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Lakewood Police Department - Court Compliance Officer

  • Contact Information

    Lakewood Police Department - Court Compliance Officer
    6000 Main St SW
    Lakewood, Washington 98499
    Phone: 253-789-2489
    Department Website

Agency Added: 02/07/2018 | Last updated: 12/14/2018

Community Information

Incorporated in 1996, Lakewood is the second-largest city in Pierce County and the 18th-largest in the state of Washington. It is the host community to Joint Base Lewis-McChord, the largest joint base on the West Coast and one of the largest in the U.S. Lakewood is strategically located along the Interstate 5 corridor. It borders JBLM, Camp Murray (home to the Washington National Guard) and Tacoma, and is situated a short drive from Seattle and Olympia. Lakewood also is a hub for activity at the Ports of Tacoma, Olympia and Seattle.

Department Information

The Municipal Court is a Court of Limited Jurisdiction that hears criminal misdemeanors and gross misdemeanors, infractions, parking and photo infraction violations that occur in the Cities of Lakewood, University Place and DuPont, as well as the Town of Steilacoom. Under the general supervision of a Police Sergeant and the Court Administrator, the Court Compliance Officer will perform duties in one or more of the following program areas: court security, probation, electronic home monitoring, and City work crew programs. Maintain order and security in the courtroom, transport defendants to and from jail, perform case management duties for misdemeanant offenders referred to probation, monitor offender compliance with court orders and report to the court on progress and violations, and plan, organize, schedule, assign and oversee the City's work crew program activities.

Area Information

  • Population: 60,000
  • County: Pierce

Agency Requirements:

Category Requirement Required at time of..
Test Hire
Minimum Age 21 X  
US Citizen/Lawful Permanent Resident No    
High School Grad/ GED High school graduation or GED required. X  
Driver's License Required Yes X  
Felony Conviction(s) as an Adult None X  
Felony Conviction(s) as a Juvenile None. X  
Ability to Read & Write the English Language Yes X  
College Requirement A Bachelor's degree in criminal justice or a closely related field is desirable.    
Basic Corrections Academy Certification Must successfully complete the Corrections Officer Academy within six months of hire, pending availability of said class; or have completed an approved equivalency. Must successfully complete the Misdemeanant Probation Counselor Academy (MPCA) within six (6) months of hire, pending class availability. Acquire CPR/first aid certification as soon as possible after hire date. Attend and complete certification in DOT Flagger Training as soon as training is available after hire date.    
Prior Experience Requirement Is preferred but not required.    
Other State of Washington certification as a Chemical Dependency Counselor preferred.    
Multiple Scores from Same Applicant We only consider the most recent score    
Request/ Access Scores On an as-needed basis as vacancies occur    

Agency Disqualifiers:


Category Disqualifier

The following driving standards represent the maximum allowable violations of driving laws and must not exceed six (6) total points in the last 36 months. As part of the background investigation each candidate’s driving record will be obtained and reviewed. Other driving offenses not listed here will be assessed point values on a case by case basis.

Revocation of driver’s license 8
Denial of issuance of driver’s license 8
Negligent homicide 8
Driving under the influence of alcohol or drugs 8
Reckless driving (involving an accident) 8
Reckless driving (no accident involved) 6
Negligent driving (involving an accident) 6
Negligent driving (no accident involved) 4
Hit and run (attended) 8
Hit and run (unattended) 6
Driving while driver’s license suspended 4
Speeding in excess of the posted limit:
0-14 Over = 2 points
15-19 Over = 3 points
20-25 Over = 6 points
Over 26 = 8 points
Convictions or forfeitures (paid fines) for other moving violations involving an accident 4
Convictions or forfeitures for other moving violations each violation not involving an accident 2
Drug Usage
PotentialIt is common for candidates to have experimented with or casually used substances in their past. The following standards reflect the maximum allowable uses of these illegal drugs. Any uses over the allowed standard are automatically disqualifying. Each category mentioned below includes all derivatives of these controlled substances.

DRUG FREE: Each applicant must be drug free for a minimum of three (3) years prior to this application for all categories of the controlled substances listed below. With the exception of marijuana, more than four (4) total uses of any individual or combination of these drugs is an automatic disqualifier. Your stated past drug usage will be confirmed by a background investigation and a polygraph examination.

Amphetamines: Cocaine:
No use for the last five (5) years No use for the last five (5) years
No use after the age of 25 No use after the age of 25
No more than three (3) total uses No more than three (3) total uses
Steroids: Hallucinogens:
No use for the last five (5) years No use for the last five (5) years
No use after the age of 25 No use after the age of 25
No more than three (3) total uses
Marijuana: Opiates:
No use after the age of 25 No use of these substances is acceptable
Between the ages of 18 to 25,
total usage not to exceed 25 times.
Usage under the age of 18 will be reviewed on a case by case basis

NOTE: While this list is not all inclusive, use of any controlled substance not listed here will be considered on a case by case basis.
Criminal Activity
AutomaticAny adult felony conviction.
AutomaticAdult misdemeanor convictions of moral turpitude (any conviction will be carefully reviewed).
AutomaticBeen convicted of any crime under a domestic violence statue.
AutomaticWithdrawn from consideration for any (law enforcement/fire/corrections/dispatch) employment because of the following reasons: Untruthfulness.
AutomaticBeen dishonorably discharged from the United States armed forces.
AutomaticLied during any stage of the hiring process.
AutomaticFalsified his or her application, personal history questionnaire, or any other forms during hiring process.
AutomaticPrevious revocation or denial of (CJTC/POST) certified status, or suspension of current (CJTC/POST) certified status.
AutomaticFailure to pay income tax or child support.
AutomaticCurrent credit accounts, or unresolved accounts in collection will be carefully reviewed.

Current Hiring Status

The City of Lakewood has adopted a continuous testing process for the Court Compliance Officer. Oral boards are conducted on an as needed basis and oral board participants are invited based on their Public Safety Testing score.

Number of Current Vacancies: 1

Important Information: To be eligible for consideration:
1) Submit an online application with the City of Lakewood; click here
2) Register and complete the Law Enforcement/Corrections written and physical ability tests conducted by Public Safety Testing.

Salary Information

$4,782.00 - $5,829.00 Monthly

Benefit Information

This is a summary of benefits and is not meant to be all inclusive. Please refer to Local 1938, Washington State Council of County and City Employees of the American Federation of State, County, and Municipal Employees collective bargaining agreement, City policies and plan booklets for details.


The normal work week is five consecutive days of not more than eight hours per day, exclusive of lunch period. City Hall is open to the public from 8:30 a.m. to 5:00 p.m. Where appropriate, alternative work schedules may be established, providing that not more than forty hours are scheduled per work week.

Step increases are granted annually upon successful completion of a performance evaluation until the maximum of the salary range is reached.

Employees are granted the following paid holidays:

New Year's Day       Memorial Day            Veterans' Day              Christmas Day

M.L. King, Jr. Day    Independence Day   Thanksgiving

Presidents' Day        Labor Day                 the day after Thanksgiving

Employees accrue one floating holiday on their anniversary date, which must be used within the following 12 month period. Holiday pay is pro-rated for employees scheduled to work less than 40 hours per week.

Paid time off leave is a benefit granted to employees to continue normal compensation during approved absences. Leave may be accumulated for succeeding years; however, the maximum accrual may not exceed 1,100 hours at the end of the calendar year.

Accrual Rate:    

During the 1st year                                200 hours of leave per year

After the 1st thru 2nd year                      208 hours of leave per year

After the 2nd thru 4th year                      216 hours of leave per year

After the 4th thru 9th year                       232 hours of leave per year

After the 9th thru 14th year                     264 hours of leave per year

After the 14th thru 20th year                   296 hours of leave per year

After the 20th thru 29th year                   312 hours of leave per year

After the 29th year                                 320 hours of leave per year

Paid time off leave accrual is pro-rated for employees scheduled to work less than 40 hours per week.

If an employee exhausts all paid leave because of medical reasons, they may be eligible to receive donated paid time off leave from other employees.

Employees who are members of any federal military reserve unit or the Washington National Guard will receive up to twenty-one working days of paid leave during each year beginning October 1 and ending September 30, while engaged in active training duty or active duty.

The City will maintain continuity of health benefits to employees' families when employees are ordered to involuntary active military duty. Military differential pay is available during active military duty of more than 30 days and for no longer than 24 months.

Employees will be paid their regular compensation while serving on jury duty provided they forfeit the juror's daily stipend to the City.

Employees and the City make contributions to an International City Management Association - Retirement Corporation (ICMA-RC) 401A plan. The employee contributes 5.08% and the City contributes 7.62% of the employee's salary. The employee chooses how contributions are invested. Investment choices range from conservative (low risk) to aggressive (high risk) opportunities. The 401A plan has a 20% per year vesting schedule. Prior service credit in Washington State Department of Retirement Systems plans and First Class City plans (Seattle, Tacoma, Spokane) will be credited towards the vesting schedule.

Under Social Security's Government Pension Offset, any Social Security spouse's or widow's or widower's benefits you may be entitled to will be reduced based on any pension you receive from the City's retirement plan.

In lieu of Social Security, the City provides an alternative plan through the ICMA Retirement Corporation. The employee contributes 6.20% and the City contributes 4.77% of the employee's salary. The employee's investment choices range from conservative (low risk) to aggressive (high risk) opportunities. Employees are immediately 100% vested in the plan.

Under Social Security's Windfall Elimination Provision, any Social Security retirement or disability benefits you may be entitled to will be reduced based on any pension you receive from this replacement plan.

Participation in a 457 deferred compensation plan is available to employees through payroll deduction. This is an optional investment program. The City matches an employee's contribution up to 3% of the employee's base monthly pay rate. Investment choices are similar to 401A options.

The Flexible Spending Account (IRS Section 125) is an optional tax savings program which is offered to employees annually. It allows employees to reduce taxable income by using part of their salary on a pretax basis to pay for out of pocket health care expenses and dependent care costs.

Three medical plans are offered to employees and dependents through the Association of Washington Cities (AWC):

• Regence High Deductible Health Plan with Health Savings Account. The City pays 100% of the premium for the employee and dependents, and makes contributions to the Health Savings Account.
• Regence HealthFirst 250 Plan. The City pays 100% of the premium for the employee and 86% of the premium for dependents.
• Kaiser 200 Plan. The City pays 100% of the premium for the employee and 86% of the premium for dependents.

Premiums are pro-rated based on FTE status for part-time employees.

Employees may be eligible to opt out of medical insurance coverage to receive $3,000 annually (pro-rated each pay period). Part-time employees may be eligible to opt out to receive an equivalent pro-rated amount.

The Employee Assistance Program (EAP) is a voluntary, confidential resource available to employees, dependents and household members. The EAP provides professional counseling assistance in addressing a variety of concerns ranging from substance abuse to relationship issues. Premiums are paid by the City.

The Vision Service Plan (VSP) provides for annual eye examinations for employees and dependents. A $25 deductible benefit is provided for lenses, frames and contact lenses.

Washington Dental Service (WDS) Plan E insurance is provided through AWC. This is an incentive based plan - 70% to 100% of the cost for Class I and Class II benefits (routine exams, basic cleanings, x-rays, fillings, etc.) is covered. Class III benefits (crowns, inlays and onlays) are paid at 50%. The plan pays a maximum of $2,000 per individual annually for covered benefits. A separate orthodontia plan provides a one time orthodontia benefit of $1,000 for eligible children.

*The City pays the entire premium cost for full-time employees and their dependents. Premiums for part-time employees and their dependents are pro-rated based on the employee's FTE status.

The City provides the following insurance coverage for employees through Standard Insurance (a copy of each plan certificate will be provided during orientation):

A monthly survivor income benefit is paid to an employee's eligible spouse and children upon the employee's death. Prior to any reduction for Social Security survivor's benefits, a benefit amount equal to 30% of the employee's insured earnings is paid to the spouse or children, and 60% is paid if both spouse and children survive.

A benefit equal to the employee's annual salary rounded up to the next thousand.

Effective after 90 days of continuous disability. The maximum amount of the LTD benefit is 60% of earnings or $5,000 per month, whichever is less.

Employees may elect to apply for $30,000 to $300,000 in supplemental term life insurance coverage. Spouses may also be insured. Premiums are paid entirely by the employee.

Short term disability insurance provides benefit payments to help replace lost income when an employee is disabled due to a non-occupational accident or illness. Pregnancy or its complications are covered provided enrollment in STD insurance is prior to conception. Benefits are payable for a maximum of 13 weeks. This benefit is offered to employees at the time of hire and annually thereafter.

Additional insurance plans are available to employees through AFLAC, such as accident/disability, cancer, dental and hospital intensive care.