HIRING RANGE: $18.77 - $23.00 Hourly
FULL HOURLY RANGE: $18.77 - $27.22 Hourly
THIS POSTING MAY CLOSE AT ANY TIME ONCE A SUFFICIENT NUMBER OF APPLICATIONS HAVE BEEN RECEIVED
Join the City of Allen—a vibrant community of over 100,000 residents where strong economic growth, excellent schools, and an exceptional quality of life make it a great place to live, work, and play.
Our mission is simple: “To achieve excellence in managing community development and city services, continually enhancing the quality of life and public confidence.”
At the City of Allen, our employees bring the PRIDE values to life:
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People First – Prioritizing others
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Respect– Treating everyone with courtesy and dignity
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Integrity– Serving with honesty and trust
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Deliver– Following through and exceeding expectations
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Excel – Driving innovation and continuous improvement
We do Work that MATTERS! Join a team that serves our community and makes a real impact every day. Learn more about the City of Allen at allentx.gov.
The purpose of this position is to protect and serve the property and citizens of the City of Allen. This is accomplished by receiving and storing all property and evidence seized by Police Officers and citizens. Other duties include reviewing and researching case information in order to obtain final dispositions as with prioritizing work to meet the demands of the division, the Police Department and the citizens of Allen. This position does not provide direction to other employees.
Knowledge of:
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Texas property and evidence laws, including legal requirements for evidence handling, release, and disposal.
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Chain of custody procedures and legal standards for courtroom admissibility.
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Criminal justice processes and coordination with law enforcement, courts, and legal agencies.
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Records management principles and inventory control methods.
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Law enforcement terminology and procedures.
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Occupational hazards and safety practices related to handling evidence, including narcotics, firearms, and biohazards.
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Confidentiality and data privacy standards (e.g., CJIS compliance).
Skilled in:
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Receiving, categorizing, logging, and storing property/evidence with a high degree of accuracy and organization.
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Researching case dispositions and coordinating with courts, prosecutors, and outside agencies.
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Maintaining strict chain of custody and detailed documentation.
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Testifying clearly and confidently in court as a custodian of records and evidence.
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Using evidence management software, barcode systems, and Microsoft Office applications.
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Managing vault inventories, audits, and documentation in accordance with department policy.
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Communicating effectively and professionally with the public, sworn officers, and partner agencies.
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Managing time, prioritizing tasks, and working independently with minimal supervision.
Please note: Due to the sensitive nature of this position, candidates selected to advance in the recruitment process will be required to undergo an extensive background investigation, polygraph examination, and psychological evaluation. Providing false or incomplete information at any stage will result in disqualification. Please be aware that not all applicants will move forward to these phases.
Ineligibility and Disqualifiers List:
The following conditions may result in an applicant being permanently disqualified or deemed ineligible for hire for a specific period of time. These standards are established in accordance with the Texas Commission on Law Enforcement (TCOLE) and include, but are not limited to, the circumstances listed below.
Ineligibility Criteria
1. Non-U.S. Citizenship
Applicants who are not citizens of the United States are ineligible for hire. Eligibility may be reconsidered upon lawful acquisition of U.S. citizenship in accordance with federal and state laws.
2. Class B Misdemeanor Convictions or Admissions
Applicants who have been convicted of, or admitted to, conduct that constitutes a Class B misdemeanor under state law or its federal or UCMJ equivalent within the last ten (10) years will be temporarily disqualified. Offenses involving moral turpitude may result in permanent disqualification and will be evaluated on a case-by-case basis.
Note: A person is considered convicted of a crime involving moral turpitude or a felony if a court has entered a finding of guilt or the individual has entered a plea of guilty, regardless of whether:
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The sentence was probated or deferred,
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The case was later dismissed,
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The person was released from penalties or disabilities, or
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A pardon was granted (unless for proof of innocence).
3. Felony or Class A Misdemeanor Convictions or Admissions
Any conviction or admission to conduct constituting a Class A misdemeanor or a felony under state, federal, or UCMJ law results in permanent disqualification. Applicants with pending criminal charges for any offense are ineligible for employment consideration.
4. DWI/DUI Convictions
An applicant convicted of Driving While Intoxicated (DWI) or Driving Under the Influence (DUI) within ten (10) years preceding the application date, or during the hiring process, will be temporarily disqualified. Eligibility may be restored once ten years have passed from the date of conviction.
5. Court-Ordered Community Supervision or Probation
Applicants who have been on court-ordered community supervision or probation for an offense above a Class B misdemeanor at any time, or for a Class B misdemeanor within the last ten (10) years, are temporarily disqualified. Eligibility resumes after the ten-year period has expired from the date of the court order.
6. English Language Proficiency
Applicants must be able to read, write, and speak the English language fluently. Ineligibility remains in effect until this requirement is met.
7. Inability to Perform Essential Job Functions
Applicants who are unable to perform the essential functions of the position, with or without reasonable accommodation, are ineligible until they meet the required functional standards of the role.
8. Failure to Obtain a Texas Driver’s License
Applicants must be able to obtain a Texas driver’s license within the timeframe specified by the Texas Transportation Code. Ineligibility remains until this requirement is satisfied.
Disqualifying Criteria
These conditions may result in either temporary or permanent disqualification. Final determinations will be made by the Chief of Police or an authorized designee.
1. Illegal Drug Use and Substance Abuse
Applicants who have admitted to using marijuana or any derivative within the last three (3) years are temporarily disqualified.
Applicants who have abused legally obtained prescription medications or used prescription medications prescribed to another person may be either temporarily or permanently disqualified. These cases are reviewed individually, with consideration given to the circumstances and frequency of misuse.
Applicants who have unlawfully used or possessed any felony-level controlled substance under the Texas Controlled Substances Act—including, but not limited to, cocaine, heroin, methamphetamine, and THC oil/vape products—will be permanently disqualified. If the use occurred before the applicant’s 25th birthday, a waiting period of ten (10) years from the last use is required. For example, an individual who used cocaine at age 20 would be eligible to apply at age 30.
Applicants with a history of inhaling solvents, paints, or similar products after age 17 will be disqualified. Limited use as a juvenile (once or twice) may be considered acceptable.
Applicants who have used illegal anabolic steroids after 1991 will be disqualified.
2. Driving Record
Applicants will be temporarily disqualified if they have more than three (3) moving violations or preventable accidents within the preceding thirty-six (36) months, or if they have a conviction for reckless driving within the preceding sixty (60) months.
Additional disqualifying factors may include lesser but serious driving violations that demonstrate unsafe driving habits inconsistent with the operation of emergency vehicles and which present liability concerns. Reapplication may be considered once the applicant’s driving history meets acceptable standards.
3. Employment Dismissal or Misconduct
Applicants who have been dismissed or have resigned in lieu of dismissal due to inefficiency, delinquency, or misconduct will be permanently disqualified. Each case is reviewed individually for final determination.
Tattoo Policy:
Tattoos may be visible on the arms, but each must be approved prior to wearing short sleeves while in uniform. Tattoos that are not approved must be covered with long sleeves; the use of bandages, covers, or wraps to conceal tattoos is not permitted. Tattoos are not allowed on the hands, neck, face, or head. To review the complete tattoo policy, please visit the department’s official website.
The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as needed.
