Department of Public Safety Lieutenant

Salary : $104,028.34 - $166,445.50 Annually
Location : City of Las Vegas, NV
Job Type: Full-Time
Job Number: 25APR80002-O
Department: Department of Public Safety
Division: DPS - City Marshals
Opening Date: 04/01/2025
Closing Date: 4/30/2025 11:59 PM Pacific
Bargaining Unit: APPT

About the Position
Career Opportunity

The city of Las Vegas, Department of Public Safety is accepting applications for Department of Public Safety Lieutenant to oversee and coordinate the programs and activities of assigned work units within the Department of Public Safety (DPS); to coordinate assigned activities with other city departments, divisions and outside agencies; and to provide highly responsible and complex administrative support to the assigned Deputy Director and Department of Public Safety Director.

The Most Competitive Candidates:

• Evidence-Based Leader who demonstrates experience using crime data, research insights, and performance metrics to guide policing strategies.
• Strategic Thinker & Problem-Solver who applies problem-oriented policing, risk analysis, and proactive intervention strategies to improve public safety outcomes.
• Community-Centered Leader who recognizes the importance of procedural justice, legitimacy, and trust-building in policing.

Leadership Focus:

As a Lieutenant in the Department of Public Safety, you will lead in a dynamic, learning-focused organization committed to evidence-based policing. This role requires a forward-thinking leader who fosters continuous learning, develops personnel, and has problem-solving foresight, a self-starter, and implements innovative, data-driven public safety solutions.

This position requires a leader who embraces problem-solving strategies such as the SARA model, intelligence-led policing, and evidence-based practices to enhance public safety. The successful candidate will be responsible for using crime data, research, and innovative strategies to inform decision-making and operational effectiveness.

External Applicant Background Requirements:

For the purposes of this recruitment, an external applicant is any qualified applicant who is not a current employee with the city of Las Vegas, Department of Public Safety. As such, these candidates will be required to complete a background investigation, polygraph, psychological suitability assessment, and fit-for-duty medical assessment (Nevada POST requirement).

Out of State Applicants:

Candidates who are certified officers in a state other than Nevada may qualify for Nevada POST reciprocity.

To lean more visit

Candidate Assessment:

The Human Resources department will screen applications for the minimum qualifications. All applicants who meet these requirements will be forwarded to the department for review and assessment.

The department assessment will include a written exercise with a presentation, which will be used to narrow the candidate pool for final interviews.

Candidate Assessment Preparation:

The following resources are recommended when preparing for the department assessment.

• Leadership on the Line, by Ronald A. Heifetz and Marty Linsky, Harvard Business Review Press, revised edition (July 11, 2017).
• National Institute of Justice - Evidence-Based Policing in 45 Small Bytes,
• The Department of Public Safety Strategic Plan. Be prepared to discuss methods to infuse the focus areas into the culture of the department

Any individual offered employment will be required to pass a pre-employment drug test, complete background check, education and experience verification, and may be required to demonstrate the ability to perform the physical requirements of the job.

EXAMPLE OF DUTIES
Supervision Received and Exercised

Receives administrative direction from the assigned Deputy Director and higher management staff.

Exercises direct supervision over professional, technical and clerical staff.

Essential Functions:

Oversee the programs, services and activities of the assigned work units within the Department of Public Safety, which may include any of the following: the professional standards unit, including commissioned officer training, accreditation and internal affairs, oversight of Deputy City Marshals, and animal control.

Participate in the development and implementation of goals, objectives, policies and priorities for assigned programs; develop and administer policies and procedures.

Monitor and evaluate the efficiency and effectiveness of service delivery methods and procedures; recommend, within departmental policy, appropriate service and staffing levels.

Plan, direct, coordinate and review the work plan for assigned work units; assign work activities, projects and programs; review and evaluate work products, methods and procedures; meet with staff to identify and resolve problems.

Select, motivate and evaluate assigned staff; provide or coordinate staff training; plan, direct, coordinate and review the work plan for assigned staff; assign work activities, projects and programs; establish work priorities and schedules; review and evaluate work products, methods and procedures; prepare and conduct formal performance evaluations; work with employees to develop short and long term goals, monitor accomplishments, establish performance requirements and personal development targets and provide coaching for performance improvement and development.

Participate in the decision making process for selection, hiring, discipline and termination of employees.

Participate in the development and administration of the annual budget for assigned work unit; direct the forecast of funds needed for staffing, equipment, materials and supplies; monitor and approve expenditures; implement adjustments.

Make sound decisions in emergency situations.

Serve as liaison for the department with other city departments, divisions and outside agencies; assist with setting up programs and coordinating the use of facilities with other departments or agencies.

Participate in conferences, workshops and professional organizations; stay abreast of trends and innovations related to law enforcement.

Prepare and present a variety of reports and other correspondence as assigned; review reports of subordinates.

Provide testimony in administrative, civil and criminal cases; testify at public and private hearings as required.

Conduct a variety of organizational and operational studies; recommend modifications to programs, policies and procedures as appropriate.

Serve as staff on a variety of boards, commissions and committees.

Provide responsible staff assistance to the department Director and Deputy Directors.

Oversee all certified P.O.S.T. training courses.

Serve as department's resource for information in the field of training and legal issues.

Identify staff training needs, sources of training and qualified instructors; oversee the development of a variety of curricula, pre-service and in-service training programs to meet the needs of department staff; may instruct courses as necessary.

Oversee the department's organizational accreditation activities.

Oversee the conduct of internal investigations of inmate, citizen and officer complaints as assigned.

Oversee the Deputy City Marshal field unit, which enforces laws and regulations on city property, drafts and serves arrest warrants, and obtains and administers subpoenas.

Oversee activities related to the animal control function.

Oversee activities related to all support services including lock shop/access control, communications, and law enforcement support unit.

Respond to crime and accident scenes on city property; supervise and participate in investigations, interviews and interrogations in the field; personally conduct sensitive investigations.

Marginal Functions:

Represent the department at civic organizations and functions.

Perform related duties and responsibilities as required.

MINIMUM REQUIREMENTS

Experience:

Four years of increasingly responsible experience in law enforcement.

Training:

Bachelor's degree from an accredited college or university with a major in criminal justice, police science, public administration or field related to the essential functions. A combination of formal education and directly related work experience may substitute for the degree. The city assesses 1.5 years of fulltime experience as equivalent to one year of education.

License or Certificate

Possession of an appropriate, valid driver's license on the date of application, and maintenance thereafter.

Possession of Nevada P.O.S.T. Category I Certificate on the date of hire, and maintenance thereafter.

Preferred Experience and Education

Ten or more years of increasingly responsible experience in corrections, policing, criminal justice, public administration or a related field.

A Master's Degree is highly desirable.

Successful completion of management/leadership training programs, especially in law enforcement, is desirable.
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of:

Management skills to analyze programs, policies and operational needs.
Principles of leadership, supervision, training and performance evaluation.
Modern and complex principles and practices of law enforcement and criminal justice.
Principles of municipal budget preparation and control.
Pertinent federal, state and local laws, ordinances and park regulations.
Modern office procedures, methods and computer equipment.
Modern investigative methods including interviewing and interrogation techniques.
Technical and administrative phases of crime prevention and law enforcement.
Recent court decisions and their affect on department and division operations.
Use of firearms and other modern law enforcement equipment.
First aid and CPR.
Principles and techniques of direct-contact public relations.
Offensive and defensive weapons, nomenclature and theory.
Self-defense tactics.
P.O.S.T. certification standards.
Principles and methods of training design and curriculum development to meet a variety of needs.
Instructional theory and techniques.
Techniques for conducting formal training presentations.
Organizational accreditation standards, processes and procedures.
Operational characteristics, services and activities of a law enforcement and criminal justice training program.
Principles and techniques for conducting confidential internal investigations.
Operational characteristics, services and activities of a limited jurisdiction law enforcement and criminal justice program.
Principles of evidence-based decision making and policing.
Principles of data-driven hotspots policing.
Contemporary health and wellness concepts.

Ability to:

Analyze problems, identify alternative solutions, project consequences of proposed actions, recommend best options and implement approved solution in support of goals.
Meet P.O.S.T. certification requirements.
Meet department certification for qualification on firearms.
Interpret and apply federal, state and local policies, laws and regulations.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work.
Analyze situations quickly and objectively and determine proper course of action.
Meet and deal with the public tactfully and effectively.
Interpret, apply, explain and enforce city and department laws, policies and procedures.
Use initiative and independent judgment within established guidelines.
Demonstrate keen powers of observation and memory.
Effectively communicate verbally and in writing.
Cultivate and establish trust that inspires others to follow.
Problem solve and develop strategies to establish a learning organization.

Competencies:

In addition to Core Workforce Competencies:

Supervisor Competencies

Professionalism - Models core values by being honest, respectful and positive; continuously demonstrates the core values of the city; supervisory actions are collaborative whenever possible and intended to grow the city's capacity at an individual, unit, division and/or department level.

Managing Performance - Takes responsibility for own and assigned employees' performance, by setting clear goals and expectations, tracking progress against the goals, ensuring regular feedback, and addressing performance problems and issues promptly.

Decisiveness - Willingness to make difficult decisions in a timely manner.

Developing and Empowering Others - Willingness to delegate responsibility; coaching assigned employee to develop their capabilities.

Facilitating Partnerships - Builds community and partnerships both inside and outside the organization.

Forward Thinking - Anticipating the consequences of situations and decisions; taking appropriate action to be prepared for possible changes.

Providing Support - Provides the tools and creates a supportive environment that allows others to successfully complete their work.
CITY OF LAS VEGAS, NEVADA

Appointive Compensation and Benefits - 2025
COMPENSATION

Annual Base Pay Increases

• Employees are eligible for annual performance-based merit increase or cash bonus, typically in first pay period of fiscal year.
• City Manager and City Council may approve annual cost of living increase.

BENEFITS

Uniform Allowance

• Applies to uniformed appointives in Fire & Rescue, Public Safety, and Municipal Court, currently $1,500/year

Retirement

• Eligible employees participate in the Public Employees' Retirement System of Nevada (PERS). PERS, a statewide defined benefit plan, calculates retirement benefits based on 2.25 percent (current percentage for employees hired 7/1/15 and after) for each year of service, applied to the employee's highest consecutive 36-month average salary. PERS also requires that employees share 50 percent of the PERS contribution, which is implemented by reducing the City's salary ranges. The highest consecutive 36-month average salary is increased commensurate with the salary range reductions required by PERS.

Deferred Compensation Plan

• The city offers a 457(b) Plan, a government deferred compensation plan similar to a 401(k) plan. It offers both pre-tax and after-tax savings and investment options.

Deferred Compensation Match

• City provides a 100% match annually (on a per pay period basis) to your contributions, up to the following amounts in a 401(a) plan -

o Years 1-2 (0-24 months)* $4,000
o Years 3-4 (25-48 months)* $5,000
o Year 5 (49-60 months)* $6,000
o After 5 years (>60 months)* $6,000

*Years of service in Benefits Plus Tiers I, II, and III combined

• Employees are fully vested in the match after 5 years of service or at age 65.

Medical, Dental and Vision Insurance

• Employees are covered the first of the month following date of employment. Five medical plans, two dental and two vision plans are available. City pays 100% of employee premium + 50% of dependent premium.

Life and AD&D Insurance

• City provides $100,000 insurance at no cost.
• Additional voluntary life insurance and AD&D insurance available for purchase.

Disability Insurance

• City provides long term and short term disability policies:

o STD
City pays 100% of base salary, for up to 90 days of an approved medical disability leave lasting over one week under STD, from first day of disability
City pays 100% of base salary for a period over 90 days, if employee has applied for long term disability or PERS disability retirement, until a determination is final or employee is separated

Note: Public Safety Appointives are not eligible for City STD benefits.
o LTD: Benefits may begin after 90 days of an approved disability leave. Payment is up to 60% of earnings, up to $11,000/month, and may not be supplemented with sick or vacation.

Tuition Reimbursement
Employee Assistance Program
Annual Health & Wellness Reimbursement

• Employees may apply for reimbursement up to $2,400 per year for out of pocket health & educational wellness expenses. Reimbursement amounts may also be used for STEAM (Science, Technology, Engineering, Arts, and Mathematics) classes taken in pursuit of a college degree and student loan repayments for the employee and immediate family members.

ANNUAL PHYSICAL EXAMS

• Employees covered by a City health plan and their covered spouse and dependents over age 18 are eligible for a comprehensive wellness physical exam annually at no cost to them at ARC Health and Wellness.

VACATION

• Year 1: 3.69 hours/pay period = 96 hours/year
• Years 2 - 5: 5.85 hours/pay period = 152 hours/year
• Years 6 - 10: 7.08 hours/pay period = 184 hours/year
• Years 11 - 15: 7.69 hours/pay period = 200 hours/year
• Year 16 and over: 8 hours/pay period = 208 hours/year
• Maximum Accrual: 250 hours, no accrual beyond that point (Public Safety Appointive (PSA) group retains 2 times annual accrual max)
• Sell Back: Annual leave may be accumulated to a maximum of 250 hours; no accrual beyond that point. June and December sell-back, must leave balance of 40 hours.

HOLIDAY

• City provides 12 holidays plus a birthday holiday.

SICK LEAVE

• Sick Leave Accrual: 4 hours / pay period = 104 hours/year
• Sick Leave, maximum accrual: 480 hours; no accrual beyond that point (Public Safety group retains 840 hours max with continual accrual)
• Sick Leave, annual buy-back: None (Public Safety group retains annual buy-back)
• Sick Leave payout at separation: None (Public Safety group retains 50% payout between 5 and 20 years of service, 100% payout over 20 years of service)

RETIREE HEALTH AND LIFE INSURANCE

• Available for purchase- retiree pays full cost of premium.

NOTE: The City's Benefits programs can be amended, reduced or eliminated at any time with or without notice as a management prerogative.

Revised 1/2025