Sheriffs and Deputy Sheriffs

Sheriffs and Deputy Sheriffs

 Education/Training Required: Long-term on-the-job training

 Annual Earnings: $46,290

 Growth: 15.5%

 Annual Job Openings: 47,000

 Self-Employed: 0.0%

 Part-Time: 1.4%

Enforce law and order in rural or unincorporated districts or serve legal processes of courts. May patrol courthouse, guard court or grand jury, or escort defendants.

Drive vehicles or patrol specific areas to detect law violators, issue citations, and make arrests. Investigate illegal or suspicious activities. Verify that the proper legal charges have been made against law offenders. Execute arrest warrants, locating and taking persons into custody. Record daily activities and submit logs and other related reports and paperwork to appropriate authorities. Patrol and guard courthouses, grand jury rooms, or assigned areas to provide security, enforce laws, maintain order, and arrest violators. Notify patrol units to take violators into custody or to provide needed assistance or medical aid. Place people in protective custody. Serve statements of claims, subpoenas, summonses, jury summonses, orders to pay alimony, and other court orders. Take control of accident scenes to maintain traffic flow, to assist accident victims, and to investigate causes. Question individuals entering secured areas to determine their business, directing and rerouting individuals as necessary. Transport or escort prisoners and defendants en route to courtrooms, prisons or jails, attorneys’ offices, or medical facilities. Locate and confiscate real or personal property, as directed by court order. Manage jail operations and tend to jail inmates.

SKILLS—Most Important: Social Skills; Thought-Processing Skills; Communication Skills. Other Above-Average Skills: Science Skills; Equipment/Technology Analysis Skills; Mathematics Skills.

Law and Public Safety. Work Group: 12.04. Law Enforcement and Public Safety. Other Jobs in This Group: Bailiffs; Correctional Officers and Jailers; Criminal Investigators and Special Agents; Detectives and Criminal Investigators; Fire Investigators; Forensic Science Technicians; Parking Enforcement Workers; Police and Sheriff’s Patrol Officers; Police Detectives; Police Identification and Records Officers; Police Patrol Officers; Transit and Railroad Police. PERSONALITY TYPE: Social. Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.

EDUCATION/TRAINING PROGRAM(S)—Criminal Justice/Police Science; Criminalities and Criminal Science. RELATED KNOWLEDGE/COURSES—Public Safety and Security: Relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions.

Law and Government: Laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. Telecommunications: Transmission, broadcasting, switching, control, and operation of telecommunications systems. Psychology: Human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders. Customer and Personal Service: Principles and processes for providing customer and personal services. This includes customer needs assessment, meeting of quality standards for services, and evaluation of customer satisfaction. Therapy and Counseling: Principles, methods, and procedures for diagnosis, treatment, and rehabilitation of physical and mental dysfunctions and for career counseling and guidance.

NPC Jobs

NPC Jobs

In the previous section, we looked at the various roles that NPCs can play in a game. In this section, we’ll look at the kinds of jobs NPCs might fill in a game. The key to this is that the job should be something interesting that makes the scene look more real. For instance, in a large office, people at computer terminals and on the phone would be realistic, plus people hanging around the copier or the coffee dispenser. On the street, a window cleaner or construction worker would be interesting, and a homeless person (in this sense, a job) might add some sense of realistic atmosphere. Whenever possible, these jobs should be active jobs where the NPCs can be shown doing something. People in an office might be moving around, delivering papers, discussing plans, working on a white board (which could have real data on it—jokes, clues, mathematical formulae, whatever...).

These jobs could also be their defining role in the game. For instance, the court magician’s job is to work magic, but this is also his role in the game. In a simplistic sense, a party member (ally) or an enemy can have a job/role that is pretty much the same. For instance, a guard is generally just that a guard. And that is both his role and his job. Also note that the player’s character could have one or more of these jobs.

NPC Roles

NPCs are non-player characters, and they populate most games. Even the ghosts in Pac-Man were NPCs, because your enemies in most games are also NPCs. Only in multiplayer games is anyone in the game other than you a player character. In one-on-one fighting games, the stock characters can be NPCs when you play against the machine or player characters when you fight against a human opponent.

Character roles have nothing to do with their skills, training, or professions, but with their relationship to the player’s character and the story as a whole. These are basic roles such as hero, villain, father, mother, and so on. Of course, not all roles are suitable for all types of games, so some of these roles would only appear in RPGs, for instance. Units in strategy games, even vehicle and weapon units can also be considered NPCs, although they aren’t technically characters.

Attack recognition awareness

Ebbinghaus effect

Why is it so hard for employees to remember security policies and procedures? Because of Hermann Ebbinghaus! OK, maybe not because of Hermann Ebbinghaus, but his research will shed some light on the topic. Ebbinghaus, a Ph.D. in philosophy, was born in Germany in 1850. He dedicated his life to the understanding of memory and retention. Hermann Ebbinghaus' work later became known as the Ebbinghaus effect and marketers are well aware of his concepts. The Ebbinghaus effect states that 50% of all information is forgotten 24 hours after it was learned. It also states that 90% of all information is forgotten after one week. Ebbinghaus' findings are also known as the forgetting curve. Marketers try to combat this extreme falloff of memory by delivering short, consistent, repetitious messages. If you think of the company Aflac, you may quack. This was not done by accident. It was a marketing project used to reduce the Ebbinghaus effect. Sure, Aflac could have delivered a different message every time it created a commercial, but the marketing team knew that it would be a waste of time because no one would remember all the important details. Instead, the team focused on a simple message and the duck. This duck is an important component in reducing the Ebbinghaus effect. It is a memory enhancer that is designed to revert your memory back to the original message.

Attack recognition awareness

Employees need to understand when they're under attack and what it looks like, including what a system may do if a virus or worm is detected. Knowledge of what a social engineering attack, a denial of service attack, and a distributed denial of service attack are is crucial. The network may start to slow down, particular websites may become slow, and employees may not be able to access any network resources. Users should be taught and trained as to the correct procedures for dealing with such an attack, such as contacting IT security and management about the problem.

Security & Policy Awareness

Security awareness

With all the different risks we face at a number of different layers—protocols, languages, and services on a day-in, day-out basis—it is funny to think that some of our most difficult challenges are educating and informing the organization's employees about security policies and practices to safe guard the company. I am sure that you just chuckled, and I bet you agree with me. Most employees feel that security is a waste of time and regret taking the effort to learn about it and become smarter workers. The truth is that security is everyone's job and we need everyone in the organization on our side.

There are two ways to stop black hats from doing bad things. The first tactic is tooling, but we will identify areas that we do not have tooling to help defend. So the only other way to deter a black hat is through the consequence itself. For example, some people may feel that surfing the Internet on the job is not a big deal. If we change and publicize the risk aspect of such a threat to a job-ending punishment, the likeliness that such behavior will happen will be diminished.

Policy awareness

We need to identify and ascertain whether people listen to and understand the current policies and procedures that pertain to security. At this point, we should understand what our tools are and what data we need to protect. We should also understand our policies to some level as well as what tools we have in place that render the policy irrelevant. In other words, if we have good tooling and plays with which to protect our applications, policy is not as important in terms of prevention.

The policy is obviously still important in the rare event that someone circumvents our control. The focus of our efforts should be around the areas of risk that lack protective tooling, for example, the likelihood of a social engineering attack. All companies are susceptible to this type of attack, and we need to understand how such an attack would affect the organization. A survey is one of the best ways to understand our current security posture with respect to the knowledge of our current employees. Tools such as great for understanding security policy. Obviously, the key to a successful survey is to garner upper management support in advance and offer incentives to employees to complete it. Some areas to consider include a focus on corporate values and policy feedback to determine what people truly understand about them. This approach will help us to understand the overall strengths and weaknesses of our corporate culture. We want to assess whether employees are generally ethical or not. We would ask questions that focus on simple, day-to-day operations, such as "How many times a day does you check your personal email?" Some questions may center on data policies, such as whether or not employees think it is a big deal to copy information from the organization for a charity event, or how likely it is for a supervisor to request information.

Security Policy and Agile Awareness

Security Policy and Agile Awareness Programs

This chapter is intended to help security professionals educate the employees of an enterprise. So much time is spent building countermeasures and securing the perimeter that end user security is often forgotten. As IT evolves and the boundaries of IT change with such advances as cloud, SAAS, and other shared infrastructures, it is important to educate employees on the best practices of security. This is especially the case to protect applications that are out of our physical hands. In this chapter, we will learn how to:

·         Build security awareness in an organization

·         Use the Ebbinghaus effect to your advantage in building security policy awareness

·         Build an agenda for security awareness such as which different policies we need to have

·         Use recognition awards and certifications to help educate employees in an organization

·         Use Agile memory retention tricks to help increase retention

PERFORMANCE MEASUREMENTS

The following dimension methods are intended to provide a sound base for assessing the production of the jobholder in this location. Although frequent methods are listed as suggested measurements the administrator may elect to choose only exact ones base on the need of the company at any point in time. 

• Achievement of Business Unit’s Planned Plan and Straight Business Results
• Vision, Assignment and Values Alignment 
• IDP/self expansion Goal Accomplishment
• Interior/Exterior Customer Service & Feedback
• Event Reaction and Dependability
• Accident and Security Results

MINIMUM QUALIFICATIONS/NECESSARY LOACATION FUNCTIONS:
• A minimum of 2 years knowledge in the safety field.
• A minimum of 1 year’s knowledge working in the Security Subdivision at the     AT&T Center.
• Must be 18 years of age and hold a High School Diploma or equivalent.
• Must possess a plane 2 Security License and documentation for the State of Texas, necessary while in location.
• Able to Lift, Push, Pull and/or Carry 25 or additional pounds as needed.
• Must be clever to work long hours, plastic hours including evenings, weekends, and holidays while on call.
• Hours may differ owing to instance scheduling, with no additional than 29 hours per week, as needed. 
• Must possess good vocal and written announcement and team building skills. 
• Must be a self starter, with plan and excellent, sound conclusion making skills.
• Must be able to situate and/or walk for long periods, navigating stairs in excessive conditions for the period of assigned budge. 
• Must have dependable transportation and possess the aptitude to meet dress standards. As a delegate of Spurs Sports & Entertainment, dress standards are extremely thoughtful of our product.

VITAL FUNCTIONS:
• Must be 18 years of period at time of employ.
• Just be clever to obvious a widespread environment screening.
• Must be bright to lift, pull, push and/or carry 25 pounds as essential.
• Must have the aptitude to walk and stand for long periods of time; down with navigate during stairways during a standard shift.
• Must have the bodily aptitude to round together inside and outside of the AT&T Center Arena during all seasons of the year and probable severe weather conditions.

PREFERRED KNOWLEDGE:
• 1 year of activity industry knowledge.
• Bilingual
• CPR documentation/ Basic First Aid preferred.
• Knowledge of law enforcement or skill in the entertainment industry, safety, armed or law enforcement favored.

CONTINUING EDUCATION:
• The person in this location will be predictable to be present at company, safety and safety training as it relates to the Security functions and components of the AT&T hub. 
• The person in this location will be necessary to stay up to date with training in safety tackle, observation equipment, alarms, and crisis procedures for life protection, and fire defense.

CAPSULE SPOT EXPLANATION

This position will uphold recognized safety policies and procedures that will defend Spurs Sports & amusement (SS&E) franchises, the AT&T Center, next to with its assets, employees and guests. The being in this spot must be bright to manage access into the AT&T Center, properties and its secured areas; patrol the services paying unique attention to activities or situations that may breach security or pose a security exposure. Successful employees in this location must possess the aptitude to go after directions and quickly respond to alarms and emergency situations where an immediate choice to uphold a secure and safe environment is necessary. Security Guards would be necessary to potentially take instant action and fix on how to efficiently continue safe and secure surroundings.  

Security Officers must have a fundamental understanding of security access organize systems, protocols, and other security related tools. This is a progressive height of accomplishment behind the Event Security Guard has achieved an recognized high stage of presentation over the course of no less than 1 year time frame. Scheduled hours may be inadequate due to the varying occasion agenda at the AT&T hub.

The in office in this location is predictable to representation the following practices on a daily base:

1) Demonstrated arrangement with the company's assignment and core business values;

2) Partnership with key interior/exterior resources and

3) Ongoing person growth.

KLA's (Key Liability Areas)

1. Control and manage access to restricted and safe areas. (I.e. event stage, receiving dock, locker rooms, and other responsive areas)
2. Monitor, patrol and react to alarms/crisis situations inside/outside the AT&T Center and grounds. Supply fast, specialized and effectual reaction in security and/or safety allied situations.
3. Serve and interact with guests attending AT&T middle games and events. Supply in sequence and direction to inquiries from the public or AT&T Center employees. Interrelate efficiently and inform the proper authorities or personnel, as a situation says. Supply information and direction to inquiries in an optimistic and welcoming method.
4. Whole effectual message, both orally and written where appropriate, in situations where reports are generated or direction is needed. Arrange effectual incident/accident reports.
5. Consistently and suitably problem solve. Identify, diagnose and determine safety concerns. Effectively produce security consciousness and training. Recognize and efficiently implement guidelines to decrease insecure practices.
6. Whole appreciation in sustain of company initiatives. Supply service to both internal and external customers in a positive and welcoming method.
7. Establish assurance and hope with interior and exterior customers based on high presentation.
8. Expansion of dedicated arena information and personnel needs.