Intake Investigator

ABOUT THE CCRB

The Civilian Complaint Review Board (“CCRB”) is charged with investigating, mediating, and prosecuting complaints which members of the public file against New York City police officers alleging the use of force, abuse of authority, discourtesy, offensive language, untruthful statements made by officers, and racial profiling and biased policing. The Board consists of 15 members who are appointed by the Mayor, the City Council and Public Advocate or designated by the police commissioner.

The Board is responsible for governing the agency. The Executive Director is responsible for the day‑to‑day operations of the agency. As the largest police oversight agency in the United States, the CCRB currently investigates approximately 4,500 complaints each year.

Led by the Agency’s Chief of Investigations, the CCRB’s Investigations Division is comprised of:

• Several General Investigations Squads, tasked with all aspects of investigating cases that fall within the agency’s FADO jurisdiction.
• Two Racial Profiling and Bias‑Based Policing Squads (RPBP), tasked with investigating cases that fall within the agency’s FADO jurisdiction that also include an allegation or suspicion that an officer’s action was motivated by a civilian’s membership in any of ten protected categories: race, national origin/ethnicity, color, religion, age, immigration or citizenship status, gender/gender identity, sexual orientation, disability, and housing status.
• A Case Closing Squad, tasked with rapidly completing investigations when the investigator originally assigned to the case is unable to complete the investigation.
• A Special Operations Unit, tasked with functions that support, facilitate, or supplement all investigations, such as conducting intake interviews, collecting evidence, securing documents and body‑worn camera footage, and arranging for cases to be mediated.
• A Training Unit, tasked with conducting a comprehensive, multi‑week training program for newly hired investigators and providing in‑service trainings that prepare Investigators to handle all aspects of their jobs.

• Taking calls in the Intake call center.
• Receive complaints from citizens with regard to allegations of police misconduct and assess whether they are within CCRB jurisdiction.
• Enter complaints into the CCRB system that are received via mail, email or referral from another agency.
• Schedule complainants for interviews with regard to complaints of police misconduct.
• Speak on the phone with witnesses from diverse socio‑economic and ethnic backgrounds.
• From time to time, conduct fieldwork in all areas of the city.

New intake staff will undergo orientation training and are assigned to the Intake unit managed by supervisors with investigator and/or administrative experience.

Submit resume, cover letter and writing sample via the New York City Jobs Portal ((Use the "Apply for this Job" box below).). Incomplete applications will not be considered.

• A baccalaureate degree from an accredited college or university

• Excellent overall communication skills strong writing skills.
• Ability to manage competing priorities and meeting deadlines.
• Ability to work as a part of the team by following directions and taking instruction.
• Flexible and adaptable approach to work.
• Foreign language skills (Spanish, Mandarin, Russian preferred).

As a prospective employee of the City of New York, you may be eligible for federal loan forgiveness programs and state repayment assistance programs. For more information, please visit the U.S. Department of Education’s website at .

New York City residency is generally required within 90 days of appointment. However, City Employees in certain titles who have worked for the City for 2 continuous years may also be eligible to reside in Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange County. To determine if the residency requirement applies to you, please discuss with the agency representative at the time of interview.

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.