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Form of work
SalaryEssential Duties and Responsibilities:
Conducts pre- and post-trip inspections on all vehicles. Provides written Daily Vehicle Inspection Reports (DVIR) post trip or shift. Ensure all potential safety defects are reported to the Transportation Supervisor.
Responsible for ensuring all necessary paperwork for the transfer of inmates/detainees in accordance with LaSalle Corrections Transport, LLC. (LCT, LLC.) and LaSalle Corrections policies, procedures, and contractual agreements.
Provide custody safety and security of offenders/detainees. Responsible for the transfer of offenders/detainees from one agency to another.
Read, review, and properly apply information found in inmate records which is related to the inmates’ health and safety and to the security of the facility. Provide appropriate information to other personnel.
Shall obey all applicable traffic laws, drive the posted speed limits, and must wear safety belts. All drivers will drive facility vehicles in a safe and defensive manner according to policy and procedures.
Ensure the sanitation of transport vehicles by cleaning after every transfer; sink, toilet, lavatory and adequately maintain a log.
Promote the development of positive social skills through modeling appropriate behaviors and intervening when inappropriate behaviors are observed.
Maintain accountability of staff, inmates, and property; adhere to safety practices.
Perform other duties as assigned within his/her capabilities as determined by management.
Comply with Federal, State, FMCSA Regulations and DOT Regulations.
Required Knowledge Skills/Abilities:
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Excellent time management skills with a proven ability to meet deadlines.
Ability to function well in a high-paced and at times stressful environment.
Proficient with Microsoft Office Suite or related software.
Education and Experience:
Must be at least 23 years of age.
Valid driver’s license with a clear MVR for three (3) years.
Valid CDL (required) with the Passenger (P) endorsement (preferred), with Drug and Alcohol Clearinghouse - DOT (required)
Required to maintain specific State and Federal licenses due to contractual agreements.
Physical Requirements:
The physical requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable qualified individuals with disabilities to satisfactorily perform these essential functions without causing an undue hardship for the employer.
Long periods of continuous standing and walking for 4 hours or more per shift.
Frequent periods of sitting for 30 minutes or more.
Repetitive climbing of stairs to reach the assigned areas and working at heights.
Occasional kneeling, squatting, and bending to perform "pat" or "strip" searches.
Frequent grasping, reaching, pushing, pulling, bending, twisting.
Occasionally responding to altercations and occasional restraining and securing assaultive offenders.
Ability to respond rapidly to potential security and/or medical codes/issues.
Frequent transferring and transporting offenders by walking or riding in various vehicles such as vans, buses, and other forms of transportation.
Continuous periods of operating/driving company vehicles to pick up and transport offenders for 4 hours or more per shift.
Remaining awake and alert while on duty for 12 or more hours per shift
Occasional lifting and carrying up to 50-100 lbs.
Ability to occasionally withstand direct or indirect exposure to OC spray.
Exposure for up to 12 hours or more per shift of outdoor elements and temperatures with scheduled breaks
#AOJ
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
