|Division of Administration
State of Ohio – Franklin County, OH
$43,410 a year – Full-time, Commission
Conducts and plans investigations & on-site inspections of medical marijuana entity facilities; determines & ensures compliance with statutory & administrative provisions; explains & interprets federal, state, local & departmental statutes/codes/ordinances and policies to business owners/operators; conducts unannounced interviews & inspections; conducts ownership investigations to determine violations of ownership rules under OAC 3796; assists businesses with operating in compliance with all requirements of medical marijuana entity rules and regulations; provides factual information to existing or potential businesses regarding OAC 3796 and applicable departmental policies.
Determines on-view violations &/or non-compliance issues; initiates &/or recommends appropriate corrective measures; conducts interviews (e.g., with convicted felons, permit holders/agents &/or witnesses); conducts research (e.g., reviews & interprets business/operating contracts for compliance; audits & reconciles books & records from permit premises operations; researches governmental records; determines &/or verifies citizenship; obtains certified copies of court records); prepares investigation report; prepares request for citation; takes/attests to affidavits; serves civil subpoenas; maintains evidence; conducts inspections.
Reviews application data (i.e., financial records, complex corporate structures, criminal history reports, lease agreements, managerial agreements, purchase agreements, assets, and ownership documentation); provides factual information to existing or potential businesses regarding OAC 3796 and applicable departmental policies; composes Statements of Deficiency and Notices of Violation for supervisor review; serves civil subpoenas & notices of violation, cease and desist, and other medical marijuana control program orders as needed; maintains accurate records and files and prepares periodic or special reports related to the work performed; monitors changes to existing laws and assesses potential impact on department; reviews independent laboratory testing results.
Reviews change of ownership or location application to ensure compliance of proposed ownership structure or new location with licensure requirements under OAC 3796; makes recommendations pertaining to renewal of MME licenses and changes of ownership/ location; confers with supervisor and legal staff regarding licensing violations; confers with department and legal staff regarding license code interpretation and procedures; receives and responds to telephone and written inquiries from public, applicants and licensees on issues concerning licenses and licensees; establishes and maintains records; receives and processes renewal, transfer of ownership, and change of location applications.
Develops & maintains professional relationship with law enforcement agencies, licensees, general public & government/elected officials; maintains contacts with attorneys & responds to status requests; presents testimony as needed in civil & criminal courts of law, administrative hearings, before boards & commissions; appears at administrative proceedings to provide testimony or reports as required by supervisor or pursuant to subpoena; attends professional training/seminars; conducts field training for new compliance officers; serves on committees.
Operates personal computer &/or mobile device in the course of field and office duties (e.g., develops investigation reports, composes memorandums & correspondence); operates cameras; operates assigned state vehicle in accordance with established rules & regulations to travel to permit sites &/or licensed facilities; completes report of activities at intervals assigned by supervisor. Performs other duties as assigned.
12 mos. trg. or 12 mos. exp. in investigative techniques & procedures; 3 mos. exp. in operation of personal computer; valid driver’s license.
-Or 12 mos. trg. or 12 mos. exp. in examining permit applications; 3 mos. exp. in operation of personal computer; valid driver’s license.
-Or equivalent of Minimum Class Qualifications For Employment noted above.
Major Worker Characteristics Knowledge of investigative techniques & procedures; Ohio Revised Codes & regulations & orders of liquor control commission applicable to conducting inspections of liquor permit premises*; rules of evidence*; public relations; interviewing. Skill in use of personal computer; Visio drawing cad program*; computer software installation*; camera (e.g., digital; Polaroid)*; measuring wheel*. Ability to define problems, collect data, establish facts & draw valid conclusions; conduct interviews effectively; prepare meaningful, concise & accurate reports; gather, collate & classify data; handle sensitive telephone & face-to-face contacts. (*) Developed after employment.
Supplemental Information The final candidate selected for this position will be required to undergo a criminal background check as well as other investigative reviews. Criminal convictions do not necessarily preclude an applicant from consideration for a position, unless restricted under state or federal law or federal restrictions. An individual assessment of an applicant’s prior criminal convictions will be made before excluding an applicant from consideration.
If the federal government isn’t ready for legal marijuana, the American people sure are.
The “federally illegal” marijuana industry is poised to employ half a million Americans by 2021. There will be more people selling, growing, modifying, and running experiments with marijuana than there will be telemarketers or even pharmacists.
According to Marijuana Business Daily, there are already between 165,000 and 230,000 Americans working in the cannabis industry. That’s more than the number of people who clean our teeth or bake our bread.
But unlike those other industries, marijuana is just getting started.
And it’s about to explode.
Check out this chart:
The U.S. Bureau of Labor Statistics (BLS) projects job growth or decline for every career on which it collects data. It predicts, for example, a 22% bump in massage therapists between 2014 and 2024, and a 3% decrease in telemarketers.
But none of the BLS projections come close to the growth we see in the marijuana industry.
Here’s why we predict that America will be home to half a million cannabis-related jobs by 2021…
For Marijuana, Sales Growth Means Job Growth
In most industries, that wouldn’t necessarily correlate to a 180% increase in employment. For example, in the retail and grocery sectors, more sales often just mean longer lines. Or in restaurants, the part-time waitstaff may be called in to work more hours if sales are improving, but it’s less common to increase the number of employees altogether.
The marijuana industry, however, is different.
In fewer than four months, California will start distributing recreational marijuana licenses to dispensaries across the state to service the Golden State’s 39 million people.
But legal recreational dispensaries don’t yet exist.
When the floodgates open, jobs will need to be created to meet the demand. Lots of jobs.
Emerging weed companies will need people to manage the business, keep inventory, man the counter, engage the community, act as liaisons to other industries, and attract tourism.
As more states legalize, it will be the same story over and over again.
And that’s not even counting the states that have already legalized cannabis. Though states like Colorado and Oregon are “established” by current standards, marijuana is still a fledgling industry that has nowhere to grow but up. As marijuana works its way into mainstream American culture, the successful companies will grow, and so too will their employee numbers.
Suddenly, our 500,000 jobs estimate seems… low.
The days of face-to-face interviews and working in a cubicle from 9 a.m. to 5 p.m. are slowly fading away. In its place, companies are hiring geographically dispersed employees.
We have found that having a remote staff works best for us. In the Process of hiring, we’ve created a guide based on our experience working with remote transcriptionists. Read on to see if this remote worker setup is right for you and your business.
Identifying a remote independent contractor can be especially tricky, and you’ll face different challenges than you normally would with a face-to-face hire.
The first thing to keep in mind is that selecting remote workers is a job in and of itself, and you should treat it as such.
These days, it isn’t uncommon for companies or small businesses to utilize sites like UpWork or Freelancer. You can start off with people doing contract work at part-time hours. Think of this as a way to test the waters before diving in completely.
To make this process go smoothly, train one of your in-house team members to work on continually developing your process. We have developed our process of hiring remote transcriptionists over the last six-and-a-half years. Our work has paid off and we now have a far smoother workflow.
Like anyone else, you’ll want to screen a remote candidate before conducting an interview. In addition to reviewing their resume and cover letter, you can screen them through a series of tests. We’ve developed a test for different kinds of transcription work to weed out anyone who overstates their expertise or outright lies about their experience.
If you choose to move forward with this person, there is no need to fly them in for an interview. Today’s technologies make it easy to speak to people all over the world. Chat with them on the phone or, better yet, through video conferencing applications like Skype or Zoom. Interviewing on a video conference puts a face to a name without the pressure of an in-person interview.
When working with remote staff, you have to slightly alter the way you go about training them. We’ve found the best way to train a transcriptionist is to send them articles or learning modules that they can practice at their own pace.
Depending on whether we are hiring someone to do legal transcription or financial transcription, we use training software. This way, our remote transcriptionists can see step-by-step instructions right in front of them. It is also a great way to help new staff members see the software and processes they’re expected to replicate in action. Most importantly, set up a time to follow up with team members and answer any questions they may have.
The key to managing remote workers is to establish open communication channels. Create a timeline on how quickly they need to respond to emails. Also, have a day where check-in calls happen or organize a weekly video conference call.
Organizational tools are key when trying to keep all team members on the same page. Free apps like Asana or Trello are great for assigning tasks. We’ve found that these online tools eliminate a number of emails and double transcriptions. This is a great way for remote team members to feel in the loop and involved in your business.
Including Team Members
Sometimes, a remote worker can feel lonely or overlooked because they are at home alone behind a screen 99% of the time. Make sure you let them know how valuable they are to the team.
Set up a group on Facebook and use messaging apps like Slack or HipChat for workers to connect with one another. Don’t forget to have fun, too: Office workers crack jokes at the water cooler, and so should you on messaging apps. Use emojis or GIFs in an appropriate manner to include remote workers in the office fun.
One of the biggest concerns business owners have about choosing the remote worker path is making sure they are actually working. It’s not like you can pop over to their desk and make sure they aren’t playing computer games all day.
So how can you be sure that your money isn’t going to waste? Well, there’s an app for that — several, in fact. Like the communication and organizational tools, there are apps that can help you make sure your remote workers are working and making progress on projects. Our team uses Hubstaff, for instance, but at the end of the day, it often comes down to trusting that you’ve hired a motivated self-starter.
In-person terminations are not always feasible with a remote worker. So how do you let them know that their time with you is up?
You could send them an email — the least desirable option, as it can seem impersonal and disrespectful. But your best bet is to terminate someone via video conferencing or over the phone. Video conferencing allows you to convey information with empathy. It also gives the worker a chance to ask questions or share their thoughts openly on the matter.
Make sure to follow up with any paperwork or paychecks. To be on the safe side, speak with your IT department about shutting down accounts, changing passwords and anything else that you may have provided them.
Building A Successful Virtual Team
If you’re like us and decide to go down the route of selecting a remote worker, know that it takes a substantial amount of time and energy. The success of your growing company depends on finding the right talent that fits the bill. All you have to do is keep your workers — remote and in-house — motivated and accountable to meet your business goals.