lieu of termination from the City shall be
ineligible for re-hire.

3.8 Exceptional Salary Increase or Bonus

An employee who performs in an outstanding manner and whose work is well above expectations
and vital to the City’s continued successful operation may be considered at any time for special
merit pay increase of an amount determined by the City Manager within the assigned pay range.
However, the total compensation for all staff employees, including the City Manager, shall not
exceed the total appropriation for personnel services approved by the City Council.

3.9 Time Reporting Accuracy

Accurately recording time worked is the responsibility of every employee. Federal and state laws
require the City to keep an accurate record of time worked in order to calculate employee pay and
benefits. Time worked is all of the time actually spent on the job performing assigned duties.

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Tampering, altering, or falsifying time records, or recording time on another employee’s time
record may result in disciplinary action, including termination of employment.

3.10 Overtime Compensation

All non-exempt employees may be required to work overtime upon the request of the immediate
supervisor or Department Head. It is the policy of the City of Port Wentworth to comply with the
Fair Labor Standards Act (FLSA) with regard to overtime compensation for non-exempt
employees.

The base work week or work cycle shall only include actual hours worked. All time worked and
recorded shall be certified by the Department Head for their respective departments. Personal
Time Off (PTO), Workers' Compensation Time, holidays and any other types of leave will not
count toward the hours worked in the work cycle for overtime purposes. (Amended November
11.11.13, Ord. 13-29)

Overtime hours for most employees are defined as all hours worked over forty (40) during a
normal workweek. For certified Police Officers, overtime hours worked are all hours worked over
86 hours in a 14-day work cycle. For all certified Firefighters, overtime hours worked are all hours
worked over 106 hours in a 14-day work cycle. Overtime should be avoided, if possible, but if it
is required, it must be authorized by the employee's supervisor prior to the employee working the
overtime hours. (Amended November 11.11.13, Ord. 13-29)

3.11 Compensatory Time

Compensatory time may be given for hours worked over the maximum number of hours permitted
by the Fair Labor Standards Act provided that the employee and employer are in agreement with
compensatory time being given in lieu of overtime pay.

1. If not taken with the same working period it was earned, compensatory time will be
earned at the rate of one and one-half (1-1/2) the actual overtime hours worked.

2. All efforts are to be made to take compensatory time during the same working period
it was earned. Compensatory time will not be allowed to accumulate. The time must
be taken no later than the end of the current working period or the following working
period. If compensatory leave is not taken within this time frame, the employee will be
automatically paid for the overtime hours. Exceptions to this policy require City
Manager approval.

3. If for some reason an employee terminates prior to using all accrued compensatory
hours, he/she must be paid for those hours at the overtime rate.

4. Employees classified as “exempt” by the Fair Labor Standards Act shall not
accumulate compensatory leave.

3.12 Pay during Inclement Weather

The decision of what is a prudent response to the situation on a government-wide basis is to be

made by the City Manager. Department Heads are responsible to determine and notify
employees of their critical workforce job status. Critical workforce employees include the City
Manager, all Department Heads, all sworn Police Officers, all certified Firefighters, the Public
Works Superintendent, and any other employee designated by the City Manager.
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All exempt employees assigned to preparation and recovery of a Presidentially declared event
that work over 80 hours within a two-week period will be paid at the applicable overtime rate.

Those critical workforce employees are required to report to work promptly when instructed by
their Department Head. Non-critical employees must take Personal Time Off (PTO) with pay. If
the non-critical employee does not have any accrued PTO, the employee will be reported as
absent and is not entitled to pay.

3.13 Reclassification

An employee occupying a position that is reclassified to a higher grade shall receive a salary
increase to the entry rate in the higher grade or a five (5) percent salary increase, whichever is
greater, provided the increase does not exceed the maximum salary rate of the new salary
range. The reclassification of an employee’s position to a class having a lower pay range shall
not result in a reduction of the salary of the reclassified employee. However, if the employee’s
salary, after the reclassification, is above the maximum of the lower pay range, then the
employee may be entitled only to a yearly lump sum payment for any longevity/market
adjustment increases that may be given to employees until the pay plan is amended (increased)
to provide a maximum salary range that will include the incumbent’s current salary.

3.14 Acting in a Higher Classification

An employee required and appointed to act in a higher classification and who performs the
actual duties normally performed by an employee assigned to the vacant position for a period of
thirty (30) working days or up to a maximum of six (6) months, shall be compensated by a five
(5) percent salary increase during this period of time the employee is serving in an acting
capacity. Upon expiration of the six months period, the employee shall be considered for a
reclassification or other appropriate adjustment. If that employee is moved back to their original
position, the compensation shall be adjusted accordingly. A personnel action form shall be
completed on all employees placed in an acting capacity and upon termination of that employee
functioning in an acting capacity.

3.15 On-Call Policy

The purpose of this policy is to establish a uniform and comprehensive policy governing the
need for an “on-call” policy for employees that are required to report to duty during off-duty
hours.

The City of Port Wentworth recognizes that departments, offices, and/or courts may require non-
exempt employees to be “on-call” for the purpose of responding to emergency situations,
appearing in court, or other city business.

“On-call” time is defined as time spent by an employee, after normal work hours, where the
employee is required to wear a pager, cellular telephone, or leave word with the employer as to
where he or she can be reached by telephone in the event the employee needs to return to
work. According to the Fair Labor Standards Act (FLSA), the waiting time while on-call is not
compensable as long as the conditions placed on the employee’s activities are not so restrictive
that they cannot use the time effectively for personal pursuits.

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Eligible employees are defined as employees classified as “non-exempt” under the Fair Labor
Standards Act (FLSA). This “on-call” time does not apply to hold over or early call-in hours in
combination with the normal workday, or pre-scheduled overtime.

Department heads will establish on-call schedules for eligible employees and the employees will
be compensated using the following guidelines:

1. The employee will receive pay for three (3) hours minimum if he/she is called out after
hours.

2. The employee must respond within thirty (30) minutes unless otherwise approved by
a supervisor. If an employee does not respond within the required time, no on-call
pay will be applied, and he/she will be subject to disciplinary action.

3. City departments will be responsible for maintaining records for on-call duty pay.

3.16 Compensation Upon Termination

When an employee’s employment with the City is terminated and the employee has fulfilled all
requirements of the Department Head, the employee will receive the following compensation:

(a) Regular wages for all hours worked up to the time of termination, which have not already
been paid.

(b) Any overtime or compensatory time (for non-exempt employees) due.

(c) A lump sum payment of any accrued but unused Personal Time Off (PTO) leave provided
the employee has completed a minimum of six (6) months of service with the City and is
leaving employment in good standing. The maximum accrual of Personal Time Off
(PTO) is the current amount the employee can accrue/earn for a year.

Employee leaving in good standing:

1. Must give a two-week notice of resignation;

2. Must turn in all equipment, uniforms, ID, and any other City-owned items in possession;
3. May be recommended for re-employment

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Section IV
Recruitment and Selection

4.1 Equal Employment Opportunities

The City of Port Wentworth is an Equal Opportunity Employer. It is the practice of the City of Port
Wentworth to hire, train, and promote employees without discrimination because of race, religion,
color, political affiliation, physical or mental disability, national origin, sex or age, except where
physical or mental ability, sex, disability or age is a bona fide occupational qualification. This
practice applies to all phases of human resources administration, including but not limited to,
recruitment, recruitment advertising, testing, hiring, training, promotion, transfer, leave practices,
rates of pay and benefits programs.

4.2 Filling Vacant Positions

Department Heads shall be responsible for notifying the City Manager of a vacancy, or soon-to-
be-vacant position in their department. The notification shall include the class, title, and salary
range. All vacancies to be filled should be announced by the City Manager, or designee, to all
City employees, and a vacancy announcement shall be posted for at least five
(5) workdays in a central location in each department.

4.3 Recruitment for Vacant Positions

The City Manager, or designee, shall publicize all full-time and part-time vacancies by
posting to the City’s website, through the Georgia Department of Labor, and any special
websites for the particular position being posted. Applicants will be recruited on the basis of
meeting or exceeding the minimum qualifications established for the position.

4.4 Employment Application Forms

All applications for positions in the City of Port Wentworth shall be made on standard
employment application forms. Such forms shall request details covering education, training,
experience, and other pertinent information needed to assess qualified applicants. All
applications shall be signed by the applicant attesting to the truth of all statements contained in
the submitted application form.

To receive consideration, applications must be received before the job announcement is closed.
Incomplete applications may be rejected; and applications containing falsified statements of
material fact will be sufficient cause for dismissal or rejection.

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4.5 Disqualification

The Department Head, or the City Manager, may reject from further consideration any
application or applicant when the following determinations are made:

(1) The applicant does not meet the minimum qualifications established for the position or
has failed to submit a completed employment application form.

(2) The applicant has failed to submit their application within the prescribed time limit.

(3) The applicant has made false statements of material fact, or practices deception in their
application.
(4) The applicant has an unsatisfactory employment history of such a nature as to
demonstrate unsuitability for employment by the City.

(5) Applicants who have been convicted of a felony involving a violent crime such as assault
with a deadly weapon, aggravated assault, or murder are ineligible for employment with
the City. Such applicants shall be automatically rejected.

(6) Applicants convicted of any other felony (at least ten 10 years prior) will be considered
on a case-by-case basis.

(7) The applicant fails to pass a medical examination and/or drug test after a conditional
offer of employment has been made.

(8) The applicant is not eligible for employment in the United States.

4.6 Selection

The Department Head shall review all applications for employment to determine whether the
applicant meets the established qualifications for employment. Where appropriate, examinations
or assessments may be used which may be written, oral or a combination of these exercises. In
all cases, any examination or assessment shall be job related. Examination of employees may
also consist of a review of education and experience necessary to perform the duties of the
position.

The Department Head shall select the most suitable applicant from the qualified applicants.
Thereafter, the applicant may receive a pre-employment offer by the Department Head contingent
upon the applicant successfully completing any other requirements such as a medical
examination, drug test, background check and polygraph. (Amended November 11.11.13, Ord. 13-29)

4.7 Appointment of Department Heads

When the position of any Department Head is to be filled, the City Manager will make the
selection/appointment.

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4.8 Employment of Relatives (Nepotism)

It is the policy of the City of Port Wentworth not to employ relatives by blood or marriage in the
same department. If a conflict with this policy should occur by the marriage of two employees of
the City, one spouse shall be transferred so as to comply with this policy. If there is no position
available, then one must separate from employment.

No family member of any City of Port Wentworth Elected Official shall be hired into a position for
the duration of that Elected Official's term of office.

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Section V
Methods of Appointment
5.1 Regular Appointments

Regular appointment to full and part-time positions shall occur after the procedures outlined in
Section IV have been completed. All employees appointed under this method shall serve a
working test period as described in Section VI.

5.2 Full-time Regular Appointments

Full-time regular appointments are those who are not in a temporary or working test period and
who are regularly scheduled to work the City’s full-time schedule. Generally, they are eligible for
the City’s benefit package, subject to the terms, conditions, and limitations of each benefit
program.

5.3 Part-time Appointments

Part-time appointments are those who are not assigned to a temporary or working test period and
who are scheduled to work less than thirty (30) hours per week. These positions are not eligible
for benefits. They will receive only benefits that are legally mandated (such as worker’s
compensation and social security). (Amended November 11.11.13, Ord. 13-29)

5.4 Temporary Appointments

Temporary appointments may be made for special project(s) or other work of a temporary nature.
The services to be rendered by an appointee for a temporary period are not to exceed six (6)
months in any twelve-month period. Temporary Appointments shall be made by the procedures
outlined in Section IV. The City Manager may authorize an exception to the procedures outlined
in Section IV, to a Department Head who makes a recommendation for employment. The
Department Head will consult with the City Manager to assure budgetary compliance. Temporary
employees are ineligible for benefits and privileges provided to regular status employees. They
will receive only benefits that are legally mandated (such as worker’s compensation and social
security).

5.5 Emergency Appointments

When an emergency involving serious impairment of the public business makes it impossible to
fill a vacant position through the competitive process, the Department Head, subject to the
approval of the City Manager, may appoint any qualified person to such a position on a temporary
basis in order to continue public business and prevent serious inconvenience to the public. Any
such person shall be employed only during such emergency and for a period not to exceed ninety
(90) days, during which period the normal selection procedures will be followed in order to fill the
position under a regular appointment.

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Section VI
Working Test Period
6.1 Objectives

All appointments to regular full-time and part-time positions shall be subject to satisfactory
completion of a working test period. The working test period shall be regarded as a final stage of
the selection process and shall be utilized for closely monitoring the employee's work
performance, for obtaining the most effective assessment of a new employee to the position, and
for rejecting any employee whose performance is unsatisfactory. Employees serving a working
test period do not have appeal rights unless there is alleged discrimination because of race, age,
color, creed, gender, national origin, or disability. Newly hired employees serving working test
periods are not eligible to apply for other positions within the City.

6.2 Working Test Duration - Extensions

The working test period shall normally be six (6) months in duration. Department Heads may
upon written request, seek extension of the working test period, with approval of the City
Manager, up to an additional six (6) months maximum.

During the working test period, the employee's supervisor will communicate regularly with the
employee regarding whether they are meeting performance expectations. It is particularly
important that an employee on working test be informed when performance is unsatisfactory. At
least fifteen (15) days prior to the expiration of an employee's working test period, the
Department Head shall notify the City Manager in writing using the payroll change form, whether
or not an employee is expected to achieve regular status and therefore, satisfactorily complete
their working test period.

6.3 Salary Increase Upon Successfully Completing the Working Test Period

A 2.5% salary increase will be added to the employee’s base salary upon successful
completion of their working test period (which is normally six months).

6.4 Dismissal (working test period)

At any time during the working test period, a Department Head may remove an employee. The
Department Head shall immediately provide written notice of the removal to the City Manager,
as well as to the employee, which shall state the reason for removal. Employees serving a
working test period do not have the right of appeal.

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6.5 Promotion (working test period)

In the case of promotion, the working test period shall be used in the same manner as is used
for initial appointments. However, an employee serving a working test period is still eligible for
the rights and privileges provided regular employees. When an employee is removed during a
working test period for failure to perform satisfactorily the duties of the new position documented
by performance appraisals, the employee shall be returned to the position held prior to the
promotion, or to a similar equivalent position, if available. Should an appropriate vacancy not
exist, the employee will be placed on the re-employment list for up to one year and may apply for
vacancies within the City in which they are qualified for.

6.6 New Employee Orientation

The Director of Human Resources will provide a "New Employee Orientation" to the employee
within the first thirty (30) days of employment. The Department Head may also have an
internal/departmental orientation for the new employee.

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Section VII
Ethics and Conduct

7.1 Outside Employment

City of Port Wentworth employees may engage in outside employment which does not involve
conflict of interest or interfere with their performance of duties for the City. Department Heads
shall be made aware of any outside employment held by an employee. The employee shall
request approval in writing to their Department Head. Department Heads are responsible for
requesting approval from the City Manager to perform any outside employment. Any conflict of
interest or any job-related performance inefficiency related to outside employment may be cause
for disciplinary action or dismissal. Failure of any employee to obtain approval from their
Department Head of outside employment may be cause for disciplinary action or dismissal.

7.2 Confidential Information

Upon employment with the City and as a condition of continuing employment, the City requires
that all employees (temporary employees) agree to protect the confidential affairs of the City.
Disclosure of confidential information is prohibited and may result in disciplinary action up to and
including immediate discharge. Unauthorized disclosure of another employee’s payroll or
medical information may lead to action up to and including termination of the employee(s)
involved. It is the City’s policy not to discuss payroll, personnel or related issues with spouses of
employees. Any inquiries should be made directly by the employee.

The City also requires that employees not disclose to anyone, other than authorized City
representatives, any information which has not been cleared for public disclosure, released to
the news media, published in a newsletter, or otherwise approved for general distribution. No
information, records, or materials concerning the City may be used, released, or discussed with
anyone outside the office or with other employees without the authorization of the City Manager,
and all open records requests except those directed to the Police and Fire Departments should
be directed to the Director of Human Resources. Violation of this policy may result in disciplinary
action up to and including immediate discharge and may result in civil and criminal liability.

7.3 Gifts and Gratuities

An employee shall not accept gifts, gratuities, or loans from organizations, business entities, or
individuals with which they have official City government business relationships. These
limitations are not intended to prohibit the acceptance of any items which are distributed free of
charge to the general public, nor to prohibit the acceptance of token gifts given during the
Christmas holiday season (dollar limit $100.00). However, the City does not allow the acceptance
of cash or gift cards of any amount at any time.

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7.4 Political Activity

Employees of the City of Port Wentworth are encouraged to exercise their right to vote; but City
employees may not engage in any political campaign activities while on duty, while in the
workplace, while in uniform, or while using a City vehicle. This prohibited activity includes, but is
not limited to, distributing information, or soliciting contributions or services for any political party,
political candidate or organization. Nothing contained herein shall be construed to restrict the right
of employees in the City of Port Wentworth to hold membership in and support a political party,
to vote as he/she chooses, to express personal opinions on political subjects and candidates
when not on duty, to maintain political neutrality, or to attend political meetings during non-working
hours. The City of Port Wentworth employees cannot hold any other city, county, state, or federal
office while employed with the City.

7.5 Conflict of Interest

It is particularly important that the employees of the City Government refrain from relationships
which might be construed or interpreted as evidence of favoritism, coercion, unfair advantage,
collusion, or financial benefit. Employees must communicate possible conflicts of interest with
their Department Head, who may, in turn, refer the matter to the City Manager.

7.6 Employee Concerns

The City Manager, Department Heads, and supervisors are responsible for the day-to-day
operations and activities in their respective departments. To that end, they should have the
opportunity to act on concerns raised regarding City policies and practices. Employees who have
concerns about a City policy and/or practice shall first bring those matters to the attention of City
Department Heads continuing through the chain of command. Exception: This policy does not
prohibit employees who feel that a violation of the City Government’s policy regarding unlawful
harassment has occurred from skipping a level in the chain of command to immediately report a
violation; however, this should only be done if the immediate next level of supervision is being
accused of the violation.

7.7 Dress Code

Employees are expected to maintain the highest standards of personal cleanliness and present
a neat, professional appearance at all times. Our professional image is an important aspect of
our organization. Whether or not your job responsibilities place you in direct contact with City
officials, state officials, legislators, or the public, you represent the City with your appearance as
well as your actions. The properly attired employee helps to create a favorable image for the
City. Situations in which inappropriate attire is worn and/or any exceptions to the dress code will
be addressed by the employee's Department Head. Employees who are improperly attired may
be required to leave work to change their attire. Employees will not be compensated for the
time they are away from work to change improper attire. Employees that are issued City
uniforms are not permitted to wear them unless they are on duty (at work) for the City of Port
Wentworth.

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7.8 Use of Tobacco Products is Prohibited in the Workplace

The City is committed to providing a safe and healthy environment for its employees, City
officials, and visitors. For this reason, the City maintains a smoke- and tobacco-free workplace.
No smoking or other use of tobacco products (including, but not limited to pipes, cigars, snuff, or
chewing tobacco) is permitted inside City buildings and vehicles or within 25 feet of any City
owned building.

7.9 General Safety Rules and Hazard Communication

The City makes every reasonable effort to provide and maintain safe working conditions and
information regarding chemical hazards. You are expected to cooperate by working in a safe
manner and encouraging others to work in a safe manner to prevent accidents. You have a
special obligation to report immediately any unsafe condition that might result in an accident to
you, your co-workers, or the public. All such reports should be given to your Department Head
and they will provide a copy to the City Manager.
Security of City premises is a responsibility shared by all employees. City property and personal
property should be safeguarded by the exercise of prudence and caution at all times. When
leaving work, check your work area to make sure that City and personal property are
appropriately secured.

You are to practice safety on the job, driving, or wherever you are. Injuries are not only painful
but may mean loss of earnings.

General Safe Practices.

1. Smoking, or any other use of tobacco products, is not permitted inside City
buildings or vehicles or within 25 feet of any City owned building.

2. Avoid all horseplay.

3. Practice good housekeeping. Each person is responsible for good housekeeping

in his or her own work area.

4. Use, adjust and repair equipment only when authorized by your supervisor. Notify
your supervisor if any equipment, machines, tools, or vehicles appear to be
damaged, defective, or in need of repair.

5. Bend your knees when lifting and get help for heavy loads.

6. Don't guess - when in doubt ask.

7. Never handle any chemical unless you are trained to do so.

8. Ensure that all containers of hazardous chemicals are properly labeled.

9. Report accidents, injuries, or unsafe conditions immediately.

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 10. All employees are to use safety equipment issued to them while
performing various functions of their job. Wear protective clothing and high
visibility reflective gear for your safety if applicable.

11. The improper, careless, negligent, destructive, or unsafe use or operation of

equipment or vehicles, as well as traffic and parking violations, can result in
disciplinary action, up to and including termination of employment.

Required Seat Belt Use. We value the lives and safety of our employees. Because it is
estimated that seat belts reduce the risk of dying in a motor vehicle crash by 45 percent, the City
of Port Wentworth has adopted this policy concerning employee seat belt usage.

In addition to following all traffic regulations, all employees and their passengers are required to
use a seat belt when traveling in any vehicle while in the course of conducting City business.
The requirement applies to business travel in a vehicle owned by the City of Port Wentworth, in
a rental vehicle, and in a vehicle owned by an individual employee, regardless of whether the
employee is compensated for the use of their vehicle.

If an employee is provided a City-owned vehicle that is used in the course of their employment
and is also available for that employee’s personal use, that employee, together with all
passengers who occupy the vehicle at any time and for any purpose, whether business-related
or personal, are required to use seat belts at all times the vehicle is in motion.

The use of seat belts is to be considered a condition of employment with the City of Port
Wentworth. Failure to abide by this stated policy will be considered a breach of that condition of
employment and subject the person in violation to disciplinary action, including suspension and
possible termination.

Driver’s License Requirement. As part of the requirements for certain specific City positions, an
employee may be required to hold a valid State Driver’s license. If an employee’s license is
revoked, suspended or lost, or is in any other way not current, valid and in the employee’s
possession, the employee shall promptly notify their Department Head and will be immediately
suspended from driving duties. The employee may not resume driving until proof of a valid,
current license is provided to the Department Head.

7.10 Workplace Violence Policy

The City of Port Wentworth does not allow an employee to use intimidation, verbal or implied
threats, violence or the threat of violence against any individual during the course of their work.

Work disturbances caused by persons not employed by the City of Port Wentworth but occurring
on the City’s work sites will be reported immediately to a supervisor and to the appropriate law
enforcement agency. The appropriate law enforcement agency will conduct an investigation and
make criminal charges when appropriate. If the disturbance is determined to be the result of an
employee’s domestic or other personal situation, the City Manager is to be notified.

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Work disturbances resulting from domestic or personal situations can result in disciplinary action
against the employee. The employee will take all reasonable and precautionary steps to prevent
these disturbances. These steps may include, but are not limited to, seeking counseling or a court
order restraining the non-employee from coming to or being at the City’s work sites.

Violations of this policy will result in disciplinary action up to and including termination.

7.11 Americans with Disabilities Act

If a Department Head believes that an employee may have a physical or mental condition
which prevents them from performing an essential job function of the position, the City of Port
Wentworth may make reasonable accommodations that do not pose an undue hardship.

In order to comply with the Americans with Disabilities Act, the City of Port Wentworth will make
reasonable accommodations for employees with disabilities when such reasonable
accommodations will permit those employees to perform the essential functions of their
respective jobs. Employees who believe they are disabled as defined by the ADA and who
require a reasonable accommodation should inform their supervisor. (Also see Section XI,
11.7 ADA (Americans with Disabilities Act).

7.12 Drug and Alcohol Policy and Procedures

A. Alcohol and Controlled Substance Policy and Procedural Guide It is the position of the
City of Port Wentworth that alcohol and controlled substance abuse is a major health
problem in the United States today. The costs involved with this problem include human
costs such as lost jobs, morale problems, injuries, illnesses, and deaths, as well as
economic costs such as property damage, absenteeism, tardiness, lost productivity,
increased health insurance costs, and the costs involved in replacing and retraining new
employees.

While on or using City property and while conducting business on behalf of the City, no
employee may use, possess, sell or be under the influence of alcohol or engage in the
unlawful manufacture, distribution, dispensation, possession or use of any illegal drug or
substance. Violations of this policy shall result in termination of employment with the City
of Port Wentworth.

It is the objective of the City of Port Wentworth to provide safe and effective public service.
To meet this objective, the problem of alcohol and controlled substance abuse must be
identified, confronted, and defeated. In order to achieve this, the City of Port Wentworth
has developed a comprehensive alcohol and controlled substance policy. This policy
consists of two interlaced programs:

1. An Employee Education/Supervisor Training Program;

2. An Alcohol and Controlled Substance Testing Program.

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 The responsibility for this policy lies with the City Department Heads and the City
Manager.

The City considers its employees to be its most valuable resources. In this policy, the
term “controlled substance” shall have the meaning and include the substances defined
as “controlled substances” in the Georgia Controlled Substances Act, O.C.G.A. Section
16-13-10, et seq., and especially O.C.G.A. Section 16-12-21 (4) as said section and said
Act shall appear from time to time.

B. Zero Tolerance The City of Port Wentworth adopts a “Zero Tolerance” policy towards alcohol
and/or illegal drug possession or usage by City employees while on the job. This Zero
Tolerance policy means that if you are discovered to be in possession of or under the influence
of alcohol or illegal substances while on duty or if you have a confirmed positive test for
controlled substance drugs and/or alcohol while you are on the job working for the City of Port
Wentworth, you will be terminated from employment.

C. Prohibited Acts

1. The use or possession of alcohol or any controlled substance while on work

time or work premises shall be prohibited.
2. The sale, distribution or provision of alcohol or any controlled substance while
on work time or work premises shall be prohibited.
3. The inappropriate use of legally prescribed drugs and non-prescription
medication is prohibited while working for the City of Port Wentworth.
However, the appropriate use of legally prescribed drugs and non-prescription
medications is not prohibited. The use of any substance which carries a
warning label that indicates mental functioning, motor skills, or judgment may
be adversely affected must be reported by the employee to their supervisor. In
addition, employees must obtain a written release from the attending physician
releasing the person to perform their job duties any time they obtain a
performance altering prescription.
4. It should be noted that certain departments may have more restrictive
regulation of prescription or over-the-counter medication than as provided
herein. Employees are to be informed of such departmental policy upon initial
employment.
5. Any employee convicted of violating a criminal drug or alcohol statute must
inform their Department Head of such conviction (including pleas of guilty and
nolo contender) within five (5) days of the date of conviction. Failure to inform
the employer subjects the employee to disciplinary action up to and including
termination for the first offense.

D. Alcohol or Controlled Substance Testing Employees shall submit to alcohol and/or

controlled substance testing at the following times:

a. At a time set by the Department Head during the final selection process prior to an
offering of employment with the City of Port Wentworth (for those positions in the
safety sensitive category);
b. As a part of any required physical examination (for those positions in the safety
sensitive category);

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 c. When, in the opinion of any supervisory or management employee there is a
reasonable suspicion that an employee of the City has violated any provision of
the Alcohol and Controlled Substance Policy dealing with the use of alcohol or any
controlled substance;
d. When involved in an accident involving City equipment or while on duty, on
standby duty, or in the process of reporting to or leaving work when “at fault”; or
when fault cannot be determined; or
e At any time an employee is on duty performing a safety-sensitive function, and is
selected due to a random testing procedure.

E. Procedural Guide for Violations If in the opinion of the supervisor, a reasonable

suspicion exists that the employee is reporting to work, or is working, while under the
influence of alcohol or controlled substances, or while impaired from the use of same, the
procedures outlined below shall be followed. Please note that for the purposes of this
policy, the term reasonable suspicion shall be based on objective and explainable
indications of substance abuse. These include, but are not limited to erratic behavior,
slurred speech, staggering gait, odor of alcohol or illegal substances.

1. Procedures for Impairment Violations

i. The supervisor shall arrange, if possible, for at least one other supervisor to
observe the conduct of the employee. The observing supervisor shall make
a written report of the incident, including the responses to the information
asked on the “Reasonable Suspicion Testing Checklist” form which includes
a description of the conduct of the employee upon which such reasonable
suspicion is based.
ii. If the employee fails to explain their condition to the satisfaction of the
employee’s supervisor, an alcohol and/or controlled substance screening
test shall be administered to the suspected employee. The employee will
be driven by the supervisor or other designated official to the City-
designated testing facility. Refusal to submit to such tests shall be deemed
a positive drug test and will result in termination of employment. The
employee who is tested will be placed on suspension with pay pending the
results of the alcohol and/or controlled substance screen test. Tests for
alcohol impairment may be administered by the use of the device known as
Intox 3000 or Intox 5000 or any other similar device approved for use.
iii. The supervisor will make the necessary arrangements to have the
employee taken home. Do not permit him/her to go home or drive by
himself/herself. If the employee refuses any assistance, make sure that at
least two (2) supervisory personnel can verify that the employee refused
such assistance should he/she be allowed to leave without assistance.
Supervisor is to call the Police Department to warn them of the employee’s
condition and refusal of assistance before the employee is allowed to leave
the work site. Tell the Police Department the employee’s name and make
of car. The reason for this action is for the safety of the employee and the
general public. The City has a duty to take such action as a reasonably
prudent employer to prevent the employee from causing an unreasonable
risk of harm to others or to himself/herself.
iv. If the confirmed results of such tests indicate the presence of alcohol or any
illegal controlled substance in the system of the employee, it will be
presumed that the employee is impaired. This presumption of impairment
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 may result in the suspension with pay pending termination as set forth in
Section XIV of these human resources policies.
v. During the period the employee is suspended with pay, an investigation
shall take place. This investigation will be completed within three (3) eight-
hour workdays (Saturday, Sunday and holidays excluded) unless extended
by the City Manager. During this investigation, the employee may, through
their own evidence, rebut the presumption of impairment. For example, the
employee may submit to a blood test for the presence of alcohol or
controlled substances. If such blood test produces a negative result, the
presumption of impairment may be considered rebutted, depending upon
such factors as the timing of the blood test and other circumstances
surrounding the impairment.
vi. If, after the investigation is completed, it has been determined that a
violation of the Alcohol and Drug Policy has occurred, said employee shall
be terminated from employment, and the procedural guidelines set forth in
Section XII of these human resources policies shall be followed.
vii. Should an employee seek assistance with a drug and/or alcohol abuse
problem prior to any violations of the Alcohol and Controlled Substance
Policy, it shall be the duty of the City employee to communicate with the
City Manager or their designee to refer the employee for a rehabilitation
assessment to determine if there is a significant chance that the employee
can be rehabilitated.

This option is only available if the employee has not committed an act or
omission which presented an immediate danger to the public, him/herself,
or other employees; has not committed any felony or misdemeanor; and
has not been determined to be under the influence of drugs or alcohol while
on duty. The employee permitted to utilize this option will be required to
sign an agreement accepting the conditions of the rehabilitation program in
order to maintain employment relationship with the City. This referral would
be the employee’s “last chance.”

After successful completion of an alcohol and/or controlled substance

program, at the employee’s expense, the employee may return to work
subject to random alcohol and drug screening tests for a minimum period of
12 months. If, at any time during this “last chance” testing period, a
screening test indicates the presence of alcohol or drugs in the employee’s
system, the employee shall be immediately terminated. Any subsequent
relapse after 12 months will be handled as stated above.

2. Procedures for the Sales, Distribution, or Provision of Alcohol/Controlled

Substances While at Work Violations

Violations of the above procedures will result in termination consistent with the procedural
guidelines set forth in Section XII of these human resources policies.

F. Confidentiality At all times during an investigation of violations of the Alcohol and

Controlled Substances Policy, the confidentiality of the case will be protected; subject to
state law.

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G. Alcohol/Controlled Substance Awareness Program The basic purpose of this program
is to prevent employee alcohol/controlled substance abuse by supplying the employees
with information about the problems which alcohol/controlled substances can create. The
awareness program is divided into two sections, an Employee Education section to include
all City employees and a Supervisory Training section.

Employee Education – The City Manager or their designee will provide

educational seminars at least every two years.

Supervisory Training – The City Manager or their designee will provide training to
supervisors on the important role supervisors have in preventing alcohol/controlled
substance abuse.

H. Alcohol and Controlled Substance Screening Test Program

a. Testing Quality and Techniques to be Utilized. The City will establish a professional
relationship with a professional laboratory that shall comply with all current National
Institute of Drug Abuse standards. An assessment of the laboratory will be
performed which will include a review of how samples are actually tested; all
procedures involved (chain of custody of sample, notation of time and place sample
was taken, the amount of turn-around time that will elapse before a result is
reached, etc.); qualification of the laboratory personnel; and a check of the internal
quality control records of the laboratory.

All testing samples will be collected at the laboratory, hospital, or other City
designated testing facility including but not limited to any law enforcement agency
that has an Intox 3000 or Intox 5000 or similar device. The samples will be
carefully checked and marked with the name of the employee, the date and time
the sample was collected, and the location where the sample was collected. A
chain of custody/control will be established so that samples are properly handled
before testing occurs. Every effort must be made to assure that the sample being
tested is the sample actually collected from the employee/applicant in question.

When testing for alcohol, a Breathalyzer, such as the Intox 3000 or Intox 5000 or
other similar device used for DUI suspects is sufficient. Any measurable amount of
alcohol found will be sufficient for a presumption of impairment, unless such
measurement is the result of consumption of alcohol or an alcohol-related product
that is prescribed by a licensed physician. Some departments may require more
restrictive standards than those described herein. The employee has the right to
request a blood test if he/she so desires. This test will be at the employee’s
expense.

The City will use urine samples and/or hair samples/analysis for controlled
substance testing.

Although alternatives such as blood tests may be interpreted as more intrusive, this
alternative may be used if necessary.

b. Testing Procedure. The Alcohol and Controlled Substance Policy provides for
testing in four different situations: the pre-employment test, the post-accident test,
the random test, and the “reasonable suspicion” test.
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 i. Pre-employment Test - During the conditional offer of employment process,
the applicant will be sent for a drug test if the position applied for is a safety
sensitive position. If the applicant being considered for the position has a
test result that is negative, the applicant will continue with the hiring
process. Any applicant with a confirmed positive test will not be offered
employment with the City of Port Wentworth. All test results are
confidential.

ii. Post-Accident Test - All covered employees must undergo testing if they are
involved in an accident while performing a safety-sensitive function in a City
vehicle. Covered employees whose performance could have contributed to
the accident must be tested. A post-accident test will be conducted unless
the employee’s actions can be completely ruled out as a contributing factor
to the accident. Employees will be tested when they are involved in a
vehicle accident, or a worker’s compensation accident involving City
equipment or while on duty, on standby duty, or in the process of reporting
to or leaving work in a City vehicle.

iii. Random Test - If the employee is in a safety-sensitive position or if their

position requires a Commercial Driver’s License, the employee is subject to
random testing. These employees will be subject to random, unannounced
testing. The selection of employees shall be made by a valid method of
randomly generating an employee identifier from the appropriate pool of
safety-sensitive employees. The dates for administering unannounced
testing of randomly selected employees shall be spread reasonably
throughout the calendar year, day of the week, and hours of the day. The
number of employees randomly selected for drug/alcohol testing during the
calendar year shall be not less than the percentage rates established by
Federal regulations for those safety-sensitive employees subject to random
testing by Federal regulations. The U.S. Department of Transportation
currently requires 50% random drug testing rate, and 10% random alcohol
testing rate. Employees are required to proceed immediately to the
collection site upon notification of their random selection.

iv. Reasonable Suspicion Test - The test upon reasonable suspicion involves a
great deal of discretion on the part of supervisory personnel. The
supervisory training program will provide precise guidelines as to identifying
a potential alcohol or controlled substance abuser. The task of identifying
potential abusers does not include diagnosing a worker. The fact that a
problem exists is all that is to be discussed when dealing with an employee.
It is not the position of the supervisor to act in the role of a diagnostician.
When it is suspected that an employee has violated the Alcohol and
Controlled Substance Policy, the employee will only be told that job-related
problems have developed and that it is suspected that these job-related
problems are the result of alcohol and/or controlled substance abuse.

The phrase “reasonable suspicion” means that a screening test should

be administered if it is reasonable to suspect that an employee has
violated this Policy.
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 A “suspicion” must be based upon objective indications of substance
abuse or other Policy violations. Therefore, a form has been
developed to provide guidance to supervisors in assessing whether a
“reasonable suspicion” exists as well as providing documentation of
the basis of a decision to require an alcohol or controlled substance
test. Thorough documentation of all steps of an investigation for a
possible violation of this Policy is required, including the date and time
of any discussion with the employee.

Disciplinary Actions: The suspension or termination of an employee will never be justified on

the basis that the employee is an alcoholic or substance abuser. Instead, discipline will center
around the employee’s failure to meet objective, job-related criteria. “Substandard performance,”
“insubordination, violation of policy,” “failure to follow orders,” or “under the influence of alcohol
while on duty” are examples of proper reasons for discipline including termination of
employment.

Discriminatory enforcement will not be tolerated and any supervisor exhibiting such behavior will
be disciplined accordingly.

7.13 Unlawful Harassment (sexual harassment)

The City of Port Wentworth is committed to a work environment that promotes equal
employment opportunities and is free from discriminatory practices, including Unlawful
Harassment. It is illegal and against the policy of the City of Port Wentworth for any person to
harass, threaten or intimidate another employee on the basis of their race, color, religion, age,
sex, disability, or national origin. The City of Port Wentworth will not tolerate conduct that
constitutes unlawful harassment by its employees.

Employees who believe they have been subjected to sexual or other unlawful harassment or
believe they have witnessed such conduct must report this immediately to their immediate
supervisor, Department Head, or the City Manager. Any reported allegations of harassment or
retaliation will be investigated by the City Manager promptly and confidentially with
consideration of those with a need to know. It is extremely important that any unlawful
harassment be reported immediately. Failure to report conduct in violation of this policy, or
delay in reporting the same, may impede the City of Port Wentworth from taking preventive or
corrective measures when appropriate. Any supervisor, agent, or employee who has harassed
another employee on the basis of their race, color, religion, age, sex, disability, or national
origin, will be subject to appropriate disciplinary action up to and including termination.

The City of Port Wentworth encourages any employee to raise questions he or she may have
regarding discrimination, retaliation or harassment with their Department Head or the City
Manager.

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Conduct in violation of this policy includes, but is not limited to the following definitions:

A. Unlawful Harassment

1. Unlawful harassment can include, but is not limited to, creating an intimidating,
hostile or offensive working environment for another on the basis of one’s race,
color, religion, age, sex, disability, or national origin.

2. Unlawful harassment includes unwelcome sexual advances, request for sexual

favors and other verbal or physical conduct of a sexual nature when:

a. Submission to such conduct is made, directly or indirectly, a term

or condition of a person’s employment, or

b. Submission to or rejection of such conduct by a person is used as

the basis for employment decisions affecting the person.

3. Unlawful harassment can include, but is not limited to:

a. Verbal Harassment – Sexual innuendo, sexually

suggestive comments, jokes and/or teasing of an
unwelcome nature, discussing sexual exploits, or
continued requests for social or sexual contact.

b. Physical Harassment – Unwelcome contact, touching or

impeding movement.

c. Visual Harassment – Unwelcome, derogatory or sexually

suggestive posters, videos, cartoons, drawings, pictures,
photographs, documents, writings, electronic mail, staring or
leering.

d. Sexual Favors – Unwanted sexual advances conditioning an

employment benefit on an exchange of sexual favors.

B. Unwelcome – used in the sense that the offended employee did not solicit or incite
the conduct and regarded as undesirable or offensive.

C. Hostile/Offensive Working Environment – determined based on the particular

circumstances, but shall include severe or pervasive written, verbal, or physical
conduct directed toward an employee on the basis of one’s race, color, religion,
age, sex, disability, or national origin.

D. Reasonable Person/Victim Standard – based on the victim’s perspective, as long

as that perspective is reasonable. In determining whether sexually offensive or
other unlawful harassing conduct has occurred, it is no defense that the alleged
harasser did not intend to harass. It is the impact on the complainant, not the
intent of the alleged harasser that must be evaluated. It is not a requirement that
the complainant be the intended target of the offensive conduct. Witnessing
offensive behavior between other employees may be grounds for complaint.

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 SUPERVISOR/MANAGEMENT RESPONSIBILITY

A. Conduct of a harassing nature by a supervisor is particularly unacceptable and will

not be tolerated. Supervisors are strictly prohibited from making any employment
decision, directly or indirectly, based upon submission to, or rejection of, a request
for a sexual favor. Supervisors are also strictly prohibited from engaging in any
conduct that could reasonably be construed by another employee as threatening,
offensive or intimidating so as to constitute a hostile working environment in
violation of this policy. Any supervisor who engages in such conduct shall be
subject to disciplinary action, up to and including termination.

B. It is the responsibility of each supervisor and Department Head of the City of Port
Wentworth to maintain a workplace free of sexual and other unlawful harassment.
This duty includes discussing this policy with all employees and assuring them that
they are not to endure insulting, degrading, or exploitative sexual or unlawful
harassing treatment in violation of this policy, and to immediately report perceived
violations of the policy.

C. Any supervisor or employee who retaliates against an individual or a witness for

exercising their right to report sexual or other unlawful harassment shall be subject
to severe disciplinary action, up to and including termination.

EMPLOYEE RIGHTS AND RESPONSIBILITIES

A. No employee who, in good faith, exercises their right to make a complaint of

sexual or other unlawful harassment will be subjected to any retaliatory act or incur
any penalty or adverse consequence. Unlawful harassment in the workplace will
not be tolerated and employees, who believe they have experienced such
harassment, or have witnessed the harassment of another, have an obligation to
report such unlawful conduct immediately.

B. Any employee who knowingly makes a false statement during a sexual or other
unlawful harassment investigation will be subject to disciplinary action, up to and
including termination.

EMPLOYEE REPORTING PROCEDURE

A. Employees who believe they have been subjected to sexual or other unlawful
harassment, or believe they have witnessed such conduct, must report this
immediately to their immediate supervisor or Department Head, or the City
Manager. The City Manager shall be responsible for administering and
complying with this policy as it concerns employees.

B. Any reported allegations of harassment or retaliation will be investigated promptly

and thoroughly, and the ongoing investigation shall be confidential, with disclosure
allowed by law.

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 C. It is extremely important that any unlawful harassment be reported immediately.
Failure to report conduct in violation of this policy, or a delay in the reporting of it,
may impede the City of Port Wentworth’s ability to implement preventive or
corrective measures when appropriate.

D. Any employee who interferes with or intimidates an individual or witness for

exercising their right to report sexual or other unlawful harassment shall be subject
to severe disciplinary action, up to and including termination.

7.14 INTERNET & ELECTRONIC COMMUNICATION POLICY

POLICY STATEMENT

Computers and computer-related services are made available to departments and

employees for business-related purposes. Internet and electronic mail (email) services are
provided to support open communications and exchange of information and the opportunity
for collaborative government-related work. While the City of Port Wentworth believes that
computers and computer-related services, including Internet and email, are essential tools
for its departments and employees, access to such services is a revocable privilege. As
such, conformance with acceptable use, as expressed in this policy, is required. This policy
supplements any and all policies relating to workplace harassment, discrimination,
retaliation, conflicts of interest, discipline and discharge, records retention, and Open
Meetings Act compliance.

NO EXPECTATION OF PRIVACY

The City of Port Wentworth computers and any data stored in them are the property of the
City and may be accessed at any time by authorized officials of the City. Employees shall
not expect privacy in the use of the City’s computers. The City may, without notice, monitor
Internet usage and/or email and review computer files to ensure that computers are not
being used for impermissible purposes. Users of the City’s computers and other computer-
related services must also bear in mind that all emails and other electronic files are generally
subject to disclosure under the Open Records Act.

ACCEPTABLE USES

1. Communication and information exchange directly related to the employee’s duties

and responsibilities as an employee of the City or the mission and function of their
department.
2. Communication and exchange for the employee’s professional development as an
employee of the City, to maintain currency of their relevant training or education, or
to discuss issues related to their research, projects, or programs as an employee of
the City.
3. Use in applying for or administering grants or contracts for the City’s research or
programs.
4. Use for advisory, standards, research, analysis, and professional society activities
related to the employee’s duties and responsibilities as an employee of the City.
5. Announcements of new City regulations, ordinances, procedures, policies, rules,
services, programs, information, or activities.
6. Any other authorized City-related administrative communications not requiring a
high level of security.
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 The City of Port Wentworth’s technologies and systems belong to the City and should be
used only for City business. Confidential City information shall be preserved and shall not be
disclosed or disseminated to those who do not have a legitimate business need to know.

PROHIBITED USES

Employees are prohibited from using the City of Port Wentworth’s technology to:

1. Visit inappropriate web sites (erotica, hate groups, etc.)

2. Solicit, convey, or recruit for any commercial ventures, religious or political causes,
or other outside organizations where the City prior to dissemination has not
approved such communication.
3. Create or send any offensive or disruptive messages, including but not limited to
messages containing profanity, sexual references or innuendo, racial slurs,
gender-specific comments, or any other comment that offensively addresses
someone's age, religious or political beliefs, national origin, race, color, sex, or
disability.
4. Create or send data for the purpose of entertainment, idle chat, or shared
access/dissemination of data (e.g., chain e-mails, centrally storing entertainment
files (e.g., music, video, etc.) for other employees to access, sending personal
pictures contained in or attached to e-mails.
5 Search for, visit, or receive (e.g., download or copy) any data containing any written,
pictorial, audio, video, or other such data that might be considered pornographic,
offensive or disruptive in nature. Included in this category of data would be data that
one may reasonably construe to be sexual and/or offensive nature, or other data
portraying information not reasonably considered to be of business use to the City of
Port Wentworth operations.
6. Disclose personal, confidential or proprietary information, copyrighted
technology/data, intellectual property or trade secrets to unauthorized recipients.
7. Retain and not properly dispose of personal, confidential or proprietary data where
one used such data in a “work at home” task (e.g., using one’s home computer to
store employee identity information in the performance of an authorized task and
then fails to properly remove such information from the home computer once the
task is complete).
8. Disclosure of one’s password(s) or other secure access mechanism(s) for the
purpose of allowing another who is unauthorized to access City systems and the
data contained therein. Note: Under Georgia law this is a criminal act.
9. Engage in the use of electronic systems for network surveillance purposes without
authorization. Note: Under Georgia law this is a criminal act.
10. Intercept or review electronic communications or access certain data without
authorization. Note: Under Georgia law this is a criminal act
11. Create links to databases, bulletin boards and web pages at remote locations that
are not owned or authorized by the City Manager without first obtaining
permission.
12. Condone or facilitate any of the above-prohibited activities. An individual user of the
City of Port Wentworth’s owned technologies who willfully receives prohibited data,
or one who engages in facilitating dissemination of such data (forwarding files
received from others, for example) will be equally in violation of this policy as one
who engages in the initial creation of such prohibited data.
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PROCEDURES

Department Heads are responsible for their employees’ compliance with the provisions of
this Policy and for promptly investigating non-compliance. Suspension of service to
users may occur when deemed necessary to maintain the operation and integrity of the
City’s network. User accounts and password access may be withdrawn without notice if
a user violates the acceptable use policy. Disciplinary action up to and including
termination of employment may be imposed depending on the severity of the violation.
Criminal or civil action against users may be initiated when laws are violated.

7.15 Personal Cellular Phone Policy

The purpose of this policy is to establish the use of personal cell phones during work hours.
Cell phones have become a very important and useful tool in today’s world; however, care must
be taken that conversations of a personal nature or regarding personal business not interfere
with your assigned tasks. As handy as these communication devices are, they may also
become a distraction from assigned tasks. You may continue to carry your phone with you
during work hours; however, you shall only use your cell phone in the event of an emergency
(placing or receiving calls or texting) or for work related calls. Personal calls and texting shall be
placed or received during break times only. Please make your family members and others that
regularly call or text you aware of this policy.

For those employees in an office or meeting environment, you are to always have your cell
phone in the silent or vibrate setting so that it does not ring and disturb your co-workers.

As a reminder, it is a violation of law in the State of Georgia to drive a motor vehicle and text on
your cell phone; therefore, all employees are to obey the laws at all times.

7.16 Travel Expense Guidelines

Business Use of Personal Vehicle

Travel mileage for any use of an employee’s personal vehicle in the performance of their job-
related duties will be paid. It is the personal responsibility of the vehicle owner to carry
adequate insurance coverage for their protection and for the protection of any passengers.
Mileage will be reimbursed at the regular federal rate. This mileage allowance is in lieu of actual
expenses for gasoline, oil, repairs, tags, insurance and depreciation. Therefore, actual
expenses for those items will not be reimbursed when your personal vehicle is used for City
business. Mileage will not be paid for an employee’s daily commute to and from work unless
otherwise specified by the Mayor and Council.

If a City-owned vehicle is available for conducting City business, the employee is required to use
that vehicle instead of their personal vehicle. If an employee is traveling on City business and
would like to take their personal vehicle due to other persons riding in the vehicle that are not
authorized to ride in a City-owned vehicle, the travel will be reimbursed at a reduced rate for the
use of the employee’s personal vehicle. Only City employees, agents of the City both elected
and appointed, and volunteer firefighters and reserve police officers on City business are
allowed to ride in City vehicles.

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To be reimbursed for the use of your personal vehicle for job related duties, employees must list
on the Travel Expense Report:
- Date and purpose of the trip
- Locations traveled to and from
- Mileage

Meals and Lodging: Meals and lodging reimbursement will also follow the regular federal per
diem rate method.

The beginning day and ending day of an employee’s travel may be prorated for reimbursement
depending on the departure and arrival times. An employee’s travel will be paid for a full day if
the employee begins travel before 8 a.m. and returns after 6 p.m.

Approval/Authorization Process
The employee’s Department Head must approve all Travel Expense Reports. No employee is
authorized to approve their own, a peer’s, or an Administrator’s Travel Expense Report. The
Department Head who approves and signs the expense report is responsible for reviewing the
report for compliance with the travel expense guidelines. The Department Head is responsible
for verifying:
- Business purpose
- Correct totals
- Supporting documentation and receipts

Travel expense guidelines are designed to facilitate successful and cost-effective travel within
City government. Each employee is responsible for complying with the travel expense
guidelines located in this section of the Human Resources Policies.

7.17 Fraternization Policy

Purpose

It is the policy of the City to ensure that its employees carry out their duties with impartiality and
fairness so that public and organizational confidence in the actions of our employees is
maintained. Public trust, workplace safety, City operations and City morale require that
employees avoid the appearance of or actual conflict of interest between their professional
responsibilities and any involvement in a romantic or sexual relationship with other employees.
In order to promote efficient operation of the City and avoid misunderstandings, complaints of
favoritism, sexual harassment and /or gender-based discrimination, and other problems of
supervision, safety, agency operations, and employee morale, all employees are instructed to
avoid situations that give rise to an actual or perceived conflict.

City personnel are prohibited in becoming involved in any personal romantic or sexual
relationships and are encouraged not to enter into private business relationships. This
prohibition does not apply to landlord/tenant relationships or to one-time transactions such as
the sale of an automobile or house, but does apply to borrowing or lending money, commercial
solicitation, and any other type of on-going financial or business relationship. Business
relationships which exist at the time this policy becomes effective.

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This prohibition does not apply to:

(1) Marriages that predate the effective date of this policy or entered into prior to February 1,
2015.
(2) Until February 1, 2015, relationships (dating, shared living accommodations, and intimate
or sexual relationships) outside of marriage that predate the effective date of this policy.
(3) Employees and leaders share responsibility for ensuring that these relationships do not
interfere with good order and discipline. Supervisors will ensure that personal
relationships which exist between employees will not influence training, readiness or
personnel actions.

Acceptable Personal Relationships Between City Personnel

City personnel may participate in normal team building associations such as playing on sports
teams or participation in any type of social functions.

Procedure

A. Hiring, promotion and assignment to specialized positions

1. Employees who are related to or involved in a romantic relationship with a

candidate for hiring selection, promotion or assignment to specialized positions
shall not be involved in the selection process. The City shall not depart from the
procedures embodied in the political jurisdiction’s personnel policy for any reason
other than on specifically approved by the City Manager.
2. Should an employee related to or involved in a romantic relationship be required to
participate in any of these selection processes due to an absence of available
alternatives, the final selection decision is subject to approval of the City Manager.
3. Supervisory procedures: An employee generally shall not directly supervise a
relative or another employee where a personal relationship exists. It will be
incumbent upon the subordinate to select assignments which will not put them
under the supervision or management of a relative or someone with whom they
have a personal relationship.
4. Working Conditions: Relatives or employees who are engaged in a romantic
relationship shall not be assigned to the same shift or unit without specific
approval of the Department Head subject to review by the City Manager.
5. Duty to notify:
a. In the event that an employee becomes involved in a romantic relationship
with another City employee, they shall notify their Department Head in
person as soon as possible. Employees who find themselves working in
close proximity to a relative or another employee with whom they have a
personal relationship shall notify their Department Head of the
circumstances.
b. If City employees should marry, the following action will take place as per
the City Human Resource Policy section 4.8 Employment of Relatives
(Nepotism):

It is the policy of the City of Port Wentworth not to employ relatives

by blood or marriage in the same department. If a conflict with this
policy should occur by the marriage of two employees of the City,

43
 one spouse shall be transferred so as to comply with this policy. If
there is no position available, then one must separate from
employment.

c. The Department Head shall take appropriate steps to ensure that involved
employees’ working conditions are modified to eliminate potential conflicts
of interest and adverse workplace performance problems.
d. The Department Head shall prepare a written report regarding the situation
and his/her resolutions. This report shall be transmitted to the City
Manager.
e. Failure by an employee to report personal relationships to the Department
Head compromises the integrity of the City’s chain of command, disrupts
the work environment, causes decline in morale and can reduce
productivity. Any failure to report relationships as required by this policy
shall constitute misconduct and may subject an employee to disciplinary
action.
(Amended February 26, 2015, Ord. 15-02)

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Section VIII
Attendance and Leave
8.1 Hours of Work

The normal working hours of operation for City employees are 8:00 a.m. to 5:00 p.m. with a one-
hour lunch period, Monday thru Friday. Alternative hours of operation may be established due to
business needs by the Department Head for the employees in their respective office. Public
Safety Departments will have different operational hours established. Exceptions will be approved
by the City Manager.

8.2 Pay days

All employees are paid every other Friday. The pay period starts on Sunday and ends on Saturday
every other week. In the event that a regularly scheduled pay day falls on a day off (holiday),
employees will receive pay on the last day of work before the regularly scheduled pay day.

8.3 Holidays

The following days are designated as holidays:

1. New Year's Day

2. Martin Luther King's Birthday

3. Presidents’ Day

4. St. Patrick’s Day – only when scheduled to work

5. Good Friday

6. Memorial Day (last Monday in May)

7. Independence Day

8. Labor Day

9. Veterans Day (November 11) only when scheduled to work

10. Thanksgiving Day

11. The day after Thanksgiving

12. Christmas Eve

13. Christmas Day

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Public Safety employees who work 24-hour shifts will be paid 16 hours holiday pay whether they
work the holiday or not and public safety employees who work 12-hour shifts will be paid 10
hours of holiday pay whether they work the holiday or not.

If an employee’s religious beliefs require observance of a holiday not included in the basic
holiday schedule, the employee may, with the Department Head’s approval, take the day off
using PTO.

If a holiday falls on a Saturday, it will generally be observed on the preceding Friday. If the holiday
falls on a Sunday, it will generally be observed on the following Monday.

In order to receive pay for an official holiday, the employee must be:
• At work on the scheduled work days immediately preceding and succeeding the holiday; or
• On approved PTO on those days; or
• Not scheduled to work.

8.4 Holidays for Part-Time Employees

Part-time employees, employees under temporary, seasonal, contract or emergency appointments

shall not be paid for observed holidays.

8.5 Personal Time Off (PTO)

Personal Time Off (PTO) is an all-inclusive, flexible “personal time off” program that will provide
income protection for “no fault” time away from work for full time regular employees. This time
can be used for sick time, vacation, personal leave, or any other purpose.

Policy

PTO is added to the employee’s PTO bank after time entry is entered into the payroll system for
the last pay period.

Temporary employees, part time employees, contract employees, interns and elected officials
are not eligible to accrue PTO.

PTO is accrued for the regular and salary pay codes. PTO is not accrued for any other type of
pay code. PTO is not earned for any type of unpaid leave hours. PTO is not accrued for overtime
hours. (Amended November 11.11.13, Ord. 13-29)

Newly hired employees begin to accrue PTO immediately; however, PTO will not be available
for use until they have completed their working test period.

Employees may use time from their PTO bank in quarter hour increments.

Time away from work for paid holidays, bereavement, approved FMLA leave, Workers’
Compensation leave, disability leave and leave pertaining to military service (note: this list is not
a comprehensive list, and administration reserves the right to add other instances as necessary)
may have separate guidelines and/or policies and procedures that may require employees to
use PTO concurrently. Please refer to specific policies for further information.

46
Scheduled PTO requests should be submitted at least one week prior to the first day of leave to
the Supervisor and/or Department Head when applicable. Unscheduled PTO requests must still
be submitted to the Supervisor and/or Department Head immediately upon return to work. If the
Supervisor and/or Department Head does not approve the leave, then the time off will be
unpaid.

Employees cannot accrue more than the total annual amount allotted for their years of service.
Once an employee reaches their maximum amount of annual accrual, they will no longer
continue to accrue hours until such time as they take time off.

Each employee may carry the balance of their PTO bank over into the new calendar year (not to
exceed their total annual maximum).

PTO is subject to supervisory and/or Department Head approval and not every employee can
take PTO at the same time.

Employees who are rehired within one (1) year of the date of their termination will be able to get
credit for their past service and receive PTO at their previous rate; employees returning one (1)
year or more after their termination will NOT receive credit for previous time worked. (Amended
November 11.11.13, Ord. 13-29)

Employees are restricted to 5 unscheduled PTO occurrences not approved by the Department
Head per calendar year. One event equals one occurrence. For example, if an employee has
the flu and misses 2 days, that is considered one occurrence. If an employee misses 1 day and
returns to work and then misses the next day, that would be considered two (2) occurrences.

When an employee has 3 unscheduled PTO occurrences they will be counseled, and
it will be documented in their file.

If an employee has 4 unscheduled PTO occurrences, they will receive a written warning.

If an employee has 5 unscheduled PTO occurrences, they will receive time off without
pay.

If an employee has 6 unscheduled PTO occurrences in a calendar year, they will be

terminated for excessive absences.

FMLA, LOA, Jury Duty/Civil Leave, and other approved absences will not be counted
towards unscheduled absence occurrences.

Upon voluntary termination of employment, eligible employees will receive all of their
accrued PTO in their final check (less any necessary deductions). If an employee is
terminated for cause or resigns in lieu of termination, they will not be eligible to receive
any of their accrued PTO.

Employees that miss more than three (3) consecutive unscheduled days without the approval of
the Department Head (2-24 hour shifts for Firefighters) due to an illness or injury and who have
notified their supervisors of the absence are required to present a doctor’s release to their
Supervisor and/or Department Head that permits them to return to work.

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PTO cannot be taken in excess of the employee’s accrued amount available. PTO taken in
excess of the PTO accrued can result in progressive disciplinary action up to and including
termination.

PTO is not earned in pay periods during which unpaid leave, short or long term disability leave,
or workers’ compensation leave are taken.

All accrued PTO available must be used for all approved absences regardless of the employees’
request. In other words, if you have accrued PTO available and take time off you must use the
available time. You cannot take time off without pay if you have more than .25 hours of PTO
accrued.

Under the City’s Family and Medical Leave Act (FMLA) policy, PTO will run concurrently with
any approved FMLA. Once an employees’ PTO balance is exhausted, and remaining FMLA
time is necessary, it will revert to unpaid leave.

An employee who has exhausted all of their approved FMLA and is still unable to return to work,
will have their employment terminated.

FMLA will run concurrently with Workers’ Compensation time away from work. If an employee
has exhausted their FMLA and is not at Maximum Medical Improvement (MMI) then their
position will be filled and when they return to work they will be placed in a similar position with
the same pay.

Any employee who misses two days of work without notice to their supervisor and/or
Department Head may be considered to have voluntarily quit their job and their employment will
be terminated unless extenuating circumstances prevail.

Workers’ Compensation leave will run concurrently with FMLA and PTO leave.

PTO Accrual Schedule

PTO shall be accrued on a bi-weekly basis during the calendar year, January 1 through
December 31. PTO increases with years of service and varies according to total number of
annual hours worked in accordance with the following schedule and is allocated accordingly on
a bi-weekly basis.

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Regular Full-Time Employees:
(Based on a 2,080 annual hour year, 8-hour days)

Length of Total Annual Total Annual Amount Amount

Employment: Days: Hours: Accrued Per Accrued Bi-
Hour: Weekly (Per
Pay Period):
1 year 17 136 0.0654 5.232
2-5 years 22 176 0.0846 6.768
6-10 years 27 216 0.1038 8.304
11-15 years 32 256 0.1231 9.848
16 – 20 years 37 296 0.1423 11.384
21-25 years 42 336 0.1615 12.92
26 years & over 47 376 0.1808 14.46

24 Hour Firefighter Employees:

(Based on a 2,756 annual hour year, 24-hour days)

Length of Total Annual Total Annual Amount Amount

Employment: Days: Hours: Accrued Per Accrued Bi-
Hour: Weekly (Per
Pay Period):
1 year 7.51 180.242 0.0654 6.932
2-5 years 9.71 233.158 0.0846 8.968
6-10 years 11.92 286.073 0.1038 11.003
11-15 years 14.14 339.264 0.1231 13.049
16 - 20 years 16.34 392.179 0.1423 15.083
21-25 years 18.55 445.094 0.1615
26 years and 20.76 498.285 0.1808
over

12 Hour Police Employees:

(Based on a 2,236 annual hour year, 12-hour days)

Length of Total Annual Total Annual Amount Amount

Employment: Days: Hours: Accrued Per Accrued Bi-
Hour: Weekly (Per
Pay Period):
1 year 12.19 146.234 0.0654 5.624
2-5 years 15.76 189.166 0.0846 7.276
6-10 years 19.34 232.097 0.1038 8.927
11-15 years 22.94 275.251 0.1231 10.587
16 – 20 years 26.51 318.182 0.1423 12.238
21-25 years 30.09 361.114 0.1615
26 years and 33.68 404.269 0.1808
over

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The Director of Human Resources shall be responsible for accurate accrual of PTO for all eligible
employees.

Department Heads and/or Supervisors are responsible for scheduling PTO in a manner which
balances the operational and service needs of their departments and the City.

Department Heads and/or Supervisors reserve the right to deny PTO requests which may have
an adverse affect on operations or to cancel previously approved PTO requests if unexpected
circumstances arise which require the employee’s presence at work.

Each calendar year, employees who work 2,080 or 2,236 hours a year are required to use or
sell 40 hours of PTO and employees who work 2,756 a year are required to use 48 hours of
PTO.

Cash Out Options

Each calendar year, employees may sell up to 40 hours of unused PTO during the last pay
period of March, July and November. Employees must retain 40 hours of unused PTO in their
accrual bank to be eligible to participate in the selling of any PTO. Additional PTO may be sold
according to an employee’s length of employment as follows:

Length of # of PTO Hours Allowed to be

Employment: Sold:
1-10 years 40
11-20 years and over 80
21 years and over 120

(Amended November 11.11.13, Ord. 13-29)

Grandfather Clause

On July 1, 2011, the PTO policy will supersede the vacation and sick leave policy in effect at the
City. At the time of conversion, those employees carrying accrued sick and/or vacation leave
balances will be permitted to carry forward those hours into the PTO program. Employees who
have vacation hours in excess of their allowed annual PTO hours will be required to use those
hours within 12 months of the adoption of the PTO policy. When taking time off, employees will
be required to use these hours first. PTO cannot be used until these hours have been
exhausted. If not used, the employee will lose those hours. At conversion, employees who
have sick hours in excess of their allowed annual PTO hours will be paid for 50% of those
hours.

8.6 Administrative Leave

Administrative Leave is leave-with-pay that is ordered by the City Manager, or their designee to
meet a need of the City. An employee may be ordered to be absent from the work place, with pay,
while internal investigations are being conducted, while awaiting further communications or
hearings, or under any other conditions where the City Manager considers administrative leave
appropriate.

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8.7 Family Medical Leave

This policy provides a general overview of employer/employee rights and obligations under the
FMLA. Complete details can be found in the FMLA, 29 CFR, Part 825, et seq.

Employees who are eligible for family and medical leave may take up to twelve (12) weeks of
unpaid leave in a twelve (12) month period under the following circumstances:

(1) the birth of a child to the employee;

(2) the placement of a child with the employee for adoption or foster care;

(3) in order to care for a family member (spouse, child, or parent) of the employee
with a serious health condition;

(4) when the employee has a serious health condition which renders the employee
unable to perform the functions of his or her job; or

(5) for a qualifying exigency due to a spouse, child or parent’s active military duty.
Covered exigencies include childcare and school activities; making financial and
legal arrangements; counseling and recuperation; post-deployment activities; and
other employer-approved events.

Note: For numbers 3 and 4 listed above, Serious Health Condition is when an
employee is deemed to be receiving “continuing treatment” if there is a period of
incapacity exceeding three consecutive days and the employee has twice visited a
health care provider within 30 days of the beginning of the period of incapacity, or
visited a provider once and is under a regimen of continuing treatment (the first in-
person treatment must occur within seven days of the first day of incapacity).
Serious health conditions do not include voluntary or cosmetic treatments which
are not medically necessary.

Additionally, an eligible employee may take up to twenty-six (26) weeks of leave within a single
twelve-month (12) period to care for a spouse, son, daughter, parent, or next of kin who is a
member of the Armed Forces, including a member of the National Guard or Reserves, who is
undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is
otherwise on the temporary disability retired list, for a serious injury or illness. This also includes
caregiver leave to veterans with serious injuries or illnesses. More specifically, caregiver leave
is available for veterans recuperating or receiving treatment for serious illnesses or injuries
incurred or aggravated while on active duty in the Armed Forces, if they were members of the
Armed Forces, National Guard, or Reserves at any time during the five (5)-year period before
recuperation or treatment.

For the purposes of this policy the term “child” includes a biological child, an adopted or foster
child, step child, or a legal ward, younger than 18 years of age, and shall also include a child 18
years of age or older who is incapable of self-care because of mental or physical disability.
Further, a “parent” includes biological parents and persons standing in place of a biological
parent (“in loco parentis”) – court documentation may be required.

For purposes of military caregiver leave, next of kin is defined as the nearest blood relative other
than the covered service member’s spouse, parent, son or daughter in the following order: (a)
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blood relative who has been granted legal custody; (b) siblings; (c) grandparents; (d) aunts and
uncles; and (e) first cousins.

The one-year period is measured by looking at the twelve-month period immediately prior to
the date on which leave is requested. Reduced or intermittent leave is available for the serious
health condition of the employee or a family member when it is medically necessary.
Employees on approved family or medical leave who accept other employment without the
City's approval will be terminated. Upon a request for leave for one of the above reasons, the
City may furnish the employee with more information about conditions and procedures for
utilizing Family and Medical Leave.

This policy is not a substitution for paid days off. You are required to use all accumulated paid
days off (which may qualify for this type of leave) while you are on family or medical leave.

In addition to absences covered by accrued annual and sick leave, it is important to note that
other types of paid absences may also be counted against an individual’s FMLA leave entitlement.
Paid absences under workers’ compensation may also count against an individual’s FMLA
entitlement in certain circumstances. To be counted against an individual’s FMLA entitlement,
workers’ compensation absences must be based on a reason that would qualify for FMLA leave
(the definition of serious health condition must apply). Time spent by the employee working in a
temporary alternative assignment does not count against an employee’s leave entitlement.

Eligibility: There are two conditions that must both be met to be eligible for Family
Medical Leave.

(1) To be eligible, employees must work at a job site at which the City employs
50 or more employees. Employees are not eligible for leave if the aggregate
number of employees employed by the City within a 75-mile radius of that job site
is less than 50; AND

(2) To be eligible, an employee must have been employed by the City for at
least twelve (12) months and must have worked a minimum of 1,250 hours
during the previous 12-month period. If the employee meets this criterion, they are
entitled to 12 weeks of leave within a “rolling” twelve-month period.

Procedures: If the leave is foreseeable then the employee must provide the City with
notice thirty (30) days in advance. If leave is not foreseeable, then notice should be given as
soon as possible. Notice must be given to the City Manager on the "Family and Medical Leave
Request Form." An employee requesting leave for his or her own or a family member's serious
health condition must provide the City with proper medical certification. If you intend to take
such leave, contact the Director of Human Resources to get the appropriate request and
certification forms. Within five (5) days of a leave request, the City of Port Wentworth must
notify employees if they are eligible for leave and give those eligible a written notice of their
FMLA Rights and Responsibilities. After approving a leave, the Director of Human Resources
must notify employees within five
(5) business days if the leave will be designated as FMLA leave.

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8.8 Leave Upon Birth or Adoption of a Child

In accordance with the Family Medical Leave Act of 1993, eligible employees shall be granted up
to 12 weeks of leave for the birth or adoption of a child. Leave shall also be granted for the
placement of a foster child with an employee.

A female employee who is incapacitated due to pregnancy and/or related symptoms may use
accumulated Personal Time Off (PTO). When all paid leave is exhausted, the employee may
request approval to be placed on leave without pay (LWOP). (Amended November 11.11.13, Ord. 13-
29)

Where the requested leave is not medically necessary, such as in the case of a father requesting
leave for the birth or adoption of a child; the employee must use accumulated annual leave. The
remainder of the 12-week period shall normally be granted as leave without pay (LWOP).

An employee requesting leave upon the birth or adoption of a child should give a minimum of 30
days written notice to their supervisor. If the employee is unable to provide such notice, they
should provide such notice as soon as practicable.

Where both spouses are employed by the City, the total amount of leave that may be taken under
Family Medical Leave due to the birth or adoption of a child is 12 weeks (not 24 weeks).
Documentation specifying how leave will be taken must be given to each employee’s department
with the certification form.

8.9 Medical Certification

Certification for an employee's serious medical condition must include a statement that the
employee is unable to perform the functions of his or her position. Certification for leave to care
for a family member with a serious medical condition must include an estimate of the amount of
time the employee is needed to care for that family member. Both types of certification must
include (a) the date on which the serious health condition commenced; (b) the probable duration
of the condition; and (c) the appropriate medical facts within the knowledge of the health care
provider about the condition. The City may require a second medical opinion, at its own
expense. If the first and second opinions differ, the City, again at its own expense, may require
the binding opinion of a third health care provider, approved jointly by the employee and the
City. The City may also require periodic recertification. Certification forms must be completed
and returned to the Director of Human Resources fifteen (15) days after the request unless
circumstances make this impossible. The City may directly contact an employee’s health care
providers to authenticate and clarify medical certification. Only the Director of Human
Resources or the City Manager may make this contact, not an employee’s direct supervisor.

A medical statement from a certified physician releasing the employee to return to work must be
provided by the employee to the Department Head before authorizing the employee to return to
work.

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8.10 Benefits under Family Medical Leave

Employees will not lose any employment benefits or seniority accrued before the date on which
leave commenced. Employees who take family or medical leave will generally be restored to
the same or an equivalent position upon their return to work. Employees who take family or
medical leave will continue to be responsible for paying their portion of health insurance
premiums. The Director of Human Resources will provide information on how this payment can
be arranged. Failure to make timely payments may result in a cancellation of the insurance
coverage.
Generally, when an employee does not return to work within or at the end of any leave period
and remain at work for at least 30 days, the employee will be required to repay the portion of the
insurance premium which was paid by the City during the unpaid portion of the leave. If the
health insurance lapsed while the employee is on FMLA leave for failure to pay their premium,
when the employee returns to work, the City must reinstate the insurance.

An employee who fails to obtain approval for a leave without pay (LWOP) following the expiration
of the 12-week period of family medical leave may be terminated. The Department Head must
submit a request to fill the position to the City Manager. Upon notice by the City Manager, the
employee will be notified in writing of the expiration of the 12-week period of family medical leave
and subsequent termination.

8.11 Worker’s Compensation

Employees are covered under the provisions of the Workers' Compensation Act of the State of
Georgia. Where an employee is injured while on the job, such injury must be reported to the
supervisor immediately (First Report of Injury Form). The supervisor must report the injury to the
Director of Human Resources on the day of occurrence or as soon thereafter as possible.
Employees who have been injured on the job and cannot perform the essential functions of the
job may be offered a temporary alternative work assignment (where available) which they can
perform in their own department or another department in the City without loss of time or wages.

The City of Port Wentworth believes in the importance of employees returning to work.
Consequently, where practicable, those employees who have experienced an on-the-job injury
which prevents them from performing the essential functions of their regular job duties, but who
are certified for light duty (temporary alternative assignment) may, with the approval of the
Department Head and with the availability of suitable duties, be assigned tasks outside of their
job description, at their regular rate of pay, for a temporary period of time.

An employee who is injured on the job and is unable to perform any work, as substantiated by a
doctor's certificate, may draw Workers' Compensation, up to the limit established by State law,
starting on the eighth day of disability; or they may receive full pay using accumulated sick leave
and/or annual leave for the duration of the disability or until all accrued leave has been
exhausted. Where an employee has filed for and begins collecting Workers' Compensation while
receiving full pay from the City using accumulated leave, Workers' Compensation checks must
be endorsed and turned in to the City.

In any case, no employee may receive/collect more compensation under any provision or
combination of provisions of this section than they would have received had the employee
continued to work at their regular job.

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8.12 Military Leave

1. Military leave is a period of unpaid leave due to any employee's service in the military forces
of the United States. An employee who leaves the service of the City to join the military
forces of the United States shall be placed on military leave without pay in accordance with
conditions set forth in Federal and State Law. Such leave shall extend through a date not
to exceed 90 days after the employee is relieved from their military service. Such
employees shall be guaranteed to be reinstated to their previously vacated position
provided they report to work for the City of Port Wentworth within 90 days of the date of the
employee's honorable discharge (as indicated on U. S. Dept. of Defense Form DD-214)
and that the employee is physically and mentally capable of performing the essential
functions of the position.

Time so served shall be considered as continuous employment with the City of Port
Wentworth. The returning employee shall also be entitled to any increase in salary
(including market adjustment increases) or any advancement in grade which would
normally be accorded to the incumbent of the position. In essence, the employee should
be treated as if they had been continuously employed with the City of Port Wentworth.

2. In the event a position vacated by a person entering the military service, as stated above,
no longer exists at the time the qualified employee returns to work, such person shall be
entitled to be re-employed in another position of the same status, class and pay in City
service.

3. Employees will be given time off without loss of pay while on ordered State or Federal
military duty including but not limited to attendance at a service school conducted by the
military forces of the United States, and while going to or returning from such duty or school,
for a total of 18 days or no more than 144 hours in any one calendar year. In the event the
Governor of Georgia declares an emergency and orders an employee to State active duty
as a member of the National Guard, such employee will be paid for a period not exceeding
30 days or 240 hours total in any one calendar year.

Whenever such an employee is ordered to be on military duty or to attend a service school

in excess of the amount of time which will be paid, the employee may use accrued annual
leave for such absence or may take a personal leave of absence.

8.13 Leave Without Pay (LWOP)

Leave of absence without pay may be granted to an employee for a period normally not to exceed
six (6) consecutive months for compelling personal reasons or continuing education. The
employee must submit a written request to their Department Head, who will then make their
recommendation to the City Manager for final approval. During a Leave of absence, the
employee’s benefits and salary are put on hold, and the job is not guaranteed to be available
upon the employee’s return if the leave exceeds 30 calendar days. Benefits and seniority are,
however, held in abeyance and upon return to work, to a position of like status and pay, full
employee benefits are immediately reinstated where they left off at the time the leave of absence
began.

The operational needs of the City will be the controlling factor in all considerations relating to
approval or disapproval of LWOP. An employee who returns from approved LWOP within 30

55
calendar days of the approved effective date will be reinstated to the position previously held.

However, an employee who returns from approved LWOP of greater than 30 calendar days is not
guaranteed return to the position previously held. It shall be the employee’s responsibility to apply for
available positions within the City for which they qualify. An employee who fails to return to work on
the first scheduled workday following the exhaustion of their approved LWOP shall be deemed to
have resigned due to job abandonment and shall have effected a compulsory resignation.

8.14 Absence without Leave

An absence of an employee from duty, including any absence for a single day or part of a day,
that is not authorized by a specific grant of leave under the provisions of these regulations shall
be deemed to be an absence without leave. Any such absence shall be without pay and may
result in disciplinary action, up to and including termination.

8.15 Civil Leave

An employee shall be given the time off without loss of pay when performing jury duty or when
subpoenaed to appear before a court, public body or commission in connection with City
business. An employee who files a legal action against the City is not entitled to take civil leave
for the pursuit of such a lawsuit, but must instead make use of accrued PTO.

Where an employee is released at least two and one half (2-1/2) hours prior to the end of their
scheduled work period, they are required to return to work. Off-duty employees subpoenaed to
appear for City government related issues shall, for all time required in court, receive court
appearance pay or minimum wage for hours served, whichever is greater. Fees employees will
receive for jury duty are not to be turned in to the City.

8.16 Time off to Vote

Employees are permitted time off to vote in any municipal, City, state, or federal political party
primary or election for which such employee is qualified and registered to vote on the day on
which such primary or election is held. The time taken off to vote must not exceed two hours, is
unpaid leave and is permitted only if your supervisor is informed at least one (1) working day in
advance that an individual plans to take time off to vote. The City may specify the hours during
which the employee may be absent from work to vote. If the polls open at least two hours
before the employee is scheduled to arrive at work or the polls close two hours after the
employee is scheduled to leave work, then time off to vote is not allowed.

8.17 Bereavement Leave

An employee requesting a leave of absence to attend the funeral of an extended immediate

family member will receive time off with pay for up to three days. Additional days will be charged
to their PTO. If the employee has PTO accrued, this time off from work will be without pay.
Arrangements for additional time off without pay as a personal leave of absence must be
approved by the Department Head. The City understands that a death in the family can be a
difficult time, and we will make reasonable efforts to accommodate your leave request under
these circumstances.

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For the purposes of this policy, extended immediate family is defined as the employee's spouse,
parents, step parents, son, stepson, daughter, stepdaughter, brother, sister, mother-in-law,
father-in-law, grandchildren, spouse’s siblings, grandparents, and spouses’ grandparents. The
definition is extended to any other person who is domiciled in the employee’s household and
who is recognized by law as a dependent of the employee.

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Section IX
Benefits
9.1 Deferred Compensation 457 Plan

The IRS Section 457 Retirement Savings Plan allows employees to make pre-tax contributions
toward their retirement. The account is in the employee’s name and the employee decides on the
manner it will be invested. All employee contributions to this account are 100% vested. More
information is available from the City Manager or the plan administrator.

9.2 GMA Defined Benefit Retirement Plan

City of Port Wentworth employees are participants in the City-funded retirement program
administered by the Georgia Municipal Association. This retirement program is a defined benefit
program with the benefits being calculated by a formula at the time of retirement. The employee
initiates voluntary retirement from active employment status. The employee should notify the
Department Head and the City Manager, in writing, of their intention to retire prior to the effective
retirement date. Sixty (60) days advance notice is preferred, but not required.

9.3 Medical Insurance and Dental Insurance

Eligible employees may participate in our medical insurance plan and our dental insurance plan.
Full-time employees may enroll in single, two-person or family coverage within the first 30 days of
their full-time employment with the City. Information and enrollment forms may be obtained from the
Director of Human Resources. Full-time employees will receive information regarding the cost of this
insurance in the City’s New Hire Orientation, and the Annual Open Enrollment period.

9.4 COBRA

The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employer-sponsored

group medical and dental plans to allow covered employees and their dependents to elect to
have their current medical coverage continued at the employee and dependents' expense, at
group rates, for up to 36 months following a qualifying loss of coverage.

Qualified persons who must be permitted to continue group medical coverage are:

(a) an employee whose coverage terminates due to a reduction in work hours or

termination of employment, other than termination due to gross misconduct;

(b) a spouse and dependent children who lose eligibility for coverage under the group
plan as a result of: (1) divorce or legal separation; (2) the employee's death,
termination of employment or reduction of work hours; (3) loss of dependent child
status due to age.

Continuation is not available to persons who are covered under another group plan or eligible
for Medicare.

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Group health premium rates for individuals electing continuation are the same as for active
employees and their dependents plus an administrative charge. Individuals electing
continuation must pay the entire monthly premium amount in advance.

You will be notified by the City upon employment and at the time of a qualifying event as
explained above. It is the employee's responsibility to keep the Director of Human Resources
informed of any address changes or other pertinent information regarding themselves and their
dependents.

9.5 Life Insurance

All full-time eligible employees will be enrolled in the City’s group life/accidental death and
dismemberment insurance plan. This insurance is designed to help you plan for your family’s
financial needs in the event of your death. To enroll in this plan, you must complete an insurance
form on which you designate your beneficiary. Additional information on this plan may be obtained
from the Director of Human Resources

9.6 Short Term Disability and Long Term Disability

The City of Port Wentworth provides active employees working at least thirty (30) hours per week a
Short-Term Disability insurance plan. If you are disabled due to an accidental injury, benefits will be
payable on the first day. If you are disabled due to a sickness (including maternity), your benefits
become payable on the 8th day of your disability. Upon approval, you will be paid a weekly check in
the amount of sixty (60) percent of your gross income, not to exceed $600 a week in benefit.
Benefits will be payable from the ninetieth (90) day of disability.

The City of Port Wentworth provides active employees working at least thirty (30) hours a week a
Long-Term Disability insurance plan. If you are disabled from an accident or sickness, upon
approval you will be paid a monthly check in the amount of sixty (60) percent of your gross monthly
income, not to exceed $5,000 per month. Benefits will begin on the ninetieth (90) day of disability,
or when Short-Term Disability ends.

9.7 Tuition Reimbursement Program

The purpose of this program is to encourage the professional and personal growth of all City of
Port Wentworth employees through education and training by an accredited and approved
college study program.

Requirements:
All City of Port Wentworth employees who are interested in participating in this program should
complete any necessary forms and seek approval from their immediate supervisor before
starting their program of study. These forms include a contract of employment for a
predetermined amount of time with the City of Port Wentworth upon completion of an approved
degree program.

Program of study should be directly related to an employees’ field of work or desired field within
the City of Port Wentworth and approved by the City Manager. Any courses taken will be done
on the employees’ time and not during working hours unless approved by their supervisor. Any
City employee who wishes to participate in the tuition reimbursement program must be a full-
time employee AND have completed the six-month new hire program.
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Reimbursement amount:
The City will reimburse the employee for tuition costs. No reimbursement will be offered for
grades below a “C.”

Taxable Income for Tuition Reimbursement:

Employees should be made aware of Federal Tax Laws IRC 132(d) - (Working Condition
Fringe) - Educational reimbursements & IRC 127 - Qualified Educational Assistance Program.
([Link]). This tax code states that employees can claim up to $5250 of their income as
education expenses on their tax returns per calendar year.

Employees should be notified of the tax benefits for attending college level classes (American
Opportunity, HOPE, Lifetime Learning credits) to encourage enrollment.

Financial Aid: Many students are eligible for college tuition through federal government grant
programs. Therefore, City of Port Wentworth employees should submit an application for federal
financial aid (FAFSA) BEFORE requesting funds from the City. If the request for financial aid is
rejected or the cost tuition is more than financial aid pays, the employee will then be eligible for
tuition reimbursement.

The City will reimburse employees for tuition, but not for school supplies such as textbooks,
notebooks, pens/pencils, etc. The employee/student will be responsible for providing all
necessary materials. Registration and application fees, entrance/placement exams, and any
costs associated with non-tuition fees will be paid at the discretion of the City Manager if
funds are available.

Conditions of Reimbursement:
City employees who choose to participate in the tuition reimbursement will be required to fulfill a
length of employment contract for a specified amount of time with the City of Port Wentworth as
determined by the amount of time the City pays tuition for the employee. Employees will be
required to work 30 days for every semester hour that the City reimburses the employee for
tuition. The required working period will begin at the completion of the course. In addition,
when an employee obtains a degree, they will be required to complete a length of employment
as follows which begins when the degree is obtained.
Associates Degree 6 months
Bachelor’s Degree 1 year
Master’s Degree 2 years
Failure to stay in employment with the City due to fault of the employee may result in re-
payment of ALL tuition in which the City has paid on the employees’ behalf.

9.8 Social Security

Social Security is more than a pay check deduction. It offers financial security for you and your
dependents. Although this is a federally established program, it is your contributions, and the City’s
that pay for this benefit.

For the duration of your employment, you and the City contribute funds to the federal government to
support the Social Security Program. This program is intended to provide you with monthly checks
and medical coverage once you approach/reach retirement age.

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9.9 Wellness Policy

You will earn money towards your Health Reimbursement Arrangement (HRA) by maintaining a
healthy lifestyle throughout the year. The way your healthy lifestyle will be determined is by
whether you are in the normal range for blood pressure, percent body fat, blood sugar,
cholesterol and non-tobacco use. For each category that you are in the normal range, you will
receive the following contribution towards your HRA:

Blood Pressure $300

Percent Body Fat $200
Blood Sugar $200
Cholesterol $200
Non-Tobacco Use $300

$1,200

Tobacco Surcharge:

If you are a tobacco user, there will be a $150 surcharge each pay period to your health
insurance premium.

(Amended November 11.11.13, Ord. 13-29)

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Section X
City Owned Vehicles
10.1 Vehicle Use After Hours/Off Duty

A. Policy Statement:

1. The City provides City-owned vehicles to City employees enabling said employees to
accomplish their assigned task during normal working hours. Except as specifically
stated, City-owned vehicles shall be used for City business only.

2. There are times when it is to the benefit of the City for employees to have access to
City-owned vehicles after normal work hours and/or while off duty. Vehicles may be
used after normal work hours if it is determined by the City Manager that use of the
vehicle can be justified for work related responsibilities.

B. Policy Guidelines:

The following guidelines shall apply when determining whether an employee merits the
use of a City-owned vehicle after normal work hours, and if so under what conditions.

1. Work Responsibilities After Hours: The provisions of a City-owned vehicle for use
after normal work hours, if determined to be justified for work-related responsibilities,
shall be in accordance with the following guidelines:

a. The requesting department must have an identifiable need for an employee to

have use of a City-owned vehicle either to perform frequent regular duties after
hours or to provide first emergency response after hours.

b. The City-owned vehicle should be primarily for City business.

c. Limited (de minimis) personal use incidental to City business use for a City-
owned vehicle may be permitted. Incidental use shall include, but not be
limited to brief errands to and from work. Such personal use should be very
limited.

d. No one other than the City employees, agents of the City both elected and
appointed, volunteer firefighters and reserve police officers shall be permitted
to operate or be a passenger in a City-owned vehicle.

e. Trips for personal use once an employee arrives at home shall not be
permitted.

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Section XI
Separation
11.1 Types of Separation

The following identifies the specific types of separations and conditions under which they
occur for employees of the City of Port Wentworth. They shall be designated as one of the
following and shall be accomplished in the manner indicated: Resignation, compulsory
resignation, layoff, disability, death, retirement, and dismissal.

11.2 City Property

At the time of separation, all records, assets and property of the City of Port Wentworth held by
the employee shall be submitted to their Department Head. The Department Head will sign
certification regarding receipt and clearance to this effect. Any amount due because of a
shortage in the above shall be paid by the employee. In the case of separation of a Department
Head, all records, assets and property of the City of Port Wentworth held by the employee shall
be submitted to the City Manager.

11.3 Final Pay Check to Separated Employees

All separation paperwork and final paycheck shall be completed within thirty (30) days of
separation.

Employees who separated in good standing shall receive payment for all earned salary, and
any accrued Personal Time Off (PTO), provided they have completed their working test period.
For those employees that do not leave employment in good standing, they will only receive
payment for all earned salary.

11.4 Resignation

In order to resign in good standing, an employee must give a two-week written notice to their
Department Head/City Manager. Failure to comply with this policy shall be noted in the
employee’s official record. An employee who resigns in good standing shall be eligible for
rehire as a new employee.

11.5 Compulsory Resignation- Job Abandonment

An employee who is absent for three (3) consecutive workdays without obtaining supervisor
approval shall be deemed to have resigned. It is each employee's responsibility to keep their
address and telephone number current with the City.

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11.6 Lay-Off – Reduction in Force

A lay-off or reduction in force is an involuntary separation of an employee from the service of

the City of Port Wentworth which has been made necessary due to shortage of funds or work,
the abolition of the position or other material changes in the duties or organization or for
related reasons which are outside the employee’s control and are not related to fault,
delinquency, or misconduct on the part of the employee. Any lay-off or reduction in force shall
be conducted in accordance with the following rules:

(1) Employees shall be laid off on the basis of the following three (3) factors, to be weighed
in descending order: Length of service with the City, overall operational impact of skill
set, and documented job performance of the employee. It is provided, however, that any
deviation from the use of length of service with the City as the sole determining factor will
require written explanation to the City Manager by the Department Head.

(2) If a regular employee is scheduled to be laid off, a demotion to a lower class shall be
offered if a vacancy exists, provided the regular employee meets minimum qualifications
for the position or is able to be trained to fill the position in the lower class. If no such
position is available, the employee shall be laid off without cause. If the employee takes
a demotion to a lower class position, their salary will be adjusted accordingly (see
Demotion under Section III, 3.5)

(3) Prior to a reduction in force, the Department Head shall submit the names and job titles
of all regular employees scheduled for layoff to the City Manager for approval. Until the
names submitted are approved and confirmed for layoff, no layoff shall be
consummated.

(4) Regular employees to be laid off shall be notified in writing by the City Manager at
least fourteen (14) calendar days prior to the effective date of the layoff.

11.7 ADA (Americans with Disabilities Act)

It is the policy of the City of Port Wentworth to provide equitable treatment to persons having a
physical or mental disability that substantially limits a major life activity and to individuals who
have a record of, or who are regarded as, having a substantially limiting impairment. This
policy includes providing reasonable accommodation(s) to permit a qualified person with a
disability to participate in the job application process, to perform the essential functions of a
job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees
without disabilities.

An individual with a disability must satisfy job requirements for educational background,
employment experience, skills, licenses and any other qualification standards that are job
related and must be able to perform these tasks that are essential to the job with or without
reasonable accommodation as outlined under the Americans with Disabilities Act of 1990
(ADA).

When an employee becomes totally or partially disabled to perform the essential job functions
of their current position, with or without reasonable accommodations, efforts will be made to
reassign the employee to an existing vacant position for which they qualify and can perform
with or without accommodation in accordance with ADA policy guidelines.

64
 The City is not required to change the essential job functions of a position, create a vacancy or
promote an employee with a disability as an accommodation to the employee. If a necessary
reasonable accommodation is refused, the employee may be considered not qualified to
perform the essential functions of the job. After exhausting these measures, a Department
Head can request to fill the vacancy through a competitive process.

11.8 Loss of License, Certification or Other Job Requirements

Any employee, who is unable to do their job because of a loss of a required license, certificate,
or other job requirement, may be terminated.

11.9 Death

When any regular status employee dies while in the service of the City of Port Wentworth, all
compensation due in accordance with Section XI, 11.03 shall be paid to their named
beneficiary or to the legal representative of the employee's estate or any other legally
designated individual.

11.10 Disciplinary Dismissals

The following list includes some of the reasons for disciplinary action. This list is provided for
information purposes; it is not exhaustive, and is not intended to cover all situations in which
disciplinary actions may be taken. The City retains the sole discretion to determine when
disciplinary action, up to and including termination, is appropriate.

1. Failure to perform at an acceptable level of competence.

2. Violation of City ordinances, policies or departmental rules.

3. Excessive absenteeism.

4. Discourteous treatment of the public or other employees.

5. Leaving the job or work area without permission of their supervisor.

6. The use of abusive or threatening language toward subordinates, other employees or

the public.

7. Unauthorized use of City property or vehicles.

8. Falsification of a job application or other City records.

9. Insubordination – refusal to perform assigned work or comply with written or oral

instructions by a supervisor or Administrator.

10. Misconduct – a forbidden act; a dereliction of duty; unlawful behavior or improper or

wrong behavior.

11. Conviction of a felony or a crime involving moral turpitude.

65
 12. Conduct reflecting discredit on the City or department.

13. Falsification or destruction of official records or documents or use of official position

for personal benefit, profit, or advantage, or for other improper reasons.

14. Violation of the City’s Drug and Alcohol policy.

15. Violation of the City’s Unlawful Harassment policy.

16. Stealing – misappropriation of private or City property.

17. Possession of firearms or other dangerous weapons by unauthorized personnel while

on duty.

18. Using obscene language, engaging in obscene conduct.

19. Sleeping on the job.

20. Use, possession and/or distribution of a controlled substance.

21. Any action that is detrimental to the City.

22. Failure to report an accident in which the employee was involved.

23. Theft, making false statements, or intentionally giving misleading information to

supervisors, officials or the public.

24. Fighting or attempting to injure another employee.

A Department Head may dismiss an employee as outlined in Section XII,12.6 (after reviewing
such action with the City Manager). The employee shall be furnished notice of dismissal in
writing, stating the reason(s) for dismissal. Procedures for appeal are outlined in Section XII,
12.7 and 12.8, and Section XIV. It is recognized there will be occasions when immediate
dismissal is necessary. A review of such action with the City Manager must be completed as
soon as possible.

66
Section XII
Disciplinary Action
12.1 Types of Disciplinary Action

The City advocates progressive discipline when applicable. Progressive discipline is a process
in which disciplinary action is taken in degrees of increasing severity. The action taken will
depend on the degree and the circumstances of the violation. An employee who fails to
satisfactorily perform assigned duties or who violates established policies will be disciplined.

12.2 Reasons for Disciplinary Action

Listed below are some of the reasons for which disciplinary action may be taken ranging from
a verbal warning to termination of employment. The list is not intended to include all offenses
for which disciplinary action may be taken, but does include many of the most commonly
encountered actions:

(1) Conviction, plea of guilty or no contest, or plea under a first offender law of a crime
involving moral turpitude or dishonesty, a felony or a misdemeanor that would adversely
affect the performance of duties or any entry of a plea of no contest to either.

(2) Being absent without leave and without approval from the immediate supervisor.

(3) Excessive tardiness.

(4) Abuse of leave.

(5) Inefficiency, carelessness, negligence or incompetence in the performance of duties;

insubordination.

(6) Discrimination, harassment, retaliation or creating a hostile work environment against

fellow City employees or citizens in the performance of job duties.

(7) Falsification of time sheets or expense reimbursement records or willfully giving false
statements to supervisors, officials or the public.

(8) Violation of City ordinances, administrative regulations or departmental rules.

(9) Violation of the City of Port Wentworth Drug and Alcohol Use Policy, by the manufacture,
distribution, dispensing, using, consuming, possessing, purchasing, selling or otherwise
transferring alcohol, controlled or illegal drugs while on the job, on City property,
operating City equipment or vehicles or operating any other equipment or vehicles on
City business. (It is the policy of the City of Port Wentworth to maintain an alcohol and
drug-free workplace.)

(10) Soliciting of other employees or distributing literature to other employees

during work hours, or otherwise interfering with the work of employees.

(11) Misappropriation of property of employees or the City.

67
(12) Gross misconduct to include, but not limited to fighting at any time, physical violence,
threats of physical violence or engaging in offensive conduct or language toward the
public, supervisory personnel, or fellow employees.

(13) Illegal possession of weapons or firearms on City premises at any time.

(14) Loan sharking, gambling, lottery or any other game of chance on City premises at any
time.

(15) Disregard of safety rules or common safety practices.

(16) Littering, or contributing to poor housekeeping, unsanitary, or unsafe conditions on City

property.

(17) Smoking in designated "No Smoking" areas.

(18) Wasting time or loitering during working hours.

(19) Refusal to be examined by a City-authorized fully-licensed physician when so directed.

12.3 Employee Files

Official employee files are privileged information, and are only to be used for the City of Port
Wentworth administrative actions. Any requests from outside agencies for such information will
be forwarded to the Director of Human Resources for action and consideration of the request
and will be addressed as provided by Georgia law. Employees and their supervisors are
permitted to review their employee files during normal business hours as required. In addition,
the City of Port Wentworth supervisors that have a legitimate business need to review an
employee file may schedule a time with the Director of Human Resources for that purpose.

12.4 Reprimands

Unless the incident, action or behavior of the employee is of such nature to initially warrant a
more severe type of disciplinary action, a reprimand is a formal means of communicating to the
employee a warning that a problem exists and that it must be corrected. There are two (2)
degrees of formality, the oral reprimand and the written reprimand.

(1) In an oral reprimand, the Department Head or their designee and/or City Manager will
verbally and privately explain to the employee that they are being reprimanded and
describe the problem and what must be done to correct the problem. (Amended November
11.11.13, Ord. 13-29)

(2) In the written reprimand, the employee will receive a written statement describing the
problem and what must be done to correct the problem. The reprimand will also contain a
statement describing the consequences of not correcting the problem. A copy of the
written statement will be provided to the employee in a private meeting. A copy of the
written reprimand will be forwarded to the Director of Human Resources to be placed in
the employee’s official file.

Note: There is no appeal of disciplinary oral or written reprimands. The employee may make
comments on the form to dispute the content of the reprimand. The employee’s
comments will remain a permanent part of the record and will be maintained in the
employee’s personnel file. An employee may file a grievance as a result of a written
68
 reprimand if the employee can demonstrate that the action was initiated for purposes,
which violate these policies or applicable federal, state, or local employment laws.

12.5 Adverse Actions

Adverse Action: An adverse action is an action taken by the City Manager or their designee,
for cause, that results in a disciplinary suspension without pay, disciplinary salary reduction, or
disciplinary demotion.

(1) Suspension Without Pay: An employee may be suspended without pay for a violation of
City policies governing performance and/or misconduct. The duration of the suspension
shall be indicative of the severity of the offense; however, such suspensions without pay
shall not exceed thirty (30) days. A written statement specifically setting forth the
reason(s) for such suspension and the employee’s appeal rights shall be provided to
the affected employee and a copy forwarded to the Director of Human Resources to be
placed in the employee’s official file.

(2) Disciplinary Salary Reduction: An employee's salary may be reduced from one pay
grade or annual salary to a lower pay grade or annual salary for disciplinary purposes.
A written statement specifically setting forth the reason for such salary reduction and
the employee’s appeal rights shall be furnished to the affected employee and a copy
forwarded to the Director of Human Resources to be placed in the employee’s official
file.

(3) Disciplinary Demotion: An involuntary change of employment from a position of one

class to a position of a class having a lower pay grade for disciplinary reasons if a lower
position is vacant and if the employee meets the minimum qualifications to perform the
work at the lower position. A disciplinary demotion must include a decrease in salary. A
written statement specifically setting forth the reason(s) for such demotion and the
employee’s appeal rights shall be provided to the affected employee and a copy
forwarded to the Director of Human Resources to be placed in the employee’s official
file.

12.6 Disciplinary Termination

Disciplinary Termination: Dismissals are terminations made for delinquency,

misconduct, inefficiency, and deliberate violation of policies, rules, orders,
regulations or inability to perform the work of the position satisfactorily.

The termination of regular status employees shall be effective only after the employee to
be discharged has been notified by written statement of the specific reason(s) for the
separation, and has been given the opportunity to respond thereto. The employee’s
appeal rights shall be furnished to the affected employee at this time. However, when in
the opinion of the Department Head circumstances require the immediate departure of
the employee from the work place, the separation may be made immediately. The
reasons for the separation and the employee’s response shall be forwarded to the
Director of Human Resources to be placed in the employee’s official file. The City
Manager must be notified before, or in more severe cases, immediately after the
employee has been dismissed.

69
12.7 Notification and Response

Once it has been determined that an adverse action should be taken with regard to an
employee below the level of Department Head, the following notification and response
procedures will be observed.

1. The Department Head will meet with the employee prior to taking an adverse
action and verbally explain to the employee the proposed adverse action, the
alleged violations, and an explanation of the general basis for the proposed
adverse action. This shall not limit the City at subsequent hearings from
presenting a more detailed and complete case, including presentation of
witnesses and documents not available at the time of notice. The employee
shall also be notified that he/she has three working days to appeal the action
by submitting a written response to the City Manager. The response should
specifically dispute the decision and provide reason as to why the proposed
action should not be taken.

2. A written notice of Adverse Action shall be given to the employee, outlining the
following information:

a. The effective date of the action

b. The specific charges or reasons for the action

c. The specific action

d. A statement informing the employee of his or her right to appeal the

action by responding to the City Manager in writing within (3) working
days of the notice.

3. If the employee chooses to appeal, the City Manager may postpone the
adverse action until the appeal process can be completed.

4. If the employee fails to notify the City Manager within the (3) working days of
their intent to appeal, this results in a waiver of all further appeal rights.

5. Adverse actions with regard to Department Heads shall be taken by the City
Manager in accordance with Section 12.7.2.a. through c. The other
provisions of Section 12.7 shall not be applicable to adverse actions taken
against Department Heads by the City Manager.

70
12.8 Appeals to the City Manager

The hearing process is intended to be less formal than a court hearing, but orderly. The
respective Department Head will compile evidence, prepare findings of facts, and issue a
recommendation to the City Manager. The City Manager will hear the appeal within ten (10)
business days and make a written decision within five (5) business days of the hearing to the
employee. The employee will be given not less than three (3) business days notice of the date
and time of the hearing. The employee may be placed on administrative leave with or without
pay during this period, if necessary. Adverse actions taken or upheld by the City Manager,
other than disciplinary terminations, are not subject to further appeals.

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Section XIII
Grievances
The most effective accomplishment of the work of the City of Port Wentworth requires prompt
consideration and equitable adjudication of employee grievances. It is the desire of the City of
Port Wentworth to resolve grievances informally. Both supervisors and employees are expected
to resolve grievances informally, and to make every effort to resolve problems as they arise. To
that end, the grievance procedure is an established communication process for hearing and
resolving legitimate claims of employees.

13.1 Purpose

The purpose of the employee grievance procedure is to provide an orderly process for hearing
the grievable claims of eligible employees. The object of the process is to reach a fair and
equitable decision in a timely manner. The employee and Department Head should make every
effort to resolve any grievance informally before initiating a formal procedure.

13.2 Definition

A grievance is a claim initiated by a covered employee alleging:

(a) That their employment or productivity has been adversely affected by unfair
treatment;

(b) Unsafe and unhealthy working conditions;

(c) Erroneous or capricious application of City policies and procedures, or

(d) Unlawful discrimination.

13.3 Non-Grievable Issues

The following areas will not be considered for grievance:

(a) Issues that are pending or have been concluded by other administrative or judicial
procedures.

(b) Work assignments that do not result in a demotion or salary reduction.

(c) Budget allocations and expectations, and organizational structure, including the persons
or number of persons assigned to particular jobs or units.

(d) The selection of an individual by the City Manager or Department Head to fill a
position through appointment, promotion or transfer except when the employee can
show that he or she has been adversely affected because of unlawful discrimination.

(e) Disciplinary actions involving adverse actions.

(f) Any matter that is not within the jurisdiction or control of the City Manager.

72
13.4 Filing a Grievance

A covered employee must file a written grievance with their immediate supervisor within five (5)
business days after the occurrence of the event being grieved, or within five (5) business days
after becoming aware of the event. The grievance statement must: (1) be submitted in writing
to the supervisor, (2) include a statement regarding the specific claim and/or the specific policy
violation, and (3) identify the specific relief desired.

13.5 Procedural Steps

The employee grievance procedure must provide for a minimum of one (1) step for employees
below the position of Department Head. Normally, the Department Head will hear the grievance
in the first step, and if the employee is not satisfied with the Department Head’s response, the
City Manager will hear the grievance in the second step. The Department Head will hear the
grievance within ten (10) business days after the grievance is filed. The Department Head will
prepare a written summary of findings which will be provided to the employee and to the City
Manager.

13.6 Notification and Scheduling

If the employee is not satisfied with the decision of the Department Head and the claim is
determined to be grievable, the employee may request an informal hearing by the City
Manager. The hearing will be held by the City Manager within twenty (20) business days after
the grievance is filed, with not less than three (3) working days notice to the employee.

13.7 Hearing

The grievance hearing is intended to create a means for the grievant to communicate their
complaint in an informal setting. The City Manager will listen to the grievant’s presentation and
question the grievant to obtain pertinent facts about the claim and the circumstances relevant
to the claim. The employee will represent themselves, but may bring witnesses, as previously
identified to the City Manager, to the meeting to provide any additional facts/information. Both
the grievant and the City Manager may question the witnesses.

13.8 Review and Reporting – Final Decision

The City Manager will review the claim, facts, evidence, and requested relief, and will report
their decision in writing to the grievant within five (5) business days of the meeting. The
decision of the City Manager will be the final decision in the grievance process.

73
Section XIV
Appeals
An appeal is a formal review of an adverse action taken by a Department Head or the City
Manager.

14.1 Purpose

The purpose of the appeal is to provide that further due process is available to employees, as
appropriate. It is also intended to prevent violations of these policies and unlawful
discrimination.

14.2 Scope

An employee who disagrees with the decision rendered by the City Manager on their
disciplinary termination may petition the Administrative Law Judge to hear their appeal.

14.3 Filing an Appeal

A covered employee (appellant) must file a written appeal with the City Manager within three (3)
business days of the City Manager’s final decision terminating employment or upholding
termination. The written appeal shall contain a statement describing what action is being
appealed and the specific relief desired. The City Manager will first determine if the case is
appealable, filed properly and timely. If appealable, the City Manager will notify the appellant in
writing of the date, time and place of the hearing, which will be conducted by the administrative
law judge designated to hear appeals by Mayor and Council. The employee shall be given not
less than three (3) business days notice of the date, time, and place of the hearing. The hearing
may be rescheduled or continued by the administrative law judge on the request of either party.
The employee may be placed on administrative leave with pay during this period, if necessary.

14.4 Hearing

The hearing process is intended to be less formal than a court hearing, but orderly. Both the City
and the Appellant may represent themselves at the appeal hearing, or either may choose to be
represented by an attorney. The employee shall have the burden of proof at the hearing. The
employee and the City may request the attendance of witnesses and present evidence. The rules of
evidence generally applicable to civil proceedings in the courts of record of the State of Georgia
shall not be applicable, and the admissibility and weight to be given to any evidence offered by the
parties shall be at the sole discretion of the administrative law judge, giving consideration to the
reliability of such evidence and the fairness to the parties of the admission or exclusion of such
evidence.

74
14.5 The Decision

A written decision will be issued by the administrative law judge and provided to the parties
within ten (10) business days after the hearing is conducted. The decision of the administrative
law judge will be the final decision.

75
 APPENDIX A
(Grade & 2.5%Step)
GRADE A B C D E F G H I J K L M N O P Q R GRADE
6 23,783.82 24,378.42 24,987.88 25,612.58 26,252.89 26,909.21 27,581.94 28,271.49 28,978.28 29,702.74 30,445.30 31,206.44 31,986.60 32,786.26 33,605.92 34,446.06 35,307.22 36,189.90 6
7 24,973.01 25,597.34 26,237.27 26,893.20 27,565.53 28,254.67 28,961.04 29,685.07 30,427.19 31,187.87 31,967.57 32,766.76 33,585.93 34,425.58 35,286.22 36,168.37 37,072.58 37,999.40 7
8 26,221.66 26,877.21 27,549.14 28,237.86 28,943.81 29,667.41 30,409.09 31,169.32 31,948.55 32,747.27 33,565.95 34,405.10 35,265.22 36,146.85 37,050.52 37,976.78 38,926.20 39,899.36 8
9 27,532.75 28,221.07 28,926.59 29,649.76 30,391.00 31,150.78 31,929.55 32,727.79 33,545.98 34,384.63 35,244.24 36,125.35 37,028.48 37,954.20 38,903.06 39,875.63 40,872.52 41,894.34 9
10 28,909.39 29,632.12 30,372.92 31,132.25 31,910.55 32,708.32 33,526.02 34,364.17 35,223.28 36,103.86 37,006.46 37,931.62 38,879.91 39,851.91 40,848.21 41,869.41 42,916.15 43,989.05 10
11 30,354.85 31,113.73 31,891.57 32,688.86 33,506.08 34,343.73 35,202.32 36,082.38 36,984.44 37,909.05 38,856.78 39,828.20 40,823.90 41,844.50 42,890.61 43,962.88 45,061.95 46,188.50 11
12 31,872.60 32,669.41 33,486.15 34,323.30 35,181.38 36,060.92 36,962.44 37,886.50 38,833.66 39,804.51 40,799.62 41,819.61 42,865.10 43,936.73 45,035.15 46,161.03 47,315.05 48,497.93 12
13 33,466.23 34,302.88 35,160.45 36,039.47 36,940.45 37,863.96 38,810.56 39,780.83 40,775.35 41,794.73 42,839.60 43,910.59 45,008.35 46,133.56 47,286.90 48,469.07 49,680.80 50,922.82 13
14 35,139.54 36,018.03 36,918.48 37,841.44 38,787.48 39,757.16 40,751.09 41,769.87 42,814.12 43,884.47 44,981.58 46,106.12 47,258.77 48,440.24 49,651.25 50,892.53 52,164.84 53,468.96 14
15 37,810.14 38,755.40 39,724.28 40,717.39 41,735.32 42,778.71 43,848.17 44,944.38 46,067.99 47,219.69 48,400.18 49,610.18 50,850.44 52,121.70 53,424.74 54,760.36 56,129.37 57,532.60 15
16 39,700.65 40,693.17 41,710.50 42,753.26 43,822.09 44,917.64 46,040.58 47,191.60 48,371.39 49,580.67 50,820.19 52,090.69 53,392.96 54,727.79 56,095.98 57,498.38 58,935.84 60,409.24 16
17 41,685.68 42,727.83 43,796.02 44,890.92 46,013.19 47,163.52 48,342.61 49,551.18 50,789.96 52,059.71 53,361.20 54,695.23 56,062.61 57,464.17 58,900.77 60,373.29 61,882.63 63,429.69 17
18 43,769.97 44,864.22 45,985.82 47,135.47 48,313.85 49,521.70 50,759.74 52,028.74 53,329.45 54,662.69 56,029.26 57,429.99 58,865.74 60,337.38 61,845.81 63,391.96 64,976.76 66,601.18 18
19 45,958.47 47,107.43 48,285.11 49,492.24 50,729.55 51,997.79 53,297.73 54,630.17 55,995.93 57,395.83 58,830.72 60,301.49 61,809.03 63,354.25 64,938.11 66,561.56 68,225.60 69,931.24 19
20 48,256.39 49,462.80 50,699.37 51,966.85 53,266.02 54,597.67 55,962.62 57,361.68 58,795.72 60,265.62 61,772.26 63,316.56 64,899.48 66,521.96 68,185.01 69,889.63 71,636.88 73,427.80 20
21 53,082.03 54,409.08 55,769.31 57,163.54 58,592.63 60,057.44 61,558.88 63,097.85 64,675.30 66,292.18 67,949.48 69,648.22 71,389.43 73,174.16 75,003.51 76,878.60 78,800.57 80,770.58 21
22 58,390.23 59,849.99 61,346.24 62,879.89 64,451.89 66,063.19 67,714.77 69,407.64 71,142.83 72,921.40 74,744.43 76,613.04 78,528.37 80,491.58 82,503.87 84,566.47 86,680.63 88,847.64 22
23 64,229.25 65,834.98 67,480.86 69,167.88 70,897.08 72,669.50 74,486.24 76,348.40 78,257.11 80,213.54 82,218.87 84,274.35 86,381.21 88,540.74 90,754.26 93,023.11 95,348.69 97,732.41 23
24 70,652.18 72,418.48 74,228.95 76,084.67 77,986.79 79,936.46 81,934.87 83,983.24 86,082.82 88,234.89 90,440.76 92,701.78 95,019.33 97,394.81 99,829.68 102,325.42 104,883.56 107,505.65 24
25 77,717.40 79,660.33 81,651.84 83,693.14 85,785.46 87,930.10 90,128.35 92,381.56 94,691.10 97,058.38 99,484.84 101,971.96 104,521.26 107,134.29 109,812.65 112,557.96 115,371.91 118,256.21 25
26 89,375.01 91,609.38 93,899.62 96,247.11 98,653.28 101,119.62 103,647.61 106,238.80 108,894.77 111,617.14 114,407.56 117,267.75 120,199.45 123,204.43 126,284.54 129,441.65 132,677.70 135,994.64 26
76
 Amended 10/22/15 –
APPENDIX B Ord. 15-17

Position/Grade by Department
City of Port Wentworth
DEPT POSITION GRADE
ADM/1 City Manager 26
ADM/2 Clerk of Council / Director of Operations 19
ADM/3 Human Resources Coordinator 17
ADM/4 Deputy Clerk of Council 17
ADM/5 Municipal Clerk I 101

DS/1 Director of Development Services 24

DS/2 Construction Inspector 17
DS/3 Building Inspector 16
DS/4 Permit Technician 10
DS/5 Administrative Secretary 10

FD/1 Fire Chief 23

FD/2 Deputy Fire Chief
FD/3 Fire Captain 21
FD/4 Fire Training Officer/Public Information 19
FD/5 Fire Lieutenant 19
FD/6 Sergeant 18
FD/7 Corporal 17
FD/8 Firefighter 143
FD/9 Firefighter Recruit 10
FD/10 Administrative Secretary 10

LS/1 Director of Leisure Services 20

LS/2 Leisure Services Program Assistant 12
LS/3 Leisure Services Maintenance Worker 10
LS/4 Leisure Services Aide 6
LS/5 Leisure Services Summer Camp Coordinator 6
LS/6 Leisure Services Summer Camp Counselor 6

PD/1 Police Chief 25

PD/2 Police Major 23
PD/3 Police Captain 22
PD/4 Police Lieutenant 21
PD/5 Police Sergeant 19
PD/6 Police Sergeant – CID 194
PD/7 Police Sergeant – Code Enforcement 194
PD/8 Police Sergeant – Certification 19
PD/9 Police Sergeant – Training 19
PD/10 Administrative Services Supervisor 19
PD/11 Police Corporal 17
PD/12 Police Corporal – CID 174
PD/13 Police Corporal – COP 17
PD/14 Police Officer 152
PD/16 Police Officer – CID 152,4
PD/17 Police Officer – Narcotics 152,4
PD/18 Police Officer – Code Enforcement 152,4
77
PD/19 Police Officer Recruit 14
PD/20 Crime Analyst and Police Clerk 14
PD/21 Deputy Municipal Court Clerk 12
PD/22 Court & Police Clerk 10
PD/23 Custodian 7

1
May be designated Municipal Clerk II and placed at grade 12, Municipal Clerk III and placed at
grade 14.
2
May be designated as Advanced Police Officer and provided with a one (1) step increase.
3
May be designated Master Firefighter and provided with a one (1) step increase.
4
While assigned to position, the employees hours worked will change from 2,236 hours annually to 2,080 hours. The rate of
pay (hourly rate) shall be recalculated such that the base annual pay remains the same.

78
 Amended 10/22/15 –
APPENDIX B Ord. 15-17

Position/Grade by Grade
City of Port Wentworth
DEPT POSITION GRADE

ADM/1 City Manager 26

PSD/1 Police Chief 25

DS/1 Director of Development Services 24

FD/1 Fire Chief 23

PD/2 Police Major 23

FD/2 Deputy Fire Chief 22

PD/3 Police Captain 22

FD/3 Fire Captain 21

PD/4 Police Lieutenant 21

LS/1 Director of Leisure Services 20

ADM/2 Clerk of Council / Director of Operations 19

FD/4 Fire Training Officer/Public Information 19
FD/5 Fire Lieutenant 19
PD/5 Police Sergeant 19
PD/6 Police Sergeant – CID 194
PD/7 Police Sergeant – Code Enforcement 194
PD/8 Police Sergeant – Certification 19
PD/9 Police Sergeant – Training 19
PD/10 Administrative Services Supervisor 19

FD/6 Sergeant 18

ADM/3 Human Resources Coordinator 17

ADM/4 Deputy Clerk of Council 17
DS/2 Construction Inspector 17
FD/7 Corporal 17
PD/11 Police Corporal 17
PD/12 Police Corporal – CID 174
PD/13 Police Corporal – COP 17

DS/3 Building Inspector 16

PD/14 Police Officer 154

PD/14 Police Officer Recruit 154
PD/15 Police Officer – CID 152,4
PD/16 Police Officer – Narcotics 152,4
PD/17 Police Officer – Code Enforcement 152,4

79
 Amended 10/22/15 –
APPENDIX B Ord. 15-17

Position/Grade by Grade
City of Port Wentworth
DEPT POSITION GRADE
FD/8 Firefighter 143
PD/18 Municipal Court Clerk 14
PD/18 Crime Analyst and Police Clerk 14

LS/2 Leisure Services Program Assistance 12

PD/19 Deputy Municipal Court Clerk 12

ADM/5 Municipal Clerk I 101

DS/4 Permit Technician 10
FD/9 Firefighter Recruit 10
FD/10 Administrative Secretary 10
LS/3 Leisure Services Maintenance Worker 10
PD/20 Court & Police Clerk 10

PD/21 Custodian 7

LS/4 Leisure Services Aide 6

LS/5 Leisure Services Summer Camp Coordinator 6
LS/6 Leisure Services Summer Camp Counselor 6

1
May be designated Municipal Clerk II and placed at grade 12, Municipal Clerk III and placed at
grade 14.
2
May be designated as Advanced Police Officer and provided with a one (1) step increase.
3
May be designated Master Firefighter and provided with a one (1) step increase.
4
While assigned to position, the employees hours worked will change from 2,236 hours annually to 2,080 hours. The rate of
pay (hourly rate) shall be recalculated such that the base annual pay remains the same.

80
APPENDIX C

ACKNOWLEGMENT

I, , acknowledge that I have received a copy of the

Human Resources Policy to be effective July 1, 2011 and have attended an oral presentation
reviewing the policy. I further acknowledge that by signing below that I understand the policy and
as a condition of continued employment agree to work under these provisions.

Employee Signature

Date

81
 APPENDIX D

Job Descriptions

82
City Manager ADM/1
Administration

JOB SUMMARY

This position is responsible for the day-to-day operations of the city government.

MAJOR DUTIES

• Directs the work of city department heads; sets long- and short-term goals; holds monthly department head
meetings.
• Implements City Council ordinances and policies.
• Prepares balanced city budgets for approval by the Council.
• Attends all regular meetings of the Mayor and Council.
• Attends all committee meetings of the Mayor and Council.
• Manages contracts with consultants and other service contractors.
• Negotiates agreements with other units of government and private sector entities.
• Prepares grant applications.
• Oversees community and economic development, planning and development issues for the city.
• Resolves external problems beyond the capacity or authority of department heads.
• Develops operational policies.
• Reviews city operations for efficiency and effectiveness.
• Hears disciplinary appeals and represents the city in employee disciplinary hearings.
• Provides technical assistance to new and expanding businesses.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of local government operations, regulations and standards.

• Knowledge of community and economic development practices.
• Knowledge of urban planning theory and techniques.
• Knowledge of human resource principles and laws.
• Knowledge of budgetary principles and practices.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Mayor and Council assign work in terms of city goals and objectives. The supervisor reviews work through
conferences, reports, and observation of city activities.

83
 City Manager, Administration
Page 2
GUIDELINES

Guidelines include the City Charter, the Code of Ordinances, state and federal law, and city personnel policy. These
guidelines require judgment, selection and interpretation in application. This position develops city guidelines.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied management, administrative, and supervisory duties. The variety of city
operations contributes to the complexity of the position.
• The purpose of this position is to direct the operations of the city government. Success in this position
contributes to the efficiency and effectiveness of all city government operations.

CONTACTS

• Contacts are typically with department heads, other city employees, elected and appointed officials, business
leaders, state and federal officials, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, walking,
bending, crouching or stooping. The employee frequently lifts light and occasionally heavy objects, climbs
ladders, distinguishes between shades of color and utilizes the sense of smell.
• The work is typically performed in an office and outdoors. The employee

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over Clerk of Council, Director of Operations (1), Police Chief (1), Director of
Development Services (1) Director of Leisure Services (1).

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with the completion of a baccalaureate degree in a
course of study related to the occupational field.
• Experience sufficient to thoroughly understand the diverse objectives and functions of the subunits in the
division/department in order to direct and coordinate work within the division/department, usually interpreted
to require three to five years of related experience.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.

85
Clerk of Council/Director of Operations ADM/2
Administration

JOB SUMMARY

This position is responsible for providing support to the City Manager, Mayor and City Council.

MAJOR DUTIES

• Prepares City Council agendas and minutes.

• Attends council meetings, workshops and council committee meetings.
• Provides administrative support to the City Manager, Mayor and City Council.
• Processes Open Records requests.
• Processes, monitors and maintains files for various grant projects.
• Submits required federal reports for grant projects.
• Maintains the city’s official records.
• Purchases office supplies.
• Maintains the city website.
• Certifies city ordinances.
• Prepares public notices for public meetings.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of record management principles.

• Knowledge of modern office principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The City Manager, Mayor and Council assign work in terms of department goals and objectives. The
supervisor reviews work through conferences, reports, and observation of department activities.

GUIDELINES

Guidelines include the City Codes Book, the City Charter, and other local, state and federal laws. These
guidelines require judgment, selection and interpretation in application.

COMPLEXITY/SCOPE OF WORK
• The work consists of varied administrative duties. The variety of tasks to be performed
contributes to the complexity of the position.
• The purpose of this position is to provide administrative support for the operations of
city government.
Success in this position contributes to the efficiency and effectiveness of city operations.

86
 Clerk of Council/Director of Operations, Administration
Page 2

CONTACTS

• Contacts are typically with co-workers, other city employees, elected and appointed officials, vendors,
customers, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, or
stooping. The employee occasionally lifts light and heavy objects.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

• Municipal Clerks and Deputy Clerk.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with the completion of a baccalaureate degree in a
course of study related to the occupational field.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.

88
Director of Human Resources ADM/3
Administration

JOB SUMMARY

This position is responsible for coordinating the city's human resources functions.

MAJOR DUTIES

• Directs and participates in the development and implementation of human resources goals, objectives,
policies and procedures.
• Administers and directs a comprehensive human resources program.
• Directs, coordinates, and supervises the administration or recruitment and selection; classification,
compensation and benefits; and employee training, orientation, and performance appraisal processes.
• Prepares and recommends to the City Manager revisions and amendments to ordinances and resolutions
related to human resources matters.
• Maintains personnel records.
• Prepares workers' compensation claims and reports; assists the workers' compensation adjuster as needed.
• Provides customer services; screens and directs telephone calls; takes and relays messages; answers
questions from employee and the general public regarding human resources issues, rules and regulations.
• Responds to employment verification requests, salary and benefit surveys, and other requests for information.
• Participates in the administration of employee benefits programs by providing forms, information and
counseling; coordinates open enrollment.
• Accepts applications and assists in filing claims for employees to receive short- and long-term disability
payments.
• Coordinates the benefits reconciliation processes with accounts payable personnel.
• Processes bi-weekly and monthly payroll.
• Assists in the preparation of budgets related to salaries and benefits.
• Performs other related duties as assigned.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of the principles of human resources administration.

• Knowledge of city personnel policies and procedures.
• Knowledge of employee benefits administration principles.
• Knowledge of state and federal employment laws.
• Skill in the operation of a computer and job-related software programs.
• Skill in report preparation and records maintenance.
• Skill in public and interpersonal relations.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The City Manager assigns work in terms of general instructions. The supervisor spot-checks completed work for
compliance with procedures, accuracy, and the nature and propriety of the final results.
 Director of Human Resources, Administration
Page 2
GUIDELINES

Guidelines include EEOC regulations, affirmative action laws, the Fair Labor Standards Act, other state and federal
employment laws, and city personnel policies and procedures. These guidelines require judgment, selection, and
interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied human resources management duties. Strict and frequently changing laws and
regulations contribute to the complexity of the work.
• The purpose of this position is to coordinate the city's human resources functions. Successful performance
ensures the fair and consistent application of personnel policies.

CONTACTS

• Contacts are typically with co-workers, elected and appointed officials, city management, human resources
professionals in other organizations, attorneys, representatives of employee benefits providers, and members
of the general public.
• Contacts are typically to give or exchange information, provide services, resolve problems, and motivate
personnel.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, walking,
bending, crouching or stooping. The employee occasionally lifts light and heavy objects.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with the completion of a baccalaureate degree in a
course of study related to the occupational field.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
Deputy Clerk of Council ADM/4
Administration

JOB SUMMARY

This position is responsible for assisting the Clerk of Council in providing support to the City Manager, Mayor and
City Council.

MAJOR DUTIES

• Provides clerical support for the operations of the Municipal Court.

• Assists with personnel functions; processes new employee paperwork; processes employee terminations;
maintains personnel files.
• Assists in processing bi-weekly payroll.
• Assists in the assembling of City Council books.
• Assists in the reconciliation of bank statements.
• Performs the duties of the Clerk of Court in his or her absence.
• Attends council meetings, workshops and council committee meetings as needed.
• Provides administrative support to the City Manager, Mayor and City Council.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of modern office principles and practices.

• Knowledge of generally accepted accounting principles.
• Knowledge of computers and job-related software programs.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Clerk of Council assigns work in terms of general instructions. The supervisor spot-checks completed work
for compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include city ordinances, city policies, and personnel policies. These guidelines are generally clear and
specific, but may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related administrative duties. The variety of tasks to be performed contributes to the
complexity of the position.
• The purpose of this position is to provide administrative support for the operations of city government.
Success in this position contributes to the efficiency and effectiveness of city operations.
 Deputy Clerk of Council, Administration
Page 2
CONTACTS

• Contacts are typically with co-workers, other city employees, elected and appointed officials, and members of
the general public.
• Contacts are typically to provide services, to give or exchange information or to resolve problems.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table. The employee occasionally lifts light objects
and distinguishes between shades of color.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
Municipal Clerk I ADM/5
Administration

JOB SUMMARY

This position performs technical duties in support of the city’s financial accounting and customer service functions.
An incumbent in this position may be designated "Municipal Clerk II" or "Municipal Clerk III."

MAJOR DUTIES

Accounting
• Reviews purchase orders for accuracy and completeness.
• Enters invoices and purchase orders into the computerized database.
• Prints purchase journal for approval.
• Posts orders for approval.
• Prepares checks for payment.
• Runs check register.
• Posts payments to vendor accounts.
• Mails checks.
• Files all paid invoices.
• Prints, separates and issues checks.
• Files reports; maintains department files.
• Prepares bank deposits.
• Collects monies from vending machines and prepares for deposit.
• Stocks vending machines with merchandise.
• Creates vendor files.
• Assists in the audit process.
• Operates and maintains the postage meter.
• Performs related duties.

Customer Service
• Answers telephone and greets visitors; provides information and assistance.
• Prepares batches for data entry.
• Generates monthly utility bills.
• Receives payments for utility bills, occupational tax fees, recreational services and rentals, business license
fees, building and fence permits, and other fines and fees.
• Verifies that transactions and payments are applied properly.
• Maintains and updates applications for new services.
• Responds to customer inquiries and concerns.
• Applies water leak formula to eligible accounts.
• Processes adjustments to customer accounts.
• Processes and updates applications for new services.
• Follows up on past-due accounts.
• Processes claims against the department and coordinates claim response and handling with supervisor.
• Sorts and distributes mail.
• Files department records.
• Types and proofreads correspondence.

101
 Municipal Clerk I, Administration
Page 2
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of customer service policies and procedures.

• Knowledge of computers and job-related software programs.
• Knowledge of department policies and procedures.
• Knowledge of accounts receivable processes and policies.
• Knowledge of Generally Accepted Accounting Principles and Generally Accepted Governmental Accounting
Principles.
• Knowledge of city accounts payable processes.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.
• Skill in the analysis of problems and the implementation of solutions.

SUPERVISORY CONTROLS

The Clerk of Council – Operations Director assigns work in terms of general instructions. The supervisor spot-
checks completed work for compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include department policies and procedures, Generally Accepted Governmental Accounting Principles,
and city accounts payable processes. These guidelines are generally clear and specific, but may require some
interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related technical accounting and customer service duties. Frequent interruptions
contribute to the complexity of the position.
• The purpose of this position is to provide technical support for the city’s accounting and customer service
functions. Success in this position contributes to the efficiency and effectiveness of city operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, customers, representatives of collections
agencies, contractors, landowners, developers, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, or to resolve problems.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while intermittently sitting, standing or stooping. The employee frequently lifts
light and occasionally heavy objects and distinguishes between shades of color.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

Municipal Clerk I

• Ability to read, write and perform mathematical calculations at a level commonly associated with the
completion of high school or equivalent.
• No experience requirements.

101
 Municipal Clerk I, Administration
Page 3

Municipal Clerk II

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
• Completion of the University of Georgia's Carl Vinson Institute of Government's 15-hour mandated orientation
training for city/county clerks.

Municipal Clerk III

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
• Completion of the University of Georgia's Carl Vinson Institute of Government's 15-hour mandated orientation
training for city/county clerks.
• Possession of or ability to readily obtain designation as a Certified Municipal Clerk by the University of Georgia's
Carl Vinson Institute of Government.
• Completion of the University of Georgia's Carl Vinson Institute of Government's Finance Officer Certification
Program – Level I and Level II.

101
Director of Development Services DS /1
Development Services

JOB SUMMARY

This position directs the city’s development activities, including planning and zoning, community development,
building inspection, building code enforcement, public works, fleet maintenance and city shop operations.

MAJOR DUTIES

• Develops, reviews and implements policies and procedures.

• Directs the city’s community development process as the Building Official/Planning and Zoning Director.
• Provides staff support to the Zoning Board of Appeals, the Planning Commission, and the City Council.
• Directs the work of department personnel.
• Supervises the administration of contracted services for the city, including waste management, sanitation,
engineering, construction, and water quality.
• Develops, proposes, and administers annual budgets.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of city zoning and development regulations.

• Knowledge of zoning and annexation procedures.
• Knowledge of building codes and engineering principles.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The City Manager assigns work in terms of department goals and objectives. The supervisor reviews work through
conferences, reports, and observation of department activities.

GUIDELINES

Guidelines include state minimum standard codes with amendments, federal and state law, and local ordinances.
These guidelines require judgment, selection and interpretation in application. This position develops department
guidelines.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied management, administrative, and supervisory duties. Strict regulations contribute
to the complexity of the position.
101
• The purpose of this position is to direct the city’s development operations. Success in this position contributes
to the provision of a well planned, safe and healthy environment for the general public.

101
 Director of Development Services, Development Services
Page 2
CONTACTS

• Contacts are typically with co-workers, other city employees, elected and appointed officials, architects,
engineers, contractors, developers, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, walking,
bending, crouching or stooping. The employee occasionally lifts light and heavy objects, climbs ladders, and
must distinguish between shades of color.
• The work is typically performed in an office and outdoors. The employee is exposed to noise, dust, dirt, grease,
machinery with moving parts, irritating chemicals, and occasional cold or inclement weather. The work requires
the use of protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over Building Inspector (1), Public Works Superintendent (1), Construction
Inspector (1), Administrative Secretary (1), and other department personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with the completion of a baccalaureate degree in a
course of study related to the occupational field.
• Experience sufficient to thoroughly understand the diverse objectives and functions of the subunits in the
division/department in order to direct and coordinate work within the division/department, usually interpreted
to require three to five years of related experience.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.

101
Construction Inspector DS/2
Development Services

JOB SUMMARY

This position is responsible for the inspection of construction projects to ensure compliance with applicable laws,
standards and guidelines.

MAJOR DUTIES

• Inspects roads, stormwater infrastructure, utilities and other construction work performed under contract to the
city, including grading, placement of road base materials, paving, storm drain utility placement, culver
construction, etc.; enforces compliance with contract plans and specifications and with city development
standards; monitors contractor work in progress; interprets and coordinates contract provisions with contractor;
reviews construction activity for safe operations and monitor project traffic controls.
• Inspects subdivision construction work, including excavation, rough grading, finish grading, placement and
fabrication of structural steel, etc.; enforces compliance with plans, specifications, city development standards,
and accepted construction practices; stipulates correction and repairs necessary before final acceptance is
made; ensures proper placement and maintenance of signs, barricades and warning devices; recommends to
supervisor the acceptance of public improvements in completed subdivisions.
• Documents inspection activities, including daily construction inspection reports, job site condition reports,
accident reports, and unsafe condition reports; issues stop-work orders, non-compliance notices, and other
notices or orders.
• Inspects adjacent properties for damages from construction activities; coordinates inspections with other city
departments; performs routine field tests; witnesses and verifies third-party testing of materials and /or methods;
assists in writing and developing construction specifications for new construction.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of public works construction and inspection principles.

• Knowledge of building construction practices and terminology.
• Knowledge of local, state and federal construction standards.
• Knowledge of computers and job-related software programs.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in reading and interpreting engineering plans, blueprints, specifications, survey records, legal
descriptions and tract descriptions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Director of Development Services assigns work in terms of very general instructions. The supervisor spot-
checks completed work for compliance with procedures and the nature and propriety of the final results.

GUIDELINES

Guidelines include the City Comprehensive Development Manual, city subdivision regulations, the city zoning
ordinances, international construction codes, and engineering standards. These guidelines require judgment,
selection and interpretation in application.
102
 Construction Inspector, Development Services
Page 2

COMPLEXITY/SCOPE OF WORK

• The work consists of varied construction inspection duties. Strict regulations and strict deadlines contribute to
the complexity of the position.
• The purpose of this position is to complete inspections to ensure compliance with relevant construction codes.
Success in this position contributes to the provision of a safe and healthy environment for the general public.

CONTACTS

• Contacts are typically with co-workers, other city employees, architects, engineers, contractors, developers,
and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems, or to justify,
defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while intermittently sitting, standing, walking, bending, crouching or stooping.
The employee frequently lifts light and heavy objects, climbs ladders, distinguishes between shades of color,
and utilizes the sense of smell.
• The work is typically performed in an office and outdoors, occasionally in cold or inclement weather. The
employee is exposed to noise, dust, dirt, grease, and machinery with moving parts. Work requires the use of
protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Possession of or ability to readily obtain the appropriate state certification for the type of inspection(s)
conducted.

103
Building Inspector DS/3
Development Services

JOB SUMMARY

This position is responsible for the inspection of new and renovated construction projects in the city.

MAJOR DUTIES

• Reviews construction documents to ensure compliance with local, state and federal regulations.
• Performs inspections of new and old construction to ensure compliance with approved contract documents
and applicable codes and ordinances.
• Meets with contractors and developers to review construction plans.
• Informs contractors and the general public of code changes.
• Researches code requirements to determine compliance.
• Maintains required documents and records.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of International Building Codes and the National Electric Code.

• Knowledge of building construction practices and terminology.
• Knowledge of local codes and ordinances.
• Knowledge of computers and job-related software programs.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Director of Development Services assigns work in terms of general instructions. The supervisor spot-checks
completed work for compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include International Code Council Building Codes, the National Electric Code, ADA guidelines, and city
ordinances and zoning regulations. These guidelines require judgment, selection and interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied inspection and code enforcement duties. Strict regulations and strict deadlines
contribute to the complexity of the position.
• The purpose of this position is to complete inspections to ensure compliance with relevant construction codes.
Success in this position contributes to the provision of a safe and healthy environment for the general public.

104
 Building Inspector, Development Services
Page 2
CONTACTS

• Contacts are typically with co-workers, other city employees, architects, engineers, contractors, developers,
and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems, or to justify,
defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while intermittently sitting, standing, walking, bending, crouching or stooping.
The employee frequently lifts light and heavy objects, climbs ladders, distinguishes between shades of color,
and utilizes the sense of smell.
• The work is typically performed in an office and outdoors, occasionally in cold or inclement weather. The
employee is exposed to noise, dust, dirt, grease, and machinery with moving parts. Work requires the use of
protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Possession of or ability to readily obtain the appropriate state certification for the type of inspection(s)
conducted.

105
Permit Technician DS/4
Development Services

JOB SUMMARY

This position is responsible for providing administrative support for Development Services Department operations.

MAJOR DUTIES

• Greets visitors and answers telephones; provides information and assistance; takes messages; refers to
appropriate personnel.
• Issues residential and commercial building permits; maintains project files.
• Calculates permit fees.
• Issues Certificates of Occupancy for commercial projects.
• Schedules building inspections.
• Schedules pre-construction conferences.
• Types general correspondence.
• Forwards permit copies to tax assessors.
• Creates construction water accounts.
• Maintains office supply inventory.
• Processes open records requests.
• Records subdivision plats.
• Processes payments for the Fire Marshall.
• Provides staff support for the Planning Committee.
• Sorts and distributes mail.
• Enters work orders.
• Perform related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of computers and job-related software programs.

• Knowledge of department policies and procedures.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise reports.
• Skill in oral and written communication.

106
 Permit Technician, Development Services
Page 2
SUPERVISORY CONTROLS

The Director of Development Services assigns work in terms of general instructions. The supervisor spot-checks
completed work for compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include department policies and procedures. These guidelines are generally clear and specific, but
may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related administrative duties. Frequent interruptions contribute to the complexity of the
position.
• The purpose of this position is to provide administrative support for department operations. Success in this
position contributes to the efficiency and effectiveness of office operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, contractors, landowners, developers, and
members of the general public.
• Contacts are typically to provide services, to give or exchange information, or to resolve problems.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed sitting at a desk or table or while intermittently sitting, standing, walking,
bending, crouching or stooping. The employee occasionally lifts light objects.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.

107
Administrative Secretary DS/5
Development Services

JOB SUMMARY

This position is responsible for providing administrative support for Development Services Department operations.

MAJOR DUTIES

• Greets visitors and answers telephones; provides information and assistance; takes messages; refers to
appropriate personnel.
• Prepares and enters work orders.
• Bills customers for yard clean up and dump fees.
• Adds new customers to trash service rolls.
• Opens and closes entrance gates.
• Enters payroll data and disseminates payroll checks.
• Orders department supplies.
• Processes invoices.
• Types letters, memoranda and reports.
• Sorts and distributes mail.
• Files and retrieves documents, records and reports.
• Issues residential and commercial building permits; maintains project files.
• Calculates permit fees.
• Issues Certificates of Occupancy for commercial projects.
• Issues business licenses and maintains related files.
• Schedules building inspections.
• Schedules pre-construction conferences.
• Forwards permit copies to tax assessors.
• Creates construction water accounts.
• Processes open records requests.
• Records subdivision plats.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of modern office practices and procedures.

• Knowledge of modern office equipment.
• Knowledge of customer service standards.
• Knowledge of basic mathematical principles.
• Skill in the operation of computers and job related software programs.
• Skill in decision making and problem solving.
• Skill in dealing with the public.
• Skill in oral and written communication.

108
 Administrative Secretary, Development Services
Page 2
SUPERVISORY CONTROLS

The Director of Development Services assigns work in terms of general instructions. The supervisor spot-checks
completed work for compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include department policies and procedures. These guidelines are generally clear and specific, but
may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related administrative duties. Frequent interruptions contribute to the complexity of the
position.
• The purpose of this position is to provide administrative support for department operations. Success in this
position contributes to the efficiency and effectiveness of office operations.

CONTACTS

• Contacts are typically with co-workers, other city personnel, customers, vendors, and members of the general
public.
• Contacts are typically to provide services, to give or exchange information, or to resolve problems.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed sitting at a desk or table or while intermittently sitting, standing, walking,
bending, crouching or stooping. The employee occasionally lifts light objects.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.

109
Fire Chief FD/1
Fire

JOB SUMMARY

This position is responsible for the overall management, supervision, deployment, and fiscal administration of the
Fire Department.

MAJOR DUTIES

• Develops, reviews and implements all firefighting policies and procedures in accordance with municipal by-
law, federal and state regulations, and the Office of the Fire Marshall policies.
• Establishes appropriate firefighting techniques.
• Plans firefighting strategies.
• Coordinates department activities with the Emergency Response Committee, the 911 Advisory Board, LEPC,
Chatham County Fire Chiefs, and other area associations.
• Ensures firefighting policies and procedures are strictly adhered to.
• Makes recommendations on changes to firefighting by-law.
• Recruits, trains, and directs the activities of volunteer and career firefighters.
• Facilitates the training of fire department personnel.
• Evaluates the performance of personnel; disciplines personnel.
• Commands incident activities.
• Inspects fire apparatus and equipment.
• Reviews incident reports.
• Plans, submits, evaluates and monitors annual budgets.
• Approves and submits purchase orders, pay requests and travel vouchers; orders supplies.
• Attends meetings as representative of the department.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of fire department operational policies and procedures.

• Knowledge of current and accepted firefighting practices.
• Knowledge of Georgia Firefighter Standards and Training Council compliance standards.
• Knowledge of departmental and city policies and procedures and related federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of budget development and management principles.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in operating emergency vehicles and equipment.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in preparing and administering budgets.
• Skill in oral and written communication.

110
 Fire Chief , Fire
Page 2
SUPERVISORY CONTROLS

The City Manager assigns work in terms of department goals and objectives. The supervisor reviews work through
conferences, reports, and observation of department activities.

GUIDELINES

Guidelines include department standard operating procedures, city ordinances, NFPA recommended standards,
and local, state and federal laws. These guidelines require judgment, selection and interpretation in application.
This position develops department guidelines.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied fire suppression and prevention, management and supervisory duties. The variety
of tasks to be performed contributes to the complexity of the position.
• The purpose of this position is to direct the operations of the Fire Department. Success in this position
contributes to the efficiency and effectiveness of agency operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, elected and appointed official, representatives of
other fire departments, business leaders, members of the news media, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee frequently lifts heavy objects and uses tools or equipment
requiring a high degree of dexterity.
• The work is typically performed in an office and at emergency and fire scenes. Work requires the use of
protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over department personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with the completion of a baccalaureate degree in a
course of study related to the occupational field.
• Experience sufficient to thoroughly understand the diverse objectives and functions of the subunits in the
division/department in order to direct and coordinate work within the division/department, usually interpreted
to require three to five years of related experience.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.

110
Deputy Fire Chief FD/2
Fire

JOB SUMMARY

The Deputy Fire Chief is the second in-charge officer of the PWFD. The Deputy Chief is appointed by and
answerable to the Fire Chief and considered second in charge of the entire Department. The Deputy Fire Chief is
empowered and responsible to fulfill the Fire Chiefs duties in the absence of the Fire Chief.

MAJOR DUTIES

• To assist and assume the duties of the Fire Chief in the area of Training, Operations and Communications in
the absence of the Chief.
• Overseeing fire operations, response procedures and maintaining adequate Fire coverage throughout the City.
• Assuring and overseeing adequate training of all Officers and Firefighters.
• Oversee and manage Fire Certification programs.
• Managing and overseeing Fire Department Technology systems.
• Developing and maintaining a Building and Incident Preplan System.
• Supervision of all lower ranking officers and firefighters.
• Assisting the Fire Chief to carry out all activities to promote goals, policies and procedures, leadership, and
continual improvement of PWFD.
• Assist in a variety of administrative duties involving the planning, coordination and direction of the Fire
Department.
• Establishes appropriate firefighting techniques.
• Plans firefighting strategies.
• Ensures firefighting policies and procedures are strictly adhered to.
• Makes recommendations on changes to firefighting by-law.
• Recruits, trains, and directs the activities of firefighters.
• Facilitates the training of fire department personnel.
• Evaluates the performance of personnel; disciplines personnel.
• Commands incident activities.
• Inspects fire apparatus and equipment.
• Reviews incident reports.
• Attends meetings as representative of the department.
• Performs related duties.
KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of fire department operational policies and procedures.

• Knowledge of current and accepted firefighting practices.
• Knowledge of Georgia Firefighter Standards and Training Council compliance standards.
• Knowledge of departmental and city policies and procedures and related federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of budget development and management principles.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in operating emergency vehicles and equipment.
111
 • Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Fire Chief assigns work in terms of department goals and objectives. The supervisor reviews work through
conferences, reports, and observation of department activities. Under the general direction from the Fire Chief, the
Deputy Fire Chief exercises considerable independent judgment and discretion in directing and supervising both
fire suppression and at times administrative activities over the entire Fire Department. Errors could jeopardize
human life and property.

GUIDELINES

Guidelines include department standard operating procedures, city ordinances, NFPA recommended standards,
and local, state and federal laws. These guidelines require judgment, selection and interpretation in application.
This position develops department guidelines.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied fire suppression and prevention, management and supervisory duties. The variety
of tasks to be performed contributes to the complexity of the position.
• The purpose of this position is to direct the operations of the Fire Department. Success in this position
contributes to the influence persons; or to justify, defend or negotiate matters.
CONTACTS

• Contacts are typically with co-workers, other city employees, elected and appointed official, representatives of
other fire departments, business leaders, members of the news media, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee frequently lifts heavy objects and uses tools or equipment
requiring a high degree of dexterity.
• The work is typically performed in an office and at emergency and fire scenes. Work requires the use of
protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over assigned personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with the completion of a baccalaureate degree in
a course of study related to the occupational field or three-five years equivalent work experience.
• Experience sufficient to thoroughly understand the diverse objectives and functions of the subunits in the
division/department in order to direct and coordinate work within the division/department.
• Possession of or ability obtain a valid driver’s license issued by the State of Georgia for the type of vehicle
or equipment operated.

112
Fire Captain FD/3
Fire

JOB SUMMARY

This position is responsible for supervising and participating in the work of personnel engaged in the suppression
of fires and the response to emergency scenes.

MAJOR DUTIES

• Functions as incident commander at emergency scenes to maintain the safety of personnel while mitigating
hazardous conditions.
• Supervises, directs and evaluates assigned staff; handles employee concerns and problems; counsels and
disciplines staff; completes employee performance evaluations; recruits, appoints and trains staff.
• Manages daily staff schedules to maintain established staffing levels.
• Supports and coordinates training opportunities for assigned personnel.
• Processes and submits timely and accurate reports.
• Assists senior staff in long-range planning.
• Completes special projects as assigned.
• Represents the department to other public and private safety organizations or groups.
• Conducts periodic inspections of personnel, quarters, equipment and records.
• Serves in the absence of the Fire Chief.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of fire department operational policies and procedures.

• Knowledge of current and accepted firefighting practices.
• Knowledge of Georgia Firefighter Standards and Training Council compliance standards.
• Knowledge of departmental and city policies and procedures and related federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in operating emergency vehicles and equipment.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Fire Chief assigns work in terms of department goals and objectives. The supervisor reviews work through
conferences, reports, and observation of department activities.

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 Fire Captain, Fire
Page 2
GUIDELINES

Guidelines include department standard operating procedures, city ordinances, NFPA recommended standards,
and local, state and federal laws. These guidelines require judgment, selection and interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied fire suppression and prevention, management and supervisory duties. The variety
of tasks to be performed contributes to the complexity of the position.
• The purpose of this position is to supervise and participate in the work of fire suppression personnel. Success
in this position contributes to the efficiency and effectiveness of agency operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, elected and appointed official, representatives of
other fire departments, business leaders, members of the news media, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee frequently lifts heavy objects and uses tools or equipment
requiring a high degree of dexterity.
• The work is typically performed in an office and at emergency and fire scenes. Work requires the use of
protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over assigned personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.

114
Fire Training Officer/Public Information Officer FD/4
Fire

JOB SUMMARY

This position is responsible for managing and implementing departmental training programs, for providing
information to the news media and general public, and for coordinating public information activities.

MAJOR DUTIES

• Responds to and directs activities at incident scenes; serves as commanding officer; responds to after-hours
calls as required; commands and coordinates emergency incident activities to including multi-agency
operations.
• Develops and/or coordinates the acquisition of training classes and materials; sets and evaluates training
goals; develops objectives in order to meet established department, state and national standards.
• Teaches a variety of courses, including courses for entry-level firefighters as well as command and
management courses.
• Schedules employee training; maintains accurate training records; reports training information to department,
state and national authorities.
• Prepares weekly, monthly, quarterly and annual training reports.
• Designs and conducts training program with all department stations and companies.
• Prepares and evaluates equipment specifications.
• Formulates training drills; trains department staff to deliver training materials.
• Designs and conducts recruit training.
• Assists in the preparation of annual budgets.
• Evaluates and monitors the effectiveness of training programs.
• Serves as primary contact for the news media regarding department activities.
• Responds to significant emergency incidents to manage on-scene media activities; ensures the accurate and
timely distribution of information through news releases.
• Inspects equipment to ensure that it is in proper working order; evaluates and tests fire apparatus.
• Participates in department community activities.
• Evaluates and recommends changes in department standard operating procedures.
• Assists in the evaluation, promotion and discipline of personnel.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of fire department operational policies and procedures.

• Knowledge of current and accepted firefighting practices.
• Knowledge of Georgia Firefighter Standards and Training Council compliance standards.
• Knowledge of departmental and city policies and procedures and related federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of hazardous materials.
• Knowledge of special rescue.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in operating emergency vehicles and equipment.
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 Fire Training Officer/Public Information Officer, Fire
Page 2
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Fire Chief assigns work in terms of very general instructions. The supervisor spot-checks completed work for
compliance with procedures and the nature and propriety of the final results.

GUIDELINES

Guidelines include city, state and federal fire codes; NFPA guidelines; local ordinances; and department standard
operating procedures. These guidelines require judgment, selection and interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied training, media relations, fire suppression and prevention, management and
supervisory duties. The variety of tasks to be performed contributes to the complexity of the position.
• The purpose of this position is to coordinate the department's employee training and public relations
functions. Success in this position contributes to the efficiency and effectiveness of agency operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, elected and appointed official, representatives of
other fire departments, business leaders, members of the news media, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee frequently lifts heavy objects and uses tools or equipment
requiring a high degree of dexterity.
• The work is typically performed in an office and at emergency and fire scenes. Work requires the use of
protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over assigned personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer questions
and resolve problems, usually associated with three to five years experience or service.
• Ability to meet current requirements set forth by the National Fire Protection Association and the Georgia
Firefighters Standards and Training Act.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Completion of 240 hours of GFSTC related training.
• Completion of Fire 1 & 2; Firefighter Instructor 1; Transitional and Interpersonal Leadership Training and NIMS
(300 and 400) training and/or certification. Whit the ability to obtain Firefighter Instructor 2 and acting Officer in
Charge training within 12 months of employment.

116
Lieutenant
Fire FD/5

JOB SUMMARY

This position is responsible for supervising and practicing in the work of personnel engaged in the suppression of
fires and the response to emergency scenes.

MAJOR DUTIES

• Functions as incident commander at emergency scenes to maintain the safety of personnel while mitigating
hazardous conditions.
• Supervises, directs and evaluates assigned staff; handles employee concerns and problems; counsels and
disciplines staff; completes employee performance evaluations; recruits; appoints and trains staff.
• Manages daily staff schedules to maintain established staffing levels.
• Supervises in the maintenance of fire equipment and apparatus, including daily schedules maintenance
checks.
• Supports and coordinates training opportunities for assigned personnel.
• Processes and submits timely and accurate reports.
• Assists senior staff in long-range planning.
• Completes special projects as assigned.
• Represents the department to other public and private safety organizations or groups.
• Conducts periodic inspections of personnel, quarters, equipment and records.
• Responsible for the supervision of training operations and documentation of training of all fire personal.
• ADDITIONAL JOB FUNCTIONS:
Performs other related duties as required.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of fire department operational policies and procedures.

• Knowledge of current and accepted firefighting practices.
• Knowledge of Georgia Firefighter Standards and Training Council compliance standards.
• Knowledge of departmental and city policies and procedures and related federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of budget development and management principles.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in operating emergency vehicles and equipment.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Fire Chief assigns work in terms of department goals and objectives. The supervisor reviews work through
conferences, reports, and observation of department activities.
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 Officer Fire Lieutenant, Fire
Page 2

GUIDELINES

Guidelines include department standard operating procedures, city ordinances, Georgia Firefighters Standards and
Training Act, and local, state and federal laws. These guidelines require judgment, selection and interpretation in
application.
COMPLEXITY/SCOPE OF WORK

• The work consists of varied fire suppression and prevention, management and supervisory duties. The variety
of tasks to be performed contributes to the complexity of the position.
• The purpose of this position is to supervise and participate in the work of fire suppression personnel. Success
in this position contributes to the efficiency and effectiveness of agency operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, elected and appointed official, representatives of
other fire departments, business leaders, members of the news media, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee frequently lifts heavy objects and uses tools or equipment
requiring a high degree of dexterity.
• The work is typically performed in an office and at emergency and fire scenes. Work requires the use of
protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over assigned shift personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education. Position is appointed by the
Fire Chief.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer questions
and resolve problems, usually associated with one to three years’ experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Georgia Firefighter Standards and Training act.
• Completion of 240 hours of GFSTC related training.
• Completion of acting officer in charge training, Transitional and Interpersonal Leadership Training, and NIMS
(300 and 400) training and/or certification.

118
Sergeant FD/6
Fire

JOB SUMMARY

This position is responsible for protecting lives and property endangered by fire and other emergency situations. A
sergeant is also responsible for a crew of firefighters and the day to day activities of assigned personnel and
apparatus.
MAJOR DUTIES

• Responds to fires and performs fire suppression activities utilizing firefighting equipment and techniques,
including nozzle operation, fire stream direction, and building ventilation.
• Performs rescue, salvage, and overhaul operations.
• Administers emergency medical care.
• Establishes command and operates within NIMS guidelines when necessary.
• Supervises the activities of assigned personnel during both emergency and non-emergency situations while on
duty.
• Leads assigned personnel in the participation of a physical fitness program.
• Leads and participates in training, fire drills, and mock disasters, including set-up and evacuation, both on and
off shift.
• Inspects assigned apparatus and equipment; performs routine maintenance on the same.
• Safely operates emergency vehicles including all their features and capabilities; also, safely operates all
equipment found on said vehicles.
• Maintains fire hydrants within the City of Port Wentworth.
• Performs building maintenance, housekeeping, and grounds maintenance duties.
• Conducts fire station tours.
• Conducts public safety presentations to schools, churches, and civic groups, and conducts or oversees car
seat installation.
• Completes incident reports and all other documentation as assigned.
• Always operates within the Port Wentworth Fire Department chain of command.
• Performs all other duties as assigned.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of the Georgia Fire Incident Reporting System.

• Knowledge of the National Incident Management System.
• Knowledge of fire ground strategy and tactics.
• Knowledge of basic and advanced firefighting techniques.
• Knowledge of fire service apparatus and equipment.
• Knowledge of hydraulics and extrication equipment.
• Knowledge of federal, state, and local fire codes.
• Knowledge of National Protection Association guidelines and departmental and city rules, regulations, policies,
and procedures.
• Knowledge of local geography, streets, and buildings.
• Knowledge of hazardous materials.
• Knowledge of potential fire hazards.
• Knowledge of first responder emergency medical care.

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 Sergeant, Fire
Page 2
• Skill in operating firefighting apparatus and equipment.
• Skill in operating rescue and extrication equipment.
• Skill in problem solving.
• Skill in personnel supervision.
• Skill in interpersonal relations.
• Skill in oral and written communications.
• Ability to effectively perform at the next higher supervisory level.
• Ability to meet the physical demands set forth by the job requirements.

SUPERVISORY CONTROLS AND RESPONSIBILITIES

The Sergeant shall have supervisory control over assigned firefighters during each tour of duty. The Sergeant shall
report to the Lieutenant.

GUIDELINES

The Sergeant utilizes regulations and data set forth in accordance with the City of Port Wentworth Personnel
Manual, City Council guidelines, Port Wentworth Fire/Rescue Standard Operating Procedures, NFPA standards
various manuals, and applicable federal, state, and local ordinances requiring judgment, selection, and
interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related emergency response, fire suppression and fire prevention duties. The variety of
tasks to be performed contributes to the complexity of the position.
• The purpose of this position is to participate in the work of a fire company in the response to emergency and
non-emergency calls for service. Success in this position contributes to safety of life and property.

CONTACTS

• Contacts are typically with co-workers, other city employees, representatives of other fire departments, law
enforcement personnel, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems, or to motivate
or influence persons.

PHYSICAL DEMANDS / WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee frequently lifts heavy objects and uses tools or equipment
requiring a high degree of dexterity.
• The work is typically performed in an office and at emergency and fire scenes. Work requires the use to
protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has supervision over assigned firefighters during each tour of duty.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate position to be able to answer questions
and resolve problems, usually associated with two years’ experience or service.
• Ability to meet current requirements set forth by the National Fire Protection Association and the Georgia
Firefighters Standards and Training act.

120
 Sergeant, Fire
Page 3

• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Completion of 240 hours of GFSTC related training.
• Completion of acting officer in charge training, Transitional and Interpersonal Leadership Training, and NIMS
(300 and 400) training and / or certification.

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Corporal FD/7
Fire

JOB SUMMARY

This position is responsible for protecting lives and property endangered by fire and other emergency situations. A
sergeant is also responsible for a crew of firefighters and the day to day activities of assigned personnel and
apparatus.

MAJOR DUTIES

The following duties are representative of the work required for this job. These are not to be construed as
exclusive or all-inclusive. Other duties may be required and assigned.

• Responds to fires and performs fire suppression activities utilizing firefighting equipment and techniques,
including nozzle operation, fire stream direction, and building ventilation.
• Performs rescue, salvage, and overhaul operations.
• Administers emergency medical care.
• Establishes command and operates within NIMS guidelines when necessary.
• Supervises the activities of assigned personnel during both emergency and non-emergency situations while on
duty.
• Leads assigned personnel in the participation of a physical fitness program.
• Leads and participates in training, fire drills, and mock disasters, including set-up and evacuation, both on and
off shift.
• Inspects assigned apparatus and equipment; performs routine maintenance on the same.
• Safely operates emergency vehicles including all of their features and capabilities; also, safely operates all
equipment found on said vehicles.
• Maintains fire hydrants within the City of Port Wentworth.
• Performs building maintenance, housekeeping, and grounds maintenance duties.
• Conducts fire station tours.
• Conducts public safety presentations to schools, churches, and civic groups, and conducts or oversees car
seat installation.
• Completes incident reports and all other documentation as assigned.
• Operates within the Port Wentworth Fire Department chain of command at all times.
• Performs all other duties as assigned.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of the Georgia Fire Incident Reporting System.

• Knowledge of the National Incident Management System.
• Knowledge of fire ground strategy and tactics.
• Knowledge of basic and advanced firefighting techniques.
• Knowledge of fire service apparatus and equipment.
• Knowledge of hydraulics and extrication equipment.
• Knowledge of federal, state, and local fire codes.
• Knowledge of National Protection Association guidelines and departmental and city rules, regulations, policies,
and procedures.
• Knowledge of local geography, streets, and buildings.
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 Corporal, Fire
Page 2
• Knowledge of hazardous materials.
• Knowledge of potential fire hazards.
• Knowledge of first responder emergency medical care.
• Skill in operating firefighting apparatus and equipment.
• Skill in operating rescue and extrication equipment.
• Skill in problem solving.
• Skill in personnel supervision.
• Skill in interpersonal relations.
• Skill in oral and written communications.
• Ability to effectively perform at the next higher supervisory level.
• Ability to meet the physical demands set forth by the job requirements.

MINIMUM TRAINING AND / OR EXPERIENCE TO PERFORM ESSENTIAL JOB FUNCTIONS

The Corporal shall possess the ability to read, write, and perform mathematical calculations at a level commonly
associated with the completion of high school or its equivalent. The incumbent shall have current State of Georgia
Firefighter certification, a minimum of two years’ experience as a firefighter and meet the qualifications of a
Firefighter II as set forth by the National Board on Fire Service Professional Qualifications. This shall be
supplemented with a certification as a medical first responder training and additional training in firefighting and
rescue techniques, as well as strategies and tactics. The incumbent must possess a valid Class B or F Georgia
Driver’s License. The incumbent must be able to pass a pre-employment drug screen, as well as random drug
testing.

SUPERVISORY CONTROLS AND RESPONSIBILITIES

The Corporal shall have supervisory control over assigned firefighters during each tour of duty. The Sergeant shall
report to the Lieutenant.

TRAVEL
The Corporal may be required to periodically travel to training sessions held throughout the state of Georgia. The
Corporal must possess a valid driver’s license and have access to reliable transportation. The Corporal may be
required to attend meetings that occur during the evenings (after working hours) and/or during the early morning.
Occasional overnight trips may be required.

GUIDELINES

The Corporal utilizes regulations and data set forth in accordance with the City of Port Wentworth Personnel
Manual, City Council guidelines, Port Wentworth Fire/Rescue Standard Operating Procedures, NFPA standards
various manuals, and applicable federal, state, and local ordinances requiring judgment, selection, and
interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related emergency response, fire suppression and fire prevention duties. The variety of
tasks to be performed contributes to the complexity of the position.
• The purpose of this position is to participate in the work of a fire company in the response to emergency and
non-emergency calls for service. Success in this position contributes to safety of life and property.

CONTACTS

• Contacts are typically with co-workers, other city employees, representatives of other fire departments, law
enforcement personnel, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems, or to motivate
or influence persons.

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 Corporal, Fire
Page 3

QUALIFICATION REQUIREMENTS

To perform this job successfully, an individual must be able to perform each essential duty 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 the essential functions.

(ADA) MINIMUM QUALIFICATIONS OR STANDARDS REQUIRED TO PERFORM ESSENTIAL JOB FUNCTIONS

Language Skills

• Ability to read, interpret and communicate basic instructions and technical manuals. Ability to write and convey
information through notes and other documents. Ability to speak effectively to communicate with coworkers
and members of the general public, and transfer information from one source to another.

Mathematical Skills

• Ability to add, subtract, multiply, and divide, in all units of measure, using whole numbers, common fractions,
and decimals. The incumbent must also be able to perform various calculations in the performance of the job.

Communications Skills

• Must be able to communicate orally and in written form in order to give or exchange information and provide
service. Contracts are typically with coworkers, other public officials, various civic and community groups, and
the general public. Contacts are to exchange information, provide services, and educate the public.

Reasoning Ability

• Ability to apply common sense and understanding to carry out instructions furnished in written and oral format.
The incumbent must also possess the ability to deal with complex problems in non-standardized situations.
The Sergeant must be able to clearly analyze situations often in high stress environment.

Physical Demands

• The physical demands described here are representative of those that must be met by an employee to
successfully perform the essential functions of this job. Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions. While performing the duties of the job, the
employee is regularly required to sit, stand, stoop, bend, walk, run, climb ladders, use tools or equipment
requiring a high degree of dexterity, carry, or lift. The employee must be able to lift and/or move objects in
excess of 50 pounds. Specific vision abilities required by this job include close vision with the ability to adjust
focus and distinguish between shades of colors.

Work Environment

• The work environment characteristics described here are representative of those an employee encounters
while performing the essential functions of this job. Reasonable accommodations may be made to enable
individuals with disabilities to perform these essential functions. The work is typically performed in an office,
except while at an emergency scene. The work environment is dangerous and includes, but is not limited to
exposure to extreme weather conditions, exposure to dust, dirt, grease, etc., traveling at high rates of speed,
regular exposure to flammable materials, toxic or irritating chemicals, fumes, and smoke, all of which require
the use of protective devices by the Sergeant.

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Firefighter FD/8
Fire

JOB SUMMARY

This position is responsible for responding to emergency scenes to perform fire suppression, emergency medical,
rescue, and hazardous materials mitigation duties. An incumbent in this position may be designated “Master
Firefighter.”

MAJOR DUTIES

• Responds to emergency and non-emergency calls for service.

• Participates in the department’s fire prevention operations.
• Operates heavy firefighting and mechanical equipment on an assigned watch; lays out lines; operates pump to
provide correct suppressant flows; operates generators, aerial ladders, snorkels, elevated platforms, and
related mechanical equipment.
• Responds to emergencies and calls for assistance as a company officer; supervises the performance and
safety of assigned firefighter and rescue operations until relieved by superior officer.
• Responds to and takes appropriate actions at hazardous materials incidents.
• Obtains and preserves evidence from fire and other incident scenes.
• Ventilates burning buildings by opening windows and skylights or by cutting holes in roofs and floors.
• Provides medical assistance to victims of fires and other incidents; serves as first responder to emergency
situations until medical units arrive.
• Performs salvage and overhaul operations; applies salvage covers, sweeps water, and removes debris.
• Instructs and drills fire department personnel in assigned duties, including firefighting, medical care,
hazardous materials response, and fire prevention activities; identifies training needs of company personnel.
• Adheres to and enforces city and department rules, regulations, policies and procedures.
• Inspects equipment and apparatus to ensure proper functioning.
• Plans, schedules, supervises and participates in building inspections; conducts and participates in live fire
drills and training classes as required.
• Inspects and checks conditions of fire hydrants and water supply sources; maintains, services, cleans, tests
and performs minor repairs to fire apparatus, pumps, generators, and related equipment.
• Directs and participates in the cleaning and maintenance of quarters and station facilities.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of fire department operational policies and procedures.

• Knowledge of current and accepted firefighting practices.
• Knowledge of Georgia Firefighter Standards and Training Council compliance standards.
• Knowledge of departmental and city policies and procedures and related federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of computers and job-related software programs.
• Skill in operating emergency vehicles and equipment.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

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 Firefighter, Fire
Page 2
SUPERVISORY CONTROLS

The Fire Chief assigns work in terms of general instructions. The supervisor spot-checks completed work for
compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include department standard operating procedures, city ordinances, NFPA recommended standards,
and local, state and federal laws. These guidelines are generally clear and specific, but may require some
interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related emergency response, fire suppression and fire prevention duties. The variety of
tasks to be performed contributes to the complexity of the position.
• The purpose of this position is to participate in the work of a fire company in the response to emergency and
non-emergency calls for service. Success in this position contributes to safety of life and property.

CONTACTS

• Contacts are typically with co-workers, other city employees, representatives of other fire departments, law
enforcement personnel, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems, or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee frequently lifts heavy objects and uses tools or equipment
requiring a high degree of dexterity.
• The work is typically performed in an office and at emergency and fire scenes. Work requires the use of
protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

Firefighter
• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• No experience requirements.
• Ability to obtain a class F Georgia driver's license.
• Completion of 384 hours of GFSTC related training.
• Possession of or completion of NPQ 1 and NPQ 2, Hazmat Awareness, Hazmat Operations, and NIMS (100,
200, 700, 800).

Master Firefighter
• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with two years of experience or service.
• Ability to meet current requirements set forth by the Georgia Firefighter Standards and Training Act.
• Meets all requirements for Firefighter.
• Possession of or completion of Acting Office in Charge, Health and Safety Officer, Incident Safety Officer,
Strategy and Tactics for Company Operations, Leadership I – Strategies.

126
 Firefighter Recruit FD/9
Fire

JOB SUMMARY

Firefighter-Recruit is a trainee class used to prepare incumbents for performing fire safety work involving the
protection of life and property through controlling and extinguishing fires, providing emergency medical services,
rescue services, and participating in fire prevention activities. A Firefighter-Recruit must demonstrate the ability to
use fire suppression and emergency medical service skills in accordance with Port Wentworth Fire Department
standards, as well as engage in fire code enforcement, public education, and station/equipment maintenance
prior to academy graduation.
MAJOR DUTIES

• Under the supervision of Fire Chief, Fire Captain, and Training Officer responds to emergency calls involving
medial emergencies, fires, natural disasters, and hazardous materials incidents.
• Participates in the department’s fire prevention operations.
• Operates heavy firefighting and mechanical equipment on an assigned watch; lays out lines; operates pump
to provide correct suppressant flows; operates generators, aerial ladders, elevated platforms, and related
mechanical equipment.
• Performs search and rescue, extrication, evacuation, suppression, ventilation, salvage, overhaul, and other
operations as needed.
• Responds to non-emergency call to assist the public.
• Inspects, tests, and cleans assigned vehicles and equipment; reports any hazards or maintenance issues to
station Officer.
Adheres to and enforces City and Department rules, regulations, policies, and procedures.
Participates in the cleaning and maintenance of quarters and station facilities.
Participates in live fire drills and training classes as required.

KNOWLEDGE/ABILITIES REQUIRED BY THE POSITION

(Knowledge and skills are obtained through the successful completion of the Port Wentworth Firefighter-Recruit Training
Academy.)
• Knowledge of current principles, practices and techniques used in the fire and emergency medical operations.
• Knowledge of Uniform Fire Code and the procedures involved in inspections.
• Emergency medical methods and procedures.
• Knowledge of all the fire suppression and equipment and its placement on vehicles.
• Skill in understanding and following oral and written instructions.
• Skill in communicating and interacting effectively with co-workers, other city employees and the general
Public.
• Ability to learn a variety of methods and tasks in firefighting, fire prevention, and related activities.
• Ability to learn to operate heavy motorized firefighting equipment.
• Ability to function effectively in emergency situations.
• Ability to engage in moderate to strenuous physical activity and work long hours under emotional stress during
emergency situations.
• Ability to participate in EMS and fire drills.
• Ability to participate in physical fitness programs and comply with department medical and fitness
requirements.
• Ability to learn city streets and geographical area.

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 Firefighter-Recruit, Fire
Page 2

SUPERVISORY CONTROLS

The Fire Chief, Fire Captain and Training Officer assigns work in terms of general instructions. The supervisor spot-
checks completed work for compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include department standard operating procedures, city ordinances, NFPA recommended standards,
and Local, State and Federal laws. These guidelines are generally clear and specific but may require some
interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related emergency response, fire suppression and fire prevention duties. The variety of
tasks to be performed contributes to the complexity of the position.
• The purpose of this position is to participate in the work of a fire company in the response to emergency and
non-emergency calls for service. Success in this position contributes to safety of life and property.

CONTACTS

• Contacts are typically with co-workers, other city employees, representatives of other fire departments, law
enforcement personnel, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems, or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching, or walking. The employee frequently lifts heavy objects and uses tools or equipment
requiring a high degree of dexterity.
• The work is typically performed in an office and at emergency and fire scenes. Work requires the use of
protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Must be at least 18 years of age.

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education.
• Pass an extensive background check, a physical which includes a drug test, psychological test, including a
polygraph voice test and a physical abilities test.
• Ability to obtain a class F Georgia driver's license.
• Ability to meet current requirements set forth by the National Fire Protection Association and the Georgia
Firefighter Standards and Training Act.
• Firefighter-Recruits who are accepted in training at Port Wentworth Fire Department are expected to maintain
a professional and courteous demeanor. Failure to abide by the policies may result in disciplinary action
including the Recruits dismissal from employment.
• Firefighter-Recruit may miss scheduled class activities only in the event of illness, emergencies, or business-
related reasons. The Fire Chief, Fire Captain and Training Officer should be notified of planned absences. The
course requires 90% attendance while some basic portions require 95%. Failure to maintain these can result in
your immediate dismissal.
128
 • The decision to allow a Recruit to continue in the course, make up missed training or be terminated as a result
of missing too much course training results solely with the Fire Chief, with input from the Fire Captain and
Training Officer of the department. All Decisions are final.

Administrative Secretary FD/10

Fire

JOB SUMMARY

This position is responsible for providing administrative support for Fire Department operations.

MAJOR DUTIES

• Greets visitors and answers telephones; provides information and assistance; takes messages; refers to
appropriate personnel.
• Enters payroll data and disseminates payroll checks.
• Orders department supplies, including equipment, training material, uniforms, and insignia.
• Processes invoices.
• Tracks budget expenditures; updates spreadsheets; completes budget transfer requests; compiles budget
status reports; assists in the development of new budgets.
• Completes and processes personnel paperwork.
• Makes travel arrangements for department personnel.
• Types letters, memoranda, and reports.
• Sorts and distributes mail.
• Organizes special events.
• Records meeting notes and prepares and distributes minutes.
• Files and retrieves documents, records and reports.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of modern office practices and procedures.

• Knowledge of modern office equipment.
• Knowledge of customer service standards.
• Knowledge of department budgeting procedures.
• Knowledge of basic mathematical principles.
• Skill in the operation of computers and job-related software programs.
• Skill in decision making and problem solving.
• Skill in dealing with the public.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Chief of Fire Operations assigns work in terms of general instructions. The supervisor spot-checks completed
work for compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

129
 Guidelines include department policies and procedures. These guidelines are generally clear and specific, but
may require some interpretation in application.

Administrative Secretary, Fire

Page 2
COMPLEXITY/SCOPE OF WORK

• The work consists of related administrative duties. Frequent interruptions contribute to the complexity of the
position.
• The purpose of this position is to provide administrative support for department operations. Success in this
position contributes to the efficiency and effectiveness of office operations.

CONTACTS

• Contacts are typically with co-workers, other city personnel, vendors, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, or to resolve problems.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed sitting at a desk or table or while intermittently sitting, standing, walking,
bending, crouching or stooping. The employee occasionally lifts light and heavy objects.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.

130
Director of Leisure Services LS/1
Leisure Services

JOB SUMMARY

This position is responsible for directing the operations of the Leisure Services Department.

MAJOR DUTIES

• Plans, organizes, and directs comprehensive athletic, parks, and recreation programs for all age groups.
• Establishes department policies and procedures.
• Trains, assigns, directs, supervises, and evaluates the work of personnel and volunteers.
• Prepares department budget requests and administers approved budget.
• Meets with various groups and individuals to determine community needs and desires and to promote
interests in recreation and parks facilities.
• Coordinates programs with other community recreational groups and assists representatives of other groups
in developing and extending recreational programs.
• Prepares and presents detailed reports.
• Develops and distributes the city’s electronic newsletter.
• Assists with the preparation of sports fields.
• Develops and implements marketing plans.
• Prepares purchase orders.
• Prepares bid packages and requests for proposals.
• Recruits volunteers.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of parks and playground planning and development.

• Knowledge of community recreational activities administration.
• Knowledge of budget development and management principles.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in preparing and administering budgets.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The City Manager assigns work in terms of department goals and objectives. The supervisor reviews work through
conferences, reports, and observation of department activities.

GUIDELINES

Guidelines include city personnel policies and procedures, city purchasing policies, sports organization policies,
and department rules and regulations. These guidelines require judgment, selection and interpretation in
131
application. This position develops department guidelines.

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 Director of Leisure Services, Leisure Services
Page 2

COMPLEXITY/SCOPE OF WORK

• The work consists of varied management, administrative, and supervisory duties. Frequent interruptions
contribute to the complexity of the position.
• The purpose of this position is to direct the city’s recreation programs. Success in this position contributes to
the provision of quality recreation programs for area residents of all ages.

CONTACTS

• Contacts are typically with co-workers, other city employees, elected and appointed officials, vendors, business
leaders, members of the news media, school officials, community leaders, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, bending,
crouching, stooping or walking. The employee frequently lifts light and occasionally heavy objects, uses tools
or equipment requiring a high degree of dexterity, and distinguishes between shades of color.
• The work is typically performed in an office and outdoors, occasionally in cold or inclement weather. The
employee is exposed to noise, dust, dirt, grease, and machinery with moving parts. Work requires the use of
protective devices such as mask, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over Program Assistant (1), Maintenance Technician (1), Leisure Services
Aide (4), volunteers and officials.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with the completion of a baccalaureate degree in a
course of study related to the occupational field.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.

133
Program Assistant LS/2
Leisure Services

JOB SUMMARY

This position provides administrative support for the programs of the Leisure Services Department.

MAJOR DUTIES

• Assists in planning and implement special programs and events.

• Completes monthly mail-outs for events and programs.
• Manages reservations for facilities rentals.
• Reviews sports rosters for accuracy and completeness.
• Purchases concession products, uniforms, equipment and cleaning supplies.
• Participates in concession sales at games and other events.
• Purchases other department supplies.
• Assists in the cleaning of department facilities; restocks paper products.
• Answers telephone and greets visitors; provides information and assistance; takes messages; makes
reservations.
• Enters email addresses to databases for prospects and participants.
• Assists in the inventory, distribution, and retrieval of all supplies, uniforms and equipment.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of modern office practices and procedures.

• Knowledge of department policies and regulations.
• Knowledge of computers and job-related software programs.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise reports.
• Skill in the provision of customer services.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Director of Leisure Services assigns work in terms of general instructions. The supervisor spot-checks
completed work for compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include city purchasing policies, sports organization policies, and department rules and regulations.
These guidelines are generally clear and specific, but may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related administrative and customer service duties. Frequent interruptions contribute to
the complexity of the position.
• The purpose of this position is to provide administrative support for department programs. Success in this
position contributes to the provision of quality recreation programs for area residents of all ages.
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 Program Assistant, Leisure Services
Page 2
CONTACTS

• Contacts are typically with co-workers, other city employees, vendors, business leaders, school officials,
community leaders, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, bending,
crouching, stooping or walking. The employee occasionally lifts light and heavy objects.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has functional supervision over Leisure Services Aide (4), volunteers and officials.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.

135
Leisure Services Maintenance Worker LS/3
Leisure Services

JOB SUMMARY

This position is responsible for the maintenance of park and recreation facilities.

MAJOR DUTIES

• Maintains and repairs department facilities, including buildings and park structures.
• Maintains athletic fields.
• Maintains park grounds.
• Maintains lawn maintenance equipment.
• Assists with preparation of special programs and events.
• Assists with coaching of athletic teams.
• Assists with concessions sales.
• Assists in maintaining maintenance, field and ground supplies.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of building maintenance principles and practices.

• Knowledge of park and recreation maintenance principles and practices.
• Skill in the repair and maintenance of parks facilities.
• Skill in the operation, repair and maintenance of grounds maintenance equipment.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Director of Leisure Services assigns work in terms of general instructions. The supervisor spot-checks
completed work for compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include department policies and procedures. These guidelines are generally clear and specific, but
may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related maintenance duties. Inclement weather contributes to the complexity of the
position.
• The purpose of this position is to participate in the maintenance of park and recreation facilities. Success in
this position contributes to a safe, well maintained, attractive and efficient environment for area residents.

CONTACTS

• Contacts are typically with co-workers, vendors, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, or to resolve problems.
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 Leisure Services Maintenance Worker, Leisure Services
Page 2

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while intermittently sitting, standing, stooping, bending or crouching. The
employee occasionally lifts light and heavy objects, climbs ladders, uses tools or equipment requiring a high
degree of dexterity, distinguishes between shades of color, and utilizes the sense of smell.
• The work is typically performed in an office and outdoors, occasionally in cold or inclement weather. The
employee may be exposed to dust, dirt, grease, noise, and machinery with moving parts.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Ability to read, write and perform mathematical calculations at a level commonly associated with the
completion of high school or equivalent.
• No experience requirements.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.

137
Leisure Services Aide LS/4
Leisure Services

JOB SUMMARY

This position assists with the maintenance of park and recreation facilities and with the daily operations and
programs of the department.

MAJOR DUTIES

• Assists in the maintenance of grounds; mows grass; operates an edger, weed eater and leaf blower.
• Assists in the marking of baseball, softball, soccer and football fields.
• Assists in operating and cleaning concession stands.
• Assists in the distribution of equipment for activities and programs.
• Assists in the cleaning and maintenance of parks and facilities.
• Opens and closes gym; enforces rules and regulations.
• Instructs program classes according to knowledge and experience.
• Answers telephone and greets visitors; provides information and assistance.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of building maintenance principles and practices.

• Knowledge of park and recreation maintenance principles and practices.
• Skill in the repair and maintenance of parks facilities.
• Skill in the operation, repair and maintenance of grounds maintenance equipment.
• Skill in the provision of customer services.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Director of Leisure Services assigns work in terms of somewhat general instructions. The supervisor spot-
checks completed work for compliance with instructions and established procedures, accuracy, and the nature and
propriety of the final results.

GUIDELINES

Guidelines include department policies and procedures. These guidelines are generally clear and specific, but
may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related maintenance and customer service duties. Inclement weather contributes to the
complexity of the position.
• The purpose of this position is to assist with the maintenance of park and recreation facilities and with the daily
operations and services of the department. Success in this position contributes to a safe, well maintained,
attractive and efficient environment for area residents.

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 Leisure Services Aide, Leisure Services
Page 2
CONTACTS

• Contacts are typically with co-workers and members of the general public.
• Contacts are typically to provide services, to give or exchange information, or to resolve problems.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while intermittently sitting, standing, stooping, bending or crouching. The
employee occasionally lifts light and heavy objects, climbs ladders, uses tools or equipment requiring a high
degree of dexterity, distinguishes between shades of color, and utilizes the sense of smell.
• The work is typically performed in an office and outdoors, occasionally in cold or inclement weather. The
employee may be exposed to dust, dirt, grease, noise, and machinery with moving parts.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Ability to read, write and perform mathematical calculations at a level commonly associated with the
completion of high school or equivalent.
• No experience requirements.

139
Leisure Services Summer Camp Coordinator LS/5
Leisure Services

JOB SUMMARY

This is a seasonal part time position. Summer Camp Coordinator is responsible for planning, leading, and
implementing core and non-core programs and experiences for children and counselors in a small and
large camp group setting. They will also be responsible for the general safety and development, growth, and
skill achievement of the participants and counselors. Along with keeping camp clean, organized, prepared for
daily, weekly activities, assisting Program Assistant and Director of Leisure Services with daily/weekly summer
camp payments/registration.

MAJOR DUTIES

• Assist with planning all summer camp field trips.

• Assist with food program daily operation and paper work.
• Assist with creating and passing out all weekly newsletters.
• Assist with counselor’s daily agendas.
• Assist with counselor training and implementation of daily and weekly activities.
• Supervise all summer camp children! Never leave children unsupervised or out of ratio of adult to child per
Georgia Law.
• Set up and take down sun-rise or sun set daily activities.
• Assist in daily parent drop off and pick up sign in and out forms.
• Assist counselors in keeping notebooks updated weekly on new children attending and children leaving.
• Assist in keeping counselors first aid kits fully stocked.
• Know if a child has health challenges by reading each child’s registration forms.
• Sing, dance and be fun, yet stern and reliable around the kids.
• You will eat lunch when the kids eat lunch and have a snack while they are snacking.
• Assist in keeping up parent information board in front lobby daily and weekly.
• Assist counselors in separating all kids into groups daily and hourly.
• Assist in cleaning up all activities and games that were used hourly/daily.
• Assist in cleaning all bathrooms, snack area, gym, and lobby daily.
• Write incident reports on all accidents or incidents.
• Assist in keeping track of all children’s write ups and discuss with parents at pick up or drop off.
• Assist with making sure all children have proper lunch, sun screen, etc.
• Make sure you have a registration form on all children in your group.
• Bus and van checks after all field trips or transportation to and from parks.
• Assist with monitoring of parent pick up from participant’s pick-up authorization forms. (Checking ID)

KNOWLEDGE REQUIRED BY THE POSITION

• Skill in the provision of public relation and customer service.

• Knowledge of department policies, camp rules and regulations.
• Knowledge of computer and job-related software programs.
• Skills in written and oral communication.
• Camp group games for large and small groups, arts and crafts, music songs and dance.
• Ability to work with co-workers, participants and participants parents in a professional manner.

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 Leisure Services Summer Camp Coordinator, Leisure Services
Page 2

SUPERVISORY CONTROLS

The Director of Leisure Services assigns work in terms of general instructions. The supervisor spot-checks
completed work for compliance with procedures, accuracy, and the nature and propriety of the results.

GUIDELINES

Guidelines include department policies and procedures. These guidelines are generally clear and specific, but
may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related camp program event and field trips duties.
• The purpose of this position is to participate in the camp program and camp event coordination and
implementation for our Leisure Services summer camp. Success in this summer camp counselor position
contributes to a safe, well maintained, attractive, well managed activities or participant and quality summer
camp for area residents of all ages.
CONTACTS

• Contacts are typically with co-workers, other city employees, vendors, volunteers, school officials, residents,
community leaders and members of the public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• Ability to work outside, ability to stand for long periods of time, ability to bend, crouch, walk, lift at least 40
pounds.
• The work is typically performed in a gym, outside, in a park or on sports fields.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Attending college or college prep.

• High school diploma or GED equivalent
• Valid driver’s license
• At least one-year experience in recreation or youth activities.
• Enough experience to understand the basic principle relevant to the major duties of the position.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Basic knowledge of camp activities and functions.

141
Leisure Services Summer Camp Counselor LS/6
Leisure Services

JOB SUMMARY

This is a seasonal part time position. Summer Camp Counselor responsible for planning, leading, and implementing
core and non-core programs and experiences for children in a small group setting. They will also be responsible for
the general safety and development, growth, and skill achievement of the participants in his/her group. Along with
keeping camp clean, organized and prepared for daily and weekly activities.

MAJOR DUTIES

• Supervise all summer camp children! Never leave children unsupervised or out of ratio of adult to child per
Georgia Law.
• Organize and instruct all games, arts and craft activities in your group. Know what the activities and field trips
are for the week.
• Set up and take the lead in sun-rise or sun set daily activities.
• Assist in daily parent drop off and pick up sign in and out forms.
• Keep your notebooks updated weekly on new children attending and children leaving.
• Assist in keeping your first aid kits fully stocked.
• Assist in distribution of daily breakfast and lunch to participants.
• Know if a child has health challenges by reading each child’s registration forms.
• Sing, dance and be fun, yet stern and reliable around the kids.
• You will eat lunch when the kids eat lunch and have a snack while they are snacking.
• Assist in keeping up parent information board in front lobby daily and weekly.
• Separate all kids into groups daily and hourly.
• Assist in cleaning up all activities and games that were used hourly/daily.
• Assist in cleaning all bathrooms, snack area, gym, and lobby daily.
• Assist with passing out all weekly newsletters.
• Write incident reports on all accidents or incidents.
• Assist in keeping track of all children’s write ups and discuss with parents at pick up or drop off.
• Assist with making sure all children have proper lunch, sun screen, etc.
• Make sure you have a registration form on all children in your group.
• Bus and van checks after all field trips or transportation to and from parks.
• Assist with monitoring of parent pick up from participant’s pick-up authorization forms. (Checking ID)

KNOWLEDGE REQUIRED BY THE POSITION

• Skill in the provision of public relation and customer service.

• Knowledge of department policies, camp rules and regulations.
• Knowledge of computer and job-related software programs.
• Skills in written and oral communication.
• Camp group games for large and small groups, arts and crafts, music songs and dance.
• Ability to work with co-workers, participants and participants parents in a professional manner.

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 Leisure Services Summer Camp Counselor, Leisure Services
Page 2

SUPERVISORY CONTROLS

The Director of Leisure Services assigns work in terms of general instructions. The supervisor spot-checks
completed work for compliance with procedures, accuracy, and the nature and propriety of the results.

GUIDELINES

Guidelines include department policies and procedures. These guidelines are generally clear and specific, but
may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related camp program, event and field trips duties.
• The purpose of this position is to participate in the camp program and camp event coordination and
implementation for our Leisure Services camp. Success in this summer camp counselor position contributes
to a safe, well maintained, attractive, well managed activities or participant and quality summer camp for area
residents of all ages.

CONTACTS

• Contacts are typically with co-workers, other city employees, vendors, volunteers, school officials, residents,
community leaders and members of the public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• Ability to work outside, ability to stand for long periods of time, ability to bend, crouch, walk, lift at least 40
pounds.
• The work is typically performed in a gym, outside, in a park or on sports fields.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Attending college or college prep.

• High school diploma or GED equivalent.
• Valid driver’s license.
• At least one-year experience in recreation or youth activities.
• Enough experience to understand the basic principle relevant to the major duties of the position.
• Possession of or ability to readily obtain a valid driver’s license by the State of Georgia for the type of vehicle
operated.
• Basic knowledge of camp activities and functions.

143
Police Chief PD/1
Police

JOB SUMMARY

This position is responsible for directing the city's public safety operations.

MAJOR DUTIES

• Responds to emergency fire and police calls.

• Prepares annual department budgets and controls the expenditure of departmental operations.
• Develops and implements department policies and procedures.
• Directs traffic enforcement operations.
• Develops and implements community and crime prevention programs.
• Attends meetings and public gatherings to explain the activities and functions of the department.
• Supervises and participates in the training of firefighting methods and procedures.
• Assigns, directs, supervises, evaluates and disciplines personnel.
• Develops and implements department long- and short-term plans.
• Enforces department policies and procedures.
• Directs the maintenance of department vehicles and equipment.
• Conducts weekly staff meetings.
• Resolves citizen questions, complaints and concerns.
• Attends City Council meetings.
• Attends professional conferences.
• Supervises the city's code enforcement operations.
• Prepares required reports.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of modern law enforcement principles and practices.

• Knowledge of modern fire administration methods.
• Knowledge of relevant local, state and federal laws.
• Knowledge of vehicle and equipment operation and maintenance.
• Knowledge of city policies and procedures, including purchasing and budgeting procedures.
• Skill in supervision and management.
• Skill in the use of computers and job-related software programs.
• Skill in the training and supervision of personnel.
• Skill in the completion of accurate and timely reports.
• Skill in the use of such office equipment as a computer, calculator, copier, and facsimile machine.
• Skill in interpersonal relations.

SUPERVISORY CONTROLS

The City Manager assigns work in terms of department goals and objectives. The supervisor reviews work through
conferences, reports, and observation of department activities.

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 Police Chief, Police
Page 2
GUIDELINES

Guidelines include city policies and procedures, department standard operating procedures, city ordinances, and
relevant state and federal laws. These guidelines require judgment, selection and interpretation in application. This
position develops department guidelines.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied planning, management, and supervisory duties. The variety of tasks to be performed
contributes to the complexity of the position.
• The purpose of this position is to direct the public safety operations of the City of Port Wentworth. Success in
this position contributes to the safety of residents and visitors and to the enforcement of local, state and federal
laws, codes and ordinances.

CONTACTS

• Contacts are typically with co-workers, vendors, elected and appointed officials, community leaders, and
members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, or stooping.
The employee occasionally lifts light and heavy objects, uses tools or equipment requiring a high degree of
dexterity, utilizes the sense of smell, and distinguishes between shades of color.
• The work is typically performed in an office and outdoors, occasionally in cold or inclement weather. Work
requires the use of protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over all police and fire personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with the completion of a baccalaureate degree in a
course of study related to the occupational field.
• Experience sufficient to thoroughly understand the diverse objectives and functions of the subunits in the
division/department in order to direct and coordinate work within the division/department, usually interpreted to
require three to five years of related experience.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.
• Ability to meet current requirements set forth by the National Fire Protection Association and the Georgia
Firefighter Standards and Training Act.

145
Police Major PD/2
Police

JOB SUMMARY

This position is responsible for assisting the Police Chief in the management, supervision and deployment of the
Police Department, including planning, operational and personnel activities.

MAJOR DUTIES

• Manages the personnel functions of the Police Department; oversees the work of subordinate supervisors of
sworn and civilian staff; maintains accurate personnel and training records and prepares and reviews reports
of employee injuries; interviews, hires, promotes, disciplines and discharges employees; approves necessary
training and assures employees have the resources needed to perform job duties; investigates complaints
against department personnel and documents findings; formulates policies and procedures, assesses
effectiveness, and implements changes as needed.
• Assists the Police Chief in preparing, defending and administering the departmental budget; seeks alternative
funding to supplement budget.
• Identifies and obtains needed supplies and equipment and ensures their proper inventory, repair and
maintenance.
• Performs a variety of public relations duties including directing news releases; represents the city and the
department at meetings and functions.
• Communicates with City Manager and elected officials; coordinates with other city department heads and
other individuals as needed for various work activities.
• Supervises court functions.
• Performs law enforcement and traffic control duties in the field.
• Attends appropriate training.
• Ensures safe transport and deposit of city funds into various financial institutions.
• Handles complaints from the general public.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of law enforcement administration.

• Knowledge of civil and criminal processes.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of budget development and management principles.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in preparing and administering budgets.
• Skill in oral and written communication.

146
 Police Major, Police
Page 2

SUPERVISORY CONTROLS

The Police Chief assigns work in terms of department goals and objectives. The supervisor reviews work through
conferences, reports, and observation of department activities.

GUIDELINES

Guidelines include the police policy manual and local, state and federal laws. These guidelines require judgment,
selection and interpretation in application. This position develops department guidelines.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied law enforcement, management and supervisory duties. The variety of tasks to be
performed contributes to the complexity of the position.
• The purpose of this position is to direct the operations of the Police Department. Success in this position
contributes to the efficiency and effectiveness of agency operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, elected and appointed official, court personnel,
inmates, perpetrators, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while intermittently sitting, standing, or stooping. The employee occasionally
lifts light and heavy objects, uses tools or equipment requiring a high degree of dexterity, utilizes the sense of
smell, and distinguishes between shades of color.
• The work is typically performed in an office and in the field. The employee may be exposed to noise, dust, dirt,
grease, contagious or infectious diseases, irritating chemicals, and occasional cold or inclement weather. Work
requires the use of protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over department personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with the completion of a baccalaureate degree in a
course of study related to the occupational field.
• Experience sufficient to thoroughly understand the diverse objectives and functions of the subunits in the
division/department in order to direct and coordinate work within the division/department, usually interpreted
to require three to five years of related experience.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

147
Police Captain PD/3
Police

JOB SUMMARY

This position is responsible for the assisting in directing the day-to-day operations of the Police Department and
for overseeing and managing the operations of the Patrol, Traffic and Administration divisions of the department.

MAJOR DUTIES

• Oversees and manages department training; develops lesson plans and implements policy training, firearms
training, emergency vehicle operation training, speed detection training, and in-service training.
• Makes shift assignments and writes general orders and policy.
• Responds to internal and external complaints; completes internal affairs investigations; investigates policy
violations; recommends disciplinary actions.
• Assists with Municipal Court; supervises court security; ensures officers are present for court testimony;
coordinates prisoner transport to and from court.
• Responds to calls for police and medical services; prepares and writes police reports; enforces criminal and
traffic laws; stops traffic violators and issues citations; places subjects under arrest; plans traffic enforcement
operations during holiday periods.
• Assists the Chief of Police in the implementation of department goals and policies; performs the duties of the
Chief as assigned in his or her absence.
• Acts as a liaison between city officials and the department and with other city, county and state agencies.
• Serves as the department’s Public Information Officer; processes requests for information and interviews.
• Assists in the management of the department budget; supervises grant funds; places orders for equipment
and uniform; ensures proper payment is made to contractors.
• Assists in completing follow-up investigations and in processing crime and accident scenes.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of law enforcement administration.

• Knowledge of civil and criminal processes.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in preparing and administering budgets.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Police Major assigns work in terms of division goals and objectives. The supervisor reviews work through
conferences, reports, and observation of division activities.
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 Police Captain, Police
Page 2

GUIDELINES

Guidelines include local, state and federal laws as well as department policies and procedures. These guidelines
require judgment, selection and interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied law enforcement, management and supervisory duties. The variety of tasks to be
performed contributes to the complexity of the position.
• The purpose of this position is to assist in directing the operations of the Police Department. Success in this
position contributes to the efficiency and effectiveness of agency operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, elected and appointed official, court personnel,
inmates, perpetrators, representatives of other law enforcement agencies, and members of the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while intermittently sitting, standing, stooping, bending, crouching or walking.
The employee occasionally lifts light and heavy objects, climbs ladders, uses tools or equipment requiring a
high degree of dexterity, utilizes the sense of smell, and distinguishes between shades of color.
• The work is typically performed in an office and in the field. The employee may be exposed to noise, dust, dirt,
grease, machinery with moving parts, contagious or infectious diseases, irritating chemicals, and occasional
inclement weather. Work requires the use of protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over assigned personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

149
Police Lieutenant PD/4
Police

JOB SUMMARY

This position is responsible for assisting in the management of department operations and for the enforcement of
city codes and ordinances.

MAJOR DUTIES

• Receives complaints and reports on code violations, violations of city ordinances, the International Property
Maintenance Code, and Georgia Title 41 regulations; responds to issues pertaining to health, safety and welfare
violations on public and private property.
• Applies Georgia Title 41 procedures to condemn property or structures; orders the boarding up of structures,
abates nuisance violations; submits reports to the court for hearings; prepares case files and testifies in court;
hears and answers appeals to complaint and violation notices; assists in filing liens on property.
• Patrols streets and issues courtesy notices, subpoenas or citations as appropriate.
• Prepares reports of calls received and enters data into computerized database; completes inspection
worksheets and narrative reports; updates case files.
• Assists patrol units with patrol, traffic assistance or direction, traffic law enforcement and arrests as needed.
• Assists building inspectors and public works personnel by responding to city ordinance violations; issues and
enforces notices by court order or citations; maintains related records and reports.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of city codes and ordinances.

• Knowledge of civil and criminal processes.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of computers and job-related software programs.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Major assigns work in terms of very general instructions. The supervisor spot-checks completed work for
compliance with procedures and the nature and propriety of the final results.

GUIDELINES

Guidelines include city codes and ordinances, department policies and procedures, and local, state and federal
laws. These guidelines require judgment, selection and interpretation in application.

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 Police Lieutenant, Police
Page 2
COMPLEXITY/SCOPE OF WORK

• The work consists of varied code enforcement and law enforcement duties. The variety of tasks to be
performed contributes to the complexity of the position.
• The purpose of this position is to enforce city codes and ordinances. Success in this position contributes to
the safety of city residents and visitors.

CONTACTS

• Contacts are typically with co-workers, other city employees, court personnel, complainants and witnesses,
property owners, building inspectors, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, or
stooping. The employee occasionally lifts light objects.
• The work is typically performed in an office and outdoors. Work requires the use of protective devices such as
masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

151
Police Sergeant PD/5
Police

JOB SUMMARY

This position is responsible for supervising and participating in the work of a shift of patrol officers engaged in the
enforcement of local, state and federal laws.

MAJOR DUTIES

• Organizes, assigns, and directs the work of an assigned shift of patrol officers.
• Monitors radio communication and gives instructions by radio as necessary; assigns additional resources.
• Trains, assigns, directs, supervises and evaluates assigned personnel.
• Reviews patrol officer reports for accuracy and completeness.
• Maintains inventory of assigned vehicles and equipment; issues equipment to officers; coordinates the
maintenance and repair of equipment.
• Inspects vehicles, equipment and uniforms.
• Directs the booking and care of prisoners.
• Responds to routine and emergency calls for service.
• Directs traffic, including the regulation of vehicle flow during emergency situations.
• Attends fire scenes to control traffic and protect life and property.
• Obtains and serves search and criminal warrants; apprehends and arrests suspects.
• Interviews complainants, witnesses, victims, suspects and informants.
• Attends required training sessions.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of law enforcement administration.

• Knowledge of civil and criminal processes.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Police Captain assigns work in terms of very general instructions. The supervisor spot-checks completed
work for compliance with procedures and the nature and propriety of the final results.

GUIDELINES

Guidelines include local, state and federal laws as well as department policies and procedures. These guidelines
require judgment, selection and interpretation in application.
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 Police Sergeant, Police
Page 2

COMPLEXITY/SCOPE OF WORK

• The work consists of varied law enforcement and supervisory duties. The variety of tasks to be performed
contributes to the complexity of the position.
• The purpose of this position is to supervise and participate in the work of a shift of patrol officers. Success in
this position contributes to the efficiency and effectiveness of agency operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, court personnel, inmates, perpetrators,
representatives of other law enforcement agencies, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee occasionally lifts light and heavy objects, uses tools or equipment
requiring a high degree of dexterity, and distinguishes between shades of color.
• The work is typically performed in an office. Work requires the use of protective devices such as masks, goggles,
gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over assigned personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

153
Police Sergeant - CID PD/6
Police

JOB SUMMARY

This position is responsible for supervising the department’s criminal investigation activities, including the
collection and preservation of evidence at crime scenes.

MAJOR DUTIES

• Organizes, assigns, and directs the work of the criminal investigations section of the department.
• Participates in the preparation and administration of annual budgets; submits budget requests; monitors
expenditures.
• Oversees criminal investigations.
• Directs the collection and preservation of evidence at crime scenes.
• Trains, assigns, directs, supervises and evaluates assigned personnel.
• Reviews reports of junior officers for accuracy and completeness.
• Obtains and serves search and criminal warrants; apprehends and arrests suspects.
• Interviews complainants, witnesses, victims, suspects and informants.
• Attends required training sessions.
• Completes required reports.
• Performs the duties of a Police Officer as needed.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of law enforcement administration.

• Knowledge of criminal investigation procedures.
• Knowledge of civil and criminal processes.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Police Major assigns work in terms of very general instructions. The supervisor spot-checks completed work
for compliance with procedures and the nature and propriety of the final results.

GUIDELINES

Guidelines include local, state and federal laws as well as department policies and procedures. These guidelines
require judgment, selection and interpretation in application.

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COMPLEXITY/SCOPE OF WORK

• The work consists of varied investigative, law enforcement and supervisory duties. The variety of tasks to be
performed contributes to the complexity of the position.
• The purpose of this position is to supervise and participate in criminal investigations. Success in this position
contributes to the successful apprehension of suspects and the successful prosecution of crimes.

CONTACTS

• Contacts are typically with co-workers, other city employees, court personnel, victims, witnesses,
perpetrators, representatives of other law enforcement agencies, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee occasionally lifts light and heavy objects, uses tools or equipment
requiring a high degree of dexterity, and distinguishes between shades of color.
• The work is typically performed in an office. Work requires the use of protective devices such as masks, goggles,
gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over assigned personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

155
Police Sergeant – Code Enforcement PD/7
Police

JOB SUMMARY

This position is responsible for supervising and participating in the work of a shift of patrol officers engaged in the
enforcement of local, state and federal laws and for enforcing city codes and ordinances.

MAJOR DUTIES

• Organizes, assigns, and directs the work of an assigned shift of patrol officers.
• Monitors radio communication and gives instructions by radio as necessary; assigns additional resources.
• Trains, assigns, directs, supervises and evaluates assigned personnel.
• Reviews patrol officer reports for accuracy and completeness.
• Maintains inventory of assigned vehicles and equipment; issues equipment to officers; coordinates the
maintenance and repair of equipment.
• Inspects vehicles, equipment and uniforms.
• Directs the booking and care of prisoners.
• Responds to routine and emergency calls for service.
• Directs traffic, including the regulation of vehicle flow during emergency situations.
• Attends fire scenes to control traffic and protect life and property.
• Obtains and serves search and criminal warrants; apprehends and arrests suspects.
• Interviews complainants, witnesses, victims, suspects and informants.
• Attends required training sessions.
• Receives complaints of violations of city ordinances, the International Property Maintenance Code, and Georgia
Title 41 regulations; responds to matters pertaining to health, safety and welfare, and quality of life issues;
inspects property and structures; issues abatement orders, stop work orders, condemnation orders, and
demolition orders.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of law enforcement administration.

• Knowledge of civil and criminal processes.
• Knowledge of code enforcement principles and practices.
• Knowledge of code enforcement inspection principles.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Police Major assigns work in terms of very general instructions. The supervisor spot-checks completed work
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for compliance with procedures and the nature and propriety of the final results.

GUIDELINES

Guidelines include local, state and federal laws, city codes, the International Property Maintenance Code, Georgia
Title 41 regulations, and department policies and procedures. These guidelines require judgment, selection and
interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied law enforcement, code enforcement and supervisory duties. The variety of tasks to
be performed contributes to the complexity of the position.
• The purpose of this position is to supervise and participate in the work of a shift of patrol officers and to enforce
city codes and ordinances. Success in this position contributes to the efficiency and effectiveness of agency
operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, court personnel, inmates, perpetrators,
representatives of other law enforcement agencies, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee occasionally lifts light and heavy objects, uses tools or equipment
requiring a high degree of dexterity, and distinguishes between shades of color.
• The work is typically performed in an office. Work requires the use of protective devices such as masks, goggles,
gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over assigned personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

157
Police Sergeant – Certification PD/8
Police

JOB SUMMARY

This position is responsible for coordinating certification activities assigned by the Police Chief.

MAJOR DUTIES

• Receives assignments and sets work priorities to meet deadlines and ensure efficiency and effectiveness.
• Reviews a variety of complex and technical issues related to law enforcement standards and certification
processes.
• Meets regularly with the Director and other key employees to identify needs and report progress.
• Assists in the identification and development of new programs, systems, procedures, or equipment to improve
department performance and ensure compliance with applicable certification standards.
• Serves as the liaison to the Georgia Association of Chiefs of Police for all certification matters.
• Represents the department at Georgia Police Accreditation Coalition meetings.
• Remains informed of proposed changes or amendments to certification standards; assesses the impact of
changes on current department policies and procedures.
• Provides certification training for agency employees.
• Drafts new written directives or assigns projects to other that achieve certification objectives.
• Maintains master and archive files for agency written directives.
• Maintains State Certification Status Report files.
• Assists in the preparation of written directives by analyzing the impact of newly proposed procedures on the
certification process.
• Interprets state certification standards and makes recommendations to achieve compliance.
• Generates and maintains files to demonstrate compliance.
• Manages state certification processes.
• Assists in developing, maintaining and updating the Department Standard Operations Manual.
• Assists in developing, maintaining, and updating the Department Hurricane Plan.
• Assists in developing, maintaining and updating the Department Job Description Manual.
• Distributes manuals and directives to appropriate personnel.
• Manages and updates the personnel management system; tracks personnel position assignments and
personnel actions.
• Provides technical assistance to other departmental units, including developing operational forms, graphic
designs, etc.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of law enforcement administration.

• Knowledge of civil and criminal processes.
• Knowledge of records management principles.
• Knowledge of law enforcement certification standards.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of supervisory principles and practices.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
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• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of reports, presentations and correspondence.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Police Chief assigns work in terms of very general instructions. The supervisor spot-checks completed work for
compliance with procedures and the nature and propriety of the final results.

GUIDELINES

Guidelines include certification standards and guidelines and department policies and procedures. These
guidelines require judgment, selection and interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied law enforcement, certification management, and supervisory duties. The variety
of tasks to be performed contributes to the complexity of the position.
• The purpose of this position is to coordinate the department's certification processes and procedures.
Success in this position contributes to the efficiency and effectiveness of agency operations.

CONTACTS

• Contacts are typically with co-workers, other city personnel, representatives of other law enforcement agencies,
representatives of the Georgia Law Enforcement Certification Program, representatives of the Georgia
Association of Chiefs of Police, representatives of the Georgia Police Accreditation Coalition, and members of
the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee occasionally lifts light and heavy objects, uses tools or equipment
requiring a high degree of dexterity, and distinguishes between shades of color.
• The work is typically performed in an office. Work requires the use of protective devices such as masks, goggles,
gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has functional supervision over assigned personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

159
Police Sergeant – Training PD/9
Police

JOB SUMMARY

This position is responsible for the management and supervision of department equipment, for the implementation
of firearms training for all sworn personnel, and for the coordination of the employee hiring process.

MAJOR DUTIES

• Manages department supplies by storing and maintaining forms and paper products, uniforms, and other
equipment; monitors the department of needed supplies and equipment.
• Manages and coordinates department purchasing by receiving and evaluating requisition orders, locating
vendors, and coordinating purchases.
• Serves as armorer for the department; maintains weapons, ammunition, and weapon cleaning equipment and
supplies.
• Serves as Range Master; provides firing range with equipment, munitions, and firearms instructions.
• Monitors and supervises personnel assigned to firing range duties.
• Supervises the work of inmate work details.
• Assigns equipment to department personnel and maintains related records.
• Coordinates with the city garage or outside vendors for the repair and installation of equipment on department
vehicles.
• Coordinates the hiring process; post job vacancies; accepts and reviews applications; coordinates and
schedules tests; forwards qualified candidates to the Director.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of law enforcement administration.

• Knowledge of civil and criminal processes.
• Knowledge of records management principles.
• Knowledge of department and city purchasing policies and procedures
• Knowledge of employee training principles.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of supervisory principles and practices.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of reports, presentations and correspondence.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Police Chief assigns work in terms of very general instructions. The supervisor spot-checks completed work for
compliance with procedures and the nature and propriety of the final results.

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GUIDELINES

Guidelines include state and federal laws, city ordinances, department policies and procedures, and standard
operating procedures for equipment and supply management, weapon maintenance, and general equipment
installation and repair. These guidelines require judgment, selection and interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied law enforcement, purchasing, inventory management, training, and supervisory
duties. The variety of tasks to be performed contributes to the complexity of the position.
• The purpose of this position is to coordinate the department's purchasing, firing range, and hiring processes.
Success in this position contributes to the efficiency and effectiveness of agency operations.

CONTACTS

• Contacts are typically with co-workers, other city personnel, representatives of other law enforcement
agencies, vendors, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee occasionally lifts light and heavy objects, uses tools or equipment
requiring a high degree of dexterity, and distinguishes between shades of color.
• The work is typically performed in an office. Work requires the use of protective devices such as masks, goggles,
gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has functional supervision over assigned personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

161
Administrative Services Supervisor PD/10
Police

JOB SUMMARY

This position is responsible for directing the day-to-day operations of the Municipal Court as well as the
administrative operations of the Police Department.

MAJOR DUTIES

• Directs the day-to-day administrative operations of the department, including dispatching and records
management operations.
• Supervises civilian and sworn personnel as it pertains to court proceedings and related required
documentation, including court dockets, citations, reports, and GCIC/NCIC paperwork and requirements.
• Serves as the Terminal Agency Coordinator for the department; enters and retrieves data; coordinates
training for department personnel; validates records monthly.
• Answers telephone; processes routine and emergency radio traffic.
• Ensures that court dockets are complete and that citations are in order.
• Balances court cash drawers and deposits.
• Generates purchase orders for payments; ensures invoices are properly paid.
• Assists the Police Chief in preparing and maintaining the department budget.
• Reviews time cards for accuracy and completeness.
• Compiles regular reports.
• Ensures cash bonds are signed and processed.
• Types and processes warrants.
• Enters dispositions on criminal cases and drivers’ histories.
• Prepares correspondence for the Chief of Police.
• Prepares and processes expungements.
• Lifts suspensions on driver’s licenses.
• Orders office supplies.
• Directs the maintenance of office equipment.
• Processes invoices
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of municipal court operations and procedures.

• Knowledge of job-related legal documents.
• Knowledge of budget management principles.
• Knowledge of computers and job-related software programs.
• Knowledge of modern office practices.
• Skill in the training and supervision of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.
• Skill in taking notes and organizing information.

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Page 2
SUPERVISORY CONTROLS

The Police Chief assigns work in terms of general instructions. The supervisor spot-checks completed work for
compliance with procedures, accuracy, and the nature and propriety of the final results. The Chief Judge of the
Municipal Court of Port Wentworth assigns court-related work in terms of general instructions.

GUIDELINES

Guidelines include GCIC and NCIC rules and regulations, the Georgia Traffic Code, bond procedures, department
policies and procedures, and local, state and federal laws. These guidelines require judgment, selection and
interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied administrative and supervisory duties. Frequent interruptions contribute to the
complexity of the position.
• The purpose of this position is to manage the day-to-day operations of Municipal Court and to direct the
administrative functions of the department. Success in this position contributes to the efficiency and
effectiveness of court and department operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, judges, attorneys, defendants, and members of
the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while intermittently sitting, standing, or stooping. The employee occasionally
lifts light and heavy objects and climbs ladders.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over Court and Police Clerk (3).

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
• Possession of or ability to readily obtain GCIC/NCIC certification.

163
Police Corporal PD/11
Police

JOB SUMMARY

This position is responsible for supervising and participating in the enforcement of local, state and federal laws.

MAJOR DUTIES

• Responds to routine and emergency calls for service.

• Monitors traffic violators and issues citations or warnings.
• Responds to traffic accidents.
• Monitors the activities of subordinate officers as assigned.
• Assists in the operation of Municipal Court.
• Assists in the training of junior officers.
• Acts as Shift Supervisor in the absence of the Sergeant.
• Directs traffic, including the regulation of vehicle flow during emergency situations.
• Attends fire scenes to control traffic and protect life and property.
• Obtains and serves search and criminal warrants; apprehends and arrests suspects.
• Interviews complainants, witnesses, victims, suspects and informants.
• Attends required training sessions.
• Participates in narcotics investigations as assigned.
• Performs commercial vehicle enforcement duties as assigned.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of law enforcement administration.

• Knowledge of civil and criminal processes.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Police Sergeant assigns work in terms of general instructions. The supervisor spot-checks completed work
for compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include local, state and federal laws as well as department policies and procedures. These guidelines
require judgment, selection and interpretation in application.

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 Police Corporal, Police
Page 2
COMPLEXITY/SCOPE OF WORK

• The work consists of varied law enforcement and supervisory duties. The variety of tasks to be performed
contributes to the complexity of the position.
• The purpose of this position is to supervise and participate in the enforcement of local, state and federal laws.
Success in this position contributes to the efficiency and effectiveness of agency operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, court personnel, inmates, perpetrators,
representatives of other law enforcement agencies, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee occasionally lifts light and heavy objects, uses tools or equipment
requiring a high degree of dexterity, and distinguishes between shades of color.
• The work is typically performed in an office. Work requires the use of protective devices such as masks, goggles,
gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over assigned personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

165
Police Corporal - CID PD/12
Police

JOB SUMMARY

This position is responsible for participating in criminal investigations, including the collection and preservation of
evidence at crime scenes.

MAJOR DUTIES

• Conducts follow-up investigations into reports of criminal activities.

• Responds to and documents crime scenes.
• Identifies and collects forensic evidence from crime scenes.
• Manages the storage, documentation and testing of all physical evidence.
• Prepares investigate reports and compiles criminal case files to be presented to the District Attorney’s Office.
• Interviews and interrogates suspects, witnesses and victims.
• Maintains inventory of forensic testing supplies.
• Conducts scientific testing to determine the presence of marijuana in suspected samples.
• Transports case files to the District Attorney’s Office for the Municipal Court Clerk.
• Transports physical evidence to the GBI crime lab for testing.
• Prepares copies of video evidence for court or other proceedings.
• Coordinates and ensures the proper disposal of all physical evidence as appropriate.
• Responds to after-hours crime scenes as needed.
• Maintains the department’s video surveillance system.
• Prepares arrest warrants; apprehends fugitives.
• Testifies in court.
• Participates in required training.
• Performs the duties of a Police Officer as needed.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of criminal investigation procedures.

• Knowledge of civil and criminal processes.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of computers and job-related software programs.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Sergeant - CID assigns work in terms of general instructions. The supervisor spot-checks completed work for
compliance with procedures, accuracy, and the nature and propriety of the final results.

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 Police Corporal - CID, Police
Page 2
GUIDELINES

Guidelines include local, state and federal laws as well as department policies and procedures. These guidelines
require judgment, selection and interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied investigative and law enforcement duties. The variety of tasks to be performed
contributes to the complexity of the position.
• The purpose of this position is to participate in criminal investigations. Success in this position contributes to
the successful apprehension of suspects and the successful prosecution of crimes.

CONTACTS

• Contacts are typically with co-workers, other city employees, court personnel, victims, witnesses,
perpetrators, representatives of other law enforcement agencies, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee occasionally lifts light and heavy objects, uses tools or equipment
requiring a high degree of dexterity, and distinguishes between shades of color.
• The work is typically performed in an office. Work requires the use of protective devices such as masks, goggles,
gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

167
Police Corporal – Community Oriented Policing (COP) PD/13
Police

JOB SUMMARY

This position is responsible for maintaining effective community relations in Port Wentworth and for serving as a
contact between the community and the Police Department. This position is also responsible for supervising and
participating in the enforcement of local, state and federal laws.

MAJOR DUTIES

• Prepares and delivers presentations to civic, religious and community groups.

• Patrols on foot, on bicycle, and by vehicle.
• Prepares and maintains records and reports related to public and civic group meetings attended.
• Attends meetings, conferences and ceremonies as a representative of the department.
• Serves as a liaison between the community and the department.
• Responds to routine and emergency calls for service.
• Monitors traffic violators and issues citations or warnings.
• Responds to traffic accidents.
• Monitors the activities of subordinate officers as assigned.
• Assists in the training of junior officers.
• Directs traffic, including the regulation of vehicle flow during emergency situations.
• Attends fire scenes to control traffic and protect life and property.
• Obtains and serves search and criminal warrants; apprehends and arrests suspects.
• Interviews complainants, witnesses, victims, suspects and informants.
• Attends required training sessions.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of law enforcement administration.

• Knowledge of civil and criminal processes.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of community oriented policing standards and practices.
• Knowledge of city streets and geography.
• Knowledge of supervisory principles and practices.
• Knowledge of computers and job-related software programs.
• Skill in the use of firearms and restraint equipment.
• Skill in preparing a variety of regular and special reports.
• Skill in making presentations.
• Skill in operating emergency vehicles.
• Skill in planning, organizing, directing and coordinating the work of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Police Major assigns work in terms of general instructions. The supervisor spot-checks completed work for
compliance with procedures, accuracy, and the nature and propriety of the final results.
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 Police Corporal - COP, Police
Page 2

GUIDELINES

Guidelines include local, state and federal laws as well as department policies and procedures. These guidelines
require judgment, selection and interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied community relations, law enforcement and supervisory duties. The variety of tasks
to be performed contributes to the complexity of the position.
• The purpose of this position is to serves as a liaison between the department and the community and to
supervise and participate in the enforcement of local, state and federal laws. Success in this position contributes
to the efficiency and effectiveness of agency operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, representatives of community groups, elected and
appointed officials, business leaders, court personnel, inmates, perpetrators, representatives of other law
enforcement agencies, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping,
bending, crouching or walking. The employee occasionally lifts light and heavy objects, uses tools or equipment
requiring a high degree of dexterity, and distinguishes between shades of color.
• The work is typically performed in an office. Work requires the use of protective devices such as masks, goggles,
gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over assigned personnel.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Experience sufficient to thoroughly understand the work of subordinate positions to be able to answer
questions and resolve problems, usually associated with one to three years experience or service.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

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Police Officer PD/14
Police

JOB SUMMARY

This position is responsible for the enforcement of local, state and federal laws. An incumbent in this position may
be designated “Advanced Police Officer.”

MAJOR DUTIES

• Patrols the city to detect and deter crime.

• Responds to calls for service.
• Prepares required reports.
• Investigates automobile accidents; prepares accident reports.
• Secures crime scenes and collects evidence.
• Obtains and serves search and criminal warrants; apprehends and arrests suspects.
• Transports prisoners to court and other locations.
• Interviews complainants, witnesses, victims, suspects and informants.
• Attends required training sessions.
• Testifies in court.
• Assists in the operations of Municipal Court; provides court security.
• Serves as a K9 Officer as assigned.
• Maintains assigned vehicles and equipment.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of civil and criminal processes.

• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of computers and job-related software programs.
• Knowledge of federal, state and local laws, departmental policies and procedures, and federal, state and local
laws.
• Knowledge of the boundaries and geography of the city.
• Knowledge of criminal investigation methods, practices and equipment.
• Skill in the use of firearms, communications equipment, and other standard and specialized equipment.
• Skill in operating emergency vehicles.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Sergeant assigns work in terms of general instructions. The supervisor spot-checks completed work for
compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include department policies and procedures and local, state and federal laws. These guidelines are
generally clear and specific, but may require some interpretation in application.
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COMPLEXITY/SCOPE OF WORK

• The work consists of related law enforcement duties. Potentially life-threatening situations contribute to the
complexity of the position.
• The purpose of this position is to patrol the city to detect and deter crime and to provide support for other
operations of the department. Success in this position contributes to the safety and well-being of area citizens
and their property.

CONTACTS

• Contacts are typically with co-workers, other city employees, court personnel, perpetrators, and members of
the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems, or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping
or walking. The employee occasionally lifts light objects, uses tools or equipment requiring a high degree of
dexterity, and distinguishes between shades of color.
• The work is typically performed in an office and outdoors, occasionally in cold or inclement weather. Work
requires the use of protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Ability to read, write and perform mathematical calculations at a level commonly associated with the
completion of high school or equivalent.
• No experience requirements.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.

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Police Officer Recruit PD/15
Police

JOB SUMMARY

Under supervision, attends a Peace Officer Standards and Training (P.O.S.T.) certified Basic Recruit Academy and
trains with assigned personnel to provide direct public safety services to the citizens of the City of Port Wentworth to
ensure the enforcement of all Federal, State, and local laws and ordinances. This is an entry level position without
peace officer powers, rights, or privileges within the Port Wentworth Police Department. Upon successful completion
of the required course of study, incumbents may be accepted as a sworn Peace Officer of the Port Wentworth Police
Department for the preservation of public peace, prevention of crimes, and protection of life and property.

The principal function of an employee in this class is to attend a Peace Officer Standards and Training (P.O.S.T.)
certified Basic Recruit Academy and to train with assigned personnel to provide direct public safety services to the
citizens of the City of Port Wentworth to ensure the enforcement of all Federal, State, and local laws and ordinances.
The work is performed under the supervision and direction of assigned personnel, but some leeway is granted for the
exercise of independent judgment and initiative. The nature of the work performed requires that an employee in this
class establish and maintain effective working relationships with assigned supervisor(s), training academy officials,
Police Chief, other Command Officers and City personnel, elected and appointed officials, representatives of Federal,
State, and County, and the general public. The principal duties of this class are performed in a variety of emergency
and non-emergency situations which may involve exposure to potential personal danger.

MAJOR DUTIES

• Attends a P. O. S. T. Certified Basic Academy to obtain classroom and practical education in the criminal
justice system, applicable civil and criminal laws, police procedures, law enforcement techniques, first aid and
physical fitness;
• Trains and studies with police equipment and other training personnel to develop and maintain competency and
proficiency;
• Assists in the enforcement all local, State, and Federal laws within the jurisdiction of the City, and in coordination
with other Police Departments in surrounding jurisdictions;
• Assists in patrolling assigned areas of responsibility to prevent and reduce criminal activity;
• Assists in providing information and assistance to motorists, boaters, pedestrians, and the general public as it
relates to law enforcement functions;
• Assists in preparing reports on incidents and arrests;
• Assists in the enforcement of all traffic laws and issues citations for violations;
• Under supervision or direction, responds to calls and/or complaints from citizens, takes statements from all
parties involved, identifies any violations, and determines appropriate action as the situation warrants, including
responding to emergency distress calls for searching for overdue or stranded boaters, and recovering drowning
victims;
• Informs supervising officers of any unusual or difficult situations;
• May provide emergency medical attention to citizens when responding to calls for assistance;
• Keeps immediate supervisor and designated others fully and accurately informed concerning work progress,
including present and potential work problems and suggestions for new or improved ways of addressing such
problems;
• Attends meetings, conferences, workshops, and training sessions and reviews publications and audio-visual
materials to become and remain current on principles, practices, and new developments in assigned work areas;
• Responds to citizens’ questions and comments in a courteous and timely manner;

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• Communicates and coordinates regularly with appropriate others to maximize the effectiveness and efficiency of
interdepartmental operations and activities;
• Performs all other duties contained in the Port Wentworth Police Department’s Job Description as required.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of general social problems of the community.

• Knowledge of law enforcement equipment, weapons, and emergency vehicles.
• Knowledge of the principles and practices of safe driving.
• Knowledge of basic writing skills and the English language, principles and methodology of research, and writing related
reports.
• Ability to successfully complete all requirements of P.O.S.T. certification training, as required.
• Ability to prepare effective, persuasive, and grammatically correct written presentations and correspondence.
• Ability to acquire knowledge of Federal, State, and City laws governing police activities and operations, including all
related criminal and civil laws and ordinances.
• Ability to acquire knowledge of the functions and objectives of Federal, State, and City law enforcement agencies as
applicable to community law enforcement, particularly with reference to apprehension, arrest, search and seizure,
evidence and records maintenance, and traffic control.
• Ability to acquire knowledge of the Department’s policies and practices.
• Ability to maintain a calm and controlled demeanor in life threatening and/or emergency situations.
• Ability to exercise good judgment, flexibility, creativity, and sensitivity in response to changing needs and situations.
• Ability to establish and maintain effective working relationships with the assigned supervisor(s), training academy
personnel, Police Chief, other Command Officers and City personnel, elected and appointed officials, representatives
of Federal, State, City, and the general public.
• Ability to operate a vehicle safely and efficiently in hazardous traffic and/or weather conditions to ensure public safety.
• Ability to quickly learn the geographical layout of the City.
• Ability to efficiently perform basic first aid procedures.
• Ability to exhibit skill and accuracy in the handling and firing of assigned weapons.
• Ability to communicate effectively with others, both orally and in writing, using both technical and non-technical
language.
• Ability to understand and follow oral and/or written policies, procedures, and instructions.
• Ability to prepare and present accurate and reliable reports containing findings and recommendations.
• Ability to operate or quickly learn to operate a personal computer using standard or customized software applications
appropriate to assigned tasks.
• Ability to use logical and creative thought processes to develop solutions according to written specifications and/or oral
instructions.
• Ability to perform a wide variety of duties and responsibilities with accuracy and speed under the pressure of time-
sensitive deadlines.
• Ability and willingness to quickly learn and put to use new skills and knowledge brought about by rapidly changing
information and/or technology.
• Ability to utilize integrity, ingenuity, and inventiveness in the performance of assigned tasks.

SUPERVISORY CONTROLS

The Sergeant assigns work in terms of general instructions. The supervisor spot-checks completed work for
compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include department policies and procedures and local, state and federal laws. These guidelines are
generally clear and specific but may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related law enforcement duties. Potentially life-threatening situations contribute to the
complexity of the position.
• The purpose of this position is to patrol the city to detect and deter crime and to provide support for other
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Page 3

operations of the department. Success in this position contributes to the safety and wellbeing of area citizens and
their property.

CONTACTS

• Contacts are typically with co-workers, other city employees, court personnel, perpetrators, and members of the
general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems, or to motivate or
influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping or
walking. The employee occasionally lifts light objects, uses tools or equipment requiring a high degree of dexterity,
and distinguishes between shades of color.
• The work is typically performed in an office and outdoors, occasionally in cold or inclement weather. Work requires
the use of protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

An employee in the class of Police Officer Recruit must meet the following criteria to demonstrate eligibility to become
certified as a Georgia Law Enforcement Officer:

• Minimum 21 years of age.

• Citizen of the United States, or a legal resident of this country.
• A valid Georgia State Driver’s License;
• Must have vision correctable to 20/20 in each eye with normal color vision.
• Must attend and successfully complete appropriate P.O.S.T. certification courses;
• An acceptable score on a timed education level assessment examination;
• An acceptable psychological assessment;
• An acceptable score on the fitness performance standards test as outlined by the Department.
• A favorable background investigation which includes:
o Criminal history check;
o Credit history check;
o Polygraph examination;
o Employment history;
o Driving history;
• Must be able to work rotating shifts.
• Must sign an employment contract with the City for a period of 2 years which starts at the completion of the
Police academy.

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Police Officer - CID PD/16
Police

JOB SUMMARY

This position is responsible for participating in criminal investigations, including the collection and preservation of
evidence at crime scenes.

MAJOR DUTIES

• Conducts follow-up investigations into reports of criminal activities.

• Responds to and documents crime scenes.
• Identifies and collects forensic evidence from crime scenes.
• Manages the storage, documentation and testing of all physical evidence.
• Prepares investigate reports and compiles criminal case files to be presented to the District Attorney’s Office.
• Interviews and interrogates suspects, witnesses and victims.
• Maintains inventory of forensic testing supplies.
• Conducts scientific testing to determine the presence of marijuana in suspected samples.
• Transports case files to the District Attorney’s Office for the Municipal Court Clerk.
• Transports physical evidence to the GBI crime lab for testing.
• Prepares copies of video evidence for court or other proceedings.
• Coordinates and ensures the proper disposal of all physical evidence as appropriate.
• Responds to after-hours crime scenes as needed.
• Maintains the department’s video surveillance system.
• Prepares arrest warrants; apprehends fugitives.
• Testifies in court.
• Participates in required training.
• Performs the duties of a Police Officer as needed.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of criminal investigation procedures.

• Knowledge of civil and criminal processes.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of computers and job-related software programs.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Sergeant – CID or Corporal - CID assigns work in terms of general instructions. The supervisor spot-checks
completed work for compliance with procedures, accuracy, and the nature and propriety of the final results.

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Page 2
GUIDELINES

Guidelines include department policies and procedures and local, state and federal laws. These guidelines are
generally clear and specific, but may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related investigative and law enforcement duties. The variety of tasks to be performed
contributes to the complexity of the position.
• The purpose of this position is to participate in criminal investigations Success in this position contributes to
the successful apprehension of suspects and the successful prosecution of crimes.

CONTACTS

• Contacts are typically with co-workers, other city employees, court personnel, victims, witnesses,
perpetrators, representatives of other law enforcement agencies, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems, or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping
or walking. The employee occasionally lifts light objects, uses tools or equipment requiring a high degree of
dexterity, and distinguishes between shades of color.
• The work is typically performed in an office and outdoors, occasionally in cold or inclement weather. Work
requires the use of protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.
• Ability to complete the following specialized training courses:
1. Latent Print Identification (24 hours)
2. Fingerprint Classification (40 hours)
3. Latent Print Development (24 hours) – Must be completed within 6 months of assignment.
4. Crime Scene Technician (40 hours) – Must be completed within 6 months of assignment.
5. Evidence Presentation (16 hours)
6. Photography of Criminal Investigations (40 hours)
7. GCIC Privacy and Security Act (4 hours)
8. Criminal Investigation Fundamentals (40 hours) – Must be completed within 12 months of
assignment.
• Successful completion of requirements needed to obtain certification as an Identification Technician.
• Successful completion of an eight-week field training program and a six-month probationary period.
• Ability to meet all requirements of Police Officer – P/14.

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Police Officer - Narcotics PD/17
Police

JOB SUMMARY

This position is responsible for participating in criminal investigations of narcotics violations, including the collection
and preservation of evidence at crime scenes. This is a three-year assignment unless extended by the Police Chief.

MAJOR DUTIES

• Conducts drug-related criminal investigations by interviewing witnesses, interrogating suspects, and following
up on leads.
• Exchanges information with other law enforcement personnel and with outside agencies.
• Conducts follow-up investigations into reports of criminal activities.
• Responds to and documents crime scenes.
• Identifies and collects forensic evidence from crime scenes.
• Manages the storage, documentation and testing of all physical evidence.
• Prepares investigate reports and compiles criminal case files to be presented to the District Attorney’s Office.
• Interviews and interrogates suspects, witnesses and victims.
• Conducts scientific testing to determine the presence of marijuana in suspected samples.
• Transports case files to the District Attorney’s Office for the Municipal Court Clerk.
• Transports physical evidence to the GBI crime lab for testing.
• Prepares copies of video evidence for court or other proceedings.
• Coordinates and ensures the proper disposal of all physical evidence as appropriate.
• Responds to after-hours crime scenes as needed.
• Prepares arrest warrants; apprehends fugitives.
• Testifies in court.
• Participates in required training.
• Performs the duties of a Police Officer as needed.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of criminal investigation procedures.

• Knowledge of civil and criminal processes.
• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of city streets and geography.
• Knowledge of computers and job-related software programs.
• Skill in the use of firearms and restraint equipment.
• Skill in operating emergency vehicles.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

This position is assigned to the Savannah-Chatham County Narcotics Team and is supervised by their command
staff under authority of a mutual aid agreement. Work is assigned in terms of general instructions. The supervisor
spot-checks completed work for compliance with procedures, accuracy, and the nature and propriety of the final

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 Police Officer - Narcotics, Police
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results.

GUIDELINES

Guidelines include department policies and procedures and local, state and federal laws. These guidelines are
generally clear and specific, but may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related investigative and law enforcement duties. The variety of tasks to be performed
contributes to the complexity of the position.
• The purpose of this position is to participate in criminal investigations Success in this position contributes to
the successful apprehension of suspects and the successful prosecution of crimes.

CONTACTS

• Contacts are typically with co-workers, other city employees, court personnel, victims, witnesses,
perpetrators, representatives of other law enforcement agencies, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems, or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping
or walking. The employee occasionally lifts light objects, uses tools or equipment requiring a high degree of
dexterity, and distinguishes between shades of color.
• The work is typically performed in an office and outdoors, occasionally in cold or inclement weather. Work
requires the use of protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field
of work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.
• Ability to completed Basic and Advanced Narcotics Investigation training.
• Successful completion of requirements needed to obtain certification as an Identification Technician.
• Successful completion of an eight-week field training program and a six-month probationary period.
• Ability to meet all requirements of Police Officer – P/14.

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Police Officer – Code Enforcement PD/18
Police

JOB SUMMARY

This position is responsible for the enforcement of local ordinances and codes as well as for the enforcement of
local, state and federal laws.

MAJOR DUTIES

• Patrols the city to detect and deter crime.

• Responds to calls for service.
• Prepares required incident reports and Code Enforcement Inspection Reports.
• Investigates automobile accidents; prepares accident reports.
• Secures crime scenes and collects evidence.
• Obtains and serves search and criminal warrants; serves administrative warrants; apprehends and arrests
suspects.
• Transports prisoners to court and other locations.
• Interviews complainants, witnesses, victims, suspects and informants.
• Attends required training sessions.
• Testifies in court.
• Assists in the operations of Municipal Court; provides court security.
• Maintains assigned vehicles and equipment.
• Receives complaints of city ordinance violations, violations of the International Property Code, and violations of
Georgia Title 41 regulations; responds to issues pertaining to health, safety and welfare issues; inspects
property and structures; issues abatement orders, stop-work orders, and condemnation and demolition orders.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of civil and criminal processes.

• Knowledge of departmental and city policies and procedures and federal, state, and local guidelines.
• Knowledge of computers and job-related software programs.
• Knowledge of federal, state and local laws, departmental policies and procedures, and federal, state and local
laws.
• Knowledge of the boundaries and geography of the city.
• Knowledge of criminal investigation methods, practices and equipment.
• Skill in the use of firearms, communications equipment, and other standard and specialized equipment.
• Skill in operating emergency vehicles.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Police Sergeant – Code Enforcement assigns work in terms of general instructions. The supervisor spot- checks
completed work for compliance with procedures, accuracy, and the nature and propriety of the final results.

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GUIDELINES

Guidelines include local codes, department policies and procedures and local, state and federal laws. These
guidelines are generally clear and specific, but may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related code enforcement and law enforcement duties. Exposure to health and safety
hazards during inspections contributes to the complexity of the position.
• The purpose of this position is to patrol the city to detect and deter crime, to enforce city codes, and to provide
support for other operations of the department. Success in this position contributes to the safety and well-being
of area citizens and their property.

CONTACTS

• Contacts are typically with co-workers, other city employees, court personnel, perpetrators, and members of
the general public.
• Contacts are typically to provide services, to give or exchange information, to resolve problems, or to motivate
or influence persons.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, stooping
or walking. The employee occasionally lifts light objects, uses tools or equipment requiring a high degree of
dexterity, and distinguishes between shades of color.
• The work is typically performed in an office and outdoors, occasionally in cold or inclement weather. Work
requires the use of protective devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Ability to read, write and perform mathematical calculations at a level commonly associated with the
completion of high school or equivalent.
• No experience requirements.
• Possession of or ability to readily obtain a valid driver’s license issued by the State of Georgia for the type of
vehicle or equipment operated.
• Ability to meet current requirements set forth by the Police Standards and Training Council for the State of
Georgia.
• Ability to meet all requirements of Police Officer – PD/14.

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Crime Analyst and Police Clerk PD/19
Police

JOB SUMMARY

This position is responsible for providing clerical and crime analyst support for the Criminal Investigation Unit.

MAJOR DUTIES

• Answers telephones and greets visitors; provides information and assistance; schedules appointments and takes
messages; refers to appropriate personnel.
• Compiles, composes, edits and types letters, memoranda, special reports and other materials; prepares
documents from rough drafts.
• Evaluate and analyze criminal intelligence information to determine the credibility, reliability, and pertinence of the
information.
• Attend/ participate in inter/ intra department criminal analyst meetings, training sessions, and seminars.
• Initiates and disseminates crime analyst reports and data related to crime series, trends, patterns, and suspect
individuals.
• Works with other law enforcement agencies as necessary.
• Operates a variety of office equipment.
• Enters warrant information to GCIC database; cancels warrants as appropriate.
• Makes copies of accident and incident reports and videos.
• Maintains office supply inventory.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of law enforcement administration, practices, and processes.

• Knowledge of crime analysis methods.
• Knowledge of statistical analysis.
• Knowledge of modern office practices and procedures.
• Knowledge of modern office equipment.
• Skill in the operation of computers and job-related software programs.
• Skill in planning, organization, and decision making.
• Skill in dealing with the public.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Criminal Investigation Unit Commander assigns work in terms of somewhat general instructions. The supervisor
spot-checks completed work for compliance with instructions and established procedures, accuracy, and the nature
and propriety of the final results.

GUIDELINES

Guidelines include department policies and procedures. These guidelines are generally clear and specific but may
require some interpretation in application.

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Page 2

COMPLEXITY/SCOPE OF WORK

• The work consists of related clerical duties. Frequent interruptions contribute to the complexity of the position.
• The purpose of this position is to provide clerical support for the Criminal Investigations Unit and department
operations. Success in this position contributes to the efficiency and effectiveness of office operations.

CONTACTS

• Contacts are typically with co-workers, other city personnel, vendors, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, or to resolve problems.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed sitting at a desk or table or while intermittently sitting, standing, walking, bending,
crouching or stooping. The employee occasionally lifts light and heavy objects.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Bachelor's Degree in Business, Public Administration or Criminal Justice is preferred; with two years
management and/or criminal analysis experience and preparation of comprehensive written reports; or any
equivalent combination of education, training, and experience.
• Ability to read, write and perform mathematical calculations at a level commonly associated with the completion
of high school or equivalent.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.

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Municipal Court Clerk PD/20
Police

JOB SUMMARY

This position is responsible for directing the day-to-day operations of the Municipal Court as well as the
administrative operations of the Police Department.

MAJOR DUTIES

• Directs the day-to-day administrative operations of the department, including dispatching and records
management operations.
• Serves as the Terminal Agency Coordinator for the department; enters and retrieves data; coordinates
training for department personnel; validates records monthly.
• Answers telephone; processes routine and emergency radio traffic.
• Ensures that court dockets are complete and that citations are in order.
• Balances court cash drawers and deposits.
• Generates purchase orders for payments; ensures invoices are properly paid.
• Reviews time cards for accuracy and completeness.
• Compiles regular reports.
• Ensures cash bonds are signed and processed.
• Types and processes warrants.
• Enters dispositions on criminal cases and drivers’ histories.
• Prepares correspondence for the Chief of Police.
• Prepares and processes expungements.
• Lifts suspensions on driver’s licenses.
• Orders office supplies.
• Directs the maintenance of office equipment.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of municipal court operations and procedures.

• Knowledge of job-related legal documents.
• Knowledge of computers and job-related software programs.
• Knowledge of modern office practices.
• Skill in the training and supervision of personnel.
• Skill in the analysis of problems and the development and implementation of solutions.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Police Captain assigns work in terms of general instructions. The supervisor spot-checks completed work for
compliance with procedures, accuracy, and the nature and propriety of the final results.

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GUIDELINES

Guidelines include GCIC and NCIC rules and regulations, the Georgia Traffic Code, and bond procedures. These
guidelines require judgment, selection and interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied administrative and supervisory duties. Frequent interruptions contribute to the
complexity of the position.
• The purpose of this position is to manage the day-to-day operations of Municipal Court and to direct the
administrative functions of the department. Success in this position contributes to the efficiency and
effectiveness of court and department operations.

CONTACTS

• Contacts are typically with co-workers, other city employees, judges, attorneys, defendants, and members of
the general public.
• Contacts are typically to provide services; to give or exchange information; to resolve problems; to motivate or
influence persons; or to justify, defend or negotiate matters.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while intermittently sitting, standing, or stooping. The employee occasionally
lifts light and heavy objects and climbs ladders.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has direct supervision over Deputy Municipal Court Clerk (1) Court and Police Clerk (2).

MINIMUM QUALIFICATIONS

• Knowledge and level of competency commonly associated with completion of specialized training in the field of
work, in addition to basic skills typically associated with a high school education.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
• Possession of or ability to readily obtain GCIC/NCIC certification.

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JOB SUMMARY

This position is responsible for providing clerical support for court and department operations and for directing the
day-to-day operations of the Municipal Court as well as the administrative operations of the Police Department in
the absence of the Municipal Clerk.

MAJOR DUTIES

• Directs the day-to-day administrative operations of the department in the absence of the Municipal Clerk.
• Answers telephone; processes routine and emergency radio traffic.
• Ensures that court dockets are complete and that citations are filed properly.
• Balances court cash drawers and deposits.
• Compiles regular reports.
• Types and processes warrants.
• Enters dispositions on criminal cases and drivers’ histories.
• Prepares correspondence for the Chief of Police.
• Prepares and processes expungements.
• Lifts suspensions on driver’s licenses.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of municipal court operations and procedures.

• Knowledge of job-related legal documents.
• Knowledge of computers and job-related software programs.
• Knowledge of modern office practices.
• Skill in the preparation of clear and precise administrative reports.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Municipal Court Clerk assigns work in terms of general instructions. The supervisor spot-checks completed
work for compliance with procedures, accuracy, and the nature and propriety of the final results.

GUIDELINES

Guidelines include GCIC and NCIC rules and regulations, the Georgia Traffic Code, and bond procedures. These
guidelines are generally clear and specific, but may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related administrative duties. Frequent interruptions contribute to the complexity of the
position.
• The purpose of this position is to manage the day-to-day operations of Municipal Court and to direct the
administrative functions of the department in the absence of the Municipal Clerk. Success in this position
contributes to the efficiency and effectiveness of court and department operations.
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CONTACTS

• Contacts are typically with co-workers, other city employees, vendors, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, or to resolve problems.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while intermittently sitting, standing, or stooping. The employee occasionally
lifts light and heavy objects and climbs ladders.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

This position has functional supervision over Court and Police Clerk (2) in the absence of the Municipal Court
Clerk.

MINIMUM QUALIFICATIONS

• Ability to read, write and perform mathematical calculations at a level commonly associated with the completion
of high school or equivalent.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.
• Possession of or ability to readily obtain GCIC/NCIC certification.

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JOB SUMMARY

This position is responsible for providing clerical support for court and department operations.

MAJOR DUTIES

• Answers telephones and greets visitors; provides information and assistance; schedules appointments and
takes messages; refers to appropriate personnel.
• Compiles, composes, edits and types letters, memoranda, special reports and other materials; prepares
documents from rough drafts.
• Maintains office supply inventory.
• Operates a variety of office equipment.
• Enters warrant information to GCIC database; cancels warrants as appropriate.
• Validates GCIC wanted persons files.
• Enters bench warrants.
• Audits court and department files for active bench warrants.
• Enters citation data.
• Makes copies of accident and incident reports.
• Balances cash drawer and prepares deposits.
• Files daily log sheets
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of modern office practices and procedures.

• Knowledge of modern office equipment.
• Knowledge of customer service standards.
• Skill in the operation of computers and job-related software programs.
• Skill in decision making and problem solving.
• Skill in dealing with the public.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Municipal Court Clerk assigns work in terms of somewhat general instructions. The supervisor spot-checks
completed work for compliance with instructions and established procedures, accuracy, and the nature and
propriety of the final results.

GUIDELINES

Guidelines include department policies and procedures. These guidelines are generally clear and specific, but
may require some interpretation in application.

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COMPLEXITY/SCOPE OF WORK

• The work consists of related clerical duties. Frequent interruptions contribute to the complexity of the position.
• The purpose of this position is to provide clerical support for court and department operations. Success in this
position contributes to the efficiency and effectiveness of office operations.

CONTACTS

• Contacts are typically with co-workers, other city personnel, vendors, and members of the general public.
• Contacts are typically to provide services, to give or exchange information, or to resolve problems.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed sitting at a desk or table or while intermittently sitting, standing, walking,
bending, crouching or stooping. The employee occasionally lifts light and heavy objects.
• The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Ability to read, write and perform mathematical calculations at a level commonly associated with the completion
of high school or equivalent.
• Sufficient experience to understand the basic principles relevant to the major duties of the position, usually
associated with the completion of an apprenticeship/internship or having had a similar position for one to two
years.

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JOB SUMMARY

This position is responsible for performing custodial maintenance procedures to ensure the safety and cleanliness
of all Department of Public Safety buildings.

MAJOR DUTIES

• Cleans, sanitizes, and details restrooms; refills dispensers; stocks supplies.

• Dusts and wipes furniture and fixtures.
• Cleans windows, glass partitions and mirrors.
• Sweeps, mops, and vacuums floors; strips, cleans, waxes and buffs floors.
• Empties and cleans trash receptacles.
• Ensures that safety and health precautions are observed.
• Cleans spills and broken glass.
• Moves furniture.
• Assists with setting up for special events.
• Reports maintenance needs to supervisor.
• Performs related duties.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of the materials, equipment and methods used in the custodial maintenance of public buildings.
• Knowledge of the operation, maintenance and repair of a variety of custodial equipment.
• Knowledge of safe work practices.
• Skill in oral and written communication
• Skill in decision making and problem solving.
• Skill in working cooperatively with others.

SUPERVISORY CONTROLS

The Police Chief assigns work in terms of somewhat general instructions. The supervisor spot-checks completed
work for compliance with instructions and established procedures, accuracy, and the nature and propriety of the
final results.

GUIDELINES

Guidelines include department policies and procedures and relevant safety guidelines. These guidelines are
generally clear and specific, but may require some interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of related custodial duties. The variety of tasks to be performed contributes to the
complexity of the position.
• The purpose of this position is to perform custodial maintenance of department buildings. Success in this
position results in safe and well-maintained buildings.

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CONTACTS

• Contacts are typically with co-workers, other county employees, and members of the general public.
• Contacts are typically to provide services or to resolve problems.

PHYSICAL DEMANDS/ WORK ENVIRONMENT

• The work is typically performed while intermittently sitting, standing, stooping, walking, bending, or crouching.
The employee frequently lifts light and occasionally heavy objects, uses tools or equipment requiring a high
degree of dexterity, and utilizes the sense of smell.
• The work is typically performed in an office or stockroom, in a variety of university buildings, and outdoors,
occasionally in cold or inclement weather. The employee may be exposed to noise, dust, dirt, grease, machinery
with moving parts, contagious or infectious diseases, or irritating chemicals. Work requires the use of protective
devices such as masks, goggles, gloves, etc.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

• Ability to read, write and perform mathematical calculations at a level commonly associated with the
completion of high school or equivalent.
• No experience requirements.

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