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Job Description
Legal Assistant City of St. Louis•3.2 St. Louis, MO Job Details Full-time $36,088•$53,820 a year 10 hours ago Qualifications Copy machines Basic math Fax machines Data interpretation Paper binding machines
Faxing Full Job Description Description Salary:
$36,088•$53,820
Position Grade:
12
G Department:
City Counselor's Office Job Type:
Full-Time (Permanent)
Examination Number:
EX1673
Location:
Downtown•St. Louis, MO Incumbents in this position are responsible for providing administrative support and clerical assistance to attorneys which includes appellate briefs, subpoenas, trial court memoranda, ordinances, contracts and other general legal correspondence such as pleadings, affidavits, summonses, complaints, legal opinions, responses to discovery requests, summaries and depositions.
Essential Functions and Responsibilities:
Types and/or completes a variety of legal documents such as pleadings, affidavits, summonses, complaints, legal opinions, responses to discovery requests, summaries, depositions, and other general legal correspondence in an accurate and timely manner in Microsoft Word Format. Answers multi-line telephone system and directs calls to the appropriate number and/or take messages. Has familiarity with legal publications and is able to update legal library publications as updates are received. Provides support duties as directed by lawyers such as copying, creating/setting up legal files, maintaining files index, filing, and scheduling meetings and depositions. Maintains database via Microsoft Access and maintains transcripts. Provides support for board meetings, including recording/taking minutes, typing resolutions, contacting board members, maintaining corporate records. Performs other duties as assigned.
Knowledge, Skills, and Abilities:
Data Utilization:
Requires the ability to perform basic level of data analysis including the ability to review, classify, categorize, prioritize and/or reference data, statutes and/or guidelines and/or group, rank, investigate and diagnose. Requires discretion in determining and referencing such to established standards to recognize interactive effects and relationships.
Human Interaction:
Requires the ability to provide guidance, assistance and/or interpretation to others, such as coworkers, attorneys, clients, and the public, on how to apply policies, procedures and standards to specific situations.
Equipment, Machinery, Tools and Materials Use:
Requires the ability to operate, maneuver and/or provide simple but continuous adjustment on equipment, machinery and tools such as a computer, calculator, copy and fax machines, binding machine, and/or materials used in performing essential functions.
Verbal Aptitude:
Requires the ability to utilize a variety of advisory data and information such as contracts, petitions, legal opinions, statutes, procedures, guidelines and non-routine correspondence.
Mathematical Aptitude:
Requires the ability to perform addition, subtraction, multiplication, and division; calculate decimals and percentages.
Functional Reasoning:
Requires the ability to carry out instructions furnished in written, oral or diagram form. Involves semi-routine standardized work, with some latitude for independent judgment regarding choices of action.
Situational Reasoning:
Requires the ability to exercise the judgment, decisiveness and creativity required in situations involving the evaluation of information against measurable or verifiable criteria.
Environmental Factors:
Work is normally performed in an office environment under generally safe and comfortable conditions where exposure to irate individuals poses a very limited risk of injury.
Physical Requirements:
Tasks involve the ability to exert light physical effort in sedentary to light work. Tasks may involve extended periods of visual concentration at a keyboard or workstation.
Sensory Requirements:
Requires the ability to recognize and identify similarities or differences between characteristics of colors, shapes, and sounds associated with job-related objects, materials and tasks. Qualifications Two years of experience providing secretarial support for attorneys in a private law firm, governmental agency, or other business setting. OR , an equivalent combination of education, training and experience.
Scoring Components and Their Weights Experience and Training:
100% May be Subject to:
Background Investigation:
Pass/Fail Medical Examination:
Pass/Fail Documentation of Academic Credentials must be Submitted Upon Request When completing the Employment History and the Educational/Training History sections of the Employment Application, please be as thorough as possible when describing your education, training and experience relating to this position. Applicants will only receive credit for their experience, training and education as shown on the application. Resumes will not be accepted as a substitute to a fully completed application. Incomplete applications will not be considered. Veterans Preference Points To be eligible for veteran's preference points, the applicant must submit a copy of their DD 214 Certificate of Release or Discharge from Active Duty with the Employment Application or upon request. The Director of Personnel may, in their discretion, accept alternate documentation. City Residence Preference Points City residents who pass an examination for a position in the classified service and do not receive any other preference will receive a five (5) point preference on a scale of 100 points on the exam. An additional one (1) point shall be added to the passing score of City residents who receive any other preference on a scale of 100 points. City residents must have resided in the City for at least one (1) year at the time of filing their application to be eligible for the preference points. Accommodations If assistance with the job application is necessary based on a physical impairment, mental impairment, or otherwise, they should reach out to the Office on the Disabled with contact information. This office will not disclose any information that an applicant or employee has a disability or has discussed possible accommodations without the applicant's or employee's prior consent.
