ESSENTIAL DUTIES AND RESPONSIBILITIES include the following but are not limited to the job specifications contained herein. Additional duties or job functions that can be performed safely may be required as deemed necessary by Envolve and its affiliated companies.

• Must fully understand and implement all aspects of the community policy and be able to enforce community rules and regulations, as well as local, state, and federal laws fairly and impartially, ensuring you are not violating Fair Housing.
• Report all emergencies to immediately to the Community Manager and NAPM, and provide an incident report within 24hrs of the incident.
• Provide exceptional customer service skills to all residents, potential residents, and their guest
• Maintain high visibility to ensure and deter unacceptable activities in the community.
• Generate a well written and descriptive report to account for all activities during the duration of your patrol.
• Must be able to respond to medical, criminal, and disaster incident and determine and direct immediate response action.
• Develop and maintain a strong liaison with local, county, and state police agencies.
• Conduct a monthly light out inspection of all the lights in the community’s common areas.
• Check all vacant apartments daily to make sure that they are secured with all windows and doors are locked and intact.
• Monthly crime stat reports submitted
• Make arrests as needed for criminal activity
• Send weekly work schedule to property each week.

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)