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� It is critical that these positions receive some iype of training to understand methods of recruztment and to focus more efforts toward recruitmern. Job descriptians should aIso note the recruitment aspects of the position. The Department also should encourage its members who aze members of protected classes to assist in ident�fying potential job candidates, and even create mentoring programs yvith these o�cers for interested persons. Note that there will be a cost to the City whenever training or recruiting replaces cegular patrol duties. � Recruitin �'n Points (Note: The City of Roseville has no residency requirement fpr these positio�) The Departmet�t recognizes that id�cation of po#ential ap�i��, w}�e crucial to the hiring process, is only a beginning. If the Departm�t ��ot offer the potential candidate a point of ineaningful interaction with poIice o�cers and sta.� and direct exposure to police work, recruitment efforts will be in vain_ 'I'herefare, every effort will be made to channel recruits into one or more of the following "entr5, points". 1) Cammunity Service O�cer {paid position); Community Service O�cers (CSOs) provide sugport sez-vices to patrol officers, investigators, office staff and City Administration, and serve as RoseviIle's AnimaI Control Officers. The City provides trainin�, equ�pment and uniforms, Responsibilities include transporting prisoners to detention facilities, enfarcing City Ordinances through the issuance of Administrative 4ffense tickets, delivering citations and other documents to Raznsey Distr�ct Court, delivering evidence specimens �to various crime laboratories, tra$c control, handling telephone and wallc-in calls from the public, tracicing false alarm calls and sending iallow up letters to o$'enders, and handling virtually all calIs to the Department regarding both domestic and wild animals. CSOs are considered temporary seasonal employees of the City. The�r term of emgloyanent is generally limited to the period of time during which the employee is attending school for the gurpose of attaining a�aW enforcement position; the term of employment may be extended at management's discretion. The cucrent salary is $6.50 per hour. New I»itiative: Tncrease base hourly wage to $7.50/hour during a thres- rnonth probation period; increase to $8.00/ho�r on3y after successful prabation period; pernut increase to $9.40/hour based on performanc� and assumptian of admuustrative duties and responsibslities, and allow Ionger term employment and/or permarient part-ti�ne status. (Note: This may require an cnnendment io the Ciiy Code allowing a exemption for this type o, f temparary employee.j 2) Summer Bilre puirol {paid position): This positiott offers fIexible hours and AAP/ 2