General Function
The salary indicated above includes longevity (1% earned after five years and increases to a maximum of 4% after 20 years).
This Legal Technician II position is responsible to record the proceedings of the court and accurately create and prepare a written record of the Bremerton Municipal Court events. This position also provides support of the criminal and civil infraction matters in the courtroom for the Judge and Commissioner.
Representative Essential Duties and Responsibilities
(Note – this list is intended only to illustrate the various types of work that may be performed. The omission of specific statements does not exclude them from the position.)
- Maintains accurate court records and files either in paper or electronically.
- Receives incoming calls, greets visitors, receipt payments, provides assistance and information on court procedures, schedules court dates and makes docket entries.
- Enters citations, which include traffic, non-traffic, criminal traffic, criminal non-traffic, criminal complaints, including mailing cover letters or hearing notices.
- Coordinates daily in-custody hearings with jail staff, prepares court calendar, prepares necessary paperwork for files and maintains the daily calendar.
- Processes failure to responds. This could include letters, late fees, collection action and warrants.
- Independently or from handwritten drafts or verbal instructions, types or prepares letters, memos, warrants, and summons to appear.
- Receive and processes all legal filings.
- Primary criminal court clerk. This includes filling out court forms, obtaining signatures, routing or emailing documents to other agencies as required, setting hearings, and manages and correctly records the courtroom proceedings and accurately completes data entry. Assists the Judge and attorneys in retrieving information and interpreting it.
- Monitors cases for completion of court ordered conditions. Receives, reviews, and documents incoming status reports from treatment agencies. Forwards court monitored violation reports to Prosecutor, processes Prosecutor response when received, sends letters relating to court monitored conditions, and issues summons as needed. Provides case information and documents to treatment agencies upon request in order to facilitate completion of evaluation process.
- Conducts case reviews of all court monitored probation cases by reviewing the treatment compliance status, case history, and driver’s record of each defendant and reports any violations to the Prosecutor.
- Processes firearms orders and tracks compliance. Accurately records number of weapons surrendered as reported by law enforcement.
- Reviews reports to ensure paperwork required by the court has been properly received and processed by receiving agency.
- Issues and clears warrants at the direction of the Judge.
- Issues and clears no contact orders at the direction of the Judge.
- Reports conviction information and deferred prosecution paperwork to Department of Licensing.
- Attends treatment provider meetings at the request of the Judge.
- Coordinates in custody treatment evaluations with West Sound Treatment.
- Assists staff in understanding courtroom procedures and makes decisions on processing documents.
- Prepares and sends information to Western State Hospital competency evaluations and restoration orders when the probation officer is not available.
- Assists in training other staff on assigned duties.
- Maintains the general skills of a Legal Technician
Other Duties
- Regular attendance is an essential requirement
- Performs related work as assigned and/or required
KNOWLEDGE, SKILLS and ABILITIES (Entry Requirements)
Knowledge of:
- Court case management system.
- Criminal Justice System Court processing procedures.
- Courtroom recording processes. Court orders, forms and procedures.
- Judicial case file maintenance and retrieval processes.
- Principles of court case scheduling.
- Business English, spelling, grammar, punctuation and general legal terminology.
- Basic office machines.
Skill in:
- Organizing and prioritizing individual workload.
- Dictation and transcription
Ability to:
- Learn and apply legal terminology, regulations, policies and procedures distinctly in specific circumstances.
- Read, comprehend, speak and write the English language.
- Operate computer equipment with sufficient speed and accuracy as to be able to produce the proper output on schedule.
- To work with the public in a highly stressful environment and be able to make decisions in situations which may be more volatile than the average business office and maintain composure with hostile clients.
- Ability to communicate and to receive and understand written and oral communication and give written and oral instruction.
Qualifying Education and Experience (Minimum Requirements)
Any combination of education and experience equivalent to a high school diploma or GED and four (4) years of full-time work experience in a legal office setting, which includes two (2) year processing of legal court case documents and maintenance of related records. One year of courtroom experience and/or experience in a judicial environment is desirable. A professional paralegal certificate or higher degree can substitute for 2 years of full time work experience.
Examination Process and Required Documents
The City of Bremerton is committed to integrating diverse perspectives into our workplace culture and encourages our employees to bring their whole, authentic selves to work. We strive to create a diverse team that allows us to effectively connect to the community we serve.
Applicants can apply on-line at http://www.BremertonWA.gov/169/Current-Jobs, or application packets may be obtained from the Human Resources Department, Cobweb, or by calling (360) 473-5348.
Required Application Materials:
City application and personal résumé are required. Incomplete application packets will not be considered. Required application materials must be returned to the Human Resources Office by 5:00 p.m. on the closing date. he City of Bremerton is NOT responsible for errors of any kind with faxed or e-mailed application packets. Original signature is required on paper application forms. It is the responsibility of the applicant to carefully list all pertinent experience and training.
Appraisal of Experience and Education/Training:
At this initial review, application packets may be evaluated entirely on the basis of information you provided in the completed City application form. Applicants should include all relevant information on the City application. Applicant’s education, training, and experience will be assessed. The passing score is 70%. The top qualifying candidates will be invited to participate further in the examination process. Meeting or exceeding qualifications does not guarantee the applicant will be invited to participate in the oral examination process.
Appraisal of application packet regarding Experience and Education/Training - Passing Score 70% - Weight 40%
Oral Examination: A panel will evaluate the applicant’s training, experience, and ability to perform the job. Placement on the eligibility list is determined by weighted examination scores as follows:
Oral Examination - Passing Score 70% - Weight 60%
Applicants must achieve a score of 70% or better on each portion of the exam in order to be placed on the hiring list.
Employee Preference:
Regular City employees applying for and passing an Open Examination will have seven point five (7.5) percent of their PASSING score added to establish their final score.
Veteran's Preference:
Veterans, who have passed an examination, shall be entitled to preference pursuant to Chapter
41.04 RCW.
NOTE TO APPLICANTS WITH DISABILITIES: Applicants with disabilities who will need special accommodation for examination must advise Human Resources no later than one (1) week prior to the scheduled examination so that appropriate arrangements can be made. (360) 473-5348.
LEGAL and REGULATORY EMPLOYMENT CONDITIONS:
Fair Labor Standards Act: The classification is non- exempt under the laws of Fair Labor Standards Act minimum wage and overtime provisions.
Representation: The classification is included in the bargaining unit pursuant to the Recognition Article of the current labor agreement between the City of Bremerton and the Teamsters Local 589.
Civil Service: The classification is excluded from the City's Civil Service System.
Appointment and Removal Authority: The position is filled by appointment by the Department Head. Removal is by action of the Department Head in conformance with Human Resources Policies.
This classification specification does not constitute an employment agreement between the City and employee. It is subject to change by the City, with the approval of Human Resources, as the needs of the City and requirements change.
Equal Employment Opportunity Statement It is the policy of the City of Bremerton to offer equal employment opportunity to all individuals. The City of Bremerton will administer all actions with respect to employment practices in compliance with federal, state and local laws, and will not discriminate in any employment practice on the basis of age (40+), sex, race, creed, color, national origin, sexual orientation/gender identity, marital status, military status, or the presence of any physical, mental or sensory disability.
ADA Statement
The City of Bremerton does not discriminate on the basis of disability in programs and activities, which it operates pursuant to the requirements of the Americans with Disabilities Act of 1990, and ADA Amendments Act. This policy extends to both employment and admission to participation in the programs, services and activities of the City of Bremerton. Reasonable accommodation for employees or applicants for employment will be provided.
The City of Bremerton is proud to be an Equal Employment Opportunity Employer committed to a diverse workforce.
Benefits
MEDICAL AND DENTAL INSURANCE
Effective the first of the month following the date of hire, regular employees are eligible for the City's medical and dental plans. Employees are also eligible for vision insurance on the first day of the month in which the third consecutive monthly premium payment is made on their behalf.
Currently, the City pays the premium for your choice of one of two health insurance plans, Kaiser Permanente or Regence HealthFirst 250 Plan. To cover dependents employee's pay 20% of the dependent premium. Dependents may be added when you are hired, within 30 days of birth or adoption, during the annual open enrollment, or if you have a qualifying event (e.g. marriage, divorce, spouse loss of job or medical coverage). Detailed coverage and rate information is available from Human Resources.
The City provides a dental plan through Washington Dental Service for employee and dependents at no cost to the employee. Dependents can be added when hired, within 30 days of birth or adoption, or at annual open enrollment.
STIPEND IN LIEU OF MEDICAL COVERAGE
An employee who waives the right to obtain medical insurance coverage through the City and who provides proof of credible coverage through his/her spouse or other source shall be entitled to receive a a monthly stipend as outlined below:
Employee Only $250.00
Employee & Spouse $300.00
Employee, Spouse & 1 Dependent $350.00
Employee, Spouse & 2 Dependents $400.00
Employee & 1 Dependent $300.00
Employee & 2 Dependents $350.00
Employees are required to notify Human Resources, in writing, of their desire to waive medical coverage.
TEAMSTERS WELFARE TRUST VISION BENEFIT PLAN
Eligible candidates must participate. See Summary Plan Description for details.
LIFE INSURANCE
Life Insurance is available at the employee's expense in amounts from $10,000 to $500,000. You may enroll when hired or at annual open enrollment.
VOLUNTARY LONG-TERM DISABILITY (LTD)
LTD coverage is available at the employee's expense. LTD will pay you up to 60% of your salary if you become disabled for more than 90 days due to the same or a related sickness or injury, which must be accumulated within a 180 day period.
RETIREMENT
The City provides a comprehensive retirement program through the Public Employment Retirement System (PERS) or Public Safety Employees Retirement System (PSERS). If you have an account established in PERS prior to October 1, 1977, Plan 1 would apply or after October 1, 1977, Plan 2 would apply. Effective September 1, 2002, you have the option of Plan 2 or Plan 3. You have 90 days from your employment date to choose between Plan 2 and Plan 3. If you have not decided within 90 days of employment, you will automatically be enrolled in Plan 3, Option A, at 5%. PSERS Plan 2 was created by the 2004 Legislature for certain public employees whose jobs contain a high degree of physical risk to their own personal safety. Employees hired into eligible PSERS positions on or after July 1, 2006 will automatically become members of PSERS.
The PERS plans 1 and 2 are defined benefit plans to be taken when you qualify for retirement. Service credit and average final compensation with a minimum of 5 years service for vesting determine the amount of the benefit. Plan 3 is a combination of defined benefit plan and a defined contribution plan. See your plan booklets for further information
DEFERRED COMPENSATION
You may choose from three different plans. You may contribute with a minimum of $30 per month and a maximum annual contribution of $23,000.
For additional benefit information, click here.
Equal Employment Opportunity Statement
It is the policy of the City of Bremerton to offer equal employment opportunity to all individuals. The City of Bremerton will administer all actions with respect to employment practices in compliance with federal, state and local laws, and will not discriminate in any employment practice on the basis of age (40+), sex, race, creed, color, national origin, sexual orientation/gender identity, marital status, military status, or the presence of any physical, mental or sensory disability.
ADA Statement
The City of Bremerton does not discriminate on the basis of disability in programs and activities, which it operates pursuant to the requirements of the Americans with Disabilities Act of 1990, and ADA Amendments Act. This policy extends to both employment and admission to participation in the programs, services and activities of the City of Bremerton. Reasonable accommodation for employees or applicants for employment will be provided.
The City of Bremerton is proud to be an Equal Employment Opportunity Employer committed to a diverse workforce.
