CPW WILDLIFE MANAGER IV /Assistant Area Wildlife ...
State of Colorado - Denver, CO
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Department Information This position is open only to Colorado state residents. We invite you to explore our website atfind out more about the work we do to manage Colorado's natural resources for today - and tomorrow. The State of Colorado believes that equity, diversity, and inclusion drive our success, and we encourage candidates from all identities, backgrounds, and abilities to apply. In addition to offering rewarding, meaningful work, we offer: * Medical and Dental plans * Strong, flexible retirement plans including PERA Defined Benefit Plan or PERA Defined Contribution Plan, plus pre-tax and Roth 401K and 457 plans * Paid life insurance * Short- and long-term disability coverage * Employee Wellness programs * Flexible Spending Accounts * Health Savings Accounts * 11 paid holidays per year plus generous vacation and sick leave * Flexible work schedule options and remote-work options * Career advancement opportunities throughout the State system * Some positions may qualify for thePublic Service Loan Forgiveness Program. COLORADO PARKS AND WILDLIFE Our Mission is to perpetuate the wildlife resources of the state, to provide a quality state parks system, and to provide enjoyable and sustainable outdoor recreation opportunities that educate and inspire current and future generations to serve as active stewards of Colorado's natural resources. The work unit exists to implement the goals and objectives of Colorado Parks and Wildlife's strategic long-range and operational plans to accomplish the Legislative mandate of protecting, preserving, managing, and enhancing the State's wildlife resources in the geographical area comprised of Area 16 in the Southwest Region (Gunnison, Hinsdale, Saguache, Delta, and Montrose Counties). Description of Job The Assistant Area Wildlife Manager (AAWM) is responsible for assisting the Area Wildlife Manager (AWM) in overseeing employees as a subordinate supervisor in the following administrative areas: Partially accountable for the work of Wildlife Technicians, Administrative Assistants, temporary employees, and District Wildlife Managers. This position identifies and provides process-level and operations direction for Wildlife Technicians, Administrative Assistants, temporary employees, and District Wildlife Managers to fulfill the agency mission and to achieve work plans and goals set by the agency and AWM. The position provides observations, strategic recommendations, advice, and support to the development of and/or correction of employees for whom they supervise. This position assists with the process-level implementation of performance management plans, performance improvement plans, and hiring of vacant positions. This position works in conjunction with the AWM to identify opportunities and individual needs for employee development and to ensure training and job-specific competencies requirements are met. Leading implementation of programs that maintain the agency's mission through decisions at the process level. This position evaluates the relevance and importance of available information to develop plans for Lands (State properties and land interests), Water, Equipment, Fleets, Customer Service, Education, Wildlife Management, Law Enforcement, and Facilities required to manage these programs. This position works in conjunction with the AWM to ensure public compliance with State statutes and Regulations and address wildlife management issues within the area. This position also assists in planning, directing, monitoring, leading, appraisal, allocation, and oversight of Regional activities as assigned. Assistant AWMs are Peace Officer Standards and Training (P.O.S.T.) certified peace officers. They have a working knowledge of current fish and wildlife management projects and provide technical, supervisory, biological, and personnel expertise for a range of situations. Specific job duties include but are not limited to: Personnel Administration and Management Under the direction of the AWM, Assistant Area Wildlife Managers provide technical and administrative support. This position identifies processes and operations for Wildlife Technicians, Administrative Assistants, temporary employees, and District Wildlife Managers. This position is accountable for the work product of subordinate employees, including timeliness, correctness, and soundness. Assigns tasks, monitors progress and workflow, checks products, schedules work, and establishes work standards for Wildlife Technicians, Administrative Assistants, temporary employees, and District Wildlife Managers. Develops and implements Performance Management Plans, Performance Improvement Plans, and fills vacant positions they oversee. AAWMs provide mentorship and leadership to their team. Works with the AWM to identify opportunities and individual needs for employee development and to ensure training and job-specific competencies requirements are met. Wildlife Management Assists with the implementation of and operates as a supervisor for Area personnel in wildlife and habitat management tasks, projects, and programs. Within the limits of the rules that apply (Statutes, regulations, chemical application, burn permits, FLSA, habitat management guidelines, species requirements, etc.), and taking into account technology and resource availability, the AAWM is responsible for determining the processes (needs assessments, prioritization, and planning), attaining resources (budget, personnel, and equipment/supplies), and deploying those resources to achieve the desired objectives and goals. Law Enforcement May serve as a supervisor for Area law enforcement operations and commissioned staff. Within the limits of the rules that apply (statutes, regulations, special operations, training, FLSA, search warrants, public safety, tactical principles, etc.), and taking into account technology and resource availability, the AAWM is partially responsible for determining the processes (needs assessments, prioritization, and planning), attaining resources (budget, personnel, capabilities, and equipment/supplies), and deploying those resources to achieve the desired law enforcement objectives and goals. Customer Service AAWM must maintain a working knowledge of front desk operations. AAWM helps ensure that Area office front desk operations are up-to-date, efficient, and provide a high level of customer service both externally and internally. AAWM helps ensure that new policy or standard operating procedures are followed, and ongoing personnel or infrastructure needs are addressed in a timely manner. Assistant AWMs, in collaboration with Area Customer Service Representatives, assist the AWM in overseeing the response to inquiries from the public, both during office hours and on an on-call 24-hour response basis. Answers must be tailored to meet customer needs, such as the location of the call (rural vs. urban) and the caller's needs (able-bodied vs. elderly, disabled). Assistant AWMs assist the AWM in overseeing consistency and adherence to policy and state law. Assists in overseeing Chronic Wasting Disease sample submissions at Area offices, as well as overseeing mandatory checks. This involves training and deployment of Personal Protective Equipment and best management practices to minimize the transmission of zoonotic disease. Maintains on-call status; assists DWMs with calls for service and provides coverage of Districts as needed based on call volume or vacancies Education and Outreach Assistant AWMs assist with implementation of, and may supervise Area personnel in, education and outreach efforts. The AAWM is responsible for determining the processes (needs assessments, prioritization, and planning), obtaining resources (budget, personnel, capabilities, and equipment/supplies), and deploying those resources to achieve the desired objectives and goals. Public Relations In coordination with the AWM and as needed, serve as Area and CPW spokesperson with landowners, media, sportspersons, special interest groups, other law enforcement and resource agencies, and elected officials to ensure CPW interests are represented across Area 16. Actively recruit new employees, hunters, volunteers, and allies by speaking in communities about wildlife management and the role of CPW in Colorado. Other duties as assigned. Minimum Qualifications, Substitutions, Conditions of Employment & Appeal Rights Minimum Qualifications Seven (7) years of relevant experience in wildlife biology, ecology, conservation, wildlife management, or an occupation related to the work assigned to this position OR A combination of related education in wildlife biology, ecology, conservation, wildlife management and/or relevant experience in an occupation related to the work assigned equal to seven (7) years Substitutions * Additional appropriate experience will substitute for the degree requirement on a year-for-year basis. Additional appropriate education will substitute for the required experience on a year-for-year basis. Preferred Qualifications * Current or former State experience relevant to this position * Current or former Colorado Parks & Wildlife work or volunteer experience * Professional-level writing, research,organization, and communication skills. * Demonstrated leadership and ability to mentor DWMs, while fostering a positive working environment within the Area * Experience inproblem-solving complex social/political issues related to wildlife conflict and management of the wildlife resources. Conditions of Employment * State of Colorado residency is required at the time of application. * A valid driver's license will be required. * Ability to respond in exigent circumstances (i.e. a wildlife violation requiring a prompt response, human safety issue, wildlife/human conflict after working hours/weekend/holidays. * Regularly train, handle, and carry handgun, rifles, and shotguns for law enforcement and wildlife management needs. * Single and overnight travel throughout the SW Region and statewide at times. * Ability to meet annual agency law enforcement training requirements. Must maintain POST certification. * All commissioned agency wildlife officers maintain a federal commission under the United States Fish and Wildlife Service (USFWS). Some wildlife is migratory or federally listed (i.e waterfowl, wolves). There are times where state wildlife officers may work with the USFWS on enforcing/managing this wildlife. * Former State employees who were disciplinarily terminated or resigned in lieu of termination must disclose the information on the application and provide an explanation why the prior termination or resignation should not disqualify their application from the current position. (Please Note: Absent extraordinary circumstances, prior disciplinary termination or resignation in lieu of termination will disqualify the applicant from future State employment with DNR). APPEAL RIGHTS: It is recommended that you contact the Human Resources Specialist listed below to resolve issues related to your possession of minimum qualifications. However, if you receive notice that you have been eliminated from consideration for this position, you may file an appeal with the State Personnel Board or request a review by the State Personnel Director. An appeal or review must be submitted on the official appeal form, signed by you or your representative. This form must be delivered to the State Personnel Board by email (), postmarked in US Mail or hand delivered (1525 Sherman Street, 4th Floor, Denver CO 80203), or faxed (303.866.5038) within ten (10) calendar days from your receipt of notice or acknowledgement of the department's action. For more information about the appeals process, the official appeal form, and how to deliver it to the State Personnel Board; go to spb.colorado.gov; contact the State Personnel Board for assistance at (303) 866-3300; or refer to 4 Colorado Code of Regulations (CCR) 801-1, State Personnel Board Rules and Personnel Director's Administrative Procedures, Chapter 8, Resolution of Appeals and Disputes, at spb.colorado.gov under Rules. Supplemental Information The Assessment Process * All applications received by the closing of this announcement will be reviewed by an HR Specialist against the Minimum Qualifications in this announcement. * Colorado Revised Statutes require that state employees are hired and promoted based on merit and fitness through a comparative analysis process. Part of, or all of, the comparative analysis for this position will be a structured application review by Subject Matter Experts. * Resumes, cover letters and other attachments arenotconsidered as part of initial reviews, therefore,it is important to document in your application your education, experience, minimum qualifications, and preferred qualifications as outlined in the job announcement. * Please thoroughly answer all supplemental questions (if listed) since question responses may be evaluated for content, writing ability, spelling, grammar, and effective communication. * This recruitment may involve additional testing and/or exams to arrive at the top group for interviews. Equity, Diversity, and Inclusion The State of Colorado believes that equity, diversity, and inclusion drive our success, and we encourage candidates from all identities, backgrounds, and abilities to apply. The State of Colorado is an equal opportunity employer committed to building inclusive, innovative work environments with employees who reflect our communities and enthusiastically serve them. Therefore, in all aspects of the employment process, we provide employment opportunities to all qualified applicants without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity or expression, pregnancy, medical condition related to pregnancy, creed, ancestry, national origin, marital status, genetic information, or military status (with preference given to military veterans), or any other protected status in accordance with applicable law. The Department of Natural Resources is committed to the full inclusion of all qualified individuals. As part of this commitment, our agency will assist individuals who have a disability with any reasonable accommodation requests related to employment, including completing the application process, interviewing, completing any pre-employment testing, participating in the employee selection process, and/or to perform essential job functions where the requested accommodation does not impose an undue hardship. If you have a disability and require reasonable accommodation to ensure you have a positive experience applying or interviewing for this position, please direct your inquiries to our ADAAA Coordinator, at ADAAA Accommodations Any person with a disability as defined by the ADA Amendments Act of 2008 (ADAAA) may be provided a reasonable accommodation upon request to enable the person to complete an employment assessment. To request accommodation, please contact our Benefits Specialist at at least five business days before the date that any accommodation will be required to allow us to evaluate your request and prepare for the accommodation. You may be asked to provide additional information, including medical documentation, regarding functional limitations and type of accommodation needed. Please ensure that you have this information available well in advance of the assessment date. E-Verify DNR uses e-Verify, an Internet-based system, to confirm the eligibility of all newly hired employees to work in the United States. Learn more about E-Verify, including your rights and responsibilities. Toll-Free Applicant Support - Technical Help If you experience technical difficulty with the NEOGOV system (e.g. uploading or attaching documents to your online application) call NEOGOV at 855-524-5627, Mon-Fri between 6 am and 6 pm (Pacific Time). The Human Resources Office will be unable to assist with technical issues.
Created: 2024-10-06