City of Santa Maria, CA
Police Records Technician I/II
City of Santa Maria, CA, Santa Maria, California, United States, 93454
Salary :
$5,016.38 - $6,097.43 Monthly Location :
Santa Maria, CA Job Type:
Full-Time Job Number:
FY 25-00102 Department:
Police Department Division:
Police - Support Opening Date:
09/12/2025 Closing Date:
10/3/2025 5:00 PM Pacific Max Number of Applicants:
75
OPPORTUNITY Open Date: 09/12/2025
Closing Date: 10/03/2025 5:00 p.m.
Interview Date: TBD
This recruitment may close before the published closing date if 100 applications have been received.
The City of Santa Maria Police Department (SMPD) is looking to fill a full-time Police Records Technician I/II vacancy in the Records Bureau. Police Records Technicians handle concise technical information and law enforcement requests requiring confidentiality. The Ideal Candidate is detail-oriented, organized, and adept at managing sensitive information with accuracy. The successful candidate(s) will be required to undergo a thorough background investigation prior to an offer of employment. Interested candidates are highly encouraged to apply!
WHAT WE ARE LOOKING FOR
: Dedicated to providing excellent customer service Motivated Positive/Can Do Attitude Team player Excellent communicator Detail & solution oriented Spanish speaking skills are highly desirable WHAT WE DO
:
The Santa Maria Police Department strives to protect and serve all those who live, work, and/or visit Santa Maria. This is accomplished by working in cooperation with the community, promoting safety and enforcing the law. The Police Records Technician position is an Individual Contributor role that provides clerical support to the arrest, crime, traffic and sex registration desks, maintains confidential criminal information and serves as a liaison between the local, state and federal legal communities. Their role enables the Santa Maria Police Department to achieve its main goal of keeping the community safe.
WHO WE ARE:
The City of Santa Maria is a full-service City with a City Council/City Manager form of government with over 700 employees and serves approximately 108,000 constituents. The City of Santa Maria is located on the beautiful central coast of California and covers over 23 square miles. The City has a harmonious balance of maintaining coastal and agricultural lands while promoting business. Santa Maria has been recognized nationally as an All-America City by the National Civic League and offers reasonably priced housing, community festivals, quality schools, and is in close proximity to beaches, cultural arts, a local airport, wineries, and higher education institutions. DETAILED JOB DESCRIPTION: The Police Records Technician I/II position is represented by the Service Employees International Union (SEIU) LOCAL 62O, and the applicable Memorandum of Understanding is linked here: Appointment at either level will depend on qualifications and experience.
Bi-weekly Rates: Police Records Technician I - $2,143.88 - $2,605.89 Police Records Technician II - $2,315.25 - $2,814.20 REQUIRED SUBMITTALS
Due with application: • Cover letter • Resumé
DUTIES These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
Processes, maintains, and updates police records and reports; researches records and provides requested information to law enforcement personnel and the public; types arrest, crime, and other reports into a records management system. Processes and files arrest, crime, disposition, and other documents; researches, enters, and updates a variety of information in the local, State, and national information and data systems. Complies with the Public Records Act and departmental procedures. Answers telephone and provides counter assistance to the public. Provides a variety of information regarding services, permits, release of records, etc. Collects and processes fees. Processes warrants and subpoenas. Provides and coordinates fingerprinting and/or computer generated background checks and processes results with the Department of Justice and others. Processes entries of restraining orders; performs validation of records. Distributes, files, purges, seals, and destroys criminal history information. Scope of assigned area will depend on departmental structure and is at the discretion of the department director. Upholds the values of the organization and has strong customer service orientation. Performs other related projects and duties as assigned. Demonstrates regular, reliable and punctual attendance. MINIMUM QUALIFICATIONS
Records Technician I:
Ideally, one year of experience in general clerical and/or record-keeping work; and Graduation from high school. An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above.
Records Technician II:
Ideally, two years of experience comparable to the work performed by a Police Records Technician I; and Graduation from high school. An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. Employees may be considered for a level II advancement after completion of two years in their current assignment, at the Department Director discretion.
Current technical/professional knowledge of complex principles, methods, standards and techniques associated with the scope of work of a recognized profession, such as:
Police Department organization and procedures as they relate to the processing of police records; legal guidelines, regulations, laws, and procedures governing the confidentiality, security, and processing of law enforcement-related records. Police terminology; law enforcement codes and law enforcement information systems. Effective verbal and interpersonal communication skills. Microsoft Office Suite (or equivalent). Use computer and other office equipment effectively.
Desired licenses and/or certifications associated with the assignment. CORE COMPETENCIES: Individual Contributor: Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see full definition ):
Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort. Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents. They go out of their way to anticipate needs. Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded. Communicativeness - Effective performers recognize the essential value of continuous information exchange and the competitive advantage it brings. They actively seek information from a variety of sources and disseminate it in a variety of ways. They use modern technologies to access and circulate information, even across great distances. They take responsibility for ensuring that their people have the current and accurate information needed for success. Initiative - Effective performers are proactive and take action without being prompted. They do not wait to be told what to do or when to do it. They see a need, take responsibility, and act on it. They make things happen. Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation. Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, public works, planning, information technology, human resources, etc.), and remain current in their area of expertise. Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment. Learning Agility - Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively. Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role. They have stamina and endurance to maintain a fast pace.
SELECTION PROCESS PLEASE NOTE : In addition to your completed application, a cover letter and resume are
required
as part of the application process. If a cover letter and resume are not attached, your application will be considered incomplete.
If you are experiencing any technical (computer related) difficulties or need help with attaching documents to your application, please call the NEOGOV help line for assistance at 1-855-524-5627 .
This recruitment will close before the published closing date if 100 applications have been received. The most qualified candidates will be selected to appear before a panel for an oral interview. Those applicants invited to interview will be notified electronically at the e-mail address provided by each candidate through application process. Therefore, it is the applicant's responsibility to provide an accurate email address and to allow their inbox to receive emails in regard to this recruitment (please check spam/junk mail folder). The oral board will recommend a limited number of candidates to the eligibility list from which the new Police Records Technician I/II may be selected. This recruitment may also establish an eligibility list for future Police Records Technician I/II openings. Prior to an offer of employment, applicants must pass a thorough background investigation to the satisfaction of the City. The following benefits vary by bargaining unit. For full benefit information please refer to the Memorandum of Understanding or compensation resolution available at
Retirement The City of Santa Maria is a member of the California Public Employees' Retirement System (CalPERS). Your benefit factor is determined by the retirement formula, age, service credit and final compensation. Based upon your bargaining unit and hire date the benefit factor will vary. Health Insurance Medical Insurance is provided to employees and eligible dependents through the California Public Employees' Retirement System (CalPERS). There are four Preferred Provider Organizations (PPO's) and three Health Maintenance Organizations (HMO's) to choose from. The benefit amount varies per bargaining unit.
The City has a medical insurance benefit program which provides either payment towards the premium for the employee and eligible dependents, or cash payment if you and your dependent(s) already have health benefits. Evidence of major medical health insurance coverage is required for those employees who receive the cash payment. See Memorandum of Understanding for eligibility requirements.
Dental Insurance Dental Insurance is provided to employees and eligible dependents through The Standard covering 100% of Preventive; 90% of Basic; and 60% of Major with a minimal deductible. The plan includes a Max Builder option rewarding insured employees and their dependents who use only a portion of their annual dental benefit maximum. The benefit amount varies per bargaining unit.
Vision Insurance Vision Insurance is available to employees and eligible dependents. Coverage is through VSP and covers an annual Well Vision exam and an allowance towards prescription glasses. The benefit amount varies per bargaining unit. Life Insurance and AD&D Coverage All employees working a minimum of thirty two (32) hours per week are eligible for Life and Accidental Death & Dismemberment (AD&D) coverage. Supplemental life, spousal and dependent child options are also available. The benefit amount varies per bargaining unit. Short-Term & Long-Term Disability All employees working a minimum of thirty two (32) hours per week, excluding Sworn Police and Fire shall participate in the short-term and long-term disability plan with coverage up to 66 2/3% of salary. Sworn Police and Fire are covered through their respective bargaining unit. Flexible Spending Accounts (FSA) The City offers a flexible spending account option for Dependent Care and Health Care Expenses. With these plans, employees can choose to place a portion of their earnings into a personal reimbursement account on a pre-tax basis. Doing so lowers employees' taxable income for the year and allows them to pay for their qualified dependent care and eligible health care expenses with pre-tax dollars.
Employee Assistance Program The City provides an Employee Assistance Program (EAP) through AETNA for all full and part time employees and their eligible dependents. The confidential EAP program can refer employees to professional counselors and services that can help resolve emotional health, family and work-life issues, or provide help with childcare and eldercare assistance, financial and legal services, identity theft recovery services and daily living services. Wellness Program Offered to help employees gain knowledge, skills and motivation to improve the quality of their lives and well-being. The City's Wellness Program includes ergonomic evaluations, flu shots, and Wellness Workshops during lunch and after work. Access to the Paul Nelson Aquatics Center for employee and immediate family members. Access to the Weight room at the Abel Maldonado Community Youth Center for employee and immediate family members. Access to employee discounts and special offers on travel, entertainment, shopping, dining and services. Mentorship Program This professional development program of mentoring and job shadowing provides mentees with an opportunity to be mentored by experienced staff with the objective of developing specific skills and knowledge that will enhance the participants' leadership skills and promote professional growth. Succession Planning The academies are offered to all employees including those that are not yet in a supervisory role, but are interested in becoming leaders within the organization as well as our executive management team who have an interest in honing their skills and helping to prepare our future leaders. In addition to multiple leadership academies, the City offers quarterly Speaker Series, a corporate Toastmasters club available for City employees, site tours of various departments, and more. Deferred Compensation Employees may participate in the City's 457 Deferred Compensation Plan sponsored by either Empower or CalPERS Supplemental Income. The plan enables employees to save salary and earn interest on a tax-deferred basis. A City match is available based upon representation. The City also provides an IRS approved 401(a) plan sponsored by Empower for managers represented by Non-Represented Full-Time Management & Confidential (NMAC). Post Employment Health Plan (PEHP) Based upon your bargaining unit the City may participate in a PEHP plan that will provide reimbursement for out-of-pocket cost of qualified medical expenses such as prescription drugs, doctor co-pays, eyeglasses and cover the reimbursement of medical insurance premiums upon separation or retirement. Holidays The City offers seven (7) paid holidays per year. In addition, based upon your bargaining unit a bank of floating holiday hours is available to be used at the employee's discretion. Vacation The City initially offers two weeks of paid vacation per calendar year for all full time employees. Accrual rates increase thereafter based upon your bargaining unit. Sick Leave Sick leave shall accrue a rate of eight hours for each month of continuous service, or approximately two weeks per year for all full time employees. Employees may use up to half of their annually accrued sick leave for family illness and up to five days (40 hours) per calendar year for bereavement leave. Management Leave Management level employees may receive a prorated amount of management leave time each new calendar year. Educational Incentive Program In addition to regular pay when education is in addition to the regular requirements of the job specifications and is work related. Tuition Reimbursement Based on your bargaining unit, you may be reimbursed for tuition and book costs of approved job related courses. The maximum amount of tuition reimbursement in any calendar year will vary based upon your bargaining unit. Auto Allowance Management level employees may receive auto allowance based upon the need of the position.
Telephone/PDA Stipend Management level employees may receive a telephone and/or PDA stipend based upon the need of the position. Bilingual Pay Bilingual pay is provided to employees who are required by their department head to use both English and Spanish in communicating with the public while performing the duties of his/her position and who demonstrate appropriate skills in both speaking and understanding the Spanish language shall receive compensation. The benefit amount varies per bargaining unit.
$5,016.38 - $6,097.43 Monthly Location :
Santa Maria, CA Job Type:
Full-Time Job Number:
FY 25-00102 Department:
Police Department Division:
Police - Support Opening Date:
09/12/2025 Closing Date:
10/3/2025 5:00 PM Pacific Max Number of Applicants:
75
OPPORTUNITY Open Date: 09/12/2025
Closing Date: 10/03/2025 5:00 p.m.
Interview Date: TBD
This recruitment may close before the published closing date if 100 applications have been received.
The City of Santa Maria Police Department (SMPD) is looking to fill a full-time Police Records Technician I/II vacancy in the Records Bureau. Police Records Technicians handle concise technical information and law enforcement requests requiring confidentiality. The Ideal Candidate is detail-oriented, organized, and adept at managing sensitive information with accuracy. The successful candidate(s) will be required to undergo a thorough background investigation prior to an offer of employment. Interested candidates are highly encouraged to apply!
WHAT WE ARE LOOKING FOR
: Dedicated to providing excellent customer service Motivated Positive/Can Do Attitude Team player Excellent communicator Detail & solution oriented Spanish speaking skills are highly desirable WHAT WE DO
:
The Santa Maria Police Department strives to protect and serve all those who live, work, and/or visit Santa Maria. This is accomplished by working in cooperation with the community, promoting safety and enforcing the law. The Police Records Technician position is an Individual Contributor role that provides clerical support to the arrest, crime, traffic and sex registration desks, maintains confidential criminal information and serves as a liaison between the local, state and federal legal communities. Their role enables the Santa Maria Police Department to achieve its main goal of keeping the community safe.
WHO WE ARE:
The City of Santa Maria is a full-service City with a City Council/City Manager form of government with over 700 employees and serves approximately 108,000 constituents. The City of Santa Maria is located on the beautiful central coast of California and covers over 23 square miles. The City has a harmonious balance of maintaining coastal and agricultural lands while promoting business. Santa Maria has been recognized nationally as an All-America City by the National Civic League and offers reasonably priced housing, community festivals, quality schools, and is in close proximity to beaches, cultural arts, a local airport, wineries, and higher education institutions. DETAILED JOB DESCRIPTION: The Police Records Technician I/II position is represented by the Service Employees International Union (SEIU) LOCAL 62O, and the applicable Memorandum of Understanding is linked here: Appointment at either level will depend on qualifications and experience.
Bi-weekly Rates: Police Records Technician I - $2,143.88 - $2,605.89 Police Records Technician II - $2,315.25 - $2,814.20 REQUIRED SUBMITTALS
Due with application: • Cover letter • Resumé
DUTIES These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
Processes, maintains, and updates police records and reports; researches records and provides requested information to law enforcement personnel and the public; types arrest, crime, and other reports into a records management system. Processes and files arrest, crime, disposition, and other documents; researches, enters, and updates a variety of information in the local, State, and national information and data systems. Complies with the Public Records Act and departmental procedures. Answers telephone and provides counter assistance to the public. Provides a variety of information regarding services, permits, release of records, etc. Collects and processes fees. Processes warrants and subpoenas. Provides and coordinates fingerprinting and/or computer generated background checks and processes results with the Department of Justice and others. Processes entries of restraining orders; performs validation of records. Distributes, files, purges, seals, and destroys criminal history information. Scope of assigned area will depend on departmental structure and is at the discretion of the department director. Upholds the values of the organization and has strong customer service orientation. Performs other related projects and duties as assigned. Demonstrates regular, reliable and punctual attendance. MINIMUM QUALIFICATIONS
Records Technician I:
Ideally, one year of experience in general clerical and/or record-keeping work; and Graduation from high school. An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above.
Records Technician II:
Ideally, two years of experience comparable to the work performed by a Police Records Technician I; and Graduation from high school. An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. Employees may be considered for a level II advancement after completion of two years in their current assignment, at the Department Director discretion.
Current technical/professional knowledge of complex principles, methods, standards and techniques associated with the scope of work of a recognized profession, such as:
Police Department organization and procedures as they relate to the processing of police records; legal guidelines, regulations, laws, and procedures governing the confidentiality, security, and processing of law enforcement-related records. Police terminology; law enforcement codes and law enforcement information systems. Effective verbal and interpersonal communication skills. Microsoft Office Suite (or equivalent). Use computer and other office equipment effectively.
Desired licenses and/or certifications associated with the assignment. CORE COMPETENCIES: Individual Contributor: Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see full definition ):
Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort. Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents. They go out of their way to anticipate needs. Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded. Communicativeness - Effective performers recognize the essential value of continuous information exchange and the competitive advantage it brings. They actively seek information from a variety of sources and disseminate it in a variety of ways. They use modern technologies to access and circulate information, even across great distances. They take responsibility for ensuring that their people have the current and accurate information needed for success. Initiative - Effective performers are proactive and take action without being prompted. They do not wait to be told what to do or when to do it. They see a need, take responsibility, and act on it. They make things happen. Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation. Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, public works, planning, information technology, human resources, etc.), and remain current in their area of expertise. Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment. Learning Agility - Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively. Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role. They have stamina and endurance to maintain a fast pace.
SELECTION PROCESS PLEASE NOTE : In addition to your completed application, a cover letter and resume are
required
as part of the application process. If a cover letter and resume are not attached, your application will be considered incomplete.
If you are experiencing any technical (computer related) difficulties or need help with attaching documents to your application, please call the NEOGOV help line for assistance at 1-855-524-5627 .
This recruitment will close before the published closing date if 100 applications have been received. The most qualified candidates will be selected to appear before a panel for an oral interview. Those applicants invited to interview will be notified electronically at the e-mail address provided by each candidate through application process. Therefore, it is the applicant's responsibility to provide an accurate email address and to allow their inbox to receive emails in regard to this recruitment (please check spam/junk mail folder). The oral board will recommend a limited number of candidates to the eligibility list from which the new Police Records Technician I/II may be selected. This recruitment may also establish an eligibility list for future Police Records Technician I/II openings. Prior to an offer of employment, applicants must pass a thorough background investigation to the satisfaction of the City. The following benefits vary by bargaining unit. For full benefit information please refer to the Memorandum of Understanding or compensation resolution available at
Retirement The City of Santa Maria is a member of the California Public Employees' Retirement System (CalPERS). Your benefit factor is determined by the retirement formula, age, service credit and final compensation. Based upon your bargaining unit and hire date the benefit factor will vary. Health Insurance Medical Insurance is provided to employees and eligible dependents through the California Public Employees' Retirement System (CalPERS). There are four Preferred Provider Organizations (PPO's) and three Health Maintenance Organizations (HMO's) to choose from. The benefit amount varies per bargaining unit.
The City has a medical insurance benefit program which provides either payment towards the premium for the employee and eligible dependents, or cash payment if you and your dependent(s) already have health benefits. Evidence of major medical health insurance coverage is required for those employees who receive the cash payment. See Memorandum of Understanding for eligibility requirements.
Dental Insurance Dental Insurance is provided to employees and eligible dependents through The Standard covering 100% of Preventive; 90% of Basic; and 60% of Major with a minimal deductible. The plan includes a Max Builder option rewarding insured employees and their dependents who use only a portion of their annual dental benefit maximum. The benefit amount varies per bargaining unit.
Vision Insurance Vision Insurance is available to employees and eligible dependents. Coverage is through VSP and covers an annual Well Vision exam and an allowance towards prescription glasses. The benefit amount varies per bargaining unit. Life Insurance and AD&D Coverage All employees working a minimum of thirty two (32) hours per week are eligible for Life and Accidental Death & Dismemberment (AD&D) coverage. Supplemental life, spousal and dependent child options are also available. The benefit amount varies per bargaining unit. Short-Term & Long-Term Disability All employees working a minimum of thirty two (32) hours per week, excluding Sworn Police and Fire shall participate in the short-term and long-term disability plan with coverage up to 66 2/3% of salary. Sworn Police and Fire are covered through their respective bargaining unit. Flexible Spending Accounts (FSA) The City offers a flexible spending account option for Dependent Care and Health Care Expenses. With these plans, employees can choose to place a portion of their earnings into a personal reimbursement account on a pre-tax basis. Doing so lowers employees' taxable income for the year and allows them to pay for their qualified dependent care and eligible health care expenses with pre-tax dollars.
Employee Assistance Program The City provides an Employee Assistance Program (EAP) through AETNA for all full and part time employees and their eligible dependents. The confidential EAP program can refer employees to professional counselors and services that can help resolve emotional health, family and work-life issues, or provide help with childcare and eldercare assistance, financial and legal services, identity theft recovery services and daily living services. Wellness Program Offered to help employees gain knowledge, skills and motivation to improve the quality of their lives and well-being. The City's Wellness Program includes ergonomic evaluations, flu shots, and Wellness Workshops during lunch and after work. Access to the Paul Nelson Aquatics Center for employee and immediate family members. Access to the Weight room at the Abel Maldonado Community Youth Center for employee and immediate family members. Access to employee discounts and special offers on travel, entertainment, shopping, dining and services. Mentorship Program This professional development program of mentoring and job shadowing provides mentees with an opportunity to be mentored by experienced staff with the objective of developing specific skills and knowledge that will enhance the participants' leadership skills and promote professional growth. Succession Planning The academies are offered to all employees including those that are not yet in a supervisory role, but are interested in becoming leaders within the organization as well as our executive management team who have an interest in honing their skills and helping to prepare our future leaders. In addition to multiple leadership academies, the City offers quarterly Speaker Series, a corporate Toastmasters club available for City employees, site tours of various departments, and more. Deferred Compensation Employees may participate in the City's 457 Deferred Compensation Plan sponsored by either Empower or CalPERS Supplemental Income. The plan enables employees to save salary and earn interest on a tax-deferred basis. A City match is available based upon representation. The City also provides an IRS approved 401(a) plan sponsored by Empower for managers represented by Non-Represented Full-Time Management & Confidential (NMAC). Post Employment Health Plan (PEHP) Based upon your bargaining unit the City may participate in a PEHP plan that will provide reimbursement for out-of-pocket cost of qualified medical expenses such as prescription drugs, doctor co-pays, eyeglasses and cover the reimbursement of medical insurance premiums upon separation or retirement. Holidays The City offers seven (7) paid holidays per year. In addition, based upon your bargaining unit a bank of floating holiday hours is available to be used at the employee's discretion. Vacation The City initially offers two weeks of paid vacation per calendar year for all full time employees. Accrual rates increase thereafter based upon your bargaining unit. Sick Leave Sick leave shall accrue a rate of eight hours for each month of continuous service, or approximately two weeks per year for all full time employees. Employees may use up to half of their annually accrued sick leave for family illness and up to five days (40 hours) per calendar year for bereavement leave. Management Leave Management level employees may receive a prorated amount of management leave time each new calendar year. Educational Incentive Program In addition to regular pay when education is in addition to the regular requirements of the job specifications and is work related. Tuition Reimbursement Based on your bargaining unit, you may be reimbursed for tuition and book costs of approved job related courses. The maximum amount of tuition reimbursement in any calendar year will vary based upon your bargaining unit. Auto Allowance Management level employees may receive auto allowance based upon the need of the position.
Telephone/PDA Stipend Management level employees may receive a telephone and/or PDA stipend based upon the need of the position. Bilingual Pay Bilingual pay is provided to employees who are required by their department head to use both English and Spanish in communicating with the public while performing the duties of his/her position and who demonstrate appropriate skills in both speaking and understanding the Spanish language shall receive compensation. The benefit amount varies per bargaining unit.