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Winter Commencement 2022 Details Click here for details

Police Officer-Public Safety

Work Schedule

Varies. Will work overnights, holidays, and weekends.

Work Site

Onsite Bethany Campus

Job Summary

Police Officers are under the general supervision of the SNU Director/ Chief of Police or his designee. The demands of an SNU Police Officer’s job are unique to higher education, and the role entails being the first line of active shooter response, first-aid or medical care, fire response, handling criminal cases, weather-related emergency response, crowd control, traffic enforcement, working athletic and campus/student-led events, etc. These responsibilities range from everyday practicalities to extreme emergencies requiring an immediate response. For this reason, SNU Police Officers must be flexible and adapt easily to various situations.

In addition to enforcing federal, state, and local laws, SNU Police Officers will work closely with Student Life to help enforce campus regulations. Officers are expected to take on a proactive, leading role in community policing while serving and protecting the campus community, visitors, and property.

Responsibilities

Essential Functions:

  • Protect persons and property on campus, including enforcing federal, state, and local laws and campus rules and regulations.
  • Serve as liaison to the campus community with an emphasis on staff and residents of campus housing.
  • Gather and secure evidence, protect crime scenes, investigate crimes, interview witnesses, suspects, and other involved parties, and make arrests under the direction of the Chief of Police. Issue infractions and citations and create timely, accurate, and complete investigative reports and case files.
  • Perform patrol functions to prevent and detect criminal activity; investigate complaints of disturbance, accidents, stolen property, or criminal activity.
  • Document and write complete and accurate case reports on all incidents responded to, describing detailed information and action taken.
  • Operate police radios and paging systems—monitor alarms for fire, intrusion, and other related security needs.
  • Secure and unlock buildings and campus grounds.
  • Provide escorts on campus for personal safety and security.
  • Provide security for athletic and special events.
  • Attend staff and training meetings.
  • Respond to complaints, settle disputes, and resolve grievances and conflicts.
  • Use good judgment, excellent reasoning, and decision-making skills to get information from all relevant sources, form general conclusions about events and/or seemingly unrelated issues, and identify alternative solutions, conclusions, and approaches to issues or problems.
  • Assume command, when necessary, recognize dangerous and stressful situations, and take proper corrective action.
  • Apply common sense discretion when performing peacekeeping and law enforcement functions.
  • Be honest and truthful in carrying out the responsibilities of the position.
  • Work alongside Student Life and Maintenance to provide needed assistance for all students.

Required Qualifications

  • Southern Nazarene University is an expression of the Church of the Nazarene. According to SNU policy, all faculty and staff must possess a strong personal Christian commitment and be committed to the SNU mission to make Christlike disciples through higher education in a Christ-centered community.   
  • An understanding of the importance for diversity, inclusion, and equity.
  • Two years prior experience with a law enforcement department of a similar size.
  • Current Full-time CLEET Certification or the ability to obtain CLEET Certification through reciprocity or certification renewal. 
  • Prior experience as an FTO and or CLEET Certified Instructor is highly desirable.
  • Personal health and fitness level that will allow for significant periods of walking, standing, running, stair climbing, lifting or moving moderately weighted items, and possible physical contact with other individuals as it would relate to security or law enforcement duties
  • Proven leadership and organizational skills
  • Excellent interpersonal relationship skills
  • Good written or oral communication abilities as they pertain to interpersonal relationships, providing directives to others, incident and crime reporting, etc.
  • Proficiency with technology that could be related to email, word processing, utilizing video surveillance systems, processing parking violations and citations, etc.
  • Must pass a background investigation to include contact with previous law enforcement agencies.
  • Post offer must be deemed “suitable” for law enforcement service through a law enforcement psychological examination. 

Supervision Received:

Receives supervision and work assignments from the Chief of Police or designee.   

Supervision Exercised:

May supervise non-sworn staff on special occasions. 

Supervision Received:

Twenty-four hours a day, Seven days a week.

  • Employee Benefits

    Southern Nazarene University provides a variety of excellent benefits for full-time and half-time employees. A brief explanation of those benefits are listed below. (Note: Current employees can login to my.snu.edu and visit Employees/Human Resources/Benefits for more detailed information)

    Health Insurance

    Health coverage is offered to employees classified as 0.75 FTE upon employment. Plans include an OKC metro area ACO, nationwide PPO and high-deductible health plan with HSA.

    403(b) Retirement Savings Plan

    SNU offers employees the option to contribute to a retirement savings plan. Employees may contribute 100% of their annual earnings, up to the IRS maximum. Employees classified as 0.75 FTE and above will receive a matching contribution following the completion of 12 months of employment. This plan allows for 100% immediate vesting. Employees have several investment options.

    Tuition Remission Discounts

    Full-time regular faculty and staff employees and their dependents (spouse or children) are eligible for tuition remission discounts (up to 100% of tuition) at SNU.

    Life and Accidental Death and Dismemberment (AD&D) Insurance

    Group term life insurance is provided by SNU at no cost to the employee upon full-time employment. Employees receive $50,000 of life and AD&D insurance, spousal life insurance of $10,000 and dependent life insurance of $5,000 per child. (Please note: amounts are subject to reduction based on covered individual’s age)

    Supplemental Life and Accidental Death and Dismemberment (AD&D) Insurance

    Upon full-time employment, employees may purchase a Supplemental Life and AD&D policy in increments of $10,000 up to the maximum allowable amount. Premiums and coverage amounts are age-rated.

    Long Term Disability Insurance

    Long term disability insurance is provided by SNU at no cost to the employee upon full-time employment.

    Dental Plans

    Dental coverage is offered to all full-time employees upon employment. Plans include an Oklahoma based plan and a nationwide plan.

    Vision Plan

    Vision plan coverage is offered to all full-time employees upon employment.

    Flexible Spending Accounts/Section 125 Plans

    Upon full-time employment, employees may elect to have up to the IRS allowable maximum amount withheld on a pre-tax basis from their check for un-reimbursed medical expenses and/or dependent care expenses.

    Supplemental Voluntary Insurance

    Upon full-time employment, employees may participate in healthcare and dependent care flexible spending accounts and purchase supplemental policies with pre-tax dollars through payroll deduction. Options include cancer, accident, critical illness, hospital indemnity, short-term disability, and life insurance plans.

    Paid Holidays

    Upon employment, all staff employees are eligible for nineteen (19) paid holidays.

    Paid Leave Program

    Upon employment, all part-time (working in at least a half-time capacity) and full-time employees are eligible for paid leave accrual on a biweekly or monthly basis. Most full-time employees are able to earn up to 2 weeks of vacation, 8 days of sick leave, and 2 personal days in 12 months.

    Tuition Discounts at SNU Lab School 

    A 20% tuition discount is available for each semester the employee is eligible and the student is enrolled. Click here for more information about SNU Lab School.

    On Campus Health Services

    SNU has an on-site health clinic and counseling center located on our main campus located in Bethany. All employees (and immediate family members) are eligible to use the health clinic and counseling center for a nominal fee per visit.

    On Campus Dining Services

    SNU has an on-site dining facility, made to order grill, and coffee shop located on our main campus located in Bethany. All employees are eligible to eat at the dining facility for a subsidized rate of only $4.00/meal (current 2022-2023 rate).

    Benefit descriptions are provided above as general information only. Detailed information is provided during orientation.

  • Paid Holidays 2022

    January 3                            New Year’s Day

    January 17                          Martin Luther King Jr. Day of Service

    March 16-18                       Spring Break

    April 15                                Good Friday (campus closed all day)

    May 30                                 Memorial Day

    June 20                                Juneteenth National Independence Day

    July 4                                    Independence Day

    September 5                        Labor Day

    November 23-25                Thanksgiving Wednesday before Thanksgiving

    December 23 -31               Christmas

    Total Days 19

  • Policies and Procedures

  • Diversity Statement

    Southern Nazarene University values each person created in the image of God, therefore, we also desire to be a community that reflects representation of diversity. We care about inclusion and equity through the refining of our character, the way we create culture, and the way we serve Christ. Our University values reconciliation through God’s love.

    Vice-President for Intercultural Learning and Engagement, Chief Diversity Officer

    Southern Nazarene University
    6727 NW 39th Expressway, Bresee Suite 200
    Bethany, OK 73008
    405-491-6600

    Email: lcrouso@mail.snu.edu

  • Non-Discrimination/Equal Employment Opportunity Statement

    Southern Nazarene University policy prohibits discrimination on the basis of race, sex, age, color, creed, national or ethnic origin, marital status, disability, genetic information, veterans status or any other legally protected class in the recruitment and admission of students, in all personnel actions or decisions including, but not necessarily limited to, recruitment, hiring, training, upgrading, promotion, demotion, termination and salary, and in the operation of all university programs, activities, and services. Any concerns regarding discrimination on the basis of categories listed above should be addressed to the appropriate person:

    Students contact: 

    Dean of Students
    Southern Nazarene University
    Office of Student Life
    6612 NW 42nd St.
    Webster Commons, Lower Level Suite 110A
    Bethany, OK 73008
    405-491-6336/ Email: kbradley@snu.edu

    Employees contact: 

    Director of Human Resources (or immediate supervisor)
    Southern Nazarene University
    6729 NW 39th Expressway,
    Bresee Hall, Room 306
    Bethany, OK 73008
    405-491-6333/ Email: gcollier@snu.edu

    Chief Diversity Officer

    Vice-President for Intercultural Learning and Engagement
    Southern Nazarene University
    6729 NW 39th Expressway
    Bresee Suite 200
    Bethany, OK 73008
    405-491-6600/ Email: lcrouso@mail.snu.edu

    Anyone with questions or concerns regarding sex discrimination or the university’s compliance with Title IX can contact the university’s Title IX Coordinator:

    Executive Vice President

    Southern Nazarene University
    6729 NW 39th Expressway
    Bresee Suite 202
    Bethany, OK 73008
    405-491-6306/ Email: mredwine@snu.edu

    Title IX Disclosure

    Regardless of other language in this policy notwithstanding, Sexual Harassment (including Sexual Assault, Domestic Violence, Dating Violence, and Stalking), as defined in the Sexual Harassment Policy, will be governed exclusively by the Sexual Harassment Policy and processes provided in it.  All other forms of sex-based discrimination are governed by this policy, including sex-based Harassment, as defined in this policy, that does not rise to the level of Sexual Harassment as defined in the Sexual Harassment Policy.

    Conduct that is initially raised through a formal complaint under the Sexual Harassment Policy may also be addressed under this policy, in the institution’s discretion, when: (i) the conduct, or some part of it, may amount to a violation of this policy regardless of whether it meets the definition of Sexual Harassment under the Sexual Harassment Policy; (ii) the formal complaint, or some part of it, has been dismissed under the Sexual Harassment Policy; or (iii) a final determination of a formal complaint has been made under the Sexual Harassment Policy and separate or additional action may be necessary to enforce this policy.

    Discrimination is material, adverse treatment of an individual based on a protected category.

    Harassment consists of unwelcome conduct on the basis of a Protected Category that explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

    A person’s subjective belief that behavior is intimidating, hostile, or offensive does not make that behavior harassment. The behavior must create a hostile environment from both a subjective and objective perspective and must be so severe, persistent, or pervasive that it unreasonably interferes with, limits, or deprives a member of the community of the ability to participate in or to receive benefits, services, or opportunities from the university’s education or employment programs and/or activities. In determining whether a hostile environment exists, the university examines the context, nature, scope, frequency, duration, and location of incidents, as well as the relationships of the persons involved.

    Non-sex-based VAWA crimes

    Note that, when addressing domestic violence, dating violence, and stalking that are not sex-based (i.e., that are not covered by the university’s revised Sexual Harassment policy), the university will need to provide VAWA protections to the parties. Those are outlined on the slides below.

    Under Title IX of the Education Amendments of 1972, Southern Nazarene University prohibits all unlawful discrimination on the basis of sex or gender in its educational programs and activities, except where the University has been granted exemptions from certain Title IX regulations on religious grounds, including the specific religious tenet of the University.

    No individual will be subject to any form of retaliation, discipline, or other adverse action for reporting conduct in violation of the university’s nondiscrimination/Equal Employment Opportunity Statement, assisting/cooperating in making a complaint, or assisting with the investigation of a complaint. Any individual who believes they have experienced or witnessed retaliation should immediately notify the appropriate member(s) of the administration as identified above. Those found to be engaging in any type of discrimination in violation of law or university policy will be subject to disciplinary action, up to an including dismissal or termination of employment.

    *Christian faith and employment at Southern Nazarene University: Southern Nazarene University is an expression of the Church of the Nazarene. It reserves the right to prefer employees on the basis of religion (Title VII, Section 702-703, U.S. Civil Rights Act of 1964).

  • Title IX Disclosure

    Updated: August 17, 2020

    Regardless of other language in this policy notwithstanding, Sexual Harassment (including Sexual Assault, Domestic Violence, Dating Violence, and Stalking), as defined in the Sexual Harassment Policy, will be governed exclusively by the Sexual Harassment Policy and processes provided in it.  All other forms of sex-based discrimination are governed by this policy, including sex-based Harassment, as defined in this policy, that does not rise to the level of Sexual Harassment as defined in the Sexual Harassment Policy.

    Conduct that is initially raised through a formal complaint under the Sexual Harassment Policy may also be addressed under this policy, in the institution’s discretion, when: (i) the conduct, or some part of it, may amount to a violation of this policy regardless of whether it meets the definition of Sexual Harassment under the Sexual Harassment Policy; (ii) the formal complaint, or some part of it, has been dismissed under the Sexual Harassment Policy; or (iii) a final determination of a formal complaint has been made under the Sexual Harassment Policy and separate or additional action may be necessary to enforce this policy.

    Discrimination is material, adverse treatment of an individual based on a protected category.

    Harassment consists of unwelcome conduct on the basis of a Protected Category that explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

    A person’s subjective belief that behavior is intimidating, hostile, or offensive does not make that behavior harassment. The behavior must create a hostile environment from both a subjective and objective perspective and must be so severe, persistent, or pervasive that it unreasonably interferes with, limits, or deprives a member of the community of the ability to participate in or to receive benefits, services, or opportunities from the university’s education or employment programs and/or activities. In determining whether a hostile environment exists, the university examines the context, nature, scope, frequency, duration, and location of incidents, as well as the relationships of the persons involved.

    Non-sex-based VAWA crimes

    Note that, when addressing domestic violence, dating violence, and stalking that are not sex-based (i.e., that are not covered by the university’s revised Sexual Harassment policy), the university will need to provide VAWA protections to the parties.

    Under Title IX of the Education Amendments of 1972, Southern Nazarene University prohibits all unlawful discrimination on the basis of sex or gender in its educational programs and activities, except where the University has been granted exemptions from certain Title IX regulations on religious grounds, including the specific religious tenet of the University.

    No individual will be subject to any form of retaliation, discipline, or other adverse action for reporting conduct in violation of the university’s nondiscrimination/Equal Employment Opportunity Statement, assisting/cooperating in making a complaint, or assisting with the investigation of a complaint. Any individual who believes they have experienced or witnessed retaliation should immediately notify the appropriate member(s) of the administration as identified above. Those found to be engaging in any type of discrimination in violation of law or university policy will be subject to disciplinary action, up to an including dismissal or termination of employment.

    *Christian faith and employment at Southern Nazarene University: Southern Nazarene University is an expression of the Church of the Nazarene. It reserves the right to prefer employees on the basis of religion (Title VII, Section 702-703, U.S. Civil Rights Act of 1964).

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