CPW WILDLIFE MANAGER IV / Assistant Area Wildlife Manager - (Hot Sulphur Springs, CO)

Full Job Description

• 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 the Public Service Loan Forgiveness Program.

Colorado Parks and Wildlife (CPW)’s mission is “To perpetuate the wildlife resources of the state, provide a quality state parks system, and 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.” C.R.S.

33-9-101 (12) (b).

Hunting, fishing and watching wildlife together produce over $5 billion dollars of economic output in Colorado, which supports nearly 50,000 jobs within the state.

Wildlife watching alone contributes $2.2 billion dollars in economic output per year, supporting over 19,000 jobs in Colorado.

In important ways, Colorado’s economy depends on the diversity and availability of Colorado's fish and wildlife resources and the safety of all those that enjoy our many outdoor recreational opportunities.

Colorado Parks and Wildlife has administrative boundaries that divide the entire state into eighteen (18) Areas.

The 18 Area Wildlife Managers (AWMs) responsible for these Areas, through supervision of approximately 220 (total) subordinates.

Additionally, they are responsible for implementing the goals and objectives of CPW’s strategic plan and operational plan to accomplish the legislative mandate of managing the state’s wildlife resources.

This work unit (Area) is within the Northwest Region in Area 9 (Grand, Summit, Routt and Eagle counties).

Requirements

The AAWM is responsible for assisting the AWM in overseeing employees as a supervisor in the following administrative areas:

• Supervise the work of District Wildlife Managers (DWM) and may supervise temporary employees.

• Wildlife programs (wildlife management, law enforcement, education, customer service)

• Lands (State Wildlife Areas, State Administrative Areas, State Habitat Areas, conservation easements, state leases, property acquisitions, etc.)

• Habitat (Habitat Partnership Program, habitat enhancement projects, water, water rights, habitat mitigation, etc.)

• Equipment (fleet vehicles, capital equipment, and facilities required to manage wildlife and personnel in these geographic areas).

This position assists in the direction of all public relations, education, law enforcement, land use, property acquisitions and leases, easements, State Wildlife Area property management, wildlife management activities and coordination with local governments and officials in a defined geographic area.

This position works in conjunction with the AWM to ensure public compliance with State statutes and regulations; review, evaluate, and comment on land use issues; 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.

Under the direction of the AWM, provides technical, administrative, biological and legal (in a law enforcement capacity regarding prosecution of wildlife violations) supervisory support to professional wildlife officers in person, by phone, by email, or by radio to ensure public service 24 hours per day, 7 days per week.

This position is the supervisor for District Wildlife Managers. AAWMs may manage employees remotely.

The AAWMs provides guidance, strategic advice and support to CPW leadership and AWMs for development and continued implementation of quality regulatory oversight, ecosystem and wildlife species protection, and programmatic quality by meeting, email, and phone communications as needed, at any hour of the day.

AAWMs assist AWM in overseeing the state’s wildlife areas where work is typically performed by Wildlife Technicians and the hunting, fishing and wildlife watching are all dependent on the work of DWMs.

Oversee the management of DWMs who protect public safety, livestock health, and wildlife health by managing conflict wildlife, wildlife disease, sick and injured wildlife often through lethal management (euthanasia), field necropsies (animal autopsies) and conferring with CPW veterinarians.

With knowledge of community issues, regional weather patterns, agricultural conditions, animal herd numbers, AAWMs oversee Area game damage issues (for example, elk foraging on hay from a rancher’s haystack, or bears preying on sheep on rangeland) through recommendations for monetary payments, fencing options, and hunting opportunities.

These situations are dynamic, and require creative thinking and collaboration with farmers and ranchers.

Performs work which may have a serious, long-range impact on the agency. Good decision making can influence time, money, public goodwill, and the success of other divisions within the agency.

AAWMs communicate with county and local community officials such as county administrators, Board of County Commissioners, open space department directors, and other community leaders in addition to public land management agency personnel (District Rangers, Field Office Supervisors, etc.).

Provide direction to DWMs in a variety of wildlife management activities including aquatic/big game/conservation species inventories and wildlife planning documents (i.e. herd management plans, lake management plans, etc.)

Colorado Wildlife Officers are often called “the primary law enforcement OFF the pavement”, meaning that they can handle any type of call in remote areas, difficult terrain, in inclement weather, and often work alone.

AAWMs assist in the selection, training, mentoring, and development of DWMs and Property Technicians and are crucial to this process.

AAWMs are commissioned state law enforcement officers who enforce the Colorado Revised Statutes relative to wildlife resources, property owned or administered by Colorado Parks and Wildlife and Colorado Department of Natural Resources, waters of the United States, firearms regulations, and all other areas of responsibility of CPW.

All CPW commissioned wildlife officers are, by Memorandum of Agreement, federally commissioned as Deputy U.S.

Fish & Wildlife Service Special Agents and may enforce appropriate sections of the Code of Federal Regulations under the terms of the agreement with the U.S. Fish and Wildlife Service.

Some wildlife species are migratory (such as waterfowl and migratory birds like doves) and hunting often occurs on federal lands (US Forest Service or BLM lands), so there are many opportunities for state wildlife officers to handle law enforcement cases with a federal nexus.

All levels of law enforcement commissioned wildlife managers undergo a minimum of 40 hours of POST required law enforcement training each year.

AAWMs supervise DWMs in law enforcement activities.

This affects public safety, landowner property, protection of wildlife, the success of other law enforcement agencies, the concerns of sportspersons, and wildlife-related economic interests by promoting the safe and controlled use of wildlife resources of the State of Colorado.

AAWMs propose information/action for CPW’s long range and Regional operations plans to accomplish CPW’s mission set forth in legislative mandate.

This includes check stations to collect biological information and for law enforcement purposes, areas of emphasis for enforcement (flat water patrol, big game winter range patrol).

Coordinate law enforcement operations within the area and state, including acting as a liaison with Colorado State Patrol dispatch and County Sheriff’s offices, between areas and regions.

In performing this duty, provide examples of typical problems or challenges encountered by this position, and the guidance used to resolve the problem.

Oversee criminal case management, including the proper handling of evidence, evidence storage (firearms, animal carcasses and trophy portions) and disposition.

Responsible for the work of the DWMs with regard to investigation of wildlife crimes, their role in the adjudication of wildlife violations through the court systems and work at ancillary administrative proceedings, such as license revocation hearings.

These actions are guided by Law Enforcement Procedures (LEP), rules of evidence, state statute, and the US Constitution.

Responsible for the decision and timing of special operations (check stations, decoys, warrant service, night interdiction flights, plain clothes work) done by DWMs in compliance with agency LEPs, and Colorado Revised Statutes.

Ensure Area commissioned officers maintain proficiency and required skills in the safe and effective use of firearms, ASP batons, arrest control tactics, automobiles, power boats, snowmobiles, horses, all-terrain vehicles (ATVs, UTVs), boats, communication equipment such as radios, scanners, etc.

Assistant AWMs are well versed in all aspects of the law enforcement commission and able to address issues when employees show deficits in these skills and abilities.

These actions are guided by internal CPW LEPs, the United States Constitution, Colorado Revised Statutes, and internal Administrative Directives.

Ensures all law enforcement equipment is functional, including rifles, shotguns, handguns, night vision, emergency equipment on vehicles (lights, sirens). Use and care of equipment and vehicles are guided by internal policies, State Fleet Management guidelines, and LEPs.

Delegated to oversee and are responsible for DWMs and other officers’ law enforcement training, including mandatory POST training, active Killer response training, First Aid, CPR, legal updates in compliance with POST requirements and agency priorities.

AAWMs are delegated to manage both field and customer service (Administrative) relations by assisting District Wildlife Managers as they respond 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 location of the call (rural vs. urban) and the needs of the caller (able bodied vs. elderly, disabled).

AAWMs oversee consistency and adherence to policy and state law.

Assistant AWMs assist with implementation 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.

Responds to referrals for land use proposals which are received from the federal government, state entities, and local governments for proposals such as housing developments, outdoor recreation and trail development plans, and other types of development.

Responses are crafted by DWMs, Assistant AWMs, and Land Use Specialists in accordance with CPW’s Mitigation Policy, Colorado Senate Bill 40 (wetland impacts), the Migratory Bird Treaty Act, federal T & E laws, and agency policy.

AAWMs make recommendations concerning appropriate mitigation measures to offset development impacts within the administrative area.

Negotiate complex land acquisitions often with third party land trusts (Colorado West Land Trust, Cattleman’s, etc.), often involving hunting and fishing access rights by in-person meetings, email, phone calls and site visits.

Each year, monitor multiple and complex conservation easements by assessing grazing regimes, drought conditions, public access impacts, and general habitat conditions.

Acquisition of lands is heavily regulated by legislative process, internal CPW guidelines, and state fiscal rules.

Internal and external first line of contact on matters of interest to landowners, sportspersons, state and local officials, federal fish and wildlife agencies, judges, attorneys, and the general public regarding wildlife. This work may have a serious, long-term impact on the agency.

Provide outreach materials (printed, electronic, etc.) in response to conflicts with wildlife that communities may have --for example, conflicts with deer destroying landscaping and posing a human safety threat through vehicle strikes—responsively, as needed.

Speak at public functions, teach classes, and keep stakeholders informed of current wildlife activities and programs. Actively work with CPW communications specialists and education staff.

For example, address recent mountain lion conflicts in an urban area or changes in hunting seasons, often in response to emerging trends.

Act as Area and CPW spokesperson in contact with special interest groups, other law enforcement and resource agencies, and elected officials to ensure CPW interests are represented and clarified, for example, speak at a CCA meeting.

These are typically scheduled in response to requests from the community.

Act as spokesperson/point of contact with general public, special interest groups, elected officials to ensure CPW interests are conveyed.

Actively recruit new employees, hunters, volunteers, and allies by speaking in communities about wildlife management and the role of CPW in Colorado.

Qualifications

• 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.

• Strong multitasking skills, organizational, and time management skills.
• Strong level of written and oral communication skills.
• Self-motivated, proactive, and able to manage and prioritize large volumes of work independently.
• Possess excellent problem-solving ability and good judgement.
• Demonstrated organizational skills, including attention to detail and work prioritization.
• Ability to work independently and take initiative by using critical thinking and problem-solving skills to identify solutions to problem challenges.
• Commissioned/POST Certified Officer.

• Current or former State experience relevant to this position.
• Demonstrated experience working with other agencies on a program-level basis.
• Experience working with land managers and stakeholders on outdoor recreation projects.
• Knowledge and experience with the state's financial procedures and systems.
• Proficiency in Microsoft Word, Excel, and Google Suite.
• Excellent communication skills.
• Excellent receptive listening skills.
• Supervisory experience.

• Must be willing and able to obtain a State of Colorado drivers' license no later than the first day of employment if selected for hire.
• Colorado POST certification or Colorado POST provisional certification prior to the start date
• 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. Positions will be regularly placed on the on-call calendar annually.
• Regularly train, handle, and carry handgun, rifles, and shotguns for law enforcement and wildlife management needs.
• Single and overnight travel throughout the NW Region and statewide at times.
• Ability to meet annual agency law enforcement training requirements.

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.

• Must be willing and able to submit to, and pass a background investigation, which includes the following:
  • Felony convictions

  • Domestic Violence charges/convictions/restraining orders

  • Driving under the Influence/Impaired and/or boating under the Influence/Impaired convictions

  • Misdemeanor convictions that preclude being P.O.S.T certified as a Colorado Peace Officer.

  • Fingerprint submission and check

  • Polygraph

  • Moral turpitude

  • Physical Fitness Assessment

  • Suitability interview, and psychological examination (administered by a third party professional organization)

  • Drug Screening (administered by a third party professional organization).

  • Medical physical exam from a medical professional (administered by a third party professional organization).

• IMPORTANT - Federal law maintains prohibition of illegal drugs. If you have used marijuana within the past 12 months preceding your employment and/or used any illegal drugs within the past 36 months preceding your employment you will be disqualified from the process and will not advance further.

If you have been convicted of a felony or any domestic violence charge, and/or been convicted of any misdemeanors which preclude POST certification as a Colorado Peace Officer you will be disqualified from the process and will not advance further.

Please see link: Decertifying Misdemeanors Colorado POST(Download PDF reader).

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).

Pursuant to the DNR-120 Fleet and Driving Standards Administrative Directive, any worker who will be expected to drive a State-owned vehicle is responsible for maintaining a safe driving record and a valid driver license prior to driving any State-owned vehicle.

To be compliant with the new fleet vehicle policy, Motor Vehicle Records (MVRs) will be pulled for review for workers who: Have an assigned State fleet vehicle

• Are required to operate a vehicle as part of the position

• Utilize a State fleet vehicle as a pool vehicle

Additional Information

• 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 are not considered 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.

The State of Colorado strives to create a Colorado for All by building and maintaining workplaces that value and respect all Coloradans through a commitment to equal opportunity and hiring based on merit and fitness.

The State is resolute in non-discriminatory practices in everything we do, including hiring, employment, and advancement opportunities.