Coord Correctional Srvs Employee Invstgts - Grade 62

Positions in this title can be hired through NY HELPS

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Positions

This title exists in Corrections and Community Supervision, Dept of and has approximately 1 positions.

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Positions By County

*The number of positions is approximate and represents the number of positions established (both filled and vacant); it is not an indication or reference to position type or duration, or intent to be filled.

Career Ladder

A listing of titles that are most commonly used as steps for upward mobility for this title series.

Salary Information for Correctional Services Employee Investigator
Title Grade Hiring Rate/yr Job Rate/yr
Correctional Services Employee Investigator 14 $53,403 $66,801
Senr Correctional Services Employee Investigator 17 $62,933 $78,255
Coord Correctional Srvs Employee Invstgts 62 $97,908 $123,761

All salary grades for trainees titles are non-statutory (NS) equated to the salary grade identified. These grade equations apply to the starting salaries in their respective salary schedule for the traineeship levels.

This title may exist in more than one negotiating unit. This salary schedule represents the most typical salary for this title. Click here to view additional salary information regarding the various bargaining units.

An individual's final salary is determined by the Office of the State Comptroller. This salary schedule does not reflect any Special Salary Treatments

Job Duties

As a Coordinator Correctional Services Employee Investigations, you would:

May perform all of the same duties and functions of a Senior Correctional Services Employee Investigator.

Provide direction and oversight of  Employee Investigations Unit.

Establish and implement policies and procedures to be adhered to by unit staff.

Establish unit priorities and goals.

Ensure that subordinate staff effectively utilize available technological resources in completing the investigative process.

Coordinate the recruitment, hiring, and completion of detailed background investigations of all entry level security and specific civilian personnel for the Department, as well as criminal history inquiries for Office of Mental Health staff assigned to the Department, extra service personnel, and registered volunteers.

Coordinate with executive and managerial staff to determine Departmental hiring needs in order to ensure that an adequate pool of fully screened candidates is available at all times.

Coordinate the programming of a computer oriented list maintenance system.

Coordinate the scheduling of candidate medical examinations and the receipt of examination results with the Director of Employee Health Services.

Serve as liaison with Psychological Screening Unit relative to Correction Officer Trainee candidates.

Establish unit workloads and timeframes for completion of background investigations.

Coordinate the exchange of information on candidates with other law enforcement agencies.

Supervise the use of and dissemination of data received over the New York State Police Information Network, ensuring that security is maintained at all times and that exact records of inquiries are maintained.

Coordinate the receipt of data required for investigations through negotiations and personal contact with various federal, State, and local agencies.

Review all case recommendations prepared by staff, maintaining final authority to disqualify or declare eligibility of candidates.

Maintain quality control, tracking, and accountability on all DCJS/FBI fingerprints submitted on all new employees Statewide.

Provide in-service training on fingerprinting to EIU and Personnel staff, as well as ID Officers in the field.

Administer the disqualifications and appeals processes for prospective candidates.

Review and evaluate additional information submitted by a candidate at the preliminary appeal stage and issue a decision to sustain disqualification or approve the candidate for appointment, consulting with legal and executive staff as necessary.

If a candidate pursues the appeal process, direct the preparation of a detailed case study and present the case to the Civil Service Commission.

Ensure that all steps in the process, including notification of disqualification, appeal requests, case preparation, and case submittals are processed within an appropriate time frame.

Coordinate all investigations of employees.

Assign specific staff based upon type and sensitivity of investigation.

Establish parameters under which assigned staff must complete investigations.

Coordinate mutual investigations with other agencies.

Process and maintain all data relative to notifications of employee arrests, active and former, when received via teletype, DCJS notification, or telephone.  Notify the Office of the Inspector General, the Bureau of Labor Relations, and the Bureau of Personnel.

Manage a unit charged with investigating abuse of Workers Compensation Leave by employees, developing evidence, and taking necessary prosecutorial and disciplinary action.

Supervise and, in the most complex cases, participate in actual investigations of alleged fraud or other violations of law, rules, and regulations pertaining to claims for Workers Compensation benefits.

Review information received from various sources and prioritize those investigations that will be undertaken.

For highly complex investigations, develop the construct of the investigation and assign staff necessary roles.  In some cases, this may also involve the use of staff from outside police agencies.

On an ongoing basis, evaluate investigative activities and results with authority to either continue or terminate the investigation.

Work with independent prosecutors in the development of major cases.

Work with Labor Relations staff, as appropriate, relative to disciplinary issues.

Submit progress reports to the Deputy Commissioner on a continuing basis regarding the status of active investigations and periodic reports regarding the final disposition of those cases that have been adjudicated, including comments as to the reasons for the success or failure of major cases.

Work with various internal divisions; i.e., Personnel, Labor Relations, and Counsel's Office, in developing and/or improving management systems aimed at controlling Workers Compensation abuse.

Based on the results of investigations conducted by subordinate staff, identify policy and procedure deficiencies that allow for such abuses to occur and recommend modifications as necessary.

In concert with Counsel's Office staff and often in cooperation with the State Insurance Fund, recommend changes in legislation that will improve the enforceability of Workers Compensation Law and reduce the potential for abuse.

Provide ongoing training to subordinate staff relative to both the investigative process and ensure that they effectively utilize available technological resources in completing the investigative process.

View the classification standard for this title which illustrates the nature, extent and scope of duties and responsibilities of the classes they describe.

Summary of Minimum Qualifications

Please note: qualifications for this position may be subject to change. Job postings on StateJobsNY will contain the most up-to-date qualifications.

How to Apply

All HELP and NY HELPS open positions are now posted on StateJobsNY. It is now even easier for Jobseekers to find openings and connect with New York State agencies.

To narrow your search to NY HELPS jobs, click on "For the General Public", then "Search Vacancies", and select "Yes" on the NY HELPS dropdown to narrow your search to NY HELPS jobs.

Directions to apply will be specified on each individual job posting.

View Open Positions
On StateJobsNY

Mobility Options

Career mobility is not just limited to the titles in the Career Ladder, above. Additional movement may be achieved through transfers opportunities or other examinations.

For additional information or clarification of transfer determinations, current State employees should contact the Career Mobility Office at (518) 485-6199 or (800) 553-1322.

You can also visit ELMS Online to view established open-competitive, promotion, and transition eligible lists.

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