Salary : $100,502.28 - $128,126.64 Annually
Location : 1500 Warburton Ave., Santa Clara, CA
Job Type: Full-Time
Job Number: 41-26-643
Department: Police
Opening Date: 08/12/2026
Closing Date: 8/26/2026 4:00 PM Pacific
FLSA: Non-Exempt
Bargaining Unit: 10
Weighting Plan: 100% Oral, Qualifying Written
DescriptionAdditional Information: Applications must be filled out completely (e.g. do not write "see resume, NA, or personnel file."). To receive consideration for the screening process, candidates must submit a
1) Cover Letter and 2) Resume Incomplete applications will not be considered.Application packets may be submitted online through the "Apply Now" feature on the job announcement at Applications must be submitted by the filing deadline of
August 26, 2026at
4:00 PM.THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS OR DEPARTMENTS BESIDES THE POSITIONS LISTED ABOVE. IF YOU ARE INTERESTED IN EMPLOYMENT IN THIS CLASSIFICATION, YOU SHOULD APPLY TO ENSURE YOU ARE CONSIDERED FOR ADDITIONAL OPPORTUNITIES THAT MAY UTILIZE THE APPLICANTS FROM THIS RECRUITMENT.MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW. APPLICANTS WILL BE CONSIDERED FOR POSITIONS ADHERING TO ALL APPLICABLE CITY POLICIES, INCLUDING BUT NOT LIMITED TO CMD 033- EMPLOYMENT OF RELATIVES.The annual salary range for this position is $100,502.28 - $128,126.64. This position may be filled at or near the minimum of the salary range.
Minimum QualificationsEDUCATION AND EXPERIENCEMinimum Education Requirements: - Graduation from high school or its equivalent; and
Minimum Experience Requirements: - Two years of clerical and typing experience
Acceptable Substitution: - College education with special emphasis in police administration or related fields may be substituted for the required work experience on a year-for-year basis
License/Certifications: - Possession of a valid California Class C driver's license is required at the time of appointment and for duration of employment
- Successful completion of a P.O.S.T. certified Police Records Clerk Course or ability to obtain same within one year of employment
Other Requirements: - Incumbents of this class are assigned to work day, swing and graveyard shifts, including weekends and holidays
- Incumbents are also required to work overtime hours as assigned
- Incumbents are expected to become proficient in the use of self-defense, Basic First Aid, and Cardiopulmonary Resuscitation (CPR)
- Incumbents will be required to satisfactorily complete and pass biennial telecommunications training/testing as mandated by the California Department of Justice and the Federal Bureau of Investigation (National Crime Information Center) and any local or county automated systems training programs
- All candidates will be required to pass a City background investigation, which will include fingerprinting and may include polygraph and/or psychological testing
- Must be able to perform all of the essential functions of the job assignment.
Follow this link to view the entire Class Specification, which includes more information on Typical Duties and Knowledge, Skills, and Abilities.Candidates must attain a passing score on each phase of the examination process to qualify for the Eligible List. A department interview may be required prior to appointment.Federal law requires all employees to provide verification of their eligibility to work in this country. Please be informed that the City of Santa Clara will not sponsor, represent, or sign documents related to visa applications/transfers for H1B or any other type of visa which requires an employer application. PERMANENT CITY EMPLOYEES PREFERENCE POINTS: Current permanent employee candidates who receive a passing score on the examination will have an additional five (5) points added to their final score.
City of Santa Clara Benefit Summary Overview for Bargaining Unit #10Public Safety Non-Sworn Employees AssociationThis summary provides a brief overview of the City of Santa Clara's benefits available to Bargaining Unit #10 employees in 2026. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager's Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change.
Retirement:- Membership in the California Public Employees Retirement System (CalPERS)
- Classic Employees: 2.7% @ age 55 formula - employee pays 8.00% of gross pay, minus $61 bi-weekly
- New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay
- Medicare and Social Security (FICA)
- Employee pays 6.20% up to $11,439 (Social Security) and 1.45% (Medicare) of gross pay
Health Insurance:- The City contributes up to 100% of the premium of the Kaiser (Region 1) plan for Employee Only and Employee + 1 Dependent plans, and up to 90% of the premium of the Kaiser (Region 1) plan of the Employee + 2 or More Dependents plan
- Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
- No cash difference is paid if an employee elects a plan cheaper than the max City contribution
- To be eligible for the City's contribution toward health, employees must be on a paid status for at least 80 hours in the month prior to the month of coverage
- Coverage is effective as early as the first day of the month after date of hire
- Employees hired on or after 1/1/2024 who opt-out of City-offered health insurance and provide annual attestation and acceptable proof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details
Dental Insurance:- Choice of two Delta Dental plans; enrollment is mandatory
- City pays lowest cost employee only plan; additional cost is paid by employee
- Coverage is effective as early as the first day of the month after date of hire
Vision Insurance:- Choice of two VSP plans
- City pays lowest cost employee only plan; additional cost is paid by employee
- Coverage is effective as early as the first day of the month after date of hire
Voluntary Employee Beneficiary Association (VEBA):- City contributes $100.00 a month toward employee's VEBA account
- Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax)
Life Insurance:- City pays for $50,000 of Basic Life Insurance coverage
- Coverage is effective the first of the month after one calendar month of employment
- Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children
State Disability Insurance (SDI):- Employee pays 1.3% of gross pay (includes Paid Family Leave)
- 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information
Paid Family Leave (PFL):- Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child
- No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information.
Long Term Disability (LTD) Insurance- Benefit is 2/3 of basic wage up to $7,500; max of $5,000/month
- City paid benefit. City pays $.558/$100 of insured earnings
- 30 calendar day waiting period
- Coverage is effective the first of the month after one calendar month of employment
Deferred Compensation:- Voluntary plan through Nationwide Retirement Solutions
- Employee may contribute up to the lesser of the IRS maximum or 100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules
- Additionally, the City contributes $300.00 a month toward employee's 457(b) account. This dollar amount will factor into the above mentioned IRS rules and limits
Flexible Spending Account (IRS Section 125 Plan):- Employee may contribute up to $3,400 per year in pre-tax dollars to a health care spending account
- Employee may contribute up to $7,500 per year in pre-tax dollars to a dependent care spending account
- Employee may contribute up to $340 per month in pre-tax dollars to a commuter benefit plan
Vacation:- Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service
- For 1 - 4 years of service: 10 days (80 hours)/year
- For 5 - 9 years of service: 15 days (120 hours)/year
- For 10 - 15 years of service: 21 days (168 hours)/year
- For 16 - 20 years of service: 22 days (176 hours)/year
- For 21+ years of service: 24 days (192 hours)/year
- Maximum vacation accrual is 400 hours
- Once per year, employees can elect to convert up to 90 hours of accrued vacation to cash to be paid out the following calendar year
Sick Leave:- Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual
- Up to 48 hours/year of accumulated sick leave may be used for family illness
- Up to 40 hours/year of accumulated sick leave may be used for personal leave
- Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation)
- Partial sick leave payoff provision on retirement depending on years of service
Compensatory Time Off (CTO):- Employees may accrue CTO in lieu of overtime hours (maximum accrual is set by department)
- 16 hours of CTO is credited to employees each January 1st (prorated if hired after January 1st)
Holidays:- Thirteen (13) paid eight-hour holidays per year
- 7.5% of base salary for Public Safety Dispatcher I/II and Senior Public Safety Dispatcher classifications, paid every pay period
Bilingual Pay:- If the Department Head determines that there is a significant need or benefit, on a regular basis, to having the employee certified in a particular language other than English, a certified bilingual employee is eligible for $45/bi-weekly or $90/bi-weekly for advanced certification bilingual pay
Night Differential Pay:- Employees are eligible for 5.0% night differential pay for all hours worked between 4:00 p.m. and 6:00 a.m.
Additional Premium Pays:- Community Service Officer IIs, Police Records Specialist IIs, and Public Safety Dispatcher IIs assigned to train newly hired employees in eligible classifications are entitled to 5% training pay for the actual hours worked performing those duties
- Dispatcher classifications: 2.5% of base pay for Intermediate POST Certification. Additional 2.5% of base pay for Advanced POST Certification (up to 5% total)
- Police Records Supervisor classification: 2.5% of base pay for Records Supervisor POST Certification
- Employees may receive a maximum of 2% of base pay for either a bachelor's degree (if not a minimum requirement of the classification) or master's degree (if BA/BS is a requirement)
Uniform Allowance:- $600 for eligible classifications (per MOU)
Tuition Reimbursement Program:- Up to $2,000 per fiscal year for tuition reimbursement
Psychological Counseling:- Employees in Unit 10 who work in the Police Department are eligible for the same psychological program as Unit 2, and employees who work in the Fire Department are eligible for the same psychological program as Unit 1 (See MOU for further details)
Employee Assistance Program:- Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year
- City paid benefit
Retiree Medical Reimbursement Program:- Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premium
