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

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

Salary

$73,656.00 - $117,852.00 Annually

Location

Grand County, CO

Job Type

Full Time

Job Number

PMA 32126 09/24

Department

Department of Natural Resources

Division

Colorado Parks & Wildlife

Opening Date

09/18/2024

Closing Date

10/2/2024 11:59 PM Mountain

FLSA

Determined by Position

Type of Announcement

This position is open only to Colorado state residents.

Primary Physical Work Address

346 County Road 362 Hot Sulphur Springs, CO 80451

FLSA Status

Exempt; position is not eligible for overtime compensation.

Department Contact Information

Cayla Phythian cayla.phythian@state.co.us

Salary Note

Although the full salary range for this position is provided, appointments are typically made at or near the range minimum.

Hiring Pay Rate

Please note that all employees new to the State Personnel System are paid on a bi-weekly basis.

How To Apply

Please submit an online application for this position at https://www.governmentjobs.com/careers/colorado. Reach out to the Department Contact to apply using a paper application, including any supplemental questions. Failure to submit a complete and timely application may result in the rejection of your application. Applicants are responsible for ensuring that application materials are received by the appropriate Human Resources office before the closing date and time listed.

• Description

• Benefits

• Questions

Department Information

This position is open only to Colorado state residents.

We invite you to explore our website at https://dnr.colorado.gov/about-us to find out more about the work we do to manage Colorado’s natural resources for today – and tomorrow.

The State of Colorado believes that equity, diversity, and inclusion drive our success, and we encourage candidates from all identities, backgrounds, and abilities to apply.

In addition to offering rewarding, meaningful work, we offer:

• 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 (https://studentloans.gov/myDirectLoan/pslfFlow.action#!/pslf/launch) .

  COLORADO PARKS AND WILDLIFE (http://cpw.state.co.us/)

  Our Mission is to perpetuate the wildlife resources of the state, to provide a quality state parks system, and to 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.

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 re are 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).

Description of Job

The A ssistant Area Wildlife Manager (AAWM) position will be heavily field based. The AAWM is responsible for assisting the AWM in overseeing employees as a supervisor in the following are as:

• 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, 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.

Assistant AWMs have passed physical and psychological testing and are Peace Officer Standards and Training (POST) Certified peace officers. They have a working knowledge of current fish and wildlife management projects and provide technical, supervisory, biological, and personnel expertise for a range of situations.(The Colorado Peace Officer Standards and Training (POST) Board documents and manages the training and certification of all active peace officers and as administered through the Attorney General’s office).

Specific job duties include but are not limited to:

Personnel Administration and Management

Under the direction of the AWM, Assistant Area Wildlife Managers provide technical and administrative support. This position identifies processes and operations for The Area’s six District Wildlife Managers, and temporary employees. This position is accountable for the work product of subordinate employees, including timeliness, correctness, and soundness. This position assigns tasks, monitors progress and workflow, checks products, schedules work, and establishes work standards for District Wildlife Managers, and temporary employees. The AAWMs provide 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.

This position develops and implements Performance Management Plans, Performance Improvement Plans, and fills vacant positions they oversee. AAWMs provide mentorship and leadership to their team. This position works with the AWM to identify opportunities and individuals’ needs for employee development and to ensure training and job-specific competencies requirements are met.

Wildlife Management

AAWMs assist AWMs 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, and 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 that 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).

Law Enforcement

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 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.

Customer Service

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.

Education and Outreach

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.

Land Use, Real Estate, Mitigation of Habitat Impacts, Energy Development

Responds to referrals for land use proposals 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.

Public Relations

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 inform stakeholders 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 the general public, special interest groups, and 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.

Other duties as assigned.

Minimum Qualifications, Substitutions, Conditions of Employment & Appeal Rights

Minimum Qualifications

Seven (7) years of relevant experience in wildlife biology, ecology, conservation, wildlife management, or an occupation related to the work assigned to this position

OR

A combination of related education in wildlife biology, ecology, conservation, wildlife management and/or relevant experience in an occupation related to the work assigned equal to seven (7) years

Substitutions

• 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.

Preferred Qualifications

• Current or former State experience relevant to this position

• Current or former Colorado Parks & Wildlife work or volunteer experience

• Professional-level writing, research, organization , and communication skills.

• Demonstrated leadership and ability to mentor DWMs, while fostering a positive working environment within the Area

• Experience in problem-solving complex social/political issues related to wildlife conflict and management of the wildlife resources.

  Conditions of Employment

• State of Colorado residency is required at the time of application.

• A valid driver's license will be required.

• 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. Must maintain POST certification.

• 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.

• 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).

APPEAL RIGHTS:

It is recommended that you contact the Human Resources Specialist listed below to resolve issues related to your possession of minimum qualifications. However, if you receive notice that you have been eliminated from consideration for this position, you may file an appeal with the State Personnel Board or request a review by the State Personnel Director.

An appeal or review must be submitted on the official appeal form, signed by you or your representative. This form must be delivered to the State Personnel Board by email (dpa_state.personnelboard@state.co.us), postmarked in US Mail or hand delivered (1525 Sherman Street, 4th Floor, Denver CO 80203), or faxed (303.866.5038) within ten (10) calendar days from your receipt of notice or acknowledgement of the department’s action.

For more information about the appeals process, the official appeal form, and how to deliver it to the State Personnel Board; go to spb.colorado.gov; contact the State Personnel Board for assistance at (303) 866-3300; or refer to 4 Colorado Code of Regulations (CCR) 801-1, State Personnel Board Rules and Personnel Director's Administrative Procedures, Chapter 8, Resolution of Appeals and Disputes, at spb.colorado.gov under Rules.

Supplemental Information

The Assessment Process

• 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 todocument 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.

Equity, Diversity, and Inclusion

The State of Colorado believes that equity, diversity, and inclusion drive our success, and we encourage candidates from all identities, backgrounds, and abilities to apply. The State of Colorado is an equal opportunity employer committed to building inclusive, innovative work environments with employees who reflect our communities and enthusiastically serve them. Therefore, in all aspects of the employment process, we provide employment opportunities to all qualified applicants without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity or expression, pregnancy, medical condition related to pregnancy, creed, ancestry, national origin, marital status, genetic information, or military status (with preference given to military veterans), or any other protected status in accordance with applicable law.

The Department of Natural Resources is committed to the full inclusion of all qualified individuals. As part of this commitment, our agency will assist individuals who have a disability with any reasonable accommodation requests related to employment, including completing the application process, interviewing, completing any pre-employment testing, participating in the employee selection process, and/or to perform essential job functions where the requested accommodation does not impose an undue hardship. If you have a disability and require reasonable accommodation to ensure you have a positive experience applying or interviewing for this position, please direct your inquiries to our ADAAA Coordinator, at dnrhremployeebenefits@state.co.us

ADAAA Accommodations

Any person with a disability as defined by the ADA Amendments Act of 2008 (ADAAA) may be provided a reasonable accommodation upon request to enable the person to complete an employment assessment. To request accommodation, please contact our Benefits Specialist at dnrhremployeebenefits@state.co.us at least five business days before the date that any accommodation will be required to allow us to evaluate your request and prepare for the accommodation. You may be asked to provide additional information, including medical documentation, regarding functional limitations and type of accommodation needed. Please ensure that you have this information available well in advance of the assessment date.

E-Verify

DNR uses e-Verify, an Internet-based system, to confirm the eligibility of all newly hired employees to work in the United States. Learn more aboutE-Verify (http://www.dhs.gov/e-verify) , including your rights and responsibilities.

Toll–Free Applicant Support - Technical Help

If you experience technical difficulty with the NEOGOV system (e.g. uploading or attaching documents to your online application) call NEOGOV at 855-524-5627, Mon-Fri between 6 am and 6 pm (Pacific Time). The Human Resources Office will be unable to assist with technical issues.

The State of Colorado offers permanent employees a variety of benefits including medical, dental, life and disability insurance, as well as a comprehensive leave program. Please click the following link for detailed information: www.colorado.gov/pacific/dhr/benefits

Please note that each agency's contact information is different; therefore, we encourage all applicants to view the full, official job announcement which includes contact information and class title. Select the job you wish to view, then click on the "Print" icon.

01

The Colorado Constitution, Article XII, Section 13 requires that APPLICANTS for state classified government jobs be residents of Colorado at the time of application, unless this requirement is waived by the State Personnel Board (DPA). A residency waiver was not issued by DPA for this announcement. For more information, please see the FAQ's at: https://careers.colorado.gov/how-to-apply. Are you a current Colorado resident?]

• Yes

• No

  02

  Current and former State Personnel System employees who were disciplinarily terminated, resigned in lieu of termination, or who were deemed to have resigned without notice (Board Rule 7-5, Automatic Resignation) must disclose this information on the application.

• I am not a current or former State of Colorado classified employee.

• I am a current or former State of Colorado employee but have NEVER been disciplinarily terminated, resigned in lieu of termination, or deemed to have resigned without notice (Board Rule 7-5, Automatic Resignation).

• I am a current or former State of Colorado employee and have been disciplinarily terminated, resigned in lieu of termination, or deemed to have resigned without notice (Board Rule 7-5, Automatic Resignation). NOTE: Failure to disclose this information and/or falsification of Application materials may result in being removed from consideration for this position.

  03

  Former State employees who were disciplinarily terminated or resigned in lieu of termination must disclose this information on the application. In the space below, please provide an explanation as to why the prior termination or resignation should NOT disqualify your application from the current position:

  04

  Are you Currently POST certified? (Required)

• Yes

• No

  05

  Do you currently have a degree in wildlife biology, zoology, ecology, conservation, wildlife management or a related field?

• Yes

• No

  06

  Please describe how your degree relates to this position: (If you are not using education to meet the Minimum Qualifications of 7 years of education/experience, please list N/A)

  07

  Please select which range most accurately reflects your years of experience in wildlife biology, zoology, ecology, conservation, wildlife management, or a related field:

• No experience yet

• 0 to less than 1 year

• 1 year but less than 2 years

• 2 years but less than 3 years

• 3 years but less than 4 years

• 4 years but less than 5 years

• 5 years but less than 6 years

• 6 years but less than 7 years

• 7 years or more

  08

  Please describe your professional experience related to wildlife biology, zoology, ecology, conservation, and/or wildlife management.

  09

  Please describe any leadership or mentorship roles you have had.

  10

  Please describe your experience working collaboratively with internal and external partners to achieve species conservation objectives and goals. Please include what actions or strategies you employ to build and maintain these relationships.

  11

  Please describe your experience writing, updating, or contributing to guidance documents such as conservation and recovery plans, species status assessments, state wildlife action plans, or similar documents.

  12

  Please describe your experience with task/project management, and your process for completing assignments

  13

  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 since 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.

• I acknowledge this receipt of this notice.

  Required Question

Agency

State of Colorado

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