Minimum Qualifications Education and/or Equivalent Experience: Graduation with a Bachelor’s degree from an accredited college or university in related field, plus four (4) years of HR experience. One (1) additional year of experience may substitute for the education up to the maximum of four (4) years. Licenses or Certifications: None. Notes to Applicants Position Overview: The ideal candidate must be able to exercise sound critical thinking and judgment to handle complex matters; and must possess excellent listening, problem solving, oral and written communication skills. In addition, the ideal candidate must possess strong consulting and influencing skills with the ability to build trust and maximize relationships with employees at all levels. Prefer one or more of the following certifications: PHR , SPHR , SHRM -CP, or SHRM - SCP . Application Instructions: A detailed and complete job application is REQUIRED and helps us to better evaluate your qualifications. In completing your job application, please be sure to provide a COMPLETE employment history regarding any relevant experience that you would like for us to consider. This information will also be used to determine salary in the event that you are selected for this position. NOTE : A cover letter and/or resume will NOT be used to substitute for an incomplete job application. Please understand that your job application, cover letter, and resume will be used to measure or assess your written communication skills, including grammar and spelling, in helping us screen applications and determine candidates to be interviewed. Candidates who progress from the phone interview round to the in-person interview round may be required to complete two (2) assessments; one to measure writing skills and the other to measure oral/presentation skills. All new employees are required to attend City of Austin and Austin Public Library training as scheduled, and should arrange their outside schedules to accommodate such training. Additional Information: TRAVEL : If you are selected for this position and meet the Driver Safety Standards in the City of Austin Driver Safety Program, you may drive, when necessary, to multiple locations as part of your regular job duties. Otherwise, you are responsible for getting to and from these locations. All new employees are required to attend City of Austin and Austin Public Library training as scheduled and should arrange their outside schedules to accommodate such training. Working with the City of Austin provides a number of health and welfare benefits such as low-cost medical, dental, vision, paid leave time, a highly competitive retirement plan, training opportunities and more. Please click HERE for more information. Veteran: Veteran candidates will be required to provide a copy of their DD214 at the time of interview. The Austin Public Library reserves the right to close posted jobs and positions prior to the advertised close date, based on recruitment strategies and business needs. Pay Range $31.81 - $39.76 per hour Hours Monday - Friday 9:00 a.m. - 6:00 p.m. Note: Hours may vary based on operational or business needs; evening and weekends may be required on occasio n. Job Close Date 04/19/2024 Type of Posting External Department Austin Public Library Regular/Temporary Regular Grant Funded or Pooled Position Not Applicable Category Professional Location 710 W. César Chávez St., Austin, TX 78701 Preferred Qualifications Preferred Experience: Prefer experience in Employee Relations, conducting fact-finding investigations and writing investigation reports; handling of general and personnel action grievances; reviewing corrective action letters, regarding performance and disciplinary matters, for accuracy and completeness; and making presentations and conducting policy-related training in key human resources-related areas - Respectful Workplace, Sexual Harassment Prevention, Harassment, Discrimination, and Retaliation. Experience with Benefits and Leave Administration, including City, State and Federal regulations. Ability to earn the cooperation and willingness of Human Resources and support staff, and other employees, by demonstrating honesty, integrity, responsibility, accountability, and dependability. Ability to have two-way dialogues involving mutual listening and understanding while aligning verbal language with non-verbal cues to avoid confusion and/or mixed messages. Experience developing and delivering workplace training on human resources-related topics to employees at all levels and to large groups. Demonstrated ability of working with different leadership styles, diverse and/or complex organizational issues and structures. Strong working knowledge of Microsoft Office Suite (Word, Excel, Power Point, Outlook, and Teams). Ability to travel to more than one work location. Duties, Functions and Responsibilities Essential duties and functions, pursuant to the Americans with Disabilities Act, may include the following. Other related duties may be assigned. Collaborates and serves as strategic partner with senior leaders and management on HR programmatic analysis, implementation, and administration providing operational oversight, advice, and analytical support. Manages and resolves complex HR-related issues and provides solutions to programs and processes, monitoring implementation of agreed upon actions until the problem has been resolved. Advises and influences management in making sound HR-related decisions. Serves as subject matter expert in providing advice and counsel to management and employee groups on a broad range of HR issues and with applicable regulations, programs, policies, and procedures. Interprets and provides guidance on, and interpretation of, applicable systems, policies, procedures, strategies, process work flows, and regulations; and monitors compliance with policies, regulations, laws, and program objectives. Identifies, analyzes, and recommends solutions for various HR problems using morale indicators and other personnel measurements, such as, but not limited to, surveys, turnover, and grievances; and presents recommendations for corrective action programs when needed. Provides training to managers and supervisors on HR topics and procedures. Researches, gathers, analyzes, and evaluates data and information; monitors program trends; reviews and performs quality checks of program-related data; and develops and maintains management reporting to support decision making and policy development. Monitors and maintains system data, files, records, and reporting; transmits program data files to vendors; and develops, monitors, and implements information tracking systems. Responsibilities - Supervisor and/or Leadership Exercised: May provide leadership, work assignments, evaluation, training, and guidance to others. Knowledge, Skills and Abilities Must possess required knowledge, skills, abilities, and experience and be able to explain and demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed. Knowledge of Federal, State, and Local laws and ordinances governing personnel activities. Knowledge of City practices, policies, and procedures. Knowledge and practices of HR program administration and management. Knowledge of practices and methods of coaching and leading the work of others. Knowledge of principles and applications of critical thinking and analysis. Knowledge of customer service principles. Skill in overseeing the maintenance of HR program/process documentation, data, schedules, records, and files. Skill in oral and written communication. Skill in handling multiple tasks and prioritizing. Skill in using computers and related software. Skill in data analysis and problem solving. Skill in planning and organizing. Ability to coordinate deadlines, prioritize work demands and assign/monitor work performed. Ability to handle hostility, conflict, and uncertain situations. Ability to work with frequent interruptions and changes in priorities. Ability to train others. Ability to develop and maintain knowledge in assigned specialized HR areas. Ability to establish and maintain good working relationships with other City employees and the public. Criminal Background Investigation This position has been approved for a Criminal Background Investigation. EEO/ADA The City of Austin is committed to compliance with the Americans with Disabilities Act. If you require reasonable accommodation during the application process or have a question regarding an essential job function, please call (512) 974-3210 or Texas Relay by dialing 7-1-1. The City of Austin will not discriminate against any applicant or employee based on race, creed, color, national origin, sex, gender identity, age, religion, veteran status, disability, or sexual orientation. In addition, the City will not discriminate in employment decisions on the basis of an individual’s AIDS , AIDS Related Complex, or HIV status; nor will the City discriminate against individuals who are perceived to be at risk of HIV infection, or who associate with individuals who are believed to be at risk. Information For City Employees: If you are an employee within the department, are in good standing and meet both the minimum and preferred qualifications, then you will receive an initial interview. Supplemental Questions Required fields are indicated with an asterisk (*). * The minimum requirements for this position include graduation with a Bachelor’s degree from an accredited college or university in a related field, plus four (4) years of HR experience. One (1) additional year of experience may substitute for the education up to the maximum of four (4) years. Do you meet these minimum qualifications? Yes No * What level of experience do you have conducting workplace investigations regarding discrimination, harassment and/or sexual harassment? Served as lead investigator for an employer or outside investigative body including documenting findings. Served as an investigator for an employer or outside investigative body including documenting findings Served in a support role to a lead investigator but not involved in all phases of the process. Served as investigator in workplace issues requiring inquiry and other review but no formal documentation of investigative findings. No workplace investigation experience. * Describe your role in the workplace investigation process from start to finish. (Open Ended Question) * Please describe your experience with workplace grievances and/or conflict resolution: Have no experience representing management or Human Resources in grievance, mediation or conflict resolution processes. Have limited experience representing management or Human Resources in grievance, mediation or conflict resolution processes. Have extensive experience representing management or Human Resources in grievance, mediation or conflict resolution processes. Have experience representing management or Human Resources AND have coordinated an existing grievance, mediation or conflict resolution program. Have experience representing management or Human Resources AND have designed and coordinated a grievance, mediation or conflict resolution program. * Describe your experience in consulting and mediation skills to provide appropriate counsel, advice and work in partnership with management and staff on human resources matters, and conflict resolution. (Open Ended Question) * How would you describe your knowledge and experience advising management on federal laws such as FMLA, ADA, Title VII, FLSA ? Limited knowledge and experience: 0 - 2 years in positions requiring this knowledge Working knowledge and experience: 2 - 5 years in positions requiring this knowledge Advanced knowledge and experience: 5 + years in positions requiring this knowledge No experience but have knowledge or training No experience or knowledge * Please briefly describe your experience advising management on the progressive disciplinary process, including investigating policy violations, preparing documentation, making recommendations and preparing and administering disciplinary actions. (Open Ended Question) * Do you have experience developing and presenting human resources training to managers and supervisors? Yes No * Briefly describe your experience with developing and presenting human resources training to employees. (Open Ended Question) * Please describe your experience in leadership development, which includes coaching and mentoring supervisors and managers in the field of Human Resources. No experience 0 - 3 years 3 - 6 years 6+ years * Describe your experience in employment activities to include reviewing final hiring packets to ensure compliance with Hiring Policies and Procedures. No experience or knowledge. No experience, but have knowledge and/or training. Limited knowledge and experience (up to 2 years). Working knowledge and experience (2-5 years). Advanced knowledge and experience (5+ years). * Please select the choice which describes your years of experience in a supervisory or lead capacity: Less than one 1 - 2 years 2 - 3 years 3-5 years More than 5 years * Which of the following best describes your proficiency with Microsoft Office Suite, specifically with Word, Excel, and Outlook? No experience Basic: create/edit simple documents, spreadsheets, & emails Intermediate: create/edit a variety of documents & spreadsheets; reformat document features such as color, font style and size of text, change page size/width, & filter/sort data fields Advanced: create/edit complex documents & spreadsheets; integrate features such as tables, charts, mathematic formulas, hyperlinks, graphics; data/mail merge, import data from one document to another * Do you have the ability to travel to multiple sites as part of the regular job duties? Yes No * Although the basic work schedule for this position would be days, Monday through Friday, there may be occasions when weekends, evenings or nights may be required to support staff and events. Can you work a varied schedule if needed? Yes No * My job application is detailed and complete, and I understand that if I am selected as the top candidate for this particular job, my salary will be determined based on the experience submitted on my job application. Yes No This position requires a criminal background check. By selecting the following, you are acknowledging that you understand if you are selected as a top candidate for this position, you will need a successful CBI to be hired. Yes Optional & Required Documents Required Documents Cover Letter Resume Optional Documents
Mar 29, 2024
Full Time
Minimum Qualifications Education and/or Equivalent Experience: Graduation with a Bachelor’s degree from an accredited college or university in related field, plus four (4) years of HR experience. One (1) additional year of experience may substitute for the education up to the maximum of four (4) years. Licenses or Certifications: None. Notes to Applicants Position Overview: The ideal candidate must be able to exercise sound critical thinking and judgment to handle complex matters; and must possess excellent listening, problem solving, oral and written communication skills. In addition, the ideal candidate must possess strong consulting and influencing skills with the ability to build trust and maximize relationships with employees at all levels. Prefer one or more of the following certifications: PHR , SPHR , SHRM -CP, or SHRM - SCP . Application Instructions: A detailed and complete job application is REQUIRED and helps us to better evaluate your qualifications. In completing your job application, please be sure to provide a COMPLETE employment history regarding any relevant experience that you would like for us to consider. This information will also be used to determine salary in the event that you are selected for this position. NOTE : A cover letter and/or resume will NOT be used to substitute for an incomplete job application. Please understand that your job application, cover letter, and resume will be used to measure or assess your written communication skills, including grammar and spelling, in helping us screen applications and determine candidates to be interviewed. Candidates who progress from the phone interview round to the in-person interview round may be required to complete two (2) assessments; one to measure writing skills and the other to measure oral/presentation skills. All new employees are required to attend City of Austin and Austin Public Library training as scheduled, and should arrange their outside schedules to accommodate such training. Additional Information: TRAVEL : If you are selected for this position and meet the Driver Safety Standards in the City of Austin Driver Safety Program, you may drive, when necessary, to multiple locations as part of your regular job duties. Otherwise, you are responsible for getting to and from these locations. All new employees are required to attend City of Austin and Austin Public Library training as scheduled and should arrange their outside schedules to accommodate such training. Working with the City of Austin provides a number of health and welfare benefits such as low-cost medical, dental, vision, paid leave time, a highly competitive retirement plan, training opportunities and more. Please click HERE for more information. Veteran: Veteran candidates will be required to provide a copy of their DD214 at the time of interview. The Austin Public Library reserves the right to close posted jobs and positions prior to the advertised close date, based on recruitment strategies and business needs. Pay Range $31.81 - $39.76 per hour Hours Monday - Friday 9:00 a.m. - 6:00 p.m. Note: Hours may vary based on operational or business needs; evening and weekends may be required on occasio n. Job Close Date 04/19/2024 Type of Posting External Department Austin Public Library Regular/Temporary Regular Grant Funded or Pooled Position Not Applicable Category Professional Location 710 W. César Chávez St., Austin, TX 78701 Preferred Qualifications Preferred Experience: Prefer experience in Employee Relations, conducting fact-finding investigations and writing investigation reports; handling of general and personnel action grievances; reviewing corrective action letters, regarding performance and disciplinary matters, for accuracy and completeness; and making presentations and conducting policy-related training in key human resources-related areas - Respectful Workplace, Sexual Harassment Prevention, Harassment, Discrimination, and Retaliation. Experience with Benefits and Leave Administration, including City, State and Federal regulations. Ability to earn the cooperation and willingness of Human Resources and support staff, and other employees, by demonstrating honesty, integrity, responsibility, accountability, and dependability. Ability to have two-way dialogues involving mutual listening and understanding while aligning verbal language with non-verbal cues to avoid confusion and/or mixed messages. Experience developing and delivering workplace training on human resources-related topics to employees at all levels and to large groups. Demonstrated ability of working with different leadership styles, diverse and/or complex organizational issues and structures. Strong working knowledge of Microsoft Office Suite (Word, Excel, Power Point, Outlook, and Teams). Ability to travel to more than one work location. Duties, Functions and Responsibilities Essential duties and functions, pursuant to the Americans with Disabilities Act, may include the following. Other related duties may be assigned. Collaborates and serves as strategic partner with senior leaders and management on HR programmatic analysis, implementation, and administration providing operational oversight, advice, and analytical support. Manages and resolves complex HR-related issues and provides solutions to programs and processes, monitoring implementation of agreed upon actions until the problem has been resolved. Advises and influences management in making sound HR-related decisions. Serves as subject matter expert in providing advice and counsel to management and employee groups on a broad range of HR issues and with applicable regulations, programs, policies, and procedures. Interprets and provides guidance on, and interpretation of, applicable systems, policies, procedures, strategies, process work flows, and regulations; and monitors compliance with policies, regulations, laws, and program objectives. Identifies, analyzes, and recommends solutions for various HR problems using morale indicators and other personnel measurements, such as, but not limited to, surveys, turnover, and grievances; and presents recommendations for corrective action programs when needed. Provides training to managers and supervisors on HR topics and procedures. Researches, gathers, analyzes, and evaluates data and information; monitors program trends; reviews and performs quality checks of program-related data; and develops and maintains management reporting to support decision making and policy development. Monitors and maintains system data, files, records, and reporting; transmits program data files to vendors; and develops, monitors, and implements information tracking systems. Responsibilities - Supervisor and/or Leadership Exercised: May provide leadership, work assignments, evaluation, training, and guidance to others. Knowledge, Skills and Abilities Must possess required knowledge, skills, abilities, and experience and be able to explain and demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed. Knowledge of Federal, State, and Local laws and ordinances governing personnel activities. Knowledge of City practices, policies, and procedures. Knowledge and practices of HR program administration and management. Knowledge of practices and methods of coaching and leading the work of others. Knowledge of principles and applications of critical thinking and analysis. Knowledge of customer service principles. Skill in overseeing the maintenance of HR program/process documentation, data, schedules, records, and files. Skill in oral and written communication. Skill in handling multiple tasks and prioritizing. Skill in using computers and related software. Skill in data analysis and problem solving. Skill in planning and organizing. Ability to coordinate deadlines, prioritize work demands and assign/monitor work performed. Ability to handle hostility, conflict, and uncertain situations. Ability to work with frequent interruptions and changes in priorities. Ability to train others. Ability to develop and maintain knowledge in assigned specialized HR areas. Ability to establish and maintain good working relationships with other City employees and the public. Criminal Background Investigation This position has been approved for a Criminal Background Investigation. EEO/ADA The City of Austin is committed to compliance with the Americans with Disabilities Act. If you require reasonable accommodation during the application process or have a question regarding an essential job function, please call (512) 974-3210 or Texas Relay by dialing 7-1-1. The City of Austin will not discriminate against any applicant or employee based on race, creed, color, national origin, sex, gender identity, age, religion, veteran status, disability, or sexual orientation. In addition, the City will not discriminate in employment decisions on the basis of an individual’s AIDS , AIDS Related Complex, or HIV status; nor will the City discriminate against individuals who are perceived to be at risk of HIV infection, or who associate with individuals who are believed to be at risk. Information For City Employees: If you are an employee within the department, are in good standing and meet both the minimum and preferred qualifications, then you will receive an initial interview. Supplemental Questions Required fields are indicated with an asterisk (*). * The minimum requirements for this position include graduation with a Bachelor’s degree from an accredited college or university in a related field, plus four (4) years of HR experience. One (1) additional year of experience may substitute for the education up to the maximum of four (4) years. Do you meet these minimum qualifications? Yes No * What level of experience do you have conducting workplace investigations regarding discrimination, harassment and/or sexual harassment? Served as lead investigator for an employer or outside investigative body including documenting findings. Served as an investigator for an employer or outside investigative body including documenting findings Served in a support role to a lead investigator but not involved in all phases of the process. Served as investigator in workplace issues requiring inquiry and other review but no formal documentation of investigative findings. No workplace investigation experience. * Describe your role in the workplace investigation process from start to finish. (Open Ended Question) * Please describe your experience with workplace grievances and/or conflict resolution: Have no experience representing management or Human Resources in grievance, mediation or conflict resolution processes. Have limited experience representing management or Human Resources in grievance, mediation or conflict resolution processes. Have extensive experience representing management or Human Resources in grievance, mediation or conflict resolution processes. Have experience representing management or Human Resources AND have coordinated an existing grievance, mediation or conflict resolution program. Have experience representing management or Human Resources AND have designed and coordinated a grievance, mediation or conflict resolution program. * Describe your experience in consulting and mediation skills to provide appropriate counsel, advice and work in partnership with management and staff on human resources matters, and conflict resolution. (Open Ended Question) * How would you describe your knowledge and experience advising management on federal laws such as FMLA, ADA, Title VII, FLSA ? Limited knowledge and experience: 0 - 2 years in positions requiring this knowledge Working knowledge and experience: 2 - 5 years in positions requiring this knowledge Advanced knowledge and experience: 5 + years in positions requiring this knowledge No experience but have knowledge or training No experience or knowledge * Please briefly describe your experience advising management on the progressive disciplinary process, including investigating policy violations, preparing documentation, making recommendations and preparing and administering disciplinary actions. (Open Ended Question) * Do you have experience developing and presenting human resources training to managers and supervisors? Yes No * Briefly describe your experience with developing and presenting human resources training to employees. (Open Ended Question) * Please describe your experience in leadership development, which includes coaching and mentoring supervisors and managers in the field of Human Resources. No experience 0 - 3 years 3 - 6 years 6+ years * Describe your experience in employment activities to include reviewing final hiring packets to ensure compliance with Hiring Policies and Procedures. No experience or knowledge. No experience, but have knowledge and/or training. Limited knowledge and experience (up to 2 years). Working knowledge and experience (2-5 years). Advanced knowledge and experience (5+ years). * Please select the choice which describes your years of experience in a supervisory or lead capacity: Less than one 1 - 2 years 2 - 3 years 3-5 years More than 5 years * Which of the following best describes your proficiency with Microsoft Office Suite, specifically with Word, Excel, and Outlook? No experience Basic: create/edit simple documents, spreadsheets, & emails Intermediate: create/edit a variety of documents & spreadsheets; reformat document features such as color, font style and size of text, change page size/width, & filter/sort data fields Advanced: create/edit complex documents & spreadsheets; integrate features such as tables, charts, mathematic formulas, hyperlinks, graphics; data/mail merge, import data from one document to another * Do you have the ability to travel to multiple sites as part of the regular job duties? Yes No * Although the basic work schedule for this position would be days, Monday through Friday, there may be occasions when weekends, evenings or nights may be required to support staff and events. Can you work a varied schedule if needed? Yes No * My job application is detailed and complete, and I understand that if I am selected as the top candidate for this particular job, my salary will be determined based on the experience submitted on my job application. Yes No This position requires a criminal background check. By selecting the following, you are acknowledging that you understand if you are selected as a top candidate for this position, you will need a successful CBI to be hired. Yes Optional & Required Documents Required Documents Cover Letter Resume Optional Documents
MASSACHUSETTS TRIAL COURT
Boston, Massachusetts, United States
Title: Chief Human Resources Officer Pay Grade: Executive Management Starting Pay:$203,265.03 Departmental Mission Statement: Notes: Position Summary: Working within the Office of Court Management (OCM) of the Trial Court, the Chief Human Resources Officer (CHRO) is responsible for overseeing all aspects of the Human Resources Department, its policies, practices and operations in order to meet the Trial Court’s evolving needs. The Chief Human Resources Officer originates and leads the Human Resources’ practices and strategic objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity, consistent standards, goal attainment, and the recruitment and ongoing development of a qualified, talented, merit based, and diverse workforce and employment environment. The Chief Human Resources Officer directs the implementation of services, policies, and programs through Human Resource Department’s professional and administrative staff. The CHRO also has oversight of all collective bargaining and labor relations for the Trial Court, maintaining a positive labor relations philosophy that both furthers the Trial Court’s strategic goals, and ensures compliance with the Employer’s obligations under the State’s Collective Bargaining Law. The CHRO reports to the Court Administrator and serves on the executive management team, and assists, advises and collaborates with all levels of department heads, managers, and court officials on a wide range of Human Resource issues. The CHRO is a key executive partner and coach who is tasked with facilitating strategic planning and initiatives, change management, and organizational design. Duties: Leadership/Supervisory Role Oversees and is accountable for all activities of the Human Resources Department and staff; Provides overall leadership and guidance to human resource functions by overseeing personnel policies and procedures, contract administration, labor relations, talent acquisition, hiring and onboarding, HR/CMS support, classification and compensation, position management, HR training and related curriculum development, career development, leave administration, and employee wellness; Provides advice and information on Human Resources and Labor Relations matters to the Court Administrator, the Chief Justice of the Trial Court, OCM Directors, Departmental Chief Justices, the Chief Justices of the Supreme Judicial Court and the Appeals Court, the Commissioner of Probation, the Jury Commissioner, department heads and other court officials and personnel; Leads long-range strategic planning in order to anticipate and plan for innovative changes that promote people productivity, organizational efficiency, and cost effectiveness; Responsible for ensuring that organizational values are clearly communicated and understood at all levels, identifying appropriate employee conduct that is necessary for realizing a service-oriented, high performance culture; Ensures that position classifications and compensation structures are reflective of a dynamic operational environment which embraces contemporary modes of working in a time where the Trial Court is increasingly asked to do more to serve the public and expand access to justice; Serves as the most senior representative of the Court Administrator, who is the statutory employer for collective bargaining purposes; ensures that positive labor relations with unions that represent Trial Court employees is maintained and may participate in negotiations and discussions with the unions as he/she deems appropriate; Intervenes and mediates workplace conflicts in a manner that is reflective of the ethics and values of the Trial Court and that leads to just and appropriate resolutions; Manages administrative matters such as preparing request for proposals and contracts, preparing routine or special reports, performing research, or advancing compensation, evaluation, classification studies for employees; Sets the priorities for key competencies in the drafting of interview guidelines in the appointment of new candidates; Strategy Formulates strategies that lead to quality and depth in overall candidate talent pools for Trial Court positions, and ultimately the quality of selected candidates; Establishes innovative and sound strategies across all units of the Human Resources Department, ensuring that all implemented strategies correspond with the overall current and future strategic plans of the Trial Court as a whole; Maintains a comprehensive strategic recruiting plan and employee retention plans that meet the Trial Court’s increasing demand for high quality talent; Responsible for developing and implementing comprehensive compensation and benefit strategies that are market competitive and also cost effective Functions as the strategic advisor to departmental heads with regard to progressive discipline and handling sensitive employee matters; Leads special projects and serves on various leadership committees of the Trial Court; Policy Develops, directs, and maintains comprehensive human resource programs and policy in: compensation and classification, onboarding, policy implementation, compliance with state/federal laws, benefits administration, employee relations and conflict resolution; Directs the Human Resources Department in the development and creation of positions, job postings, applicant screening criteria, and objective reviews of candidate pools for Trial Court positions; Directs the Human Resource Department in the administration and maintenance of the HR/CMS automated personnel and payroll system provided through Oracle/PeopleSoft; Oversees the performance evaluation program for all Trial Court appointed employees; Supervises the development and administration of all non-statutory salary schedules and the Trial Court classification plan; Supervises the establishment and implementation of all Trial Court issued benefit programs; Reviews and makes recommendations to the Executive Office of the Trial Court (EOTC), Office of Court Management (OCM), and the seven Trial Court departments on improving organization policies, procedures, and practices on personnel matters; Manages maintenance of organizational personnel records/files and the HR/CMS transactions, in compliance with set policy and procedures and with applicable regulations and laws; Leads the organization’s efforts to ensure compliance with Trial Court policies, procedures, and applicable statutes regarding discrimination, harassment, and the rights of all employees; Labor Relations Directs the labor relations activities for the Trial Court ensuring that positive labor management relations is maintained; Provides Department Heads and court officials with best practices by advising and guiding them on the most sensitive and complex of labor relations matters; Ensures that the negotiated grievance procedures are administered fairly and in accordance with the applicable collective bargaining agreements; Oversees the development of recommendations for new contract provisions, oversees contract negotiation processes and memorandums of agreement, and identifies strategies for improving the management of the unionized workforce; Collaborates with the Court Administrator to establish organizational priorities for collective bargaining agreement negotiations and cost of living increase parameters; Serves as a mediator in dispute-resolution through the negotiation of solutions which are in the best interests of all parties and in compliance with fair labor practices, bargaining unit contracts and state and federal personnel administration laws; Informs union officials of serious disciplinary actions taken on union employees in cases of misconduct; Responsible for overseeing the employee grievance process, including the screening, investigating, and employer response to employee grievances; Ensures that the human resources activities that impact union employees are in compliance with the collective bargaining agreements and that new initiatives are implemented in a manner consistent with the employer’s obligations on the State collective bargaining law; Analytics Plays an analytical role to monitor, analyze, and identify strategic needs, gaps, and risks; Leverages management tools that identify, align, and build on the organization’s human capital capabilities in order to achieve overall results and reach desired targets; Conducts job analysis, develops new positions, aids in recruitment efforts and analyses recruiting efforts; Plans for and analyzes future growth and staffing needs; assesses designs, develops and evaluates current staffing; Collaboration Collaborates with fellow executives/department heads in an effort to better understand, analyze, and support the needs for the business, leading to the subsequent establishment of suitable strategies. Ensures that the labor team works with union officials to implement job descriptions for new union positions and coordinates with managers to ensure union work is properly assigned; Ensures that the Trial Court works closely with union representatives to maintain and enhance labor management relations and to maintain fair labor practices across the Trial Court; Works directly with departmental management and elected officials to assist them in carrying out their responsibilities on personnel matters; Facilitates teamwork and participation in work flow process re-engineering and innovation, supporting change management activities and strategic planning efforts; Job Competencies: All applicants must be able, through the interview process, to prove efficiency in the following areas: Ethics and Values - Communicates and demonstrates the ethics and values of the Human Resources Department and the Trial Court. Mission -Understands, upholds, and communicates the Trial Court and Human Resources Department missions. Problem Solving - Accurately assesses candidate acquisition, workplace, and labor relations problems in the Trial Court and recommends and facilitates appropriate solutions and innovations. Customer Service - Conducts oneself in a courteous and professional manner towards both Trial Court employees and the public. Collaboration - Works with others cooperatively, demonstrating a willingness to be a team player, and contributing to a work environment that focuses on shared departmental goals. Applied Knowledge - Demonstrated extensive experience and knowledge of human resources, labor relations, and performance management to ensure the continued excellence of the workforce, resolve issues, to properly administer personnel policies and procedures in a unionized employee environment; and to oversee disciplinary related investigations. Commitment to Diversity - Promotes an environment of diversity through understanding, respect, and positive communication with persons of varied racial, ethnic, economic, and cultural backgrounds. Continuous Learning - Demonstrates a commitment to continuously improving himself or herself through professional development. Knowledge Embraces the most effective new HR standards and best practices, ensuring optimal performance of the Human Resources Department, which in turn influences the performance of the various departments and Trial Court operations at large; Continually participates in events, conferences, seminars, and workshops for purposes of professional development; Maintains knowledge of industry trends and employment legislation, and ensures organizational compliance; Minimum Requirements: These are the minimum requirements necessary for the position of Chief Human Resources Officer: Education & Experience: A bachelor’s degree and Ten (10) years of practical senior management level experience in the field of human resources and labor-management relations; Equivalent combinations of education and/or experience will be considered for meeting the minimum requirements. Professional Development: Must have a background that demonstrates a history of regular professional development; demonstrating a record of initiating best practices, the consistent application of policies, and innovative approaches to human resources management and labor relations. Preferred Qualifications: Candidates with a graduate degree in Human Resources, Public or Business Administration, or similar advanced degree will be viewed as demonstrating a commitment to professional development. An ideal candidate will also have some experience managing in a unionized environment. A SPHR certification is also desirable, demonstrating a commitment to the field of Human Resources. Candidates with a professional background as a Director of Human Resources, Director of Talent Acquisition, Head of Labor Relations, or similar position will be preferred. OTHER REQUIRED SKILLS AND ABILITIES: Demonstrated ability to perform human resources related activities of the most complex and non-routine nature, including providing feasible innovative solutions; Knowledge, skills, and abilities in labor relations and negotiations acquired through both training and practical experience; Strong interpersonal communication skills and the ability to work professionally and collaboratively with persons at all levels, including judges, and to maintain effective working relationships; Ability to negotiate with union officials and Trial Court staff to reach agreements, provide remedies, and resolve conflicts; Ability to adapt quickly to changing circumstances and develop workarounds for issues that require a timely resolution; Ability to use data to drive enhancements and efficiencies in operations; Knowledge of and ability to use personal computers, including HR and business related software; Knowledge of current trends and developments in human resources and labor relations; Knowledge of Massachusetts state government; Knowledge of Federal and State labor and employment laws and regulations; Ability to direct and evaluate a large and professionally diverse staff; Ability to multi-task and manage a variety of assignments at once; Ability to communicate clearly and effectively in oral and written form; and Ability to travel within the Commonwealth as necessary. Closing Date/Time: 2024-07-17
Apr 17, 2024
Full Time
Title: Chief Human Resources Officer Pay Grade: Executive Management Starting Pay:$203,265.03 Departmental Mission Statement: Notes: Position Summary: Working within the Office of Court Management (OCM) of the Trial Court, the Chief Human Resources Officer (CHRO) is responsible for overseeing all aspects of the Human Resources Department, its policies, practices and operations in order to meet the Trial Court’s evolving needs. The Chief Human Resources Officer originates and leads the Human Resources’ practices and strategic objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity, consistent standards, goal attainment, and the recruitment and ongoing development of a qualified, talented, merit based, and diverse workforce and employment environment. The Chief Human Resources Officer directs the implementation of services, policies, and programs through Human Resource Department’s professional and administrative staff. The CHRO also has oversight of all collective bargaining and labor relations for the Trial Court, maintaining a positive labor relations philosophy that both furthers the Trial Court’s strategic goals, and ensures compliance with the Employer’s obligations under the State’s Collective Bargaining Law. The CHRO reports to the Court Administrator and serves on the executive management team, and assists, advises and collaborates with all levels of department heads, managers, and court officials on a wide range of Human Resource issues. The CHRO is a key executive partner and coach who is tasked with facilitating strategic planning and initiatives, change management, and organizational design. Duties: Leadership/Supervisory Role Oversees and is accountable for all activities of the Human Resources Department and staff; Provides overall leadership and guidance to human resource functions by overseeing personnel policies and procedures, contract administration, labor relations, talent acquisition, hiring and onboarding, HR/CMS support, classification and compensation, position management, HR training and related curriculum development, career development, leave administration, and employee wellness; Provides advice and information on Human Resources and Labor Relations matters to the Court Administrator, the Chief Justice of the Trial Court, OCM Directors, Departmental Chief Justices, the Chief Justices of the Supreme Judicial Court and the Appeals Court, the Commissioner of Probation, the Jury Commissioner, department heads and other court officials and personnel; Leads long-range strategic planning in order to anticipate and plan for innovative changes that promote people productivity, organizational efficiency, and cost effectiveness; Responsible for ensuring that organizational values are clearly communicated and understood at all levels, identifying appropriate employee conduct that is necessary for realizing a service-oriented, high performance culture; Ensures that position classifications and compensation structures are reflective of a dynamic operational environment which embraces contemporary modes of working in a time where the Trial Court is increasingly asked to do more to serve the public and expand access to justice; Serves as the most senior representative of the Court Administrator, who is the statutory employer for collective bargaining purposes; ensures that positive labor relations with unions that represent Trial Court employees is maintained and may participate in negotiations and discussions with the unions as he/she deems appropriate; Intervenes and mediates workplace conflicts in a manner that is reflective of the ethics and values of the Trial Court and that leads to just and appropriate resolutions; Manages administrative matters such as preparing request for proposals and contracts, preparing routine or special reports, performing research, or advancing compensation, evaluation, classification studies for employees; Sets the priorities for key competencies in the drafting of interview guidelines in the appointment of new candidates; Strategy Formulates strategies that lead to quality and depth in overall candidate talent pools for Trial Court positions, and ultimately the quality of selected candidates; Establishes innovative and sound strategies across all units of the Human Resources Department, ensuring that all implemented strategies correspond with the overall current and future strategic plans of the Trial Court as a whole; Maintains a comprehensive strategic recruiting plan and employee retention plans that meet the Trial Court’s increasing demand for high quality talent; Responsible for developing and implementing comprehensive compensation and benefit strategies that are market competitive and also cost effective Functions as the strategic advisor to departmental heads with regard to progressive discipline and handling sensitive employee matters; Leads special projects and serves on various leadership committees of the Trial Court; Policy Develops, directs, and maintains comprehensive human resource programs and policy in: compensation and classification, onboarding, policy implementation, compliance with state/federal laws, benefits administration, employee relations and conflict resolution; Directs the Human Resources Department in the development and creation of positions, job postings, applicant screening criteria, and objective reviews of candidate pools for Trial Court positions; Directs the Human Resource Department in the administration and maintenance of the HR/CMS automated personnel and payroll system provided through Oracle/PeopleSoft; Oversees the performance evaluation program for all Trial Court appointed employees; Supervises the development and administration of all non-statutory salary schedules and the Trial Court classification plan; Supervises the establishment and implementation of all Trial Court issued benefit programs; Reviews and makes recommendations to the Executive Office of the Trial Court (EOTC), Office of Court Management (OCM), and the seven Trial Court departments on improving organization policies, procedures, and practices on personnel matters; Manages maintenance of organizational personnel records/files and the HR/CMS transactions, in compliance with set policy and procedures and with applicable regulations and laws; Leads the organization’s efforts to ensure compliance with Trial Court policies, procedures, and applicable statutes regarding discrimination, harassment, and the rights of all employees; Labor Relations Directs the labor relations activities for the Trial Court ensuring that positive labor management relations is maintained; Provides Department Heads and court officials with best practices by advising and guiding them on the most sensitive and complex of labor relations matters; Ensures that the negotiated grievance procedures are administered fairly and in accordance with the applicable collective bargaining agreements; Oversees the development of recommendations for new contract provisions, oversees contract negotiation processes and memorandums of agreement, and identifies strategies for improving the management of the unionized workforce; Collaborates with the Court Administrator to establish organizational priorities for collective bargaining agreement negotiations and cost of living increase parameters; Serves as a mediator in dispute-resolution through the negotiation of solutions which are in the best interests of all parties and in compliance with fair labor practices, bargaining unit contracts and state and federal personnel administration laws; Informs union officials of serious disciplinary actions taken on union employees in cases of misconduct; Responsible for overseeing the employee grievance process, including the screening, investigating, and employer response to employee grievances; Ensures that the human resources activities that impact union employees are in compliance with the collective bargaining agreements and that new initiatives are implemented in a manner consistent with the employer’s obligations on the State collective bargaining law; Analytics Plays an analytical role to monitor, analyze, and identify strategic needs, gaps, and risks; Leverages management tools that identify, align, and build on the organization’s human capital capabilities in order to achieve overall results and reach desired targets; Conducts job analysis, develops new positions, aids in recruitment efforts and analyses recruiting efforts; Plans for and analyzes future growth and staffing needs; assesses designs, develops and evaluates current staffing; Collaboration Collaborates with fellow executives/department heads in an effort to better understand, analyze, and support the needs for the business, leading to the subsequent establishment of suitable strategies. Ensures that the labor team works with union officials to implement job descriptions for new union positions and coordinates with managers to ensure union work is properly assigned; Ensures that the Trial Court works closely with union representatives to maintain and enhance labor management relations and to maintain fair labor practices across the Trial Court; Works directly with departmental management and elected officials to assist them in carrying out their responsibilities on personnel matters; Facilitates teamwork and participation in work flow process re-engineering and innovation, supporting change management activities and strategic planning efforts; Job Competencies: All applicants must be able, through the interview process, to prove efficiency in the following areas: Ethics and Values - Communicates and demonstrates the ethics and values of the Human Resources Department and the Trial Court. Mission -Understands, upholds, and communicates the Trial Court and Human Resources Department missions. Problem Solving - Accurately assesses candidate acquisition, workplace, and labor relations problems in the Trial Court and recommends and facilitates appropriate solutions and innovations. Customer Service - Conducts oneself in a courteous and professional manner towards both Trial Court employees and the public. Collaboration - Works with others cooperatively, demonstrating a willingness to be a team player, and contributing to a work environment that focuses on shared departmental goals. Applied Knowledge - Demonstrated extensive experience and knowledge of human resources, labor relations, and performance management to ensure the continued excellence of the workforce, resolve issues, to properly administer personnel policies and procedures in a unionized employee environment; and to oversee disciplinary related investigations. Commitment to Diversity - Promotes an environment of diversity through understanding, respect, and positive communication with persons of varied racial, ethnic, economic, and cultural backgrounds. Continuous Learning - Demonstrates a commitment to continuously improving himself or herself through professional development. Knowledge Embraces the most effective new HR standards and best practices, ensuring optimal performance of the Human Resources Department, which in turn influences the performance of the various departments and Trial Court operations at large; Continually participates in events, conferences, seminars, and workshops for purposes of professional development; Maintains knowledge of industry trends and employment legislation, and ensures organizational compliance; Minimum Requirements: These are the minimum requirements necessary for the position of Chief Human Resources Officer: Education & Experience: A bachelor’s degree and Ten (10) years of practical senior management level experience in the field of human resources and labor-management relations; Equivalent combinations of education and/or experience will be considered for meeting the minimum requirements. Professional Development: Must have a background that demonstrates a history of regular professional development; demonstrating a record of initiating best practices, the consistent application of policies, and innovative approaches to human resources management and labor relations. Preferred Qualifications: Candidates with a graduate degree in Human Resources, Public or Business Administration, or similar advanced degree will be viewed as demonstrating a commitment to professional development. An ideal candidate will also have some experience managing in a unionized environment. A SPHR certification is also desirable, demonstrating a commitment to the field of Human Resources. Candidates with a professional background as a Director of Human Resources, Director of Talent Acquisition, Head of Labor Relations, or similar position will be preferred. OTHER REQUIRED SKILLS AND ABILITIES: Demonstrated ability to perform human resources related activities of the most complex and non-routine nature, including providing feasible innovative solutions; Knowledge, skills, and abilities in labor relations and negotiations acquired through both training and practical experience; Strong interpersonal communication skills and the ability to work professionally and collaboratively with persons at all levels, including judges, and to maintain effective working relationships; Ability to negotiate with union officials and Trial Court staff to reach agreements, provide remedies, and resolve conflicts; Ability to adapt quickly to changing circumstances and develop workarounds for issues that require a timely resolution; Ability to use data to drive enhancements and efficiencies in operations; Knowledge of and ability to use personal computers, including HR and business related software; Knowledge of current trends and developments in human resources and labor relations; Knowledge of Massachusetts state government; Knowledge of Federal and State labor and employment laws and regulations; Ability to direct and evaluate a large and professionally diverse staff; Ability to multi-task and manage a variety of assignments at once; Ability to communicate clearly and effectively in oral and written form; and Ability to travel within the Commonwealth as necessary. Closing Date/Time: 2024-07-17
PLACER COUNTY, CA
Auburn, California, United States
Introduction Living in Placer County from Placer County Video Portal Placer County is comprised of over 1,400 square miles of beautiful and diverse geography, ranging from the residential and commercial areas of South Placer, through the historic foothill areas of Auburn, Foresthill, and Colfax, and to the County's jewel of the North Lake Tahoe basin. Placer is a great place to live, work, play, and learn! For more information about Placer County, please visit www.placer.ca.gov . POSITION INFORMATION This position works within the Human Resources Department and reports directly to the Assistant Director of Human Resources. The incumbent will be responsible for providing support to countywide labor relations and collective bargaining functions, including assisting in the preparation of side letters, board actions, and the formal negotiation process, coordinating responses to grievances, appeals, and litigation; and responding to inquiries regarding County Code and MOU interpretation. The ideal candidate will demonstrate the ability to be a strong business partner in the organization and have the analytical skills to research and provide data to administer the Placer County Employer-Employee Relations program. The position also requires the candidate to have the demonstrated ability to collaborate and deliver excellent customer service to various stakeholders positively and professionally. This classification is scheduled to receive a general wage increase of 4% in July 2024. BENEFITS Placer County offers a comprehensive benefits package to employees. The following information represents benefits currently available to permanent Placer County employees and may be subject to change. Applicants should inquire as to the most current benefit package during hiring interviews or by contacting the Human Resources Department. Click here to view Management benefits . For more information regarding the benefits Placer County has to offer please visit Placer County's Human Resources website. DEFINITION To perform a variety of professional level human resources duties in the areas of civil service administration, employee relations, classification, recruitment and selection, performance management and discipline, equal employment opportunity, human resource strategies, salary and benefits administration, and leave and disability administration; to assist in the development and maintenance of County human resources programs; and to participate as a positive and effective team member. DISTINGUISHING CHARACTERISTICS This is the full journey level class within the Human Resources Analyst series. This class is distinguished from the Human Resources Analyst I by the assignment of the full range of duties. Employees at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies within the work unit. Positions in this class are flexibly staffed and are normally filled by advancement from the entry level. This class is distinguished from the Senior Human Resources Analyst in that the latter has over-all responsibility for assigned departmental support teams, performs highly complex and difficult human resources analytical duties, and exercises direct supervision over subordinate professional staff. SUPERVISION RECEIVED AND EXERCISED Receives direction from the Director of Human Resources or his/her designee and may receive technical and functional supervision from higher level professional staff. Exercises direct supervision over technical and clerical staff. May exercise technical and functional supervision over professional staff members. EXAMPLES OF ESSENTIAL DUTIES Duties may include, but are not limited to, the following: Participate as a positive and cooperative team member providing a broad based and professional human resources support and services to assigned departments in the areas of civil service administration, employee relations, classification, recruitment and selection, salary and benefits administration, equal employment opportunity, performance management and discipline, human resource strategies, and leave and disability administration. Research, compile, analyze and evaluate general and statistical information regarding selection procedures, recruitment methods, equal employment, classification, compensation, benefits administration and other human resources practices and procedures. Prepare a variety of periodic and special reports; collect data, research topics, and gather information in the completion of studies and make recommendations based on studies regarding human resources policies and procedures. Recommend and assist in the implementation of goals and objectives for areas of assigned program and team responsibilities; establish schedules and methods for achieving assigned work objectives; implement policies and procedures within program areas. Monitor and evaluate operations and activities of assigned program responsibilities; recommend improvements and modifications; manage or oversee special projects; prepare various reports on operations and activities. Plan, prioritize, assign, supervise and review the work of technical and clerical staff; participate in the selection of staff; provide or coordinate staff training; conduct performance evaluations; recommend discipline; implement discipline procedures as directed. Assist and participate in the Human Resources Department’s budget preparation and administration; prepare cost estimates for budget recommendations; develop and submit justifications for staff, supplies, and equipment; monitor and control expenditures. Conduct salary surveys and labor market analyses; identify possible compaction issues and internal/external salary alignment; make recommendations regarding salary placement and adjustments for consideration by the union and/or Board of Supervisors as needed. Act as a first line resource regarding County’s employment opportunities and Civil Service procedures; support, coordinate, and enforce equal employment programs within assigned departments; may participate in investigations of discrimination and harassment complaints; may participate in compliance enforcement activities for assigned departments under the direction and leadership of higher level staff members. Advise assigned departments regarding grievance and/or disciplinary actions; gather and assemble information to prepare disciplinary documents; provide advice and guidance to departments in the interpretation and application of ordinances, memoranda of understanding, personnel regulations and codes, policies and procedures, case law, and related legislation as they relate to assigned program areas; reviews and approves human resources related transactions. Assist training and organizational development staff in presenting employee training, updating class course materials or orientation programs and providing professional support to departments regarding employee development. Review and analyze legislative bills and regulatory requirements to determine impact to County human resources programs and services; analyze, interpret, and enforce applicable laws, codes, policies, and regulations; respond to questions or requests for assistance from staff, departments, and the general public. Represent the County in the resolution of unemployment insurance claims, including claims administration and response preparation for the State Employment Development Department. Build and maintain positive working relationships with co-workers, other County employees and managers, and the community utilizing accepted principles of effective customer service. Maintain awareness of and participation in external professional environment and resources to ensure the highest level of professional standards are applied to service delivery within the County’s Human Resources Department. Represent the County’s Human Resources Department to the public as well as County employees and managers in a positive and productive manner; prepare and present recommendations to boards and commissions. Perform related duties as assigned. WORKING CONDITIONS Work is typically performed in an indoor office environment and controlled temperature conditions. Position may require travel to and from other locations in a variety of outdoor weather conditions and lifting various materials and supplies. MINIMUM QUALIFICATIONS It is the responsibility of applicants to identify in their application materials how they meet the minimum qualifications listed below. Any combination of experience and training that would provide the required knowledge and abilities is qualifying. A typical way to obtain the required knowledge and abilities would be: Experience: Two years of increasingly responsible professional human resources administration experience similar to the duties performed by Placer County’s Human Resources Analyst I. Training: Equivalent to a bachelor's degree from an accredited college or university with major course work in business or public administration, human resources administration, behavioral science or a related field. Required License or Certificate: May need to possess a valid driver's license as required by the position. Proof of adequate vehicle insurance and medical clearance may also be required. NOTE: Relevant, equivalent experience (performing the same or similar job requiring similar knowledge, skills, and abilities) may be substituted for the required education as determined by the Human Resources Department. NOTE: Applicants receiving their degree outside the United States must submit proof of accreditation by a recognized evaluation agency. KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of: Principles and practices of human resources administration and principles of organization and management. Principles and practices of motivation, team building and conflict resolution. Modern office procedures, methods and computer equipment. Computer software, applications, and systems, including word processing, spreadsheet, and database applications, human resources information systems (HRIS) and online applicant tracking systems. English usage, spelling, punctuation, and grammar. Basic interviewing and counseling techniques. Elementary statistics and their application to human resources. Civil Service rules, Memorandums of Understanding (MOU’s), and other policies and procedures related to administration of human resources activities. Principles and methods of position classification, compensation, examination development and administration, performance management, and organizational analysis. Principles and practices of payroll processing, leave management, retirement, and benefits administration. Pertinent local, State, and Federal laws and regulations. Methods of statistical research and presentation. Ability to: Apply the principles and practices of human resources administration. Analyze work papers and complete special projects; identify and interpret technical and numerical information; observe and problem solve operational and technical policies and procedures; and explain Civil Service Commission, County and Human Resources Department policies and procedures to the general public and County staff. On a continuous basis, sit at desk for long periods of time; intermittently twist to reach equipment surrounding desk; walk, stand, bend, squat, kneel, or twist while working at public counter, conducting field job audits, or carrying testing materials or retrieving/returning files from drawers; perform simple grasping and fine manipulation; use telephone, and write or use a keyboard to communicate through written means or enter/retrieve data from computer; and lift light weight. Read, analyze, interpret, evaluate and summarize written materials and statistical data. Supervise, train and evaluate assigned staff. Learn to analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. Prepare technical written materials and apply statistical formulae. Interpret and apply pertinent local, state, and federal laws and regulations, including Civil Service rules. Maintain confidentiality. Work with various cultural and ethnic groups in a tactful and effective manner. Obtain information through interview process; effectively complete multiple assignments; and deal tactfully and courteously with the public. Analyze situations quickly and objectively to determine proper course of action. Utilize computer software, applications, and systems, including word processing, spreadsheet, and database applications, human resources information systems (HRIS) and online applicant tracking systems. Use modern office equipment including a computer, calculator, telephone, facsimile machine, and photocopy machine. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. Independently apply the principles and practices of public sector human resources administration as assigned, including civil service, equal employment, and benefits administration. Independently read, analyze, evaluate and summarize written materials and statistical data. Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals. Independently apply and model principles and practices of motivation, team building and conflict resolution. Independently prepare technical written materials and apply statistical formulae. Independently interpret and apply pertinent local, state, and federal laws and regulations, including Civil Service rules, MOU’s, and agency policies. SELECTION PROCEDURE Training & Experience Rating (100%) Based upon responses to the supplemental questionnaire, the applicant’s education, training, and experience will be evaluated using a pre-determined formula. Scores from this evaluation will determine applicant ranking and placement on the eligible list. MISCELLANEOUS INFORMATION Flexibly Allocated Position: Applications for both the Human Resources Analyst I and Human Resources Analyst II levels are being accepted to fill this position. To be considered for the I level, II level, or both levels, you must complete and submit separate applications and supplemental questionnaires for each recruitment. Advancement from the entry level to the journey level in the series will be at the discretion of the appointing authority, provided the minimum qualifications are met. Length of Probation: All permanent appointments from open eligible lists to positions in the classified service shall serve a probationary period of twelve (12) calendar months or two thousand eighty (2,080) hours, whichever is more. Bargaining Unit: Management CONDITION OF EMPLOYMENT Prior to the date of hire, applicants must undergo a fingerprint test by the Department of Justice, pass a medical examination (which may include a drug screening and possibly a psychological evaluation), sign a constitutional oath, and submit proof of U.S. citizenship or legal right to remain and work in the U.S. For some positions, applicants may also be required to submit proof of age, undergo a background investigation (which may include a voice stress analysis and/or a polygraph), and/or be bonded. Additionally, positions in law enforcement classifications and those supporting law enforcement functions will be required to complete a conviction history questionnaire prior to or during the interview process. Applicants for positions with access to Medi-Cal billing software or who are licensed providers must clear the Federal Exclusion List, credentialing, and social security verification. Failure to clear these requirements may result in an employment offer being withdrawn. SUBSTITUTE LISTS The eligible list resulting from this recruitment may be certified as a substitute list for a substantially similar classification. For this purpose, a substantially similar classification is one at a lower level in the same classification (example: entry level vs. journey level) and/or a similar classification (similar work performed, similar training and experience qualifications required). If you are contacted for an interview by a County department, you will be informed of the classification and other relevant information. If you choose not to interview for a substantially similar classification, you will remain on the eligible list for which you originally applied. EMPLOYEES OF OTHER PUBLIC AGENCIES Placer County offers an expedited process for qualifying certain applicants for interviews. Candidates currently employed, or employed within the last year, by a public agency operating under a personnel civil service or merit system may be eligible to be placed on a Public Agency Eligible List and certified as eligible for appointment to a similar job assignment without going through the examination process. For more information on the Public Agency Eligible List, to download forms, or to apply, please click here . EQUAL OPPORTUNITY EMPLOYER Thank you for your interest in employment with Placer County. Placer County is an equal opportunity employer and is committed to an active nondiscrimination program. It is the stated policy of Placer County that harassment, discrimination, and retaliation are prohibited and that all employees, applicants, agents, contractors, and interns/volunteers shall receive equal consideration and treatment. All terms and conditions of employment, including but not limited to recruitment, hiring, transfer, and promotion will be based on the qualifications of the individual for the positions being filled regardless of gender (including gender identity and expression), sexual orientation, race (including traits historically associated with race, including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, ancestry, religion (including creed and belief), national origin, citizenship, physical disability (including HIV and AIDS), mental disability, medical condition (including cancer or genetic characteristics/information), age (40 or over), marital status, military and/or veteran status, sex (including parental status, pregnancy, childbirth, breastfeeding, and related medical conditions), reproductive health decision making, political orientation, or any other classification protected by federal, state, or local law. Please contact the Human Resources Department at least 5 working days before a scheduled examination if you require accommodation in the examination process. Medical disability verification may be required prior to accommodation. Conclusion For questions regarding this recruitment, please contact Erica Priddle, Human Resources Analyst, at EPriddle@Placer.ca.gov or (530) 886-4656. Closing Date/Time: 4/30/2024 5:00:00 PM
Apr 17, 2024
Full Time
Introduction Living in Placer County from Placer County Video Portal Placer County is comprised of over 1,400 square miles of beautiful and diverse geography, ranging from the residential and commercial areas of South Placer, through the historic foothill areas of Auburn, Foresthill, and Colfax, and to the County's jewel of the North Lake Tahoe basin. Placer is a great place to live, work, play, and learn! For more information about Placer County, please visit www.placer.ca.gov . POSITION INFORMATION This position works within the Human Resources Department and reports directly to the Assistant Director of Human Resources. The incumbent will be responsible for providing support to countywide labor relations and collective bargaining functions, including assisting in the preparation of side letters, board actions, and the formal negotiation process, coordinating responses to grievances, appeals, and litigation; and responding to inquiries regarding County Code and MOU interpretation. The ideal candidate will demonstrate the ability to be a strong business partner in the organization and have the analytical skills to research and provide data to administer the Placer County Employer-Employee Relations program. The position also requires the candidate to have the demonstrated ability to collaborate and deliver excellent customer service to various stakeholders positively and professionally. This classification is scheduled to receive a general wage increase of 4% in July 2024. BENEFITS Placer County offers a comprehensive benefits package to employees. The following information represents benefits currently available to permanent Placer County employees and may be subject to change. Applicants should inquire as to the most current benefit package during hiring interviews or by contacting the Human Resources Department. Click here to view Management benefits . For more information regarding the benefits Placer County has to offer please visit Placer County's Human Resources website. DEFINITION To perform a variety of professional level human resources duties in the areas of civil service administration, employee relations, classification, recruitment and selection, performance management and discipline, equal employment opportunity, human resource strategies, salary and benefits administration, and leave and disability administration; to assist in the development and maintenance of County human resources programs; and to participate as a positive and effective team member. DISTINGUISHING CHARACTERISTICS This is the full journey level class within the Human Resources Analyst series. This class is distinguished from the Human Resources Analyst I by the assignment of the full range of duties. Employees at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies within the work unit. Positions in this class are flexibly staffed and are normally filled by advancement from the entry level. This class is distinguished from the Senior Human Resources Analyst in that the latter has over-all responsibility for assigned departmental support teams, performs highly complex and difficult human resources analytical duties, and exercises direct supervision over subordinate professional staff. SUPERVISION RECEIVED AND EXERCISED Receives direction from the Director of Human Resources or his/her designee and may receive technical and functional supervision from higher level professional staff. Exercises direct supervision over technical and clerical staff. May exercise technical and functional supervision over professional staff members. EXAMPLES OF ESSENTIAL DUTIES Duties may include, but are not limited to, the following: Participate as a positive and cooperative team member providing a broad based and professional human resources support and services to assigned departments in the areas of civil service administration, employee relations, classification, recruitment and selection, salary and benefits administration, equal employment opportunity, performance management and discipline, human resource strategies, and leave and disability administration. Research, compile, analyze and evaluate general and statistical information regarding selection procedures, recruitment methods, equal employment, classification, compensation, benefits administration and other human resources practices and procedures. Prepare a variety of periodic and special reports; collect data, research topics, and gather information in the completion of studies and make recommendations based on studies regarding human resources policies and procedures. Recommend and assist in the implementation of goals and objectives for areas of assigned program and team responsibilities; establish schedules and methods for achieving assigned work objectives; implement policies and procedures within program areas. Monitor and evaluate operations and activities of assigned program responsibilities; recommend improvements and modifications; manage or oversee special projects; prepare various reports on operations and activities. Plan, prioritize, assign, supervise and review the work of technical and clerical staff; participate in the selection of staff; provide or coordinate staff training; conduct performance evaluations; recommend discipline; implement discipline procedures as directed. Assist and participate in the Human Resources Department’s budget preparation and administration; prepare cost estimates for budget recommendations; develop and submit justifications for staff, supplies, and equipment; monitor and control expenditures. Conduct salary surveys and labor market analyses; identify possible compaction issues and internal/external salary alignment; make recommendations regarding salary placement and adjustments for consideration by the union and/or Board of Supervisors as needed. Act as a first line resource regarding County’s employment opportunities and Civil Service procedures; support, coordinate, and enforce equal employment programs within assigned departments; may participate in investigations of discrimination and harassment complaints; may participate in compliance enforcement activities for assigned departments under the direction and leadership of higher level staff members. Advise assigned departments regarding grievance and/or disciplinary actions; gather and assemble information to prepare disciplinary documents; provide advice and guidance to departments in the interpretation and application of ordinances, memoranda of understanding, personnel regulations and codes, policies and procedures, case law, and related legislation as they relate to assigned program areas; reviews and approves human resources related transactions. Assist training and organizational development staff in presenting employee training, updating class course materials or orientation programs and providing professional support to departments regarding employee development. Review and analyze legislative bills and regulatory requirements to determine impact to County human resources programs and services; analyze, interpret, and enforce applicable laws, codes, policies, and regulations; respond to questions or requests for assistance from staff, departments, and the general public. Represent the County in the resolution of unemployment insurance claims, including claims administration and response preparation for the State Employment Development Department. Build and maintain positive working relationships with co-workers, other County employees and managers, and the community utilizing accepted principles of effective customer service. Maintain awareness of and participation in external professional environment and resources to ensure the highest level of professional standards are applied to service delivery within the County’s Human Resources Department. Represent the County’s Human Resources Department to the public as well as County employees and managers in a positive and productive manner; prepare and present recommendations to boards and commissions. Perform related duties as assigned. WORKING CONDITIONS Work is typically performed in an indoor office environment and controlled temperature conditions. Position may require travel to and from other locations in a variety of outdoor weather conditions and lifting various materials and supplies. MINIMUM QUALIFICATIONS It is the responsibility of applicants to identify in their application materials how they meet the minimum qualifications listed below. Any combination of experience and training that would provide the required knowledge and abilities is qualifying. A typical way to obtain the required knowledge and abilities would be: Experience: Two years of increasingly responsible professional human resources administration experience similar to the duties performed by Placer County’s Human Resources Analyst I. Training: Equivalent to a bachelor's degree from an accredited college or university with major course work in business or public administration, human resources administration, behavioral science or a related field. Required License or Certificate: May need to possess a valid driver's license as required by the position. Proof of adequate vehicle insurance and medical clearance may also be required. NOTE: Relevant, equivalent experience (performing the same or similar job requiring similar knowledge, skills, and abilities) may be substituted for the required education as determined by the Human Resources Department. NOTE: Applicants receiving their degree outside the United States must submit proof of accreditation by a recognized evaluation agency. KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of: Principles and practices of human resources administration and principles of organization and management. Principles and practices of motivation, team building and conflict resolution. Modern office procedures, methods and computer equipment. Computer software, applications, and systems, including word processing, spreadsheet, and database applications, human resources information systems (HRIS) and online applicant tracking systems. English usage, spelling, punctuation, and grammar. Basic interviewing and counseling techniques. Elementary statistics and their application to human resources. Civil Service rules, Memorandums of Understanding (MOU’s), and other policies and procedures related to administration of human resources activities. Principles and methods of position classification, compensation, examination development and administration, performance management, and organizational analysis. Principles and practices of payroll processing, leave management, retirement, and benefits administration. Pertinent local, State, and Federal laws and regulations. Methods of statistical research and presentation. Ability to: Apply the principles and practices of human resources administration. Analyze work papers and complete special projects; identify and interpret technical and numerical information; observe and problem solve operational and technical policies and procedures; and explain Civil Service Commission, County and Human Resources Department policies and procedures to the general public and County staff. On a continuous basis, sit at desk for long periods of time; intermittently twist to reach equipment surrounding desk; walk, stand, bend, squat, kneel, or twist while working at public counter, conducting field job audits, or carrying testing materials or retrieving/returning files from drawers; perform simple grasping and fine manipulation; use telephone, and write or use a keyboard to communicate through written means or enter/retrieve data from computer; and lift light weight. Read, analyze, interpret, evaluate and summarize written materials and statistical data. Supervise, train and evaluate assigned staff. Learn to analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. Prepare technical written materials and apply statistical formulae. Interpret and apply pertinent local, state, and federal laws and regulations, including Civil Service rules. Maintain confidentiality. Work with various cultural and ethnic groups in a tactful and effective manner. Obtain information through interview process; effectively complete multiple assignments; and deal tactfully and courteously with the public. Analyze situations quickly and objectively to determine proper course of action. Utilize computer software, applications, and systems, including word processing, spreadsheet, and database applications, human resources information systems (HRIS) and online applicant tracking systems. Use modern office equipment including a computer, calculator, telephone, facsimile machine, and photocopy machine. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. Independently apply the principles and practices of public sector human resources administration as assigned, including civil service, equal employment, and benefits administration. Independently read, analyze, evaluate and summarize written materials and statistical data. Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals. Independently apply and model principles and practices of motivation, team building and conflict resolution. Independently prepare technical written materials and apply statistical formulae. Independently interpret and apply pertinent local, state, and federal laws and regulations, including Civil Service rules, MOU’s, and agency policies. SELECTION PROCEDURE Training & Experience Rating (100%) Based upon responses to the supplemental questionnaire, the applicant’s education, training, and experience will be evaluated using a pre-determined formula. Scores from this evaluation will determine applicant ranking and placement on the eligible list. MISCELLANEOUS INFORMATION Flexibly Allocated Position: Applications for both the Human Resources Analyst I and Human Resources Analyst II levels are being accepted to fill this position. To be considered for the I level, II level, or both levels, you must complete and submit separate applications and supplemental questionnaires for each recruitment. Advancement from the entry level to the journey level in the series will be at the discretion of the appointing authority, provided the minimum qualifications are met. Length of Probation: All permanent appointments from open eligible lists to positions in the classified service shall serve a probationary period of twelve (12) calendar months or two thousand eighty (2,080) hours, whichever is more. Bargaining Unit: Management CONDITION OF EMPLOYMENT Prior to the date of hire, applicants must undergo a fingerprint test by the Department of Justice, pass a medical examination (which may include a drug screening and possibly a psychological evaluation), sign a constitutional oath, and submit proof of U.S. citizenship or legal right to remain and work in the U.S. For some positions, applicants may also be required to submit proof of age, undergo a background investigation (which may include a voice stress analysis and/or a polygraph), and/or be bonded. Additionally, positions in law enforcement classifications and those supporting law enforcement functions will be required to complete a conviction history questionnaire prior to or during the interview process. Applicants for positions with access to Medi-Cal billing software or who are licensed providers must clear the Federal Exclusion List, credentialing, and social security verification. Failure to clear these requirements may result in an employment offer being withdrawn. SUBSTITUTE LISTS The eligible list resulting from this recruitment may be certified as a substitute list for a substantially similar classification. For this purpose, a substantially similar classification is one at a lower level in the same classification (example: entry level vs. journey level) and/or a similar classification (similar work performed, similar training and experience qualifications required). If you are contacted for an interview by a County department, you will be informed of the classification and other relevant information. If you choose not to interview for a substantially similar classification, you will remain on the eligible list for which you originally applied. EMPLOYEES OF OTHER PUBLIC AGENCIES Placer County offers an expedited process for qualifying certain applicants for interviews. Candidates currently employed, or employed within the last year, by a public agency operating under a personnel civil service or merit system may be eligible to be placed on a Public Agency Eligible List and certified as eligible for appointment to a similar job assignment without going through the examination process. For more information on the Public Agency Eligible List, to download forms, or to apply, please click here . EQUAL OPPORTUNITY EMPLOYER Thank you for your interest in employment with Placer County. Placer County is an equal opportunity employer and is committed to an active nondiscrimination program. It is the stated policy of Placer County that harassment, discrimination, and retaliation are prohibited and that all employees, applicants, agents, contractors, and interns/volunteers shall receive equal consideration and treatment. All terms and conditions of employment, including but not limited to recruitment, hiring, transfer, and promotion will be based on the qualifications of the individual for the positions being filled regardless of gender (including gender identity and expression), sexual orientation, race (including traits historically associated with race, including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, ancestry, religion (including creed and belief), national origin, citizenship, physical disability (including HIV and AIDS), mental disability, medical condition (including cancer or genetic characteristics/information), age (40 or over), marital status, military and/or veteran status, sex (including parental status, pregnancy, childbirth, breastfeeding, and related medical conditions), reproductive health decision making, political orientation, or any other classification protected by federal, state, or local law. Please contact the Human Resources Department at least 5 working days before a scheduled examination if you require accommodation in the examination process. Medical disability verification may be required prior to accommodation. Conclusion For questions regarding this recruitment, please contact Erica Priddle, Human Resources Analyst, at EPriddle@Placer.ca.gov or (530) 886-4656. Closing Date/Time: 4/30/2024 5:00:00 PM
SAN BERNARDINO COUNTY, CA
San Bernardino, California, United States
The Job Apply by March 11 , 2024 for priority consideration. SALARY AND BENEFITS This position offers full benefits and a c ompetitive salary range of $103,605 - $147,909 Annually DOQ 3% Annual Across the Board Salary Increases in February 2025 & 2026 Bi-annual step increases of 2.5% up to Step 16 >>Recruitment Bonus: Up to $3,000 << The County also offers an alternative Modified Benefits Option that provides a wage differential of 4% above the base salary rate with modified benefits. Click the links below for additional details: County Exempt Compensation Ordinance Traditional Benefits Option Modified Benefits Option San Bernardino County's high-impact operating model for HR services empowers the HR team to function as change agents for County and departmental operations. The HR Business Partners (HRBP) are assigned to the Employee Relations Division and play a key role as consultants, advisors and innovators alongside County leaders. They are responsible for aligning business objectives with employees and management in designated county departments. They foster partnerships across HR functions to deliver value-added service to managers and employees that reflects the department's human capital priorities and business objectives. Key responsibilities include: Supports departments with employee relations and engagement, strategic workforce planning, policy setting, training and development, succession planning, mentoring/coaching, and coordinated consistent countywide onboarding. Conducts regular meetings and maintains open and effective communications with assigned County departments; provides HR policy guidance and interpretation. Consults with line management providing HR guidance when appropriate and day-to-day performance management guidance (e.g., coaching, counseling, career development, disciplinary actions). Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies; identifies training needs for County Departments and individual executive coaching needs. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Manages and resolves complex employee relations issues; conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance; partners with the legal department as needed/required. Maintains an effective level of business literacy about the assigned department's financial position, midrange plans, culture and services; p rovides guidance and input on business unit restructures, recruitment and retention strategies, workforce planning and succession planning. San Bernardino County has a diverse workforce of over 22,000 employees who are represented by eleven employee organizations comprised of 26 bargaining units. To learn more about San Bernardino County's Human Resources Department click HERE . CONDITIONS OF EMPLOYMENT 1) Candidate must successfully complete a background check prior to assignment. 2) Travel throughout the County is required. A valid California Driver License and proof of automobile liability insurance must be provided at the time of hire and maintained throughout employment. 4) Sponsorship: Please note San Bernardino County is not able to consider candidates who will require visa sponsorship at the time of application or in the future. *Salary Increases are contingent upon assessed values for previous fiscal year. Minimum Requirements Education: A Bachelor's degree from an accredited college or university in Business or Public Administration, Behavioral or Social Science, Human Resources Management, Organizational Psychology, Communications/Marketing or a closely related field. -AND- Experience: Eighteen (18) months of public sector or 24 months of private sector, professional level human resources experience as an HR business partner and must include responsibility for Advising/supporting management on a wide range of human resource disciplines, including: Workforce planning, talent acquisition, compensation and employee rewards practices, organizational diagnosis, employee and union relations, diversity and inclusion, performance management, and compliance with federal and state respective employment laws. --AND-- Managing and resolving complex employee/labor relations matters such as employee grievances, investigations, disciplinary actions. All qualifying experience must be obtained within a public sector (i.e., government) agency or a large private sector employer with a large, union represented workforce (500+ regular employees). Applicants with an acceptable combination of relevant education and qualifying experience that provides the required knowledge and abilities will be considered. Desired Qualifications Key attributes of the ideal candidate : Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Excellent verbal and written communication skills. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software. Possess SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential. Selection Process Application Procedure : To receive consideration for this excellent opportunity, please complete and submit the online employment application and supplemental questionnaire. Resumes will not be accepted in lieu of completing the application and/or the supplemental questionnaire. Priority Application Review: Applications received by March 11, 2024 will be included in the first review/processing of applications; subsequent reviews may be conducted as needed to meet business needs. Apply asap as recruitment may close at anytime once sufficient qualified applications are received. To ensure timely and successful submission of your online application, please allow ample time to complete and submit your application before the posted filing deadline. Applicants will be automatically logged-out if they have not submitted the application and all required materials prior to the posted deadline. Once your application has been successfully submitted you will receive an onscreen confirmation and an email. We recommend that you save and/or print these for your records. If you require technical assistance, please click HERE to review the Government Jobs online application guide , or contact their Toll-Free Applicant Support line at (855) 524-5627. Please note that Human Resources is not responsible for any issues or delays caused by computer or browser used to submit the application. Selection Process: The selection process will consist of a competitive evaluation of qualifications based on the application and responses to the supplemental questions. The most highly qualified candidates will be referred to the appointing authority for further consideration. All communications regarding the selection process will be via email . Applicants are encouraged to check their e-mails frequently to obtain any correspondence associated with this recruitment. Please be sure the email provided on this application is always current; it is your responsibility to update your personal information. Update your Spam, Junk, Bulk and Firewall settings as needed to ensure that you receive all information pertaining to this recruitment. EEO/ADA: San Bernardino County is an Equal Employment Opportunity (EEO) and Americans with Disabilities Act (ADA) compliant employer, committed to providing equal employment opportunity to all employees and applicants. ADA Accommodation: If you have a disability and require accommodations in the testing process, submit the Special Testing Accommodations Request Form within one week of a recruitment filing deadline. Veterans’ Preference: Eligible veterans and their spouse or widow(er) who are not current County employees may be awarded additional Veterans’ Preference points. Click here for information and instructions to request Veteran's Preference points. Please click HERE for important Applicant Information and the County Employment Process . Exempt Unit-Group C The County of San Bernardino offers a range of benefit programs for employees and their eligible dependents. These include health, dental, vision, and life insurance, as well as a variety of voluntary benefits. Programs and benefit amounts vary and are based on bargaining unit, family size, hire date, plan selection, and number of hours worked. For a summary of benefits, please click here . Refer to the appropriate MOU, contact the County's Employee Benefits and Services Division at (909) 387-5787 or visit the Benefits website for more detailed information at hr.sbcounty.gov/employee-benefits/ . Closing Date/Time: Continuous
Mar 08, 2024
Full Time
The Job Apply by March 11 , 2024 for priority consideration. SALARY AND BENEFITS This position offers full benefits and a c ompetitive salary range of $103,605 - $147,909 Annually DOQ 3% Annual Across the Board Salary Increases in February 2025 & 2026 Bi-annual step increases of 2.5% up to Step 16 >>Recruitment Bonus: Up to $3,000 << The County also offers an alternative Modified Benefits Option that provides a wage differential of 4% above the base salary rate with modified benefits. Click the links below for additional details: County Exempt Compensation Ordinance Traditional Benefits Option Modified Benefits Option San Bernardino County's high-impact operating model for HR services empowers the HR team to function as change agents for County and departmental operations. The HR Business Partners (HRBP) are assigned to the Employee Relations Division and play a key role as consultants, advisors and innovators alongside County leaders. They are responsible for aligning business objectives with employees and management in designated county departments. They foster partnerships across HR functions to deliver value-added service to managers and employees that reflects the department's human capital priorities and business objectives. Key responsibilities include: Supports departments with employee relations and engagement, strategic workforce planning, policy setting, training and development, succession planning, mentoring/coaching, and coordinated consistent countywide onboarding. Conducts regular meetings and maintains open and effective communications with assigned County departments; provides HR policy guidance and interpretation. Consults with line management providing HR guidance when appropriate and day-to-day performance management guidance (e.g., coaching, counseling, career development, disciplinary actions). Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies; identifies training needs for County Departments and individual executive coaching needs. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Manages and resolves complex employee relations issues; conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance; partners with the legal department as needed/required. Maintains an effective level of business literacy about the assigned department's financial position, midrange plans, culture and services; p rovides guidance and input on business unit restructures, recruitment and retention strategies, workforce planning and succession planning. San Bernardino County has a diverse workforce of over 22,000 employees who are represented by eleven employee organizations comprised of 26 bargaining units. To learn more about San Bernardino County's Human Resources Department click HERE . CONDITIONS OF EMPLOYMENT 1) Candidate must successfully complete a background check prior to assignment. 2) Travel throughout the County is required. A valid California Driver License and proof of automobile liability insurance must be provided at the time of hire and maintained throughout employment. 4) Sponsorship: Please note San Bernardino County is not able to consider candidates who will require visa sponsorship at the time of application or in the future. *Salary Increases are contingent upon assessed values for previous fiscal year. Minimum Requirements Education: A Bachelor's degree from an accredited college or university in Business or Public Administration, Behavioral or Social Science, Human Resources Management, Organizational Psychology, Communications/Marketing or a closely related field. -AND- Experience: Eighteen (18) months of public sector or 24 months of private sector, professional level human resources experience as an HR business partner and must include responsibility for Advising/supporting management on a wide range of human resource disciplines, including: Workforce planning, talent acquisition, compensation and employee rewards practices, organizational diagnosis, employee and union relations, diversity and inclusion, performance management, and compliance with federal and state respective employment laws. --AND-- Managing and resolving complex employee/labor relations matters such as employee grievances, investigations, disciplinary actions. All qualifying experience must be obtained within a public sector (i.e., government) agency or a large private sector employer with a large, union represented workforce (500+ regular employees). Applicants with an acceptable combination of relevant education and qualifying experience that provides the required knowledge and abilities will be considered. Desired Qualifications Key attributes of the ideal candidate : Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Excellent verbal and written communication skills. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software. Possess SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential. Selection Process Application Procedure : To receive consideration for this excellent opportunity, please complete and submit the online employment application and supplemental questionnaire. Resumes will not be accepted in lieu of completing the application and/or the supplemental questionnaire. Priority Application Review: Applications received by March 11, 2024 will be included in the first review/processing of applications; subsequent reviews may be conducted as needed to meet business needs. Apply asap as recruitment may close at anytime once sufficient qualified applications are received. To ensure timely and successful submission of your online application, please allow ample time to complete and submit your application before the posted filing deadline. Applicants will be automatically logged-out if they have not submitted the application and all required materials prior to the posted deadline. Once your application has been successfully submitted you will receive an onscreen confirmation and an email. We recommend that you save and/or print these for your records. If you require technical assistance, please click HERE to review the Government Jobs online application guide , or contact their Toll-Free Applicant Support line at (855) 524-5627. Please note that Human Resources is not responsible for any issues or delays caused by computer or browser used to submit the application. Selection Process: The selection process will consist of a competitive evaluation of qualifications based on the application and responses to the supplemental questions. The most highly qualified candidates will be referred to the appointing authority for further consideration. All communications regarding the selection process will be via email . Applicants are encouraged to check their e-mails frequently to obtain any correspondence associated with this recruitment. Please be sure the email provided on this application is always current; it is your responsibility to update your personal information. Update your Spam, Junk, Bulk and Firewall settings as needed to ensure that you receive all information pertaining to this recruitment. EEO/ADA: San Bernardino County is an Equal Employment Opportunity (EEO) and Americans with Disabilities Act (ADA) compliant employer, committed to providing equal employment opportunity to all employees and applicants. ADA Accommodation: If you have a disability and require accommodations in the testing process, submit the Special Testing Accommodations Request Form within one week of a recruitment filing deadline. Veterans’ Preference: Eligible veterans and their spouse or widow(er) who are not current County employees may be awarded additional Veterans’ Preference points. Click here for information and instructions to request Veteran's Preference points. Please click HERE for important Applicant Information and the County Employment Process . Exempt Unit-Group C The County of San Bernardino offers a range of benefit programs for employees and their eligible dependents. These include health, dental, vision, and life insurance, as well as a variety of voluntary benefits. Programs and benefit amounts vary and are based on bargaining unit, family size, hire date, plan selection, and number of hours worked. For a summary of benefits, please click here . Refer to the appropriate MOU, contact the County's Employee Benefits and Services Division at (909) 387-5787 or visit the Benefits website for more detailed information at hr.sbcounty.gov/employee-benefits/ . Closing Date/Time: Continuous
Garfield County
201 8th Street, Glenwood Springs, CO, USA
ESSENTIAL JOB FUNCTIONS:
(These duties are illustrative of typical essential responsibilities of the job, and may vary according to assignment)
Collaborate with senior management 15%
Works with senior managers and elected officials to understand organization’s overall strategic initiatives and with all management to understand individual department’s/office’s objectives. Plans, leads, develops, coordinates, and implements policies, programs, processes, trainings, and initiatives to support organizations’ stated goals. Provides guidance on best practices, legal compliance, talent management, organizational structure, and other HR-related topics.
Department Management 15%
Plans and directs the activities of the County’s HR staff. Develops department vision, mission, metrics, and goals. Hires, trains, supervises, and directs HR staff. Meets regularly with staff (team and 1-on-1 mtgs), establishes job responsibilities, developments individual short and long-term goals, conducts performance reviews, provides feedback and coaching as needed, etc. Prepares and ensures adherence to department budget; determines allocation of resources. Ensures personnel records are appropriately maintained, retained, and destroyed.
Employee Relations & Legal Compliance 30%
Provides employee and supervisor counseling and support on performance related issues (e.g. conflict management, employee development plans, goals, discipline, grievances, etc.). Formulates, recommends, interprets, implements, and oversees compliance with all HR policies and procedures. Investigates and documents employee complaints (e.g. harassment, retaliation, etc.), at times in collaboration with the County Attorney’s Office and/or outside legal counsel, and recommends appropriate action. Assists supervisors and employees in interpreting and implementing employment and labor laws and County HR policies. Ensures ongoing legal compliance with all employment and labor related laws and regulations.
Talent Acquisition & Development 20%
Oversees the County’s talent acquisition and talent development programs and initiatives. Works closely with management as a strategic partner in an effort to enhance overall employee performance. Oversees the County’s performance management system. In response to stated needs and skills gaps, conducts training needs assessments and develops comprehensive training programs.
Total Compensation 15%
Proposes and oversees wage and benefits budgets, ensures proper market position by conducting regular market assessments and cost/benefit analyses, designs and administers County’s benefits package and pay plans, and leads vendor selections/negotiations. Develops and presents proposals on benefits and wage plan revisions, additions, and deletions to ensure the County has a competitive, equitable, and financially feasible total compensation package that will attract and retain high quality employees.
Non-Essential Functions:
Misc. 5%
Work on special projects as assigned, participate in committees as directed, and other duties as assigned.
CORE COMPETENCIES :
(Representative of the knowledge, skills, and abilities expected of the position)
Public Service: A commitment to the mission of providing exceptional services to the citizens of Garfield County. It is who we are, and what we do.
Customer Service: A commitment to providing exceptional service to all customers (internal & external), which includes being helpful, professional, courteous, and taking the time to understand customer’s needs.
Stewardship & Innovation: Is a good steward of public resources and looks for ways to be innovative and improve efficiency.
Teamwork: Able to work together with a diverse group of people towards a shared goal, while considering the needs of others.
Business Technology: Ability to utilize the technology required of the position, in particular HRIS systems, and demonstrates a willingness to learn and utilize/implement new technologies as required to assist the County in providing exceptional services, innovation, and work efficiencies.
Communication: Proficient in communication, and able to communicate using the English language, including written, verbal, or other communication channels as required by the position.
Knowledge of Applicable Laws & Best Practices: In-depth knowledge of federal, state, and local employment and labor laws, and the field’s recommended best practices.
Organizational Leadership: Ability to help set strategic goals for the organization, effectively communicate those goals, and motivate others to successfully adhere to and carry out tasks in service to those goals. A strategic thinker who focuses on finding and developing unique opportunities to achieve the organization’s goals and mission.
Management: The ability to plan, organize, allocate resources towards, direct, and monitor tasks, projects, and work activities of others, and to maximize the utilization and development of available resources, including human. Ability to demonstrate empathy and professionalism in addressing challenging people and operational issues.
Apr 16, 2024
Full Time
ESSENTIAL JOB FUNCTIONS:
(These duties are illustrative of typical essential responsibilities of the job, and may vary according to assignment)
Collaborate with senior management 15%
Works with senior managers and elected officials to understand organization’s overall strategic initiatives and with all management to understand individual department’s/office’s objectives. Plans, leads, develops, coordinates, and implements policies, programs, processes, trainings, and initiatives to support organizations’ stated goals. Provides guidance on best practices, legal compliance, talent management, organizational structure, and other HR-related topics.
Department Management 15%
Plans and directs the activities of the County’s HR staff. Develops department vision, mission, metrics, and goals. Hires, trains, supervises, and directs HR staff. Meets regularly with staff (team and 1-on-1 mtgs), establishes job responsibilities, developments individual short and long-term goals, conducts performance reviews, provides feedback and coaching as needed, etc. Prepares and ensures adherence to department budget; determines allocation of resources. Ensures personnel records are appropriately maintained, retained, and destroyed.
Employee Relations & Legal Compliance 30%
Provides employee and supervisor counseling and support on performance related issues (e.g. conflict management, employee development plans, goals, discipline, grievances, etc.). Formulates, recommends, interprets, implements, and oversees compliance with all HR policies and procedures. Investigates and documents employee complaints (e.g. harassment, retaliation, etc.), at times in collaboration with the County Attorney’s Office and/or outside legal counsel, and recommends appropriate action. Assists supervisors and employees in interpreting and implementing employment and labor laws and County HR policies. Ensures ongoing legal compliance with all employment and labor related laws and regulations.
Talent Acquisition & Development 20%
Oversees the County’s talent acquisition and talent development programs and initiatives. Works closely with management as a strategic partner in an effort to enhance overall employee performance. Oversees the County’s performance management system. In response to stated needs and skills gaps, conducts training needs assessments and develops comprehensive training programs.
Total Compensation 15%
Proposes and oversees wage and benefits budgets, ensures proper market position by conducting regular market assessments and cost/benefit analyses, designs and administers County’s benefits package and pay plans, and leads vendor selections/negotiations. Develops and presents proposals on benefits and wage plan revisions, additions, and deletions to ensure the County has a competitive, equitable, and financially feasible total compensation package that will attract and retain high quality employees.
Non-Essential Functions:
Misc. 5%
Work on special projects as assigned, participate in committees as directed, and other duties as assigned.
CORE COMPETENCIES :
(Representative of the knowledge, skills, and abilities expected of the position)
Public Service: A commitment to the mission of providing exceptional services to the citizens of Garfield County. It is who we are, and what we do.
Customer Service: A commitment to providing exceptional service to all customers (internal & external), which includes being helpful, professional, courteous, and taking the time to understand customer’s needs.
Stewardship & Innovation: Is a good steward of public resources and looks for ways to be innovative and improve efficiency.
Teamwork: Able to work together with a diverse group of people towards a shared goal, while considering the needs of others.
Business Technology: Ability to utilize the technology required of the position, in particular HRIS systems, and demonstrates a willingness to learn and utilize/implement new technologies as required to assist the County in providing exceptional services, innovation, and work efficiencies.
Communication: Proficient in communication, and able to communicate using the English language, including written, verbal, or other communication channels as required by the position.
Knowledge of Applicable Laws & Best Practices: In-depth knowledge of federal, state, and local employment and labor laws, and the field’s recommended best practices.
Organizational Leadership: Ability to help set strategic goals for the organization, effectively communicate those goals, and motivate others to successfully adhere to and carry out tasks in service to those goals. A strategic thinker who focuses on finding and developing unique opportunities to achieve the organization’s goals and mission.
Management: The ability to plan, organize, allocate resources towards, direct, and monitor tasks, projects, and work activities of others, and to maximize the utilization and development of available resources, including human. Ability to demonstrate empathy and professionalism in addressing challenging people and operational issues.
PLACER COUNTY, CA
Auburn, California, United States
Introduction Living in Placer County from Placer County Video Portal Placer County is comprised of over 1,400 square miles of beautiful and diverse geography, ranging from the residential and commercial areas of South Placer, through the historic foothill areas of Auburn, Foresthill, and Colfax, and to the County's jewel of the North Lake Tahoe basin. Placer is a great place to live, work, play, and learn! For more information about Placer County, please visit www.placer.ca.gov . POSITION INFORMATION Placer County is one of the fastest growing areas in California and seeks your talent to get growth right. The Housing Development Project Planner role is a unique opportunity focused on coordinating the development of affordable and workforce housing. Ideal for professionals with experience in planning agencies, housing agencies, or residential/commercial real estate development, this position offers a chance to make a positive impact on California's housing crisis. Your understanding of land development, coupled with a commitment to addressing housing challenges, makes you a key player on our team. Join us in the pursuit of not just a job, but a calling-an opportunity to transform lives through housing. If you are passionate about making a lasting difference, this is your chance to be the catalyst for change. The Placer County multidisciplinary housing team seeks a full-time Housing Development Project Planner in its Economic Development Division of the County Executive Office. This is a senior-level planning position that supports a housing team that spans several departments and performs a variety of housing functions. Over the past 20 years, the County and the former Redevelopment Agency have sponsored housing efforts to provide assistance to over 600 affordable housing units, involving both new construction and renovation projects. Current housing activities include managing a housing loan and investment portfolio of more than $33 million dollars. The position includes project management of high-profile housing developments, developing funding plans for county-led projects, developing various agreements to partner with for-profit and non-profit housing developers to build new affordable units, coordinating with regional housing partners and stakeholders, supporting innovative housing programs to advance the development of new multi-family housing products. Importantly, this position serves on a team that provides critical advocacy to create affordable housing opportunities throughout Placer County. The team member must have strong collaboration skills and provide cross-cutting services with countywide departments. This unique position will fulfill the following duties: Project Management and Coordination: Manage, organize, and facilitate affordable housing projects and programs in a complex environment. This includes project planning, financial management, stakeholder engagement, regulatory compliance, working closely with subject matter experts throughout an entitlement process, public relations, reporting and documentation, and navigating the dynamics of public-private partnerships with various developer groups, and proven experience bringing forward housing developments. Development Finance: The candidate will have a strong understanding of development finance, including the ability to review and analyze financial proformas to determine the financial feasibility of a proposed housing project, including a diversity of affordable housing financing tools (e.g., LIHTC, HOME, AHSC). The candidate must analyze detailed and complex information, draft, review, and edit complex reports and documents, including Board actions and correspondence. Policy Analysis: Must have experience and knowledge in research, data collection, policy development, and analysis to determine how to match the best housing solutions for the greatest housing need. Must also be able to interpret and apply federal, state, and local policies, laws, and regulations. Communication and Engagement: The candidate must be able to negotiate effectively with development, community, and governmental interests to achieve mutually beneficial outcomes. They must be able to work with a multi-disciplinary team to administer a public relations program to inform the public about housing programs, goals, and objectives. They will establish and maintain relationships with officials of Placer County and state agencies, such as the State Department of Housing and Community Development (HCD), and other housing-related agencies to assure coordination of housing and community development efforts. Grant Management: Proficiency in grant management and monitoring is highly desired, including federal and state grant programs from application preparation and review to processing and reporting. This classification is scheduled to receive a general wage increase of 4% in July 2024. This recruitment is open until filled. Applications will be screened on a weekly basis. BENEFITS Placer County offers a comprehensive benefits package to employees. The following information represents benefits currently available to permanent Placer County employees and may be subject to change. Applicants should inquire as to the most current benefit package during hiring interviews or by contacting the Human Resources Department. Click here to view Placer Public Employees Organization (PPEO) benefits . For more information regarding the benefits Placer County has to offer, please visit Placer County's Human Resources website. DEFINITION Perform a variety of highly responsible complex professional planning duties in the field of current and advance planning; assume a lead role over less experienced professional and technical staff; provide information and assistance to developers and the public on complex planning matters. DISTINGUISHING CHARACTERISTICS This is the advanced journey level class in the professional Planner series. Positions at this level are able to work independently and receive minimal supervision and assistance from management staff. Positions at this level are distinguished from other positions within the professional planning series by the performance of the full range of duties as assigned including overseeing the activities associated with a variety of complex planning projects and related assignments. SUPERVISION RECEIVED AND EXERCISED Receives direction from supervisory or management staff as assigned. May exercise direct supervision over less experienced professional, technical and clerical personnel. EXAMPLES OF ESSENTIAL DUTIES Duties may include, but are not limited to, the following: Trains and leads subordinate staff in planning duties. Researches, analyzes and interprets social, economic and population and land use data and trends. Researches planning information and concepts, land use and legal issues relating to current and long range planning matters and policy issues. Analyzes and recommend long range comprehensive planning policy documents; collects, records and summarizes statistical and demographic information; establishes and maintains a comprehensive database. Reviews and checks commercial, industrial and residential development plans and applications for projects approval and compliance with applicable County or Air Pollution Control District policies and procedures; performs site reviews; confers with and advises architects, builders, attorneys, contractors and engineers regarding planning issues; negotiates and develops binding contracts and development agreements relative to County development policies and standards. Reviews, investigates and enforces zoning and sign regulations or, when assigned to Air Pollution Control, reviews and prepares air quality rules and regulations. Prepares and reviews environmental analysis of projects and ensures compliance with Federal, State and local laws, ordinances and regulations. Prepares initial studies and assists in preparation and review of environmental impact reports, Zoning and Design review requirements; compiles information and makes recommendations on special studies. Prepares staff reports for the Planning Commission, Zoning Administrator, and Design Review Committee, various local and State regulatory agencies and advisory boards and the Board of Supervisors as directed. Prepares correspondence to project applicants, violators and other agencies regarding compliance issues. Prepares and provides planning presentations to community groups; responds to community groups regarding impact and/or effects of projects. Prepares advanced planning studies for the County General Plan including element preparation, community plan preparation, policy formulation, program implementation and public presentation of findings and recommendations. Assists in production of major planning documents such as the County General Plan, environmental documents and specialized plans such as area specific plans, air and water quality plans, environmental compliance plans and related topics. Conducts current planning reviews of large and/or complex land development projects including subdivisions, conditional use permits, design reviews, development agreements, rezoning and General Plan amendments. Reviews the plans of other public jurisdictions for compatibility with County or Air Pollution Control District plans. Performs environmental analysis for current and advanced planning projects, especially those of a difficult or complex nature; review environmental impact reports. Assists the public by providing information and explaining particularly complex land use, environmental compliance, development and related regulations and procedures; meet with applicants as necessary and correspond with applicants and/or their representatives regarding project status; write staff reports; and make presentations of findings and recommendations at public hearings and to public agencies; conducts and participates in public hearings. When assigned, administer public education and public service programs through assigned employees or by contact. Coordinates with other County Departments and public agencies as needed; coordinates, directs and participates in interdepartmental land use development committees. Prepares and administers contracts with independent contractors or consultants who provide planning, or environmental services to the County or Air Pollution Control District. Recommend the appointment of personnel; provide or coordinate staff training; provide standards and operating guidelines, provide timely input to performance evaluations; recommend disciplinary measures, when necessary; implement discipline procedures as directed; maintain discipline and high standards necessary for the efficient and professional operation of the assigned functional area of responsibility. Builds and maintains positive working relationships with co-workers, other County employees and the public using principles of good customer service. Performs related duties as assigned. MINIMUM QUALIFICATIONS It is the responsibility of applicants to identify in their application materials how they meet the minimum qualifications listed below. Experience: Three years of increasingly responsible planning experience performing duties similar to those of an Associate Planner . Training: Equivalent to a Bachelor's degree from an accredited college or university with major course work in urban, regional or environmental planning, or a closely related field. License or Certificate: May need to possess a valid driver's license as required by the position. Proof of adequate vehicle insurance and medical clearance may also be required. NOTE: Relevant, equivalent experience (performing the same or similar job requiring similar knowledge, skills, and abilities) may be substituted for the required education as determined by the Human Resources Department. NOTE: Applicants receiving their degree outside the United States must submit proof of accreditation by a recognized evaluation agency. KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of: Principles and practices of land use planning and development. Principles and practices of environmental planning and administration of environmental policies. All applicable local ordinances and State and Federal statutes. Operation, policies and procedures of the assigned functional area of responsibility. Principles of supervision, training and performance evaluations. English usage, spelling, grammar and punctuation. Arithmetic, basic statistics and mathematical calculations. Modern office procedures, methods and computer equipment. Planning related software applications. Ability to: On a continuous basis sit at desk or in meetings for long periods of time; intermittently stand at counter for long periods of time; twist and reach office equipment; see and hear with sufficient acuity to successfully perform all aspects of the job; perform simple grasping and fine hand manipulation; use telephone and write and/or use keyboard to communicate through written means; and occasionally lift moderate weight. On a continuous basis, know and understand all aspects of the job and assigned functional area of responsibility activities; analyze, interpret and evaluate technical reports and special projects; know laws, regulations, codes and operational procedures; problem solve operational issues related to assigned functional area of responsibility; understand, interpret and explain applicable ordinances and statutes and policies and procedures; visually differentiate between colors on land use maps. Compile, analyze and evaluate technical, statistical and economic information of a difficult and complex nature; read and interpret maps and legal property descriptions; read and interpret applicable laws and regulations. Interpret, explain and apply a wide variety of Federal, State and local policies, procedures, laws and regulations. Interpret and explain complex planning and zoning programs to the general public. Coordinate multiple projects and meet required deadlines; problem solve complex planning issues; negotiate and develop contracts and agreements. Analyze and compile complex technical and statistical information and prepare appropriate reports. Plan, supervise, train and evaluate the work activities of supervisory and/or professional, technical and clerical staff; act as a positive and effective team member. Obtain information through interview and dialogue, and deal fairly and courteously with the public; work effectively with interruption. Analyze situations quickly and objectively and determine proper course of action. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. SELECTION PROCEDURE Training & Experience Rating (100%) Based upon responses to the supplemental questionnaire, the applicant’s education, training, and experience will be evaluated using a pre-determined formula. Scores from this evaluation will determine applicant ranking and placement on the eligible list. CONDITION OF EMPLOYMENT Prior to the date of hire, applicants must undergo a fingerprint test by the Department of Justice, pass a medical examination (which may include a drug screening and possibly a psychological evaluation), sign a constitutional oath, and submit proof of U.S. citizenship or legal right to remain and work in the U.S. For some positions, applicants may also be required to submit proof of age, undergo a background investigation (which may include a voice stress analysis and/or a polygraph), and/or be bonded. Additionally, positions in law enforcement classifications and those supporting law enforcement functions will be required to complete a conviction history questionnaire prior to or during the interview process. Applicants for positions with access to Medi-Cal billing software or who are licensed providers must clear the Federal Exclusion List, credentialing, and social security verification. Failure to clear these requirements may result in an employment offer being withdrawn. SUBSTITUTE LISTS The eligible list resulting from this recruitment may be certified as a substitute list for a substantially similar classification. For this purpose, a substantially similar classification is one at a lower level in the same classification (example: entry level vs. journey level) and/or a similar classification (similar work performed, similar training and experience qualifications required). If you are contacted for an interview by a County department, you will be informed of the classification and other relevant information. If you choose not to interview for a substantially similar classification, you will remain on the eligible list for which you originally applied. EMPLOYEES OF OTHER PUBLIC AGENCIES Placer County offers an expedited process for qualifying certain applicants for interviews. Candidates currently employed, or employed within the last year, by a public agency operating under a personnel civil service or merit system may be eligible to be placed on a Public Agency Eligible List and certified as eligible for appointment to a similar job assignment without going through the examination process. For more information on the Public Agency Eligible List, to download forms, or to apply, please click here . EQUAL OPPORTUNITY EMPLOYER Thank you for your interest in employment with Placer County. Placer County is an equal opportunity employer and is committed to an active nondiscrimination program. It is the stated policy of Placer County that harassment, discrimination, and retaliation are prohibited and that all employees, applicants, agents, contractors, and interns/volunteers shall receive equal consideration and treatment. All terms and conditions of employment, including but not limited to recruitment, hiring, transfer, and promotion will be based on the qualifications of the individual for the positions being filled regardless of gender (including gender identity and expression), sexual orientation, race (including traits historically associated with race, including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, ancestry, religion (including creed and belief), national origin, citizenship, physical disability (including HIV and AIDS), mental disability, medical condition (including cancer or genetic characteristics/information), age (40 or over), marital status, military and/or veteran status, sex (including parental status, pregnancy, childbirth, breastfeeding, and related medical conditions), reproductive health decision making, political orientation, or any other classification protected by federal, state, or local law. Please contact the Human Resources Department at least 5 working days before a scheduled examination if you require accommodation in the examination process. Medical disability verification may be required prior to accommodation. Selection Plan For questions regarding this recruitment, please contact Andrea Marthaler, Administrative Technician, at AMarthaler@placer.ca.gov or (530) 886-4664. Closing Date/Time: Open Until Filled
Mar 07, 2024
Full Time
Introduction Living in Placer County from Placer County Video Portal Placer County is comprised of over 1,400 square miles of beautiful and diverse geography, ranging from the residential and commercial areas of South Placer, through the historic foothill areas of Auburn, Foresthill, and Colfax, and to the County's jewel of the North Lake Tahoe basin. Placer is a great place to live, work, play, and learn! For more information about Placer County, please visit www.placer.ca.gov . POSITION INFORMATION Placer County is one of the fastest growing areas in California and seeks your talent to get growth right. The Housing Development Project Planner role is a unique opportunity focused on coordinating the development of affordable and workforce housing. Ideal for professionals with experience in planning agencies, housing agencies, or residential/commercial real estate development, this position offers a chance to make a positive impact on California's housing crisis. Your understanding of land development, coupled with a commitment to addressing housing challenges, makes you a key player on our team. Join us in the pursuit of not just a job, but a calling-an opportunity to transform lives through housing. If you are passionate about making a lasting difference, this is your chance to be the catalyst for change. The Placer County multidisciplinary housing team seeks a full-time Housing Development Project Planner in its Economic Development Division of the County Executive Office. This is a senior-level planning position that supports a housing team that spans several departments and performs a variety of housing functions. Over the past 20 years, the County and the former Redevelopment Agency have sponsored housing efforts to provide assistance to over 600 affordable housing units, involving both new construction and renovation projects. Current housing activities include managing a housing loan and investment portfolio of more than $33 million dollars. The position includes project management of high-profile housing developments, developing funding plans for county-led projects, developing various agreements to partner with for-profit and non-profit housing developers to build new affordable units, coordinating with regional housing partners and stakeholders, supporting innovative housing programs to advance the development of new multi-family housing products. Importantly, this position serves on a team that provides critical advocacy to create affordable housing opportunities throughout Placer County. The team member must have strong collaboration skills and provide cross-cutting services with countywide departments. This unique position will fulfill the following duties: Project Management and Coordination: Manage, organize, and facilitate affordable housing projects and programs in a complex environment. This includes project planning, financial management, stakeholder engagement, regulatory compliance, working closely with subject matter experts throughout an entitlement process, public relations, reporting and documentation, and navigating the dynamics of public-private partnerships with various developer groups, and proven experience bringing forward housing developments. Development Finance: The candidate will have a strong understanding of development finance, including the ability to review and analyze financial proformas to determine the financial feasibility of a proposed housing project, including a diversity of affordable housing financing tools (e.g., LIHTC, HOME, AHSC). The candidate must analyze detailed and complex information, draft, review, and edit complex reports and documents, including Board actions and correspondence. Policy Analysis: Must have experience and knowledge in research, data collection, policy development, and analysis to determine how to match the best housing solutions for the greatest housing need. Must also be able to interpret and apply federal, state, and local policies, laws, and regulations. Communication and Engagement: The candidate must be able to negotiate effectively with development, community, and governmental interests to achieve mutually beneficial outcomes. They must be able to work with a multi-disciplinary team to administer a public relations program to inform the public about housing programs, goals, and objectives. They will establish and maintain relationships with officials of Placer County and state agencies, such as the State Department of Housing and Community Development (HCD), and other housing-related agencies to assure coordination of housing and community development efforts. Grant Management: Proficiency in grant management and monitoring is highly desired, including federal and state grant programs from application preparation and review to processing and reporting. This classification is scheduled to receive a general wage increase of 4% in July 2024. This recruitment is open until filled. Applications will be screened on a weekly basis. BENEFITS Placer County offers a comprehensive benefits package to employees. The following information represents benefits currently available to permanent Placer County employees and may be subject to change. Applicants should inquire as to the most current benefit package during hiring interviews or by contacting the Human Resources Department. Click here to view Placer Public Employees Organization (PPEO) benefits . For more information regarding the benefits Placer County has to offer, please visit Placer County's Human Resources website. DEFINITION Perform a variety of highly responsible complex professional planning duties in the field of current and advance planning; assume a lead role over less experienced professional and technical staff; provide information and assistance to developers and the public on complex planning matters. DISTINGUISHING CHARACTERISTICS This is the advanced journey level class in the professional Planner series. Positions at this level are able to work independently and receive minimal supervision and assistance from management staff. Positions at this level are distinguished from other positions within the professional planning series by the performance of the full range of duties as assigned including overseeing the activities associated with a variety of complex planning projects and related assignments. SUPERVISION RECEIVED AND EXERCISED Receives direction from supervisory or management staff as assigned. May exercise direct supervision over less experienced professional, technical and clerical personnel. EXAMPLES OF ESSENTIAL DUTIES Duties may include, but are not limited to, the following: Trains and leads subordinate staff in planning duties. Researches, analyzes and interprets social, economic and population and land use data and trends. Researches planning information and concepts, land use and legal issues relating to current and long range planning matters and policy issues. Analyzes and recommend long range comprehensive planning policy documents; collects, records and summarizes statistical and demographic information; establishes and maintains a comprehensive database. Reviews and checks commercial, industrial and residential development plans and applications for projects approval and compliance with applicable County or Air Pollution Control District policies and procedures; performs site reviews; confers with and advises architects, builders, attorneys, contractors and engineers regarding planning issues; negotiates and develops binding contracts and development agreements relative to County development policies and standards. Reviews, investigates and enforces zoning and sign regulations or, when assigned to Air Pollution Control, reviews and prepares air quality rules and regulations. Prepares and reviews environmental analysis of projects and ensures compliance with Federal, State and local laws, ordinances and regulations. Prepares initial studies and assists in preparation and review of environmental impact reports, Zoning and Design review requirements; compiles information and makes recommendations on special studies. Prepares staff reports for the Planning Commission, Zoning Administrator, and Design Review Committee, various local and State regulatory agencies and advisory boards and the Board of Supervisors as directed. Prepares correspondence to project applicants, violators and other agencies regarding compliance issues. Prepares and provides planning presentations to community groups; responds to community groups regarding impact and/or effects of projects. Prepares advanced planning studies for the County General Plan including element preparation, community plan preparation, policy formulation, program implementation and public presentation of findings and recommendations. Assists in production of major planning documents such as the County General Plan, environmental documents and specialized plans such as area specific plans, air and water quality plans, environmental compliance plans and related topics. Conducts current planning reviews of large and/or complex land development projects including subdivisions, conditional use permits, design reviews, development agreements, rezoning and General Plan amendments. Reviews the plans of other public jurisdictions for compatibility with County or Air Pollution Control District plans. Performs environmental analysis for current and advanced planning projects, especially those of a difficult or complex nature; review environmental impact reports. Assists the public by providing information and explaining particularly complex land use, environmental compliance, development and related regulations and procedures; meet with applicants as necessary and correspond with applicants and/or their representatives regarding project status; write staff reports; and make presentations of findings and recommendations at public hearings and to public agencies; conducts and participates in public hearings. When assigned, administer public education and public service programs through assigned employees or by contact. Coordinates with other County Departments and public agencies as needed; coordinates, directs and participates in interdepartmental land use development committees. Prepares and administers contracts with independent contractors or consultants who provide planning, or environmental services to the County or Air Pollution Control District. Recommend the appointment of personnel; provide or coordinate staff training; provide standards and operating guidelines, provide timely input to performance evaluations; recommend disciplinary measures, when necessary; implement discipline procedures as directed; maintain discipline and high standards necessary for the efficient and professional operation of the assigned functional area of responsibility. Builds and maintains positive working relationships with co-workers, other County employees and the public using principles of good customer service. Performs related duties as assigned. MINIMUM QUALIFICATIONS It is the responsibility of applicants to identify in their application materials how they meet the minimum qualifications listed below. Experience: Three years of increasingly responsible planning experience performing duties similar to those of an Associate Planner . Training: Equivalent to a Bachelor's degree from an accredited college or university with major course work in urban, regional or environmental planning, or a closely related field. License or Certificate: May need to possess a valid driver's license as required by the position. Proof of adequate vehicle insurance and medical clearance may also be required. NOTE: Relevant, equivalent experience (performing the same or similar job requiring similar knowledge, skills, and abilities) may be substituted for the required education as determined by the Human Resources Department. NOTE: Applicants receiving their degree outside the United States must submit proof of accreditation by a recognized evaluation agency. KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of: Principles and practices of land use planning and development. Principles and practices of environmental planning and administration of environmental policies. All applicable local ordinances and State and Federal statutes. Operation, policies and procedures of the assigned functional area of responsibility. Principles of supervision, training and performance evaluations. English usage, spelling, grammar and punctuation. Arithmetic, basic statistics and mathematical calculations. Modern office procedures, methods and computer equipment. Planning related software applications. Ability to: On a continuous basis sit at desk or in meetings for long periods of time; intermittently stand at counter for long periods of time; twist and reach office equipment; see and hear with sufficient acuity to successfully perform all aspects of the job; perform simple grasping and fine hand manipulation; use telephone and write and/or use keyboard to communicate through written means; and occasionally lift moderate weight. On a continuous basis, know and understand all aspects of the job and assigned functional area of responsibility activities; analyze, interpret and evaluate technical reports and special projects; know laws, regulations, codes and operational procedures; problem solve operational issues related to assigned functional area of responsibility; understand, interpret and explain applicable ordinances and statutes and policies and procedures; visually differentiate between colors on land use maps. Compile, analyze and evaluate technical, statistical and economic information of a difficult and complex nature; read and interpret maps and legal property descriptions; read and interpret applicable laws and regulations. Interpret, explain and apply a wide variety of Federal, State and local policies, procedures, laws and regulations. Interpret and explain complex planning and zoning programs to the general public. Coordinate multiple projects and meet required deadlines; problem solve complex planning issues; negotiate and develop contracts and agreements. Analyze and compile complex technical and statistical information and prepare appropriate reports. Plan, supervise, train and evaluate the work activities of supervisory and/or professional, technical and clerical staff; act as a positive and effective team member. Obtain information through interview and dialogue, and deal fairly and courteously with the public; work effectively with interruption. Analyze situations quickly and objectively and determine proper course of action. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. SELECTION PROCEDURE Training & Experience Rating (100%) Based upon responses to the supplemental questionnaire, the applicant’s education, training, and experience will be evaluated using a pre-determined formula. Scores from this evaluation will determine applicant ranking and placement on the eligible list. CONDITION OF EMPLOYMENT Prior to the date of hire, applicants must undergo a fingerprint test by the Department of Justice, pass a medical examination (which may include a drug screening and possibly a psychological evaluation), sign a constitutional oath, and submit proof of U.S. citizenship or legal right to remain and work in the U.S. For some positions, applicants may also be required to submit proof of age, undergo a background investigation (which may include a voice stress analysis and/or a polygraph), and/or be bonded. Additionally, positions in law enforcement classifications and those supporting law enforcement functions will be required to complete a conviction history questionnaire prior to or during the interview process. Applicants for positions with access to Medi-Cal billing software or who are licensed providers must clear the Federal Exclusion List, credentialing, and social security verification. Failure to clear these requirements may result in an employment offer being withdrawn. SUBSTITUTE LISTS The eligible list resulting from this recruitment may be certified as a substitute list for a substantially similar classification. For this purpose, a substantially similar classification is one at a lower level in the same classification (example: entry level vs. journey level) and/or a similar classification (similar work performed, similar training and experience qualifications required). If you are contacted for an interview by a County department, you will be informed of the classification and other relevant information. If you choose not to interview for a substantially similar classification, you will remain on the eligible list for which you originally applied. EMPLOYEES OF OTHER PUBLIC AGENCIES Placer County offers an expedited process for qualifying certain applicants for interviews. Candidates currently employed, or employed within the last year, by a public agency operating under a personnel civil service or merit system may be eligible to be placed on a Public Agency Eligible List and certified as eligible for appointment to a similar job assignment without going through the examination process. For more information on the Public Agency Eligible List, to download forms, or to apply, please click here . EQUAL OPPORTUNITY EMPLOYER Thank you for your interest in employment with Placer County. Placer County is an equal opportunity employer and is committed to an active nondiscrimination program. It is the stated policy of Placer County that harassment, discrimination, and retaliation are prohibited and that all employees, applicants, agents, contractors, and interns/volunteers shall receive equal consideration and treatment. All terms and conditions of employment, including but not limited to recruitment, hiring, transfer, and promotion will be based on the qualifications of the individual for the positions being filled regardless of gender (including gender identity and expression), sexual orientation, race (including traits historically associated with race, including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, ancestry, religion (including creed and belief), national origin, citizenship, physical disability (including HIV and AIDS), mental disability, medical condition (including cancer or genetic characteristics/information), age (40 or over), marital status, military and/or veteran status, sex (including parental status, pregnancy, childbirth, breastfeeding, and related medical conditions), reproductive health decision making, political orientation, or any other classification protected by federal, state, or local law. Please contact the Human Resources Department at least 5 working days before a scheduled examination if you require accommodation in the examination process. Medical disability verification may be required prior to accommodation. Selection Plan For questions regarding this recruitment, please contact Andrea Marthaler, Administrative Technician, at AMarthaler@placer.ca.gov or (530) 886-4664. Closing Date/Time: Open Until Filled
CITY OF MINNEAPOLIS
Minneapolis, Minnesota, United States
Position Description This position will play a pivotal role in aligning HR strategies with the overall goals and objectives of the municipality. This key leadership position is responsible for developing and implementing HR initiatives that enhance organizational effectiveness, human resources compliance, employee engagement, organizational culture, and overall workforce performance. Work Location This position may be eligible for flexible work arrangements, including hybrid work with some days working remotely and some days working in the office. The City of Minneapolis does not sponsor applicants for work visas. Job Duties and Responsibilities Strategic HR Leadership: Collaborate with senior leadership to develop and implement HR strategies aligned with the municipality's mission, vision, and strategic objectives. Provide expert guidance on HR matters, anticipating challenges and proposing proactive solutions to drive organizational success. Employee Relations: Oversee employee relations strategies and initiatives to foster a positive work environment. Address complex employee relations issues, assist the Human Resources Investigative Unit with investigations, and provide recommendations for resolution and implement resolutions. Employee Management: Lead retention, and succession planning efforts to ensure the municipality retains high-caliber professionals. Collaborate with department heads to identify and address workforce development needs. Performance Management: Design and implement performance management programs that drive employee development, engagement, and high performance. Provide guidance on goal setting, performance reviews, and professional development plans. Compliance and Policies: Ensure compliance with federal, state, and local employment laws and regulations; civil service rules and collective bargaining agreements. Develop and maintain HR policies and procedures that align with best practices and legal requirements. Organizational Development: Drive initiatives to enhance organizational effectiveness and efficiency. Facilitate change management processes to support the municipality's evolving needs. HR Analytics: Utilize HR metrics and analytics to assess the effectiveness of HR programs and initiatives. Provide data-driven insights to inform decision-making and drive continuous improvement. Employee Engagement: Develop and implement strategies to enhance employee engagement, satisfaction, and well-being. Conduct regular surveys and assessments to gather employee feedback and identify areas for improvement. Understanding: Communicate effectively with all levels of management to enhance their understanding of Human Resources processes, functions and solutions Financial Wellbeing: Perform annual and multiple year business planning and budgeting for major initiatives enterprise-wide. WORKING CONDITIONS Normal indoor office environment Required Qualifications MINIMUM EDUCATION Bachelor’s Degree in Human Resources, Business Administration, or related field. MINIMUM EXPERIENCE Ten (10) years of progressive work experience in Human Resources, Business or Management PREFERRED/DESIRED QUALIFICATIONS Master's Degree SHRM-SC or SPHR certification Equivalency An equivalent combination of education and experience closely related to the duties of the position MAY be considered. Selection Process The selection process will consist of one or more of the following steps: a rating of relevant education and experience (100%). It is important that your application show all the relevant education and experience you possess. This information will be used to determine which candidates will proceed in the selection process. A submitted application is also used to verify the answers to any supplemental questions. The City of Minneapolis Human Resources Department reserves the right to limit the number in any phase of the selection process. Background Check The City has determined that a criminal background check and/or qualifications check may be necessary for certain positions with this job title. Applicants may be required to sign an informed consent form allowing the City to obtain their criminal history and/or verify their qualifications in connection with the position sought. Applicants who do not sign the informed consent form will not be further considered for the position. Union Representation This position is not represented by a collective bargaining agreement. Please see the Civil Service Rules for the terms and conditions of employment. Interview Selection The hiring authority reserves the right to determine the maximum number of candidates to interview from the established eligible list. If the hiring authority decides to interview other than by exam score order, they may select additional people to interview based on a candidate’s education or experience related to the field, work history, or skills uniquely related to the operational needs of the position. Knowledge, Skills and Abilities Proven experience in a senior HR leadership role, preferably within a municipal or government setting. Strong understanding of HR best practices, employment laws, and regulations. Excellent communication, interpersonal, and negotiation skills. Strategic mindset with the ability to align HR initiatives with organizational goals. Demonstrated experience in employee relations, talent management, and organizational development. Ability to think creatively and use business knowledge to help inform HR solutions Knowledge of standard HR practices with ability to understand the business vision, strategy, priorities, financial, and performance measures, competitive landscape, business functions, global capabilities, and goals Positive relationship management, coaching and influencing skills and proven experience acting as a trusted advisor and partner to senior leadership to successfully drive a strategic HR agenda aligned with enterprise efforts Strong communication skills and demonstrated consultative and collaborate approach, with the ability to influence at all levels through storytelling Skilled in interpreting data to diagnose problems/patterns and provide leaders with insights Actively networked to understand HR best practices and trends Benefits Summary Our employees enjoy competitive salaries and generous benefits. We pride ourselves on a comprehensive benefits program that supports employees' health and financial well-being. Programs, resources, and benefit eligibility varies based on position, average hours worked, location and length of service. For detailed benefits information, pleasevisit the benefits page . New12 weeks of paid parental leave City employees are eligible for up to 12 weeks of paid parental leave in the event of a birth or placement for adoption of a child. Insurance Health insurance Eligibility for benefits begins the first of the month following employment date. The City of Minneapolis offers eligible employees one plan design with a choice of six provider networks, allowing you to select the best option for you. Available plans include Medica Choice Passport, Medica Elect, VantagePlus with Medica, Park Nicollet and HealthPartners Medical Group First with Medica, Ridgeview Community Network powered by Medica, and Clear Value with Medica. Dental insurance The City of Minneapolis offers dental insurance through Delta Dental of Minnesota and pays 100% of the monthly premium for eligible employees. Benefits Paid time off Our generous leave package includes vacation, holidays and paid sick leave, which gives employees the opportunity to enhance their quality of life outside work. Amounts and accrual rates are based on years of experience and collective bargaining agreements . Retirement City employees earn a pension and may choose to participate in additional retirement savings programs. Pension: The City of Minneapolis participates in the Public Employees Retirement Association (PERA). Employees and the City both contribute a percentage of your pay to fund future benefits. Deferred compensation : Employees may choose to participate in pre-tax or after-tax savings plans through the Minnesota State Retirement System (MSRS). Transportation Eligible City employees may choose to participate in the following transportation programs: Metropass: The Metropass program allows eligible employees to enroll in a pass for unlimited bus or light rail rides at a discounted price. Parking or Van Pool: The City of Minneapolis Transportation Benefits Plan gives you options to pay certain commuting costs, such as qualified parking and van pool expenses, with pre-tax dollars. Learning and development To engage and develop employees, the City of Minneapolis offers classes in leadership, cultural agility, change management and more. Additionally, educational discounts at Augsburg University, Hamline University, St. Catherine’s, and St. Mary's University of Minnesota are available to City employees. Other perks Employees can also take advantage of optional life insurance, flexible spending accounts, the Employee Assistance Program , health club discounts and more. Closing Date/Time: 4/30/2024 11:59 PM Central
Apr 09, 2024
Full Time
Position Description This position will play a pivotal role in aligning HR strategies with the overall goals and objectives of the municipality. This key leadership position is responsible for developing and implementing HR initiatives that enhance organizational effectiveness, human resources compliance, employee engagement, organizational culture, and overall workforce performance. Work Location This position may be eligible for flexible work arrangements, including hybrid work with some days working remotely and some days working in the office. The City of Minneapolis does not sponsor applicants for work visas. Job Duties and Responsibilities Strategic HR Leadership: Collaborate with senior leadership to develop and implement HR strategies aligned with the municipality's mission, vision, and strategic objectives. Provide expert guidance on HR matters, anticipating challenges and proposing proactive solutions to drive organizational success. Employee Relations: Oversee employee relations strategies and initiatives to foster a positive work environment. Address complex employee relations issues, assist the Human Resources Investigative Unit with investigations, and provide recommendations for resolution and implement resolutions. Employee Management: Lead retention, and succession planning efforts to ensure the municipality retains high-caliber professionals. Collaborate with department heads to identify and address workforce development needs. Performance Management: Design and implement performance management programs that drive employee development, engagement, and high performance. Provide guidance on goal setting, performance reviews, and professional development plans. Compliance and Policies: Ensure compliance with federal, state, and local employment laws and regulations; civil service rules and collective bargaining agreements. Develop and maintain HR policies and procedures that align with best practices and legal requirements. Organizational Development: Drive initiatives to enhance organizational effectiveness and efficiency. Facilitate change management processes to support the municipality's evolving needs. HR Analytics: Utilize HR metrics and analytics to assess the effectiveness of HR programs and initiatives. Provide data-driven insights to inform decision-making and drive continuous improvement. Employee Engagement: Develop and implement strategies to enhance employee engagement, satisfaction, and well-being. Conduct regular surveys and assessments to gather employee feedback and identify areas for improvement. Understanding: Communicate effectively with all levels of management to enhance their understanding of Human Resources processes, functions and solutions Financial Wellbeing: Perform annual and multiple year business planning and budgeting for major initiatives enterprise-wide. WORKING CONDITIONS Normal indoor office environment Required Qualifications MINIMUM EDUCATION Bachelor’s Degree in Human Resources, Business Administration, or related field. MINIMUM EXPERIENCE Ten (10) years of progressive work experience in Human Resources, Business or Management PREFERRED/DESIRED QUALIFICATIONS Master's Degree SHRM-SC or SPHR certification Equivalency An equivalent combination of education and experience closely related to the duties of the position MAY be considered. Selection Process The selection process will consist of one or more of the following steps: a rating of relevant education and experience (100%). It is important that your application show all the relevant education and experience you possess. This information will be used to determine which candidates will proceed in the selection process. A submitted application is also used to verify the answers to any supplemental questions. The City of Minneapolis Human Resources Department reserves the right to limit the number in any phase of the selection process. Background Check The City has determined that a criminal background check and/or qualifications check may be necessary for certain positions with this job title. Applicants may be required to sign an informed consent form allowing the City to obtain their criminal history and/or verify their qualifications in connection with the position sought. Applicants who do not sign the informed consent form will not be further considered for the position. Union Representation This position is not represented by a collective bargaining agreement. Please see the Civil Service Rules for the terms and conditions of employment. Interview Selection The hiring authority reserves the right to determine the maximum number of candidates to interview from the established eligible list. If the hiring authority decides to interview other than by exam score order, they may select additional people to interview based on a candidate’s education or experience related to the field, work history, or skills uniquely related to the operational needs of the position. Knowledge, Skills and Abilities Proven experience in a senior HR leadership role, preferably within a municipal or government setting. Strong understanding of HR best practices, employment laws, and regulations. Excellent communication, interpersonal, and negotiation skills. Strategic mindset with the ability to align HR initiatives with organizational goals. Demonstrated experience in employee relations, talent management, and organizational development. Ability to think creatively and use business knowledge to help inform HR solutions Knowledge of standard HR practices with ability to understand the business vision, strategy, priorities, financial, and performance measures, competitive landscape, business functions, global capabilities, and goals Positive relationship management, coaching and influencing skills and proven experience acting as a trusted advisor and partner to senior leadership to successfully drive a strategic HR agenda aligned with enterprise efforts Strong communication skills and demonstrated consultative and collaborate approach, with the ability to influence at all levels through storytelling Skilled in interpreting data to diagnose problems/patterns and provide leaders with insights Actively networked to understand HR best practices and trends Benefits Summary Our employees enjoy competitive salaries and generous benefits. We pride ourselves on a comprehensive benefits program that supports employees' health and financial well-being. Programs, resources, and benefit eligibility varies based on position, average hours worked, location and length of service. For detailed benefits information, pleasevisit the benefits page . New12 weeks of paid parental leave City employees are eligible for up to 12 weeks of paid parental leave in the event of a birth or placement for adoption of a child. Insurance Health insurance Eligibility for benefits begins the first of the month following employment date. The City of Minneapolis offers eligible employees one plan design with a choice of six provider networks, allowing you to select the best option for you. Available plans include Medica Choice Passport, Medica Elect, VantagePlus with Medica, Park Nicollet and HealthPartners Medical Group First with Medica, Ridgeview Community Network powered by Medica, and Clear Value with Medica. Dental insurance The City of Minneapolis offers dental insurance through Delta Dental of Minnesota and pays 100% of the monthly premium for eligible employees. Benefits Paid time off Our generous leave package includes vacation, holidays and paid sick leave, which gives employees the opportunity to enhance their quality of life outside work. Amounts and accrual rates are based on years of experience and collective bargaining agreements . Retirement City employees earn a pension and may choose to participate in additional retirement savings programs. Pension: The City of Minneapolis participates in the Public Employees Retirement Association (PERA). Employees and the City both contribute a percentage of your pay to fund future benefits. Deferred compensation : Employees may choose to participate in pre-tax or after-tax savings plans through the Minnesota State Retirement System (MSRS). Transportation Eligible City employees may choose to participate in the following transportation programs: Metropass: The Metropass program allows eligible employees to enroll in a pass for unlimited bus or light rail rides at a discounted price. Parking or Van Pool: The City of Minneapolis Transportation Benefits Plan gives you options to pay certain commuting costs, such as qualified parking and van pool expenses, with pre-tax dollars. Learning and development To engage and develop employees, the City of Minneapolis offers classes in leadership, cultural agility, change management and more. Additionally, educational discounts at Augsburg University, Hamline University, St. Catherine’s, and St. Mary's University of Minnesota are available to City employees. Other perks Employees can also take advantage of optional life insurance, flexible spending accounts, the Employee Assistance Program , health club discounts and more. Closing Date/Time: 4/30/2024 11:59 PM Central
Introduction This recruitment is being held to fill multiple vacancies with the Department of Public Health Services and to establish a list that may be used to fill future vacancies. Public Health Services (PHS) is hiring for Occupational Therapist Assistant (OTA), Occupational Therapist (OT), and Occupational Therapist - Senior. Applicants can apply at one or all levels, if they qualify. To learn more about each level and for minimum qualifications, please click on the links below: Occupational Therapist Occupational Therapist Assistant Occupational Therapist - Senior Effective July 2024, all employees shall receive a Cost of Living Adjustment of 4% of base salary. Effective July 14, 2025, all employees shall receive a Cost of Living Adjustment of 3% of base salary. The following incentives and bonuses may be available for eligible new hires for all three levels of the Occupational Therapist Series (Occupational Therapist Assistant, Occupational Therapist, and Occupational Therapist - Senior) . Incentives and bonuses are subject to approval by Human Resources: Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. Sick Leave : Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. New Hire Retention Bonus : $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) TYPICAL DUTIES Performs occupational therapy evaluations and interprets findings. Plans and implements occupational therapeutic treatment for patients; establishes appropriate treatment goals; uses equipment properly. Coordinates treatment programs with physicians, nurses, professional, and para-professional staff. Attends staff meetings and patient conferences; conducts and/or attends in-service education programs for a variety of departmental personnel; may assist with departmental orientation of new staff. Maintains accurate records and prepares written reports. May act as lead therapist or provides instruction to other Occupational Therapists, Occupational Therapy Assistants and other professional or para-professional staff; may assist in coordinating occupational therapy internship programs; may consult with supervisory staff and provide input into employee and intern evaluations. May assist with departmental projects. MINIMUM QUALIFICATIONS KNOWLEDGE Current occupational therapy theory, practices, applications, and processes; human anatomy and physiology related to treatments; basic principles of psychology and psychopathology; perceptual-motor theory and principles; medical terminology; basic computer operations, including pertinent software; basic medical record keeping; principles of clinical supervision. ABILITY Organize and implement occupational therapy treatment programs; teach techniques of treatment in specialty areas; conduct individual and group treatment programs; interpret and adapt physician orders and/or written reports; utilize computers and office automation equipment; communicate effectively, both orally and in writing; provide guidance and therapy instructions to patients; establish and maintain cooperative working relationships with patients, families, staff and others; maintain excellent customer relations; complete accurate medical records and/or charts. PHYSICAL/MENTAL REQUIREMENTS Mobility - operation of a data entry device; frequent standing for long periods; constant walking; occasional pushing/pulling; occasional bending/squatting; Lifting - occasional lifting of 50 lbs. or less, restraining, lifting/turning people; Vision - frequent color perception; occasional eye/hand coordination, peripheral vision and depth perception; frequent reading; Dexterity - occasional holding and repetitive motion; frequent reaching, grasping and writing; Hearing/Talking - constant hearing normal speech, talking in person, talking on the telephone; frequent hearing on the telephone and hearing faint sounds. Special Requirements - may require occasional overtime; may require weekend or evening work; Emotional/Psychological - occasional emergency situations; occasional exposure to trauma, grief and death; frequent public contact and decision making; frequent concentration required; Environmental - occasional exposure to noise; may be exposed to varied weather conditions. San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000.The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of qualifying family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam : If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out : A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Online Written Exams : Written exams may be administered online. Candidates will be notified of the examination date and will be responsible to complete the written exam within a given period of time (typically within five calendar days). Candidates are required to read the Online Exam Guide for Test Takers prior to taking an online written exam. The link to the guide is here: Online Exam Guide For Test Takers PLEASE NOTE: Online exams must be completed in one sitting and can only be taken once Candidates will have access to an online exam within the allotted time only A steady internet connection is highly recommended The allotted time will still continue if a candidate closes the window or gets disconnected Once the allotted time expires, access to the exam will be unavailable Microsoft is no longer supporting Internet Explorer . Therefore, it is recommended that candidates do not use Internet Explorer to complete online written exams. Candidates that do not have access to a computer can contact the Human Resources office at (209)468-3370 for information on accommodations. Testing Accommodation : Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists : Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral : Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank : The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five : The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Physical Exam : Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam : Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives : Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility : If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Please be advised that Human Resources will only be accepting Online Application submittals for this recruitment. Paper application submittals will not be considered or accepted. Apply Online: www.sjgov.org/department/hr Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be submitted online to the Human Resources Division before the submission deadline. Resumes and paper applications will not be accepted in lieu of an online application. ( The County assumes no responsibility for online applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Mar 19, 2024
Full Time
Introduction This recruitment is being held to fill multiple vacancies with the Department of Public Health Services and to establish a list that may be used to fill future vacancies. Public Health Services (PHS) is hiring for Occupational Therapist Assistant (OTA), Occupational Therapist (OT), and Occupational Therapist - Senior. Applicants can apply at one or all levels, if they qualify. To learn more about each level and for minimum qualifications, please click on the links below: Occupational Therapist Occupational Therapist Assistant Occupational Therapist - Senior Effective July 2024, all employees shall receive a Cost of Living Adjustment of 4% of base salary. Effective July 14, 2025, all employees shall receive a Cost of Living Adjustment of 3% of base salary. The following incentives and bonuses may be available for eligible new hires for all three levels of the Occupational Therapist Series (Occupational Therapist Assistant, Occupational Therapist, and Occupational Therapist - Senior) . Incentives and bonuses are subject to approval by Human Resources: Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. Sick Leave : Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. New Hire Retention Bonus : $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) TYPICAL DUTIES Performs occupational therapy evaluations and interprets findings. Plans and implements occupational therapeutic treatment for patients; establishes appropriate treatment goals; uses equipment properly. Coordinates treatment programs with physicians, nurses, professional, and para-professional staff. Attends staff meetings and patient conferences; conducts and/or attends in-service education programs for a variety of departmental personnel; may assist with departmental orientation of new staff. Maintains accurate records and prepares written reports. May act as lead therapist or provides instruction to other Occupational Therapists, Occupational Therapy Assistants and other professional or para-professional staff; may assist in coordinating occupational therapy internship programs; may consult with supervisory staff and provide input into employee and intern evaluations. May assist with departmental projects. MINIMUM QUALIFICATIONS KNOWLEDGE Current occupational therapy theory, practices, applications, and processes; human anatomy and physiology related to treatments; basic principles of psychology and psychopathology; perceptual-motor theory and principles; medical terminology; basic computer operations, including pertinent software; basic medical record keeping; principles of clinical supervision. ABILITY Organize and implement occupational therapy treatment programs; teach techniques of treatment in specialty areas; conduct individual and group treatment programs; interpret and adapt physician orders and/or written reports; utilize computers and office automation equipment; communicate effectively, both orally and in writing; provide guidance and therapy instructions to patients; establish and maintain cooperative working relationships with patients, families, staff and others; maintain excellent customer relations; complete accurate medical records and/or charts. PHYSICAL/MENTAL REQUIREMENTS Mobility - operation of a data entry device; frequent standing for long periods; constant walking; occasional pushing/pulling; occasional bending/squatting; Lifting - occasional lifting of 50 lbs. or less, restraining, lifting/turning people; Vision - frequent color perception; occasional eye/hand coordination, peripheral vision and depth perception; frequent reading; Dexterity - occasional holding and repetitive motion; frequent reaching, grasping and writing; Hearing/Talking - constant hearing normal speech, talking in person, talking on the telephone; frequent hearing on the telephone and hearing faint sounds. Special Requirements - may require occasional overtime; may require weekend or evening work; Emotional/Psychological - occasional emergency situations; occasional exposure to trauma, grief and death; frequent public contact and decision making; frequent concentration required; Environmental - occasional exposure to noise; may be exposed to varied weather conditions. San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000.The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of qualifying family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam : If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out : A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Online Written Exams : Written exams may be administered online. Candidates will be notified of the examination date and will be responsible to complete the written exam within a given period of time (typically within five calendar days). Candidates are required to read the Online Exam Guide for Test Takers prior to taking an online written exam. The link to the guide is here: Online Exam Guide For Test Takers PLEASE NOTE: Online exams must be completed in one sitting and can only be taken once Candidates will have access to an online exam within the allotted time only A steady internet connection is highly recommended The allotted time will still continue if a candidate closes the window or gets disconnected Once the allotted time expires, access to the exam will be unavailable Microsoft is no longer supporting Internet Explorer . Therefore, it is recommended that candidates do not use Internet Explorer to complete online written exams. Candidates that do not have access to a computer can contact the Human Resources office at (209)468-3370 for information on accommodations. Testing Accommodation : Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists : Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral : Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank : The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five : The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Physical Exam : Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam : Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives : Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility : If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Please be advised that Human Resources will only be accepting Online Application submittals for this recruitment. Paper application submittals will not be considered or accepted. Apply Online: www.sjgov.org/department/hr Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be submitted online to the Human Resources Division before the submission deadline. Resumes and paper applications will not be accepted in lieu of an online application. ( The County assumes no responsibility for online applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Introduction The Hospital San Joaquin General Hospital (SJGH), originally established in 1857, is a general acute care facility providing a full range of inpatient services including General Medical/Surgical Care, High-Risk Obstetrics and Neonatal Intensive Care, Pediatrics and Intensive Care. In addition to the 196-bed hospital, the medical campus includes multiple facilities dedicated to comprehensive outpatient services including Primary Care and Specialty Clinics. The Hospital's Ambulatory Care sites, including offices located at French Camp and Stockton provide over 1,340,000 outpatient clinic visits a year. In addition to providing direct medical services, the hospital is active in providing education for health professionals through post-graduate residency programs in General Surgery, Internal Medicine and Family Practice and has trained over 3,000 physicians since the residency programs were established in 1932. The hospital also participates in clinical affiliation agreements for training programs in a variety of health professions including Registered and Licensed Vocational nurses, Pharmacists, Radiology Technologies, Social Workers and Respiratory Therapists. Recruitment San Joaquin County is looking to fill vacancies for Occupational Therapist -Clinical Specialist and Occupational Therapist - Senior in SJGH - Physical Medicine and Rehabilitation and to establish an eligible list to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. License and Certification All applicants are required to possess a current license as an Occupational Therapist issued by the California Board of Occupational Therapy. And, if required by the nature of the assignment, must also possess and maintain a valid California driver's license. Applicants applying for Occupational Therapist - Clinical Specialist must possess the following: (1) certification in occupational therapy training in a specialized treatment area or technique such as hand therapy, sensory integration, or other specialized area as approved by the Department of Health Care Services or San Joaquin General Hospital. Experience To minimally qualify for Occupational Therapist - Senior, applicants will need a minimum of one year of experience as a Occupational Therapist in San Joaquin County service . OR, two years of progressively responsible experience as a licensed occupational therapist performing diagnostic and therapeutic occupational therapy techniques for a variety of disabling conditions. To minimally qualify for Occupational Therapist- Clinical Specialist , applicants will need a minimum of t hree years of progressively responsible experience as a lice nsed occupational therapist performing diagnostic and therapeutic occupational therapy techniques for a variety of disabling conditions. The Position For details on each classification, please use the following links below: Occupational Therapist Clinical Specialist Occupational Therapist Senior The following incentives and bonuses may be available for eligible new hires . Incentives and bonuses are subject to approval by Human Resources: Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. Sick Leave : Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. New Hire Retention Bonus : $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) Offers of employment are contingent upon passing a pre-employment drug screen and background investigation. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Performs the most complex occupational therapy evaluations and interprets findings; plans, implements, and coordinates therapeutic treatment programs for patients; uses equipment appropriately; establishes appropriate treatment goals. Coordinates treatment programs with physicians, nurses, professional and para-professional staff. Assists with departmental orientation of staff; serves as a resource for other therapists; consults with supervisory staff and provides input into employee and intern performance evaluations; may act as lead therapist and/or trainer for Occupational Therapists, Occupational Therapy Assistants, and other professional and para-professional staff; may provide training as required. Conducts and/or attends in-service education programs for a variety of departmental and other personnel; conducts educational programs in the community. Attends staff meetings and patient conferences. Helps assure quality care and staff/patient safety. Maintains accurate records and prepares written reports. Assists with departmental projects and program development; may coordinate research projects. May coordinate occupational therapy student intern and other training programs. MINIMUM QUALIFICATIONS EITHER PATTERN I Experience : One year as an Occupational Therapist-Senior in San Joaquin County . OR PATTERN II Experience : Three years of progressively responsible experience as a licensed occupational therapist performing diagnostic and therapeutic occupational therapy techniques for a variety of disabling conditions. AND Licenses : Must possess and maintain a current license as an Occupational Therapist issued by the California Board of Occupational Therapy; and if required by the nature of the assignment, must also possess and maintain a valid California driver’s license. . Special Requirement : Requires occupational therapy training in a specialized treatment area or technique such as hand therapy, sensory integration, or other specialized area as approved by the Department of Health Care Services or San Joaquin General Hospital. KNOWLEDGE Current occupational therapy theory, practices, applications, and processes; human anatomy and physiology related to treatments; basic principles of psychology and psychopathology; perceptual-motor theory and principles; medical terminology; basic computer operations, including pertinent software; medical record keeping; principles of clinical supervision. ABILITY Organize and implement occupational therapy treatment programs; teach techniques of treatment in specialty areas; conduct individual and group treatment programs; gather, analyze, interpret and report statistical data; prepare complex reports; interpret and adapt physician orders and/or written reports; utilize computers and office automation equipment; communicate effectively, both orally and in writing; establish and maintain cooperative working relationships with patients or families, staff and others; maintain excellent customer relations; teach advanced therapeutic techniques and modalities; supervise the work of others. PHYSICAL/MENTAL REQUIREMENTS Mobility - operation of a data entry device; frequent standing for long periods; constant walking; occasional pushing/pulling; occasional bending/squatting; Lifting - occasional lifting of 50 lbs. or less, restraining, lifting/turning people; Vision - frequent color perception; occasional eye/hand coordination, peripheral vision and depth perception; frequent reading; Dexterity - occasional holding and repetitive motion; frequent reaching, grasping and writing; Hearing/Talking - constant hearing normal speech, talking in person, talking on the telephone; frequent hearing on the telephone and hearing faint sounds. Special Requirements - may require occasional overtime; may require weekend or evening work; Emotional/Psychological - occasional emergency situations; occasional exposure to trauma, grief and death; frequent public contact and decision making; frequent concentration required; Environmental - occasional exposure to noise; may be exposed to varied weather conditions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Mar 08, 2024
Full Time
Introduction The Hospital San Joaquin General Hospital (SJGH), originally established in 1857, is a general acute care facility providing a full range of inpatient services including General Medical/Surgical Care, High-Risk Obstetrics and Neonatal Intensive Care, Pediatrics and Intensive Care. In addition to the 196-bed hospital, the medical campus includes multiple facilities dedicated to comprehensive outpatient services including Primary Care and Specialty Clinics. The Hospital's Ambulatory Care sites, including offices located at French Camp and Stockton provide over 1,340,000 outpatient clinic visits a year. In addition to providing direct medical services, the hospital is active in providing education for health professionals through post-graduate residency programs in General Surgery, Internal Medicine and Family Practice and has trained over 3,000 physicians since the residency programs were established in 1932. The hospital also participates in clinical affiliation agreements for training programs in a variety of health professions including Registered and Licensed Vocational nurses, Pharmacists, Radiology Technologies, Social Workers and Respiratory Therapists. Recruitment San Joaquin County is looking to fill vacancies for Occupational Therapist -Clinical Specialist and Occupational Therapist - Senior in SJGH - Physical Medicine and Rehabilitation and to establish an eligible list to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. License and Certification All applicants are required to possess a current license as an Occupational Therapist issued by the California Board of Occupational Therapy. And, if required by the nature of the assignment, must also possess and maintain a valid California driver's license. Applicants applying for Occupational Therapist - Clinical Specialist must possess the following: (1) certification in occupational therapy training in a specialized treatment area or technique such as hand therapy, sensory integration, or other specialized area as approved by the Department of Health Care Services or San Joaquin General Hospital. Experience To minimally qualify for Occupational Therapist - Senior, applicants will need a minimum of one year of experience as a Occupational Therapist in San Joaquin County service . OR, two years of progressively responsible experience as a licensed occupational therapist performing diagnostic and therapeutic occupational therapy techniques for a variety of disabling conditions. To minimally qualify for Occupational Therapist- Clinical Specialist , applicants will need a minimum of t hree years of progressively responsible experience as a lice nsed occupational therapist performing diagnostic and therapeutic occupational therapy techniques for a variety of disabling conditions. The Position For details on each classification, please use the following links below: Occupational Therapist Clinical Specialist Occupational Therapist Senior The following incentives and bonuses may be available for eligible new hires . Incentives and bonuses are subject to approval by Human Resources: Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. Sick Leave : Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. New Hire Retention Bonus : $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) Offers of employment are contingent upon passing a pre-employment drug screen and background investigation. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Performs the most complex occupational therapy evaluations and interprets findings; plans, implements, and coordinates therapeutic treatment programs for patients; uses equipment appropriately; establishes appropriate treatment goals. Coordinates treatment programs with physicians, nurses, professional and para-professional staff. Assists with departmental orientation of staff; serves as a resource for other therapists; consults with supervisory staff and provides input into employee and intern performance evaluations; may act as lead therapist and/or trainer for Occupational Therapists, Occupational Therapy Assistants, and other professional and para-professional staff; may provide training as required. Conducts and/or attends in-service education programs for a variety of departmental and other personnel; conducts educational programs in the community. Attends staff meetings and patient conferences. Helps assure quality care and staff/patient safety. Maintains accurate records and prepares written reports. Assists with departmental projects and program development; may coordinate research projects. May coordinate occupational therapy student intern and other training programs. MINIMUM QUALIFICATIONS EITHER PATTERN I Experience : One year as an Occupational Therapist-Senior in San Joaquin County . OR PATTERN II Experience : Three years of progressively responsible experience as a licensed occupational therapist performing diagnostic and therapeutic occupational therapy techniques for a variety of disabling conditions. AND Licenses : Must possess and maintain a current license as an Occupational Therapist issued by the California Board of Occupational Therapy; and if required by the nature of the assignment, must also possess and maintain a valid California driver’s license. . Special Requirement : Requires occupational therapy training in a specialized treatment area or technique such as hand therapy, sensory integration, or other specialized area as approved by the Department of Health Care Services or San Joaquin General Hospital. KNOWLEDGE Current occupational therapy theory, practices, applications, and processes; human anatomy and physiology related to treatments; basic principles of psychology and psychopathology; perceptual-motor theory and principles; medical terminology; basic computer operations, including pertinent software; medical record keeping; principles of clinical supervision. ABILITY Organize and implement occupational therapy treatment programs; teach techniques of treatment in specialty areas; conduct individual and group treatment programs; gather, analyze, interpret and report statistical data; prepare complex reports; interpret and adapt physician orders and/or written reports; utilize computers and office automation equipment; communicate effectively, both orally and in writing; establish and maintain cooperative working relationships with patients or families, staff and others; maintain excellent customer relations; teach advanced therapeutic techniques and modalities; supervise the work of others. PHYSICAL/MENTAL REQUIREMENTS Mobility - operation of a data entry device; frequent standing for long periods; constant walking; occasional pushing/pulling; occasional bending/squatting; Lifting - occasional lifting of 50 lbs. or less, restraining, lifting/turning people; Vision - frequent color perception; occasional eye/hand coordination, peripheral vision and depth perception; frequent reading; Dexterity - occasional holding and repetitive motion; frequent reaching, grasping and writing; Hearing/Talking - constant hearing normal speech, talking in person, talking on the telephone; frequent hearing on the telephone and hearing faint sounds. Special Requirements - may require occasional overtime; may require weekend or evening work; Emotional/Psychological - occasional emergency situations; occasional exposure to trauma, grief and death; frequent public contact and decision making; frequent concentration required; Environmental - occasional exposure to noise; may be exposed to varied weather conditions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
City of Santa Clara, CA
Santa Clara, California, United States
Description The Department: SVP currently provides over 600 Megawatts of power to residential and business customers within Santa Clara, of which 40 percent of comes from carbon-free renewable resources. In addition to using green energy from large-scale wind, solar, geothermal and hydroelectric projects outside of the area, SVP employs innovative ways to locally produce electricity by operating Thermal Generation facilities utilizing Simple Cycle, Combined Cycle, and Cogeneration technologies. It is the mission of Silicon Valley Power to be a progressive, service-oriented utility, offering reliable, competitively priced services for the benefit of Santa Clara and its customers. Being competitive in the marketplace with a continuous focus on customer service, SVP can provide economic value to the City of Santa Clara and its customers while maintaining low residential rates and offering competitive rates for all customers. The Positions: Silicon Valley Power is recruiting to fill various Electric Program Manager positions in the following specialties: Capital Project Management, Contracts, Distributed Energy Resources and Storage, Environmental, Safety, and System Operations. Capital Project Management The focus and priority of this position will be to perform complex professional project management work to support the successful completion of over $300 million in near-term capital improvement program projects to support electric utility load growth. The position is assigned to the customer development and project management unit which manages, plans, and oversees the development and implementation of the capital improvement program. This position will report to the Principal Electric Utility Engineer overseeing the System Expansion Program and will work collaboratively on the management of these critical projects. The individual will perform and manage the work related to planning, design, construction, operations, and maintenance of utility projects, including receiving stations, substations, electric transmission and distribution facilities, and other electrical infrastructure. The incumbent is expected to manage consultants and directly administer public works contracts. Experience in electric utility engineering, utility asset management, GIS and work order management system is desirable. Distinguishing Characteristics/Experience: Direct knowledge in managing, planning, and overseeing the development and implementation of Capital Improvement Program(s) (CIP). Ability to provide extensive, in-depth, and specialized administrative, budgetary, financial, and compliance research, analysis, and support. Experience in management, engineering, financial, high-level administrative planning and analysis, and/or project management experience. Contracts Portfolio The focus and priority of this position will be to perform complex professional work to support the development and management of SVP’s contracts portfolio. SVP’s operation requires hundreds of unique contracts including specialized services agreements, leases, agreements with customers for substation construction, funding and deposits, public works contracts, license agreements, power purchase and resource adequacy agreements, as well as other unique agreements. The position is assigned to the Business Services Division. The incumbent will both lead staff supporting contracts functions and have direct involvement in negotiating and reviewing contracts. Experience in utility contracts is desirable. Distinguishing Characteristics/Experience: Direct knowledge and experience in contracts review, negotiating, and management for a variety of contract types. Ability to providing extensive, in-depth, and specialized administrative, budgetary, financial, and compliance research, analysis, and support Experience in managing and assigning work to administrative and clerical staff. Distributed Energy Resources , Renewable Energy and Power Purchase Contracts This position develops and implements cutting edge programs entailing distributed and renewable generation, energy storage, demand response, and microgrids. Incumbents perform professional level, individual work in project development. Duties may include supervising and participating in the conduct of studies and surveys, data interpretation, forecasting, commodity purchasing, contract negotiation, pricing/rate making, engineering studies, development of policies and procedures, evaluating regulatory and legislative initiatives, preparing, reviewing, and managing budgets and operations. Commodity purchasing and contract negotiation may include evaluation and development of strategies for electricity generation, both distributed and utility scale. Incumbents may supervise management and non-management staff and act as project team leaders and manage programs and projects. Project management responsibilities include preparing RFPs, evaluating proposals, and managing contractors and consultants. Environmental This position will ensure the City’s compliance with applicable federal, state, and local regulatory agency requirements and guidelines pertaining to Air Quality, Water, Wastewater, Storm water, and Industrial waste. This position will work with staff across multiple Divisions to develop, implement, and perform procedures and guidelines designed to ensure compliance and develop staff. They will compose, compile, track, and analyze information related to regulatory, program, and compliance oversight. This position will act as SVP’s Subject Matter Expert and provide technical and functional advisement to Management and Staff concerning Environmental Compliance. This position requires in-depth knowledge of Federal, State, and Local laws/regulations. This position also requires the ability to forecast and identify compliance issues and to develop mitigation strategies to correct issues. The position will also assist in the development of budgets, service contracts and training programs. Safety This position establishes, implements, and enforces an effective department wide safety and compliance program that prevents injury and illness. They will work to ensure that employees, both management and non-management, comply with the rules and regulations of Federal, State and Local Regulatory Agencies, and that company safety and compliance policies and procedures are consistently followed. The position will also facilitate the development and completion of the department’s compliance and controls register, controls testing and auditing, standards development and review, horizon scanning for new and changing regulatory requirements, and serving as an OSHA subject matter for the department. The position will also assist in the development of budgets, service contracts and training programs. System Operations This position will administer programs for work management, maintenance monitoring and asset management focused in all areas of Utility Operations (Metering, Substations, Transmission and Distribution). This position will also be responsible for the performance, review, and implementation of improvements to these programs. The position will develop, maintain, and improve SVP’s Outage Management System. This position will work to ensure compliance with all applicable NERC standards and seek constant improvement in SVP Work and Safety standards affecting System Operations. The position will also assist in the development of budgets, service contracts and training programs. As a member of the City's Unclassified Service, this is an "at-will" position and the incumbent serves at the discretion of the City Manager. An incumbent in this classification: demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills; sets a good example; and correctly applies the tenets of the City's Code of Ethics and values. THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS OR DEPARTMENTS BESIDES THE POSITIONS LISTED BELOW. IF YOU ARE INTERESTED IN EMPLOYMENT IN THIS CLASSIFICATION, YOU SHOULD APPLY TO ENSURE YOU ARE CONSIDERED FOR ADDITIONAL OPPORTUNITIES THAT MAY UTILIZE THE APPLICANTS FROM THIS RECRUITMENT. MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW. Typical Duties This description may not include all the duties listed below, nor do the examples cover all duties that may be performed. Under general direction, the incumbent will: • Plan, develop, implement, evaluate, and manage an assigned program or core department service area; Supervise subordinate supervisory, professional, technical, and/or clerical staff; participate in the selection, hiring, training, and coaching of staff; conduct performance evaluations; and implement disciplinary actions as required; • Research and analyze program operations to ensure effective utilization of resources and increase productivity of work, provide regular reporting measures, conduct presentations, and make recommendations to management; • Plan and implement work plans and projects for assigned area; • Oversee daily operations of assigned program area and safety ensuring that all applicable regulatory requirements are followed; • Develop and monitor resource models and/or programs in alignment with State, Federal and local regulations and policies; • Deliver and manage communications to internal and external customers; • Administer program budget, including budget preparation, forecasting, and monitoring expenses and revenue; • Plan, implement, and monitor program or service area goals and objectives in alignment with Department goals to ensure effective programming and operations; • Monitor and report on assigned area activities, including managing resources, tracking short and long-term work activities and provide recommendations to management staff to improve efficiency in assigned area; • Serve as the subject matter expert in assigned specialty and provides consultation to subordinates, vendors, and management on assigned area of expertise; • Set the standard for safety and adhere to all applicable safety and environmental standards and regulations, including City safety standards and policies; • May act as a representative of the Department in assigned program or service area; • Implement programs which may include such functions as scheduling, coordinating, and assigning staff to projects; • Oversee request for proposal processes, participate in the preparation of vendor contracts, negotiate contracts, and act as lead contract administrator for planned program objectives; • Prepare a variety of narrative and periodic reports to keep management informed of program/project status; • Implement program audit systems to ensure appropriate use of public funds; • Develop qualitative and quantitative measures to evaluate program/project financial status, customer satisfaction, contractor performance, and public relations; • Maintain current knowledge of external program trends and legislation to ensure necessary compliance; • May represent the Department and participate in regional and state efforts to meet compliance, legislative and societal goals; • Develop, implement and evaluate marketing and educational materials to present to internal and external customers; • Use City computer applications (including but not limited to Microsoft Suite) and databases to track program status and funds and use; • Prepare reports, memos, and supporting documentation; • May act as Division Manager on a temporary basis, as assigned; and • Perform other related duties as assigned. Minimum Qualifications EDUCATION AND EXPERIENCE • Education and experience equivalent to graduation from an accredited college or university with a Bachelor's Degree in Engineering, Economics, Public or Business Administration, Environmental Sciences, Finance or a closely-related field; AND • Three (3) years' experience leading, supervising, managing, and coordinating work including but not limited to, customer related programs, project management, building facilities management, or writing, developing or administering safety or environmental compliance standards; OR • Generation/Substation/Transmission and Distribution/System Operations Specialties: Three (3) years of experience in a lead, supervisory, or senior role performing work, including but not limited to a Supervisor, Engineer, Manager, Lead Technician, or Foreperson, ACCEPTABLE SUBSTITUTION • For Generation/Substation/Transmission and Distribution/System Operations Specialties: additional years of experience in a role equivalent to, but not limited to a Control Room Operator, Electric Utility Technician, Engineer, Lineworker, or working in a lead, supervisory, or senior role performing work, including but not limited to a Supervisor, Manager, Lead Technician, or Foreperson may substitute for the degree requirement on a year for year basis up to four (4) years. • For Generation/Substation/Transmission and Distribution/System Operations Specialties: Two (2) years of experience working in a role equivalent to, but not limited to a Control Room Operator, Electric Utility Technician, Engineer, or Lineworker may be substituted for one (1) year of experience as a lead, supervisor, or senior role up to six (6) years. • Two (2) years of experience in customer related programs, project management, building facilities management, or writing, developing or administering safety or environmental compliance standards may be substituted one (1) year of experience as a lead, supervisor, manager, and coordinator experience up to six (6) years. LICENSES/CERTIFICATIONS Possession of a valid Class C California driver's license is required at the time of appointment and for the duration of employment. DESIRABLE QUALIFICATIONS • An advanced degree in Engineering, Public or Business Administration, Environmental Sciences or related field is desirable. • When assigned to Systems and Project Management, a: Project Management Professional (PMP) certification from Project Management Institute (PMI) or an equivalent certification from accredited program is desirable. • When assigned to Generation/Substation/Transmission and Distribution/System Operations Specialties, experience working in a power plant, substation, transmission & distribution, or Electric System Control Center environment is desirable. • When assigned to Safety Compliance, an in depth knowledge of OSHA and CalOSHA standards is desirable. • When assigned to Environmental Compliance, an in-depth knowledge of Spill Prevention, Control and Countermeasures (SPCC), Air Permits, and Water Permits is desirable. OTHER REQUIREMENTS • Must be able to perform all of the essential functions of the job assignment. • Incumbents may be subject to initial and periodic comprehensive background checks. • May be required to work unusual hours and weekends in performance of their duties and be available on an "on call" basis. Other Requirements: Must be able to perform all of the essential functions of the job assignment. Incumbents may be subject to initial and periodic comprehensive background checks. May be required to work unusual hours and weekends in performance of their duties and be available on an "on call" basis. CONFLICT OF INTEREST Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually and upon leaving office, in accordance with City Manager Directive 100. Meeting the minimum qualifications does not guarantee admittance into the examination process. Only the most qualified candidates who demonstrate the best combination of qualifications in relation to the requirements and duties of the position will be invited to interview. Federal law requires all employees to provide verification of their eligibility to work in this country. Please be informed that the City of Santa Clara will not sponsor, represent, or sign documents related to visa applications/transfers for H1B or any other type of visa which requires an employer application. Knowledge, Skills, and Abilities Knowledge of: • Local, State and Federal Laws related to environmental, safety, health, electrical system construction, maintenance, inspection, and NERC regulations pertaining Electric Utilities; • Best practice utility maintenance and project planning strategies and methods; • Cost-benefit and return on investment analysis for proposed programs • Basic understanding of Electric Utility economics, methodologies and principles; • Best practice utility compliance, maintenance and operations methods; • Electric department contract methodologies; • Project management tools and methodologies, including workload planning and budgeting; • Project and workload planning; • Preparation, negotiation, and administration of contracts and fiscal planning; • Negotiation techniques and strategies; • Principles and practices of customer service; • Research methods and statistical analysis; • Principles and practices of management, employee supervision, training, and performance evaluation; • Pertinent State, Federal, and Local laws and regulations for assigned specialty area; • Problem solving and conflict resolution practices and techniques; and • Office safety practices, procedures and standards. Ability to: • Develop, implement, and monitor programs and projects; • Effectively problem solve with various teams and management to improve and streamline processes; • Supervise staff in compliance with applicable Memorandum of Understandings • Analyze situations, identify problems, and exercise sound independent judgment within established guidelines; • Identify, research and gather relevant information from a variety of sources; • Collect and analyze data and prepare a variety of statistical and narrative reports; • Operate standard office equipment and learn City databases and software programs; • Develop and maintain electronic databases; • Effectively develop, negotiate, and monitor contracts; • Interpret and apply laws and regulations, policies and procedures; • Communicate clearly and effectively both orally and in writing and carry out oral and written instructions; • Prepare and present clear, concise and complex written and oral reports and presentations; • Develop and conduct effective public relations programs on assigned specialty; • Speak effectively before large groups of people; • Establish and maintain tactful, courteous and effective working relationships with those contacted in the course of work including the general public; • Work independently with minimal supervision; • Work effectively as a member of the department to achieve common goals and be able to deliver excellent customer service to both internal and external City clients; • Work effectively in time-sensitive situations and meet deadlines; • Coordinate multiple projects and complex tasks simultaneously; • Develop creative and practical solutions to complex and difficult problems; and • Bend, stoop, reach, carry, climb, and lift as necessary to perform assigned duties. Additional Information: You must answer all job-specific questions in order to be considered for this vacancy or your application will be deemed incomplete and withheld from further consideration. Applications must be filled out completely (i.e. do not write “see resume or personnel file.”) To receive consideration for the screening process, candidates must submit a 1) Cover Letter and, 2) Resume. Incomplete applications will not be accepted. Application packets may be submitted online through the “Apply Now” feature on the job announcement at www.santaclaraca.gov . Applications will be reviewed on a weekly basis for consideration to the position. If you are interested in applying you are encouraged to apply as soon as possible, before the position is closed. A first review of applications will be on September 18, 2023. The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws. The City of Santa Clara is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at (408) 615-2080 or HumanResources@santaclaraca.gov . City of Santa Clara Benefit Summary Overview for Bargaining Unit #9 Miscellaneous Unclassified Management This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #9 employees in 2024. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change. Retirement: Membership in the California Public Employees Retirement System (CalPERS) Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay Medicare and Social Security (FICA) Employee pays 6.20% up to $10,397.40(Social Security) and 1.45% (Medicare) of gross pay Health Insurance: City contribution up to $2042.82/month, based on enrollment in a CalPERS health plan Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis Coverage is effective as early asthe first day of the monthafter date of hire If an employee enrolls in a plan with a premium that is less than $946.86/month, they will be paid the difference in cash Employees hired on or after 1/1/2023who opt-out of City-offered health insurance and provide annual attestation and acceptableproof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details Dental Insurance: Choice of two Delta Dental plans; enrollment is mandatory City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Vision Insurance: Choice of two VSP plans City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Voluntary Employee Beneficiary Association (VEBA): City contributes $50.00 a month toward employee’s VEBA account Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax) Life Insurance: City pays for $50,000 of Basic Life Insurance coverage Coverage is effective the first of the month after one calendar month of employment Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children State Disability Insurance (SDI): Employee pays 1.1% of gross pay (includes Paid Family Leave) 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information Paid Family Leave (PFL): Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information Long Term Disability (LTD) Insurance: Benefit is 60% of basic wage up to $13,333; max $8,000/month City paid benefit. City pays $.207/$100 of insured earnings 60 calendar day waiting period Coverage is effective the first of the month after one calendar month of employment Deferred Compensation: Voluntary plan through Nationwide Retirement Solutions Employee may contribute up to the lesser of the IRS maximum or100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules Flexible Spending Account (IRS Section 125 Plan): Employee may contribute up to $3,200per year in pre-tax dollars to a health care spending account Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account Employee may contribute up to $315per month in pre-tax dollars to a commuter benefit plan Vacation: Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service For 1 -4 years of service: 10 days (80 hours)/year For 5 -9 years of service: 15 days (120 hours)/year For 10 - 15 years of service: 21 days (168 hours)/year For 16 - 20 years of service: 22 days (176 hours)/year For 21+ years of service: 24 days (192 hours)/year Maximum accrual is 480 hours Once per year, employees can elect to convert up to 80 hours of accrued vacation to cash to be paid out in up to two cash-outs the following calendar year Sick Leave: Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual Up to 48 hours/year of accumulated sick leave may be used for family illness Up to 32 hours/year of accumulated sick leave may be used for personal leave Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation) Partial sick leave payoff provision on retirement depending on years of service Management Leave: 120 hours of management leave credited to employees each January 1st New employees hired between January 1st and June 30th receive 120 hours of management leave their first year New employees hired between July 1st and December 31st receive 60 hours of management leave their first year Unused management leave may be carried over from one calendar year to the next; however, an employee may never have more than 240 hours (calendar years 2021 through 2024) of “banked” management leave Holidays: Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year) Mobile Communication Device Allowance: $80/month in lieu of carrying a City-issued cell phone Auto Allowance (an alternative to mileage reimbursement or use of a City vehicle): Department Heads receive $320/month (up to $520, with City Manager approval). Assistant Department Heads and Division Managers can receive $200/month (Up to $500 with City Manager approval) Tuition Reimbursement Program: Up to $2,000 per fiscal year for tuition reimbursement Employee Assistance Program: Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year City paid benefit Retiree Medical Reimbursement Program: Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum. Up to age 65, retirees are eligible for reimbursement up to$416/month in 2024(amount adjusted annually) After age 65, retirees are eligible for reimbursement up to $249/month in 2024(amount adjusted annually) Alternate Work Schedule: An employee shall be eligible to work a 9/80 alternate work schedule according to the conditions, criteria, and requirements set forth in City Manager's Directive 71. Requests to work a 9/80 schedule shall be made through or by the Department Head to the City Manager. The City Manager must approve the schedule and the City Manager or Department Head (for employees other than Department Heads) may terminate the schedule at anytime. Closing Date/Time: Continuous
Mar 08, 2024
Full Time
Description The Department: SVP currently provides over 600 Megawatts of power to residential and business customers within Santa Clara, of which 40 percent of comes from carbon-free renewable resources. In addition to using green energy from large-scale wind, solar, geothermal and hydroelectric projects outside of the area, SVP employs innovative ways to locally produce electricity by operating Thermal Generation facilities utilizing Simple Cycle, Combined Cycle, and Cogeneration technologies. It is the mission of Silicon Valley Power to be a progressive, service-oriented utility, offering reliable, competitively priced services for the benefit of Santa Clara and its customers. Being competitive in the marketplace with a continuous focus on customer service, SVP can provide economic value to the City of Santa Clara and its customers while maintaining low residential rates and offering competitive rates for all customers. The Positions: Silicon Valley Power is recruiting to fill various Electric Program Manager positions in the following specialties: Capital Project Management, Contracts, Distributed Energy Resources and Storage, Environmental, Safety, and System Operations. Capital Project Management The focus and priority of this position will be to perform complex professional project management work to support the successful completion of over $300 million in near-term capital improvement program projects to support electric utility load growth. The position is assigned to the customer development and project management unit which manages, plans, and oversees the development and implementation of the capital improvement program. This position will report to the Principal Electric Utility Engineer overseeing the System Expansion Program and will work collaboratively on the management of these critical projects. The individual will perform and manage the work related to planning, design, construction, operations, and maintenance of utility projects, including receiving stations, substations, electric transmission and distribution facilities, and other electrical infrastructure. The incumbent is expected to manage consultants and directly administer public works contracts. Experience in electric utility engineering, utility asset management, GIS and work order management system is desirable. Distinguishing Characteristics/Experience: Direct knowledge in managing, planning, and overseeing the development and implementation of Capital Improvement Program(s) (CIP). Ability to provide extensive, in-depth, and specialized administrative, budgetary, financial, and compliance research, analysis, and support. Experience in management, engineering, financial, high-level administrative planning and analysis, and/or project management experience. Contracts Portfolio The focus and priority of this position will be to perform complex professional work to support the development and management of SVP’s contracts portfolio. SVP’s operation requires hundreds of unique contracts including specialized services agreements, leases, agreements with customers for substation construction, funding and deposits, public works contracts, license agreements, power purchase and resource adequacy agreements, as well as other unique agreements. The position is assigned to the Business Services Division. The incumbent will both lead staff supporting contracts functions and have direct involvement in negotiating and reviewing contracts. Experience in utility contracts is desirable. Distinguishing Characteristics/Experience: Direct knowledge and experience in contracts review, negotiating, and management for a variety of contract types. Ability to providing extensive, in-depth, and specialized administrative, budgetary, financial, and compliance research, analysis, and support Experience in managing and assigning work to administrative and clerical staff. Distributed Energy Resources , Renewable Energy and Power Purchase Contracts This position develops and implements cutting edge programs entailing distributed and renewable generation, energy storage, demand response, and microgrids. Incumbents perform professional level, individual work in project development. Duties may include supervising and participating in the conduct of studies and surveys, data interpretation, forecasting, commodity purchasing, contract negotiation, pricing/rate making, engineering studies, development of policies and procedures, evaluating regulatory and legislative initiatives, preparing, reviewing, and managing budgets and operations. Commodity purchasing and contract negotiation may include evaluation and development of strategies for electricity generation, both distributed and utility scale. Incumbents may supervise management and non-management staff and act as project team leaders and manage programs and projects. Project management responsibilities include preparing RFPs, evaluating proposals, and managing contractors and consultants. Environmental This position will ensure the City’s compliance with applicable federal, state, and local regulatory agency requirements and guidelines pertaining to Air Quality, Water, Wastewater, Storm water, and Industrial waste. This position will work with staff across multiple Divisions to develop, implement, and perform procedures and guidelines designed to ensure compliance and develop staff. They will compose, compile, track, and analyze information related to regulatory, program, and compliance oversight. This position will act as SVP’s Subject Matter Expert and provide technical and functional advisement to Management and Staff concerning Environmental Compliance. This position requires in-depth knowledge of Federal, State, and Local laws/regulations. This position also requires the ability to forecast and identify compliance issues and to develop mitigation strategies to correct issues. The position will also assist in the development of budgets, service contracts and training programs. Safety This position establishes, implements, and enforces an effective department wide safety and compliance program that prevents injury and illness. They will work to ensure that employees, both management and non-management, comply with the rules and regulations of Federal, State and Local Regulatory Agencies, and that company safety and compliance policies and procedures are consistently followed. The position will also facilitate the development and completion of the department’s compliance and controls register, controls testing and auditing, standards development and review, horizon scanning for new and changing regulatory requirements, and serving as an OSHA subject matter for the department. The position will also assist in the development of budgets, service contracts and training programs. System Operations This position will administer programs for work management, maintenance monitoring and asset management focused in all areas of Utility Operations (Metering, Substations, Transmission and Distribution). This position will also be responsible for the performance, review, and implementation of improvements to these programs. The position will develop, maintain, and improve SVP’s Outage Management System. This position will work to ensure compliance with all applicable NERC standards and seek constant improvement in SVP Work and Safety standards affecting System Operations. The position will also assist in the development of budgets, service contracts and training programs. As a member of the City's Unclassified Service, this is an "at-will" position and the incumbent serves at the discretion of the City Manager. An incumbent in this classification: demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills; sets a good example; and correctly applies the tenets of the City's Code of Ethics and values. THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS OR DEPARTMENTS BESIDES THE POSITIONS LISTED BELOW. IF YOU ARE INTERESTED IN EMPLOYMENT IN THIS CLASSIFICATION, YOU SHOULD APPLY TO ENSURE YOU ARE CONSIDERED FOR ADDITIONAL OPPORTUNITIES THAT MAY UTILIZE THE APPLICANTS FROM THIS RECRUITMENT. MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW. Typical Duties This description may not include all the duties listed below, nor do the examples cover all duties that may be performed. Under general direction, the incumbent will: • Plan, develop, implement, evaluate, and manage an assigned program or core department service area; Supervise subordinate supervisory, professional, technical, and/or clerical staff; participate in the selection, hiring, training, and coaching of staff; conduct performance evaluations; and implement disciplinary actions as required; • Research and analyze program operations to ensure effective utilization of resources and increase productivity of work, provide regular reporting measures, conduct presentations, and make recommendations to management; • Plan and implement work plans and projects for assigned area; • Oversee daily operations of assigned program area and safety ensuring that all applicable regulatory requirements are followed; • Develop and monitor resource models and/or programs in alignment with State, Federal and local regulations and policies; • Deliver and manage communications to internal and external customers; • Administer program budget, including budget preparation, forecasting, and monitoring expenses and revenue; • Plan, implement, and monitor program or service area goals and objectives in alignment with Department goals to ensure effective programming and operations; • Monitor and report on assigned area activities, including managing resources, tracking short and long-term work activities and provide recommendations to management staff to improve efficiency in assigned area; • Serve as the subject matter expert in assigned specialty and provides consultation to subordinates, vendors, and management on assigned area of expertise; • Set the standard for safety and adhere to all applicable safety and environmental standards and regulations, including City safety standards and policies; • May act as a representative of the Department in assigned program or service area; • Implement programs which may include such functions as scheduling, coordinating, and assigning staff to projects; • Oversee request for proposal processes, participate in the preparation of vendor contracts, negotiate contracts, and act as lead contract administrator for planned program objectives; • Prepare a variety of narrative and periodic reports to keep management informed of program/project status; • Implement program audit systems to ensure appropriate use of public funds; • Develop qualitative and quantitative measures to evaluate program/project financial status, customer satisfaction, contractor performance, and public relations; • Maintain current knowledge of external program trends and legislation to ensure necessary compliance; • May represent the Department and participate in regional and state efforts to meet compliance, legislative and societal goals; • Develop, implement and evaluate marketing and educational materials to present to internal and external customers; • Use City computer applications (including but not limited to Microsoft Suite) and databases to track program status and funds and use; • Prepare reports, memos, and supporting documentation; • May act as Division Manager on a temporary basis, as assigned; and • Perform other related duties as assigned. Minimum Qualifications EDUCATION AND EXPERIENCE • Education and experience equivalent to graduation from an accredited college or university with a Bachelor's Degree in Engineering, Economics, Public or Business Administration, Environmental Sciences, Finance or a closely-related field; AND • Three (3) years' experience leading, supervising, managing, and coordinating work including but not limited to, customer related programs, project management, building facilities management, or writing, developing or administering safety or environmental compliance standards; OR • Generation/Substation/Transmission and Distribution/System Operations Specialties: Three (3) years of experience in a lead, supervisory, or senior role performing work, including but not limited to a Supervisor, Engineer, Manager, Lead Technician, or Foreperson, ACCEPTABLE SUBSTITUTION • For Generation/Substation/Transmission and Distribution/System Operations Specialties: additional years of experience in a role equivalent to, but not limited to a Control Room Operator, Electric Utility Technician, Engineer, Lineworker, or working in a lead, supervisory, or senior role performing work, including but not limited to a Supervisor, Manager, Lead Technician, or Foreperson may substitute for the degree requirement on a year for year basis up to four (4) years. • For Generation/Substation/Transmission and Distribution/System Operations Specialties: Two (2) years of experience working in a role equivalent to, but not limited to a Control Room Operator, Electric Utility Technician, Engineer, or Lineworker may be substituted for one (1) year of experience as a lead, supervisor, or senior role up to six (6) years. • Two (2) years of experience in customer related programs, project management, building facilities management, or writing, developing or administering safety or environmental compliance standards may be substituted one (1) year of experience as a lead, supervisor, manager, and coordinator experience up to six (6) years. LICENSES/CERTIFICATIONS Possession of a valid Class C California driver's license is required at the time of appointment and for the duration of employment. DESIRABLE QUALIFICATIONS • An advanced degree in Engineering, Public or Business Administration, Environmental Sciences or related field is desirable. • When assigned to Systems and Project Management, a: Project Management Professional (PMP) certification from Project Management Institute (PMI) or an equivalent certification from accredited program is desirable. • When assigned to Generation/Substation/Transmission and Distribution/System Operations Specialties, experience working in a power plant, substation, transmission & distribution, or Electric System Control Center environment is desirable. • When assigned to Safety Compliance, an in depth knowledge of OSHA and CalOSHA standards is desirable. • When assigned to Environmental Compliance, an in-depth knowledge of Spill Prevention, Control and Countermeasures (SPCC), Air Permits, and Water Permits is desirable. OTHER REQUIREMENTS • Must be able to perform all of the essential functions of the job assignment. • Incumbents may be subject to initial and periodic comprehensive background checks. • May be required to work unusual hours and weekends in performance of their duties and be available on an "on call" basis. Other Requirements: Must be able to perform all of the essential functions of the job assignment. Incumbents may be subject to initial and periodic comprehensive background checks. May be required to work unusual hours and weekends in performance of their duties and be available on an "on call" basis. CONFLICT OF INTEREST Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually and upon leaving office, in accordance with City Manager Directive 100. Meeting the minimum qualifications does not guarantee admittance into the examination process. Only the most qualified candidates who demonstrate the best combination of qualifications in relation to the requirements and duties of the position will be invited to interview. Federal law requires all employees to provide verification of their eligibility to work in this country. Please be informed that the City of Santa Clara will not sponsor, represent, or sign documents related to visa applications/transfers for H1B or any other type of visa which requires an employer application. Knowledge, Skills, and Abilities Knowledge of: • Local, State and Federal Laws related to environmental, safety, health, electrical system construction, maintenance, inspection, and NERC regulations pertaining Electric Utilities; • Best practice utility maintenance and project planning strategies and methods; • Cost-benefit and return on investment analysis for proposed programs • Basic understanding of Electric Utility economics, methodologies and principles; • Best practice utility compliance, maintenance and operations methods; • Electric department contract methodologies; • Project management tools and methodologies, including workload planning and budgeting; • Project and workload planning; • Preparation, negotiation, and administration of contracts and fiscal planning; • Negotiation techniques and strategies; • Principles and practices of customer service; • Research methods and statistical analysis; • Principles and practices of management, employee supervision, training, and performance evaluation; • Pertinent State, Federal, and Local laws and regulations for assigned specialty area; • Problem solving and conflict resolution practices and techniques; and • Office safety practices, procedures and standards. Ability to: • Develop, implement, and monitor programs and projects; • Effectively problem solve with various teams and management to improve and streamline processes; • Supervise staff in compliance with applicable Memorandum of Understandings • Analyze situations, identify problems, and exercise sound independent judgment within established guidelines; • Identify, research and gather relevant information from a variety of sources; • Collect and analyze data and prepare a variety of statistical and narrative reports; • Operate standard office equipment and learn City databases and software programs; • Develop and maintain electronic databases; • Effectively develop, negotiate, and monitor contracts; • Interpret and apply laws and regulations, policies and procedures; • Communicate clearly and effectively both orally and in writing and carry out oral and written instructions; • Prepare and present clear, concise and complex written and oral reports and presentations; • Develop and conduct effective public relations programs on assigned specialty; • Speak effectively before large groups of people; • Establish and maintain tactful, courteous and effective working relationships with those contacted in the course of work including the general public; • Work independently with minimal supervision; • Work effectively as a member of the department to achieve common goals and be able to deliver excellent customer service to both internal and external City clients; • Work effectively in time-sensitive situations and meet deadlines; • Coordinate multiple projects and complex tasks simultaneously; • Develop creative and practical solutions to complex and difficult problems; and • Bend, stoop, reach, carry, climb, and lift as necessary to perform assigned duties. Additional Information: You must answer all job-specific questions in order to be considered for this vacancy or your application will be deemed incomplete and withheld from further consideration. Applications must be filled out completely (i.e. do not write “see resume or personnel file.”) To receive consideration for the screening process, candidates must submit a 1) Cover Letter and, 2) Resume. Incomplete applications will not be accepted. Application packets may be submitted online through the “Apply Now” feature on the job announcement at www.santaclaraca.gov . Applications will be reviewed on a weekly basis for consideration to the position. If you are interested in applying you are encouraged to apply as soon as possible, before the position is closed. A first review of applications will be on September 18, 2023. The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws. The City of Santa Clara is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at (408) 615-2080 or HumanResources@santaclaraca.gov . City of Santa Clara Benefit Summary Overview for Bargaining Unit #9 Miscellaneous Unclassified Management This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #9 employees in 2024. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change. Retirement: Membership in the California Public Employees Retirement System (CalPERS) Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay Medicare and Social Security (FICA) Employee pays 6.20% up to $10,397.40(Social Security) and 1.45% (Medicare) of gross pay Health Insurance: City contribution up to $2042.82/month, based on enrollment in a CalPERS health plan Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis Coverage is effective as early asthe first day of the monthafter date of hire If an employee enrolls in a plan with a premium that is less than $946.86/month, they will be paid the difference in cash Employees hired on or after 1/1/2023who opt-out of City-offered health insurance and provide annual attestation and acceptableproof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details Dental Insurance: Choice of two Delta Dental plans; enrollment is mandatory City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Vision Insurance: Choice of two VSP plans City pays lowest cost employee only plan; additional cost is paid by employee Coverage is effective as early asthe first day of the monthafter date of hire Voluntary Employee Beneficiary Association (VEBA): City contributes $50.00 a month toward employee’s VEBA account Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax) Life Insurance: City pays for $50,000 of Basic Life Insurance coverage Coverage is effective the first of the month after one calendar month of employment Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children State Disability Insurance (SDI): Employee pays 1.1% of gross pay (includes Paid Family Leave) 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information Paid Family Leave (PFL): Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information Long Term Disability (LTD) Insurance: Benefit is 60% of basic wage up to $13,333; max $8,000/month City paid benefit. City pays $.207/$100 of insured earnings 60 calendar day waiting period Coverage is effective the first of the month after one calendar month of employment Deferred Compensation: Voluntary plan through Nationwide Retirement Solutions Employee may contribute up to the lesser of the IRS maximum or100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules Flexible Spending Account (IRS Section 125 Plan): Employee may contribute up to $3,200per year in pre-tax dollars to a health care spending account Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account Employee may contribute up to $315per month in pre-tax dollars to a commuter benefit plan Vacation: Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service For 1 -4 years of service: 10 days (80 hours)/year For 5 -9 years of service: 15 days (120 hours)/year For 10 - 15 years of service: 21 days (168 hours)/year For 16 - 20 years of service: 22 days (176 hours)/year For 21+ years of service: 24 days (192 hours)/year Maximum accrual is 480 hours Once per year, employees can elect to convert up to 80 hours of accrued vacation to cash to be paid out in up to two cash-outs the following calendar year Sick Leave: Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual Up to 48 hours/year of accumulated sick leave may be used for family illness Up to 32 hours/year of accumulated sick leave may be used for personal leave Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation) Partial sick leave payoff provision on retirement depending on years of service Management Leave: 120 hours of management leave credited to employees each January 1st New employees hired between January 1st and June 30th receive 120 hours of management leave their first year New employees hired between July 1st and December 31st receive 60 hours of management leave their first year Unused management leave may be carried over from one calendar year to the next; however, an employee may never have more than 240 hours (calendar years 2021 through 2024) of “banked” management leave Holidays: Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year) Mobile Communication Device Allowance: $80/month in lieu of carrying a City-issued cell phone Auto Allowance (an alternative to mileage reimbursement or use of a City vehicle): Department Heads receive $320/month (up to $520, with City Manager approval). Assistant Department Heads and Division Managers can receive $200/month (Up to $500 with City Manager approval) Tuition Reimbursement Program: Up to $2,000 per fiscal year for tuition reimbursement Employee Assistance Program: Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year City paid benefit Retiree Medical Reimbursement Program: Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum. Up to age 65, retirees are eligible for reimbursement up to$416/month in 2024(amount adjusted annually) After age 65, retirees are eligible for reimbursement up to $249/month in 2024(amount adjusted annually) Alternate Work Schedule: An employee shall be eligible to work a 9/80 alternate work schedule according to the conditions, criteria, and requirements set forth in City Manager's Directive 71. Requests to work a 9/80 schedule shall be made through or by the Department Head to the City Manager. The City Manager must approve the schedule and the City Manager or Department Head (for employees other than Department Heads) may terminate the schedule at anytime. Closing Date/Time: Continuous
California Polytechnic State University
1 Grand Avenue, San Luis Obispo, CA 93407, USA
Job Summary Under the general direction of the Special Advisor to the Provost and with a dotted line report to the Associate Vice President for Human Resources, the Assistant Director of Personnel is responsible for the strategic management and oversight of all personnel functions for the Office of the Provost and Academic Affairs divisional (non-college) units. The position provides personnel policy analysis and strategic consultations and serves as the Human Resources Business Partner (HRBP) for the Office of the Provost and Academic Affairs associated (non-college) divisional units, overseeing human resource functions such as labor and employee relations, performance management, strategy and process for talent acquisition and recruitment, employee onboarding, position classifications, personnel change actions, and professional development programs to support Academic Affairs’ mission and organizational goals. This position plays a vital role in partnering with college HRBPs, Academic Affairs divisional (non-college) unit administrators, and the Office of the Provost to develop personnel and organizational strategies, structure, policy, and programs that align with divisional and unit goals and further our commitment to recruit and retain a diverse and inclusive workforce. This position manages a broad range of complex, confidential and sensitive personnel matters and provides their expertise and recommendations to the Office of the Provost and Academic Affairs divisional (non-college) unit administrators. Department Summary The provost and executive vice president (provost and EVP) for Academic Affairs is the chief academic officer of the university, is the most senior among the vice presidents, and reports directly to the president. The provost and EVP serves as acting president in the absence of the president. As the highest ranking academic, the provost and EVP is responsible for developing and implementing academic plans and policies, which will enable the university community to achieve the highest levels of academic excellence. The provost and EVP serves on the President’s Cabinet and works collaboratively with the leaders of other university divisions to promote academic excellence, execute the university strategic plan, and determine where resources should be strategically allocated and invested. The college deans, Academic Affairs’ division leadership, the vice president for Research, Economic Development, and Graduate Education (R-EDGE), the vice president for Strategic Enrollment Management (SEM) report to the provost and EVP. The vice president for University Personnel and the associate vice provost for Academic Personnel have a dotted line report to the provost and EVP. The provost and EVP also represents the campus within the CSU and to external constituencies as designated by the president. The Office of the Provost staff supports the vision of the provost and EVP, the university, and the Learn by Doing experience. Key Qualifications Mastery of standard Human Resources principles, practices and techniques, including the areas of performance management, employee relations, employee and organizational development, talent acquisition, disability leaves and accommodation. Demonstrated ability to effectively perform work of a highly sensitive and confidential nature which requires access to information which directly relates to collective bargaining negotiations or management strategies. Demonstrated ability to negotiate challenging situations and conflicts. Demonstrated practical application of facilitation, advising, coaching, mediation, conflict resolution, and negotiation; ability to use tact and diplomacy to effectively handle a broad range of high level and sensitive interpersonal situations with diverse personalities, and to respond appropriately to conflicts and problems. Demonstrated skill in modeling a culture of open and honest communication, respect, inclusion, integrity, balance, authenticity, high achievement, and professionalism. Demonstrated experience working with and implementing diversity related policies, programs and initiatives; demonstrated skill in leading efforts to create a diverse, engaged and highly effective workforce. Proven success in establishing and implementing objectives and plans to accomplish program and service goals. Understanding and practical application of program development, training, and coordination skills. Ability to research, plan, evaluate, and implement programs and services. Ability to develop, organize, coordinate, and assess comprehensive programmatic events, new employee onboarding programs, training sessions, and learning opportunities. Strong analytical and research skills; demonstrated ability to interpret, communicate and consistently apply a wide variety of complex policies and procedures where specific guidelines may not exist and to develop well-reasoned conclusions and recommendations. Experience extracting, interpreting, compiling, and presenting qualitative and quantitative data for a variety of audiences, and effectively communicate results of analyses. Excellent customer service skills, including ability to represent the division in a professional and conscientious manner. Demonstrated ability to maintain high quality/standards of work, leadership, ethics, commitment, and professional responsibility and judgment. Excellent organizational and time management skills with the ability to set own priorities to coordinate and independently carry out multiple assignments with fluctuating and time-sensitive deadlines. Demonstrated skill coordinating several personnel functions and determining the relative importance of each. Proven leadership and management skills and experience working collaboratively in a team environment. Demonstrated ability to establish and maintain effective working relationships and communications within a diverse population, strong listening and interpretive skills, and the ability to deal positively with unexpected developments and diverse perspectives in and outside the University. Excellent written and verbal communication skills. Excellent computer skills and proficiency with a variety of computer applications including word-processing, spreadsheets, databases, online systems, and Internet as well as online calendaring and email. Capacity to learn and adapt quickly to new technology, software, situations, methods and procedures; general interest in making full and efficient use of information technology and resources. Knowledge of workforce planning, project management, and change management principles. Experience using metrics to analyze, explain and persuade organizational change. Thorough knowledge of or ability to quickly learn CSU classification standards, collective bargaining contracts, and principles of labor relations. Working knowledge of or ability to quickly learn University infrastructure, policies, and procedures. Education and Experience Bachelor’s Degree and five (5) years of progressively responsible human resources experience. Additional qualifying experience may be substituted for the required education on a year-for-year basis. Salary and Benefits The anticipated hiring range for this role is $100,000 - $115,000 annually. Note that the offer is calculated based on the background and relevant years of experience of the individual selected. Cal Poly offers a best-in-class benefits program, including health, dental and vision insurance, retirement participation in the Public Employees' Retirement System, and educational benefits for eligible employees. See our benefits website for additional information. Cal Poly Cal Poly is a nationally-ranked public university located in San Luis Obispo, California, and known for its Learn by Doing philosophy. Each year more than 20,000 top-tier students come to San Luis Obispo to put knowledge into action, taking their learning outside the classroom as they prepare for careers in engineering, agriculture, science, business, humanities and the built environment. Cal Poly’s hands-on philosophy, small class sizes and close student-faculty mentorships result in graduates ready from day one to impact their communities, California and the world. For more information, visit calpoly.edu . Diversity Statement At Cal Poly, we believe that cultivating an environment that embraces and promotes diversity is fundamental to the success of our students, our employees and our community. Bringing people together from different backgrounds, experiences and value systems fosters the innovative and creative thinking that exemplifies Cal Poly's values of free inquiry, cultural and intellectual diversity, mutual respect, civic engagement, and social and environmental responsibility. Cal Poly's commitment to diversity informs our efforts in recruitment, hiring and retention. Cal Poly is an equal opportunity employer. Supplemental Information Following a conditional offer of employment, a background check (including a criminal records check) must be completed satisfactorily before any candidate may start work with Cal Poly. Failure to satisfactorily complete the background check may result in the withdrawal of the offer of employment. Current employees who are offered positions on campus will be required to undergo a background check for any position where a background check is required by law or that Cal Poly has designated as sensitive. The person holding this position is considered a 'mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. This position may be "Designated" under California State University's Conflict of Interest Code. This would require the filing of a Statement of Economic Interest on an annual basis and the completion of training within 6 months of assuming office and every 2 years thereafter. Cal Poly, San Luis Obispo is not a sponsoring agency for staff positions (i.e. H-1B visas). Advertised: Mar 12 2024 Pacific Daylight Time Applications close: Closing Date/Time:
Mar 13, 2024
Job Summary Under the general direction of the Special Advisor to the Provost and with a dotted line report to the Associate Vice President for Human Resources, the Assistant Director of Personnel is responsible for the strategic management and oversight of all personnel functions for the Office of the Provost and Academic Affairs divisional (non-college) units. The position provides personnel policy analysis and strategic consultations and serves as the Human Resources Business Partner (HRBP) for the Office of the Provost and Academic Affairs associated (non-college) divisional units, overseeing human resource functions such as labor and employee relations, performance management, strategy and process for talent acquisition and recruitment, employee onboarding, position classifications, personnel change actions, and professional development programs to support Academic Affairs’ mission and organizational goals. This position plays a vital role in partnering with college HRBPs, Academic Affairs divisional (non-college) unit administrators, and the Office of the Provost to develop personnel and organizational strategies, structure, policy, and programs that align with divisional and unit goals and further our commitment to recruit and retain a diverse and inclusive workforce. This position manages a broad range of complex, confidential and sensitive personnel matters and provides their expertise and recommendations to the Office of the Provost and Academic Affairs divisional (non-college) unit administrators. Department Summary The provost and executive vice president (provost and EVP) for Academic Affairs is the chief academic officer of the university, is the most senior among the vice presidents, and reports directly to the president. The provost and EVP serves as acting president in the absence of the president. As the highest ranking academic, the provost and EVP is responsible for developing and implementing academic plans and policies, which will enable the university community to achieve the highest levels of academic excellence. The provost and EVP serves on the President’s Cabinet and works collaboratively with the leaders of other university divisions to promote academic excellence, execute the university strategic plan, and determine where resources should be strategically allocated and invested. The college deans, Academic Affairs’ division leadership, the vice president for Research, Economic Development, and Graduate Education (R-EDGE), the vice president for Strategic Enrollment Management (SEM) report to the provost and EVP. The vice president for University Personnel and the associate vice provost for Academic Personnel have a dotted line report to the provost and EVP. The provost and EVP also represents the campus within the CSU and to external constituencies as designated by the president. The Office of the Provost staff supports the vision of the provost and EVP, the university, and the Learn by Doing experience. Key Qualifications Mastery of standard Human Resources principles, practices and techniques, including the areas of performance management, employee relations, employee and organizational development, talent acquisition, disability leaves and accommodation. Demonstrated ability to effectively perform work of a highly sensitive and confidential nature which requires access to information which directly relates to collective bargaining negotiations or management strategies. Demonstrated ability to negotiate challenging situations and conflicts. Demonstrated practical application of facilitation, advising, coaching, mediation, conflict resolution, and negotiation; ability to use tact and diplomacy to effectively handle a broad range of high level and sensitive interpersonal situations with diverse personalities, and to respond appropriately to conflicts and problems. Demonstrated skill in modeling a culture of open and honest communication, respect, inclusion, integrity, balance, authenticity, high achievement, and professionalism. Demonstrated experience working with and implementing diversity related policies, programs and initiatives; demonstrated skill in leading efforts to create a diverse, engaged and highly effective workforce. Proven success in establishing and implementing objectives and plans to accomplish program and service goals. Understanding and practical application of program development, training, and coordination skills. Ability to research, plan, evaluate, and implement programs and services. Ability to develop, organize, coordinate, and assess comprehensive programmatic events, new employee onboarding programs, training sessions, and learning opportunities. Strong analytical and research skills; demonstrated ability to interpret, communicate and consistently apply a wide variety of complex policies and procedures where specific guidelines may not exist and to develop well-reasoned conclusions and recommendations. Experience extracting, interpreting, compiling, and presenting qualitative and quantitative data for a variety of audiences, and effectively communicate results of analyses. Excellent customer service skills, including ability to represent the division in a professional and conscientious manner. Demonstrated ability to maintain high quality/standards of work, leadership, ethics, commitment, and professional responsibility and judgment. Excellent organizational and time management skills with the ability to set own priorities to coordinate and independently carry out multiple assignments with fluctuating and time-sensitive deadlines. Demonstrated skill coordinating several personnel functions and determining the relative importance of each. Proven leadership and management skills and experience working collaboratively in a team environment. Demonstrated ability to establish and maintain effective working relationships and communications within a diverse population, strong listening and interpretive skills, and the ability to deal positively with unexpected developments and diverse perspectives in and outside the University. Excellent written and verbal communication skills. Excellent computer skills and proficiency with a variety of computer applications including word-processing, spreadsheets, databases, online systems, and Internet as well as online calendaring and email. Capacity to learn and adapt quickly to new technology, software, situations, methods and procedures; general interest in making full and efficient use of information technology and resources. Knowledge of workforce planning, project management, and change management principles. Experience using metrics to analyze, explain and persuade organizational change. Thorough knowledge of or ability to quickly learn CSU classification standards, collective bargaining contracts, and principles of labor relations. Working knowledge of or ability to quickly learn University infrastructure, policies, and procedures. Education and Experience Bachelor’s Degree and five (5) years of progressively responsible human resources experience. Additional qualifying experience may be substituted for the required education on a year-for-year basis. Salary and Benefits The anticipated hiring range for this role is $100,000 - $115,000 annually. Note that the offer is calculated based on the background and relevant years of experience of the individual selected. Cal Poly offers a best-in-class benefits program, including health, dental and vision insurance, retirement participation in the Public Employees' Retirement System, and educational benefits for eligible employees. See our benefits website for additional information. Cal Poly Cal Poly is a nationally-ranked public university located in San Luis Obispo, California, and known for its Learn by Doing philosophy. Each year more than 20,000 top-tier students come to San Luis Obispo to put knowledge into action, taking their learning outside the classroom as they prepare for careers in engineering, agriculture, science, business, humanities and the built environment. Cal Poly’s hands-on philosophy, small class sizes and close student-faculty mentorships result in graduates ready from day one to impact their communities, California and the world. For more information, visit calpoly.edu . Diversity Statement At Cal Poly, we believe that cultivating an environment that embraces and promotes diversity is fundamental to the success of our students, our employees and our community. Bringing people together from different backgrounds, experiences and value systems fosters the innovative and creative thinking that exemplifies Cal Poly's values of free inquiry, cultural and intellectual diversity, mutual respect, civic engagement, and social and environmental responsibility. Cal Poly's commitment to diversity informs our efforts in recruitment, hiring and retention. Cal Poly is an equal opportunity employer. Supplemental Information Following a conditional offer of employment, a background check (including a criminal records check) must be completed satisfactorily before any candidate may start work with Cal Poly. Failure to satisfactorily complete the background check may result in the withdrawal of the offer of employment. Current employees who are offered positions on campus will be required to undergo a background check for any position where a background check is required by law or that Cal Poly has designated as sensitive. The person holding this position is considered a 'mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. This position may be "Designated" under California State University's Conflict of Interest Code. This would require the filing of a Statement of Economic Interest on an annual basis and the completion of training within 6 months of assuming office and every 2 years thereafter. Cal Poly, San Luis Obispo is not a sponsoring agency for staff positions (i.e. H-1B visas). Advertised: Mar 12 2024 Pacific Daylight Time Applications close: Closing Date/Time:
CITY OF MINNEAPOLIS
Minneapolis, Minnesota, United States
Position Description As the largest and most vibrant city in the state, Minneapolis depends on purposeful, dedicated and innovative employees. Minneapolis has a large variety of careers for people of all experiences and backgrounds who come together for a singular purpose-serving the residents, businesses and visitors of Minneapolis. LEADERSHIP DEVELOPMENT Design and implement leadership development programs based on sound adult learning theory, collaborate with Human Resources staff in identifying leadership development curriculum using a talent management approach to develop, engage and retain current and future leaders. Provide consulting to leadership of all levels regarding the effectiveness of their organizations and just-in-time leadership development coaching regarding their personal leadership competency and development. CHANGE MANAGEMENT Lead the development of the organization's capability for transformational change to fully realize the stated benefits of enterprise initiatives using sound change management practices and tools. Work with senior leaders as an advisor to the business regarding the case for change, stakeholder relationship management, resistance analysis, and design and delivery of communication plans and solutions. Changes could involve organization redesign, technology deployments, process changes and others. ORGANIZATIONAL DEVELOPMENT Utilize knowledge of organizational/team design, development, and dynamics to advise, develop, and deliver organizational effectiveness solutions. This could include clarifying roles and responsibilities, improving organizational success, improving group processes and more effectively managing destructive conflict. Work Location This position may be eligible for flexible work arrangements, including hybrid work with some days working remotely and some days working in the office. Job Duties and Responsibilities Contribute to the enterprise by creating and implementing the leadership development strategy designed to support the changing needs of the City's workforce.Implement programs and change projects for the ongoing development of current and future City leaders and staff, including acting as Program Manager to administer and implement the City's leadership program.Develop and implement programs and services, working to ensure that City leaders have appropriate tools, resources and support.Contribute to and use information from the collective bargaining process and other aspects of the City's workforce culture in strategy development and program design.Assess leadership development needs through surveys, interviews with employees and focus groups, consultation with managers, instructors, labor relations, or department representatives.Analyze, design, develop, implement and evaluate enterprise-wide leadership orientation and training programs; and apply sound adult learning theory.Present information using a variety of instructional techniques or formats designed to engage the audience and promote learning.Design or create leader guides, participant materials, presentation materials, and other collateral materials as needed ensuring consistency of message, sustainability of programming, and high-quality development opportunities.Evaluate modes of training delivery such as in-person or virtual to optimize training effectiveness and training costs.Develop testing and evaluation procedures for leadership development and training programs.Implement and execute learning programs designed to cultivate leadership at all levels of the organization. (Lead/Dev)Assess needs, design and implement strategies to improve department, division or team performance.Partner, collaborate with, and coach HR Business Partners, Senior Leaders, and Business Customers on change methodology and how to prepare the environment for effective integration of change resources.Assess customer needs using effective consulting skills to determine if the situation requires additional organization development support.Consult with change sponsors to drive the creation and execution of strategies that maximize change adoption and provide ongoing coaching to these leaders as they carry out their change roles.Apply change management frameworks/practices to support improved client future-state organizational design and alignment.Assess the impact of change on organizations, using assessments of organizational culture, performance and readiness for change.Develop and deploy user adoption/training programs to help ensure the highest possible level of employee awareness, desire, knowledge, ability and capability to reinforce changes.Create and monitor change management plans as necessary for successful change adoption. This includes plans for leadership sponsor, communications, training, and organizational changes.Determine evaluation strategy and metrics to provide meaningful reports and/or data that demonstrates progress toward the benefits of the desired changes.Implement communication strategies in partnership with the City's Communications Department.Provide leadership in the development, delivery, analysis, and action planning for the enterprise employee engagement survey. WORKING CONDITIONS Normal office environment Required Qualifications Minimum Education Bachelor's Degree in Training and Development, Adult Learning Theory, Industrial Organizational Psychology, Organizational Behavior, Business Management, Human Resources Development, or Organizational Change Management Practices Minimum Experience Five years of related experience including training facilitation, organizational development consultation, change management, consulting with senior management, creating and facilitating professional development experiences, and facilitating the people change part of large change management projects. Preferred Qualifications Change Management Practitioner certification Selection Process The selection process will consist of one or more of the following steps: a rating of relevant education and experience (100%). It is important that your application show all the relevant education and experience you possess. This information will be used to determine which candidates will proceed in the selection process. A submitted application is also used to verify the answers to any supplemental questions. Only those candidates who attain a passing score (70%) on each step in the selection process will be placed on the eligible list. The City of Minneapolis Human Resources Department reserves the right to limit the number in any phase of the selection process. Background Check The City has determined that a criminal background check and/or qualifications check may be necessary for certain positions with this job title. Applicants may be required to sign an informed consent form allowing the City to obtain their criminal history and/or verify their qualifications in connection with the position sought. Applicants who do not sign the informed consent form will not be further considered for the position. Union Representation This position is not represented by a bargaining unit. Review Civil Service Rules here: https://www2.minneapolismn.gov/government/departments/hr/civil-service-rules/ . Eligible List Statement The names of applicants who meet minimum qualification and who pass the screening process shall be placed on the eligible list for employment consideration. This list will be certified to the hiring manager who may use the list to fill a vacancy of the same job title. This eligible list will expire two months after it has been established. Interview Selection The hiring authority reserves the right to determine the maximum number of candidates to interview from the established eligible list. If the hiring authority decides to interview other than by exam score order, they may select additional people to interview based on a candidate’s education or experience related to the field, work history, or skills uniquely related to the operational needs of the position. Knowledge, Skills and Abilities Exceptional knowledge of and capability to assess, design, develop, implement, and evaluate multi-media adult learning and development solutions. Deep knowledge of organizational/team design, development, and dynamics and ability to apply that knowledge to advise on, develop, and deliver organizational effectiveness solutions.Deep knowledge of change management principles, practices, methodologies and tools; proven experience in applying these solutions to drive sustainable business results.Exceptional presentation, facilitation, written and verbal communication skills with demonstrated ability to develop compelling messaging for diverse audiences and drive groups to consensus and outcomes. Benefits Summary Our employees enjoy competitive salaries and generous benefits. We pride ourselves on a comprehensive benefits program that supports employees' health and financial well-being. Programs, resources, and benefit eligibility varies based on position, average hours worked, location and length of service. For detailed benefits information, pleasevisit the benefits page . New12 weeks of paid parental leave City employees are eligible for up to 12 weeks of paid parental leave in the event of a birth or placement for adoption of a child. Insurance Health insurance Eligibility for benefits begins the first of the month following employment date. The City of Minneapolis offers eligible employees one plan design with a choice of six provider networks, allowing you to select the best option for you. Available plans include Medica Choice Passport, Medica Elect, VantagePlus with Medica, Park Nicollet and HealthPartners Medical Group First with Medica, Ridgeview Community Network powered by Medica, and Clear Value with Medica. Dental insurance The City of Minneapolis offers dental insurance through Delta Dental of Minnesota and pays 100% of the monthly premium for eligible employees. Benefits Paid time off Our generous leave package includes vacation, holidays and paid sick leave, which gives employees the opportunity to enhance their quality of life outside work. Amounts and accrual rates are based on years of experience and collective bargaining agreements . Retirement City employees earn a pension and may choose to participate in additional retirement savings programs. Pension: The City of Minneapolis participates in the Public Employees Retirement Association (PERA). Employees and the City both contribute a percentage of your pay to fund future benefits. Deferred compensation : Employees may choose to participate in pre-tax or after-tax savings plans through the Minnesota State Retirement System (MSRS). Transportation Eligible City employees may choose to participate in the following transportation programs: Metropass: The Metropass program allows eligible employees to enroll in a pass for unlimited bus or light rail rides at a discounted price. Parking or Van Pool: The City of Minneapolis Transportation Benefits Plan gives you options to pay certain commuting costs, such as qualified parking and van pool expenses, with pre-tax dollars. Learning and development To engage and develop employees, the City of Minneapolis offers classes in leadership, cultural agility, change management and more. Additionally, educational discounts at Augsburg University, Hamline University, St. Catherine’s, and St. Mary's University of Minnesota are available to City employees. Other perks Employees can also take advantage of optional life insurance, flexible spending accounts, the Employee Assistance Program , health club discounts and more. Closing Date/Time: 4/21/2024 11:59 PM Central
Apr 01, 2024
Full Time
Position Description As the largest and most vibrant city in the state, Minneapolis depends on purposeful, dedicated and innovative employees. Minneapolis has a large variety of careers for people of all experiences and backgrounds who come together for a singular purpose-serving the residents, businesses and visitors of Minneapolis. LEADERSHIP DEVELOPMENT Design and implement leadership development programs based on sound adult learning theory, collaborate with Human Resources staff in identifying leadership development curriculum using a talent management approach to develop, engage and retain current and future leaders. Provide consulting to leadership of all levels regarding the effectiveness of their organizations and just-in-time leadership development coaching regarding their personal leadership competency and development. CHANGE MANAGEMENT Lead the development of the organization's capability for transformational change to fully realize the stated benefits of enterprise initiatives using sound change management practices and tools. Work with senior leaders as an advisor to the business regarding the case for change, stakeholder relationship management, resistance analysis, and design and delivery of communication plans and solutions. Changes could involve organization redesign, technology deployments, process changes and others. ORGANIZATIONAL DEVELOPMENT Utilize knowledge of organizational/team design, development, and dynamics to advise, develop, and deliver organizational effectiveness solutions. This could include clarifying roles and responsibilities, improving organizational success, improving group processes and more effectively managing destructive conflict. Work Location This position may be eligible for flexible work arrangements, including hybrid work with some days working remotely and some days working in the office. Job Duties and Responsibilities Contribute to the enterprise by creating and implementing the leadership development strategy designed to support the changing needs of the City's workforce.Implement programs and change projects for the ongoing development of current and future City leaders and staff, including acting as Program Manager to administer and implement the City's leadership program.Develop and implement programs and services, working to ensure that City leaders have appropriate tools, resources and support.Contribute to and use information from the collective bargaining process and other aspects of the City's workforce culture in strategy development and program design.Assess leadership development needs through surveys, interviews with employees and focus groups, consultation with managers, instructors, labor relations, or department representatives.Analyze, design, develop, implement and evaluate enterprise-wide leadership orientation and training programs; and apply sound adult learning theory.Present information using a variety of instructional techniques or formats designed to engage the audience and promote learning.Design or create leader guides, participant materials, presentation materials, and other collateral materials as needed ensuring consistency of message, sustainability of programming, and high-quality development opportunities.Evaluate modes of training delivery such as in-person or virtual to optimize training effectiveness and training costs.Develop testing and evaluation procedures for leadership development and training programs.Implement and execute learning programs designed to cultivate leadership at all levels of the organization. (Lead/Dev)Assess needs, design and implement strategies to improve department, division or team performance.Partner, collaborate with, and coach HR Business Partners, Senior Leaders, and Business Customers on change methodology and how to prepare the environment for effective integration of change resources.Assess customer needs using effective consulting skills to determine if the situation requires additional organization development support.Consult with change sponsors to drive the creation and execution of strategies that maximize change adoption and provide ongoing coaching to these leaders as they carry out their change roles.Apply change management frameworks/practices to support improved client future-state organizational design and alignment.Assess the impact of change on organizations, using assessments of organizational culture, performance and readiness for change.Develop and deploy user adoption/training programs to help ensure the highest possible level of employee awareness, desire, knowledge, ability and capability to reinforce changes.Create and monitor change management plans as necessary for successful change adoption. This includes plans for leadership sponsor, communications, training, and organizational changes.Determine evaluation strategy and metrics to provide meaningful reports and/or data that demonstrates progress toward the benefits of the desired changes.Implement communication strategies in partnership with the City's Communications Department.Provide leadership in the development, delivery, analysis, and action planning for the enterprise employee engagement survey. WORKING CONDITIONS Normal office environment Required Qualifications Minimum Education Bachelor's Degree in Training and Development, Adult Learning Theory, Industrial Organizational Psychology, Organizational Behavior, Business Management, Human Resources Development, or Organizational Change Management Practices Minimum Experience Five years of related experience including training facilitation, organizational development consultation, change management, consulting with senior management, creating and facilitating professional development experiences, and facilitating the people change part of large change management projects. Preferred Qualifications Change Management Practitioner certification Selection Process The selection process will consist of one or more of the following steps: a rating of relevant education and experience (100%). It is important that your application show all the relevant education and experience you possess. This information will be used to determine which candidates will proceed in the selection process. A submitted application is also used to verify the answers to any supplemental questions. Only those candidates who attain a passing score (70%) on each step in the selection process will be placed on the eligible list. The City of Minneapolis Human Resources Department reserves the right to limit the number in any phase of the selection process. Background Check The City has determined that a criminal background check and/or qualifications check may be necessary for certain positions with this job title. Applicants may be required to sign an informed consent form allowing the City to obtain their criminal history and/or verify their qualifications in connection with the position sought. Applicants who do not sign the informed consent form will not be further considered for the position. Union Representation This position is not represented by a bargaining unit. Review Civil Service Rules here: https://www2.minneapolismn.gov/government/departments/hr/civil-service-rules/ . Eligible List Statement The names of applicants who meet minimum qualification and who pass the screening process shall be placed on the eligible list for employment consideration. This list will be certified to the hiring manager who may use the list to fill a vacancy of the same job title. This eligible list will expire two months after it has been established. Interview Selection The hiring authority reserves the right to determine the maximum number of candidates to interview from the established eligible list. If the hiring authority decides to interview other than by exam score order, they may select additional people to interview based on a candidate’s education or experience related to the field, work history, or skills uniquely related to the operational needs of the position. Knowledge, Skills and Abilities Exceptional knowledge of and capability to assess, design, develop, implement, and evaluate multi-media adult learning and development solutions. Deep knowledge of organizational/team design, development, and dynamics and ability to apply that knowledge to advise on, develop, and deliver organizational effectiveness solutions.Deep knowledge of change management principles, practices, methodologies and tools; proven experience in applying these solutions to drive sustainable business results.Exceptional presentation, facilitation, written and verbal communication skills with demonstrated ability to develop compelling messaging for diverse audiences and drive groups to consensus and outcomes. Benefits Summary Our employees enjoy competitive salaries and generous benefits. We pride ourselves on a comprehensive benefits program that supports employees' health and financial well-being. Programs, resources, and benefit eligibility varies based on position, average hours worked, location and length of service. For detailed benefits information, pleasevisit the benefits page . New12 weeks of paid parental leave City employees are eligible for up to 12 weeks of paid parental leave in the event of a birth or placement for adoption of a child. Insurance Health insurance Eligibility for benefits begins the first of the month following employment date. The City of Minneapolis offers eligible employees one plan design with a choice of six provider networks, allowing you to select the best option for you. Available plans include Medica Choice Passport, Medica Elect, VantagePlus with Medica, Park Nicollet and HealthPartners Medical Group First with Medica, Ridgeview Community Network powered by Medica, and Clear Value with Medica. Dental insurance The City of Minneapolis offers dental insurance through Delta Dental of Minnesota and pays 100% of the monthly premium for eligible employees. Benefits Paid time off Our generous leave package includes vacation, holidays and paid sick leave, which gives employees the opportunity to enhance their quality of life outside work. Amounts and accrual rates are based on years of experience and collective bargaining agreements . Retirement City employees earn a pension and may choose to participate in additional retirement savings programs. Pension: The City of Minneapolis participates in the Public Employees Retirement Association (PERA). Employees and the City both contribute a percentage of your pay to fund future benefits. Deferred compensation : Employees may choose to participate in pre-tax or after-tax savings plans through the Minnesota State Retirement System (MSRS). Transportation Eligible City employees may choose to participate in the following transportation programs: Metropass: The Metropass program allows eligible employees to enroll in a pass for unlimited bus or light rail rides at a discounted price. Parking or Van Pool: The City of Minneapolis Transportation Benefits Plan gives you options to pay certain commuting costs, such as qualified parking and van pool expenses, with pre-tax dollars. Learning and development To engage and develop employees, the City of Minneapolis offers classes in leadership, cultural agility, change management and more. Additionally, educational discounts at Augsburg University, Hamline University, St. Catherine’s, and St. Mary's University of Minnesota are available to City employees. Other perks Employees can also take advantage of optional life insurance, flexible spending accounts, the Employee Assistance Program , health club discounts and more. Closing Date/Time: 4/21/2024 11:59 PM Central
Cal State University (CSU) San Francisco
1600 Holloway Avenue, San Francisco, CA 94132, USA
Working Title San Francisco Bay National Estuarine Research Reserve (NERR) Director Administrator Level This position is an MPP II in the California State University Management Personnel Plan (MPP), reporting to the Executive Director of the EOS Center at Romberg Tiburon Campus. SF State University San Francisco State is an Equal Opportunity Employer and does not discriminate against persons on the basis of race, religion, color, ancestry, age, disability, genetic information, gender, gender identity, gender expression, marital status, medical condition, National origin, sex, sexual orientation, covered veteran status, or any other protected status. Reasonable accommodations will be provided for qualified applicants with disabilities who self-disclose by contacting the Senior Human Resources Manager. Applicants may visit titleix.sfsu.edu for more information on SF State's policy prohibiting discrimination, and how to file an online report using the procedures under Executive Order 1096 Revised. Inquiries can be directed to the campus Title IX Coordinator and Discrimination, Harassment, and Retaliation Administrator by calling (415) 338-2032 or emailing vpsaem@sfsu.edu. San Francisco State is a 100% Smoke/Vapor-Free Campus. Smoking or Vaping of any tobacco/plant-based substance is not permitted on any University properties. The person holding this position may be considered a "mandated reporter" under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. This position may be a "designated position" in the California State University's Conflict of Interest Code. The successful candidate accepting this position may be required to file Conflict of Interest forms subject to the regulations of the Fair Political Practices Commission. Department EOS-RTC, College of Science & Engineering Appointment Type At-Will Time Base Full-time (1.0) Work Schedule Monday through Friday, from 8:00am-5:00pm Anticipated Hiring Range $11,250.00 - $11,667.00 Per Month ($135,000.00 - $140,004.00 Annually) Salary is commensurate with experience. Position Summary The San Francisco Bay National Estuarine Research Reserve (NERR) Director manages the program, supervises staff, manages the budget, coordinates with partner organizations and funders, and provides overall administrative leadership. The SF Bay NERR program ( https://sfbaynerr.sfsu.edu/ ) is a federal and state partnership program of the US Coastal Zone Management Act and is part of NOAA’s network of 30 research reserves nationwide (https://coast.noaa.gov/nerrs/). The SF Bay NERR operates under a cooperative agreement between the National Oceanic and Atmospheric Administration (NOAA), San Francisco State University (SF State; lead state agency), two additional land-owning partners (California Department of Parks and Recreation and the Solano Land Trust), and a state coastal zone management agency (San Francisco Bay Conservation and Development Commission). The SF Bay NERR was established by the state of California for long-term research, education and stewardship of the San Francisco Estuary. It includes two sites that encompass 3,700 acres of intertidal to upland habitats: China Camp State Park in Marin County and Rush Ranch Open Space Preserve in Solano County. The SF Bay NERR has its headquarters at SF State’s Estuary & Ocean Science Center (EOS Center) on the SF Bay shore of the Romberg Tiburon Campus, about 40 minutes north of SF State’s main (Holloway) campus. The Director of the SF Bay NERR leads a dynamic, collaborative, and interdisciplinary estuarine science program with local, regional, and national connections. The position is responsible for strategic and collaborative leadership to improve understanding and stewardship of the San Francisco Bay NERR sites and the San Francisco Estuary, and contributes to strategic leadership for other estuaries through NOAA’s NERR System. The position offers a unique opportunity to oversee the application of research to a variety of issue areas including management of tidal wetlands, nature-based adaptation to climate change, water quality, and habitat restoration. This SF Bay NERR Director is based at the EOS Center on SF State’s Romberg Tiburon Campus and reports to the EOS Center’s Executive Director. As this is a management level position (Management Personnel Position, MPP) at SF State, the NERR director shares in providing on-site supervision of the Romberg Tiburon Campus on a weekly basis along with the EOS Center Executive Director and Facilities Operations Director, and has delegated administrative authority for the EOS Center (including staff supervision) during EOS Center Executive Director absence. Position Information Strategic Planning and Execution Develop and maintain a cohesive vision for the San Francisco Bay NERR’s research, education, training, and stewardship programs. Collaboratively (with NERR System and EOS Center leadership and other partners) establish and meet strategic short and long-term program and cross-program objectives. Actively facilitate local, regional, and national NERR system coordination and support of positive working relationships among the Reserve’s partner organizations. Oversee application of research findings to stewardship of the Reserve properties. Demonstrate leadership of natural resource management in the region through written/oral synthesis or other products. Identify and implement opportunities for synergy between NERR programs with those of the EOS Center and SF State. Fiscal Management Manage federal operations grant from NOAA to support NERR staff salaries and programs to meet strategic objectives. Pursue substantial additional external funding that augments Reserve program capacity and supports operations and collaboration with the EOS Center. Effectively manage competitive grants in close coordination with the SF State Office of Research and Sponsored Programs. Educational Leadership Provide leadership and support for development and maintenance of durable educational programs that promote understanding and management of Reserve and SF Bay natural resources. Actively seek and grow opportunities for inclusive participation in NERR programs by diverse and marginalized individuals and groups. Advocate for and foster opportunities for SF State students to engage in research and educational activities of the NERR programs. Support SF State graduate student research through mentorship, guest lectures, and field trips. Contribute to jointly administered public engagement and educational outreach activities at/with the EOS Center. Staff Supervision and Management Attract, hire, retain, develop, motivate, manage, recognize, and reward a staff that supports the NERR’s mission within university policies and procedures. Coordinate with EOS Center Director on needs for office and laboratory space for NERR staff. Organizational Accountability Professionally represent the NERR and EOS Center/ SF State by adhering to professional work standards, image, attendance, and productivity. Represent the NERR on committees, work groups, and/or taskforce teams at the EOS Center, contributing to shared governance at the Romberg Tiburon Campus. Professional Behavior Demonstrate behaviors that are in line with the User-Friendly Principles (P530C) and Principles of Conduct for a Multi-Cultural University (P30D). Demonstrate safe work practices for oneself and others in the office and field environment. Ensure the highest work ethics, legal compliance, quality standards, and accounting practices in achieving short- and long-term objectives. Other Duties as Assigned Some work on weekends and holidays will be required ; this position involves frequent automobile travel between the EOS Center, SF State and off-site locations, as well as occasional air travel. Outdoor work is occasionally required and may include work in tidal wetlands and on small boats. All MPPs may be directed upon occasion by the SF State president or other official to perform other duties that insure safety and security of university operations on both the Romberg Tiburon and Holloway campuses. Embody The Six Roles Of Leader Structure Work: effectively manage and direct workflow, create clear position descriptions, clarify roles and expectations; improve processes for efficiency and effectiveness, empower employees, and delegate work. Manage Talent: hire, coach, and develop employees; ensure a level of diversity that encourages every employee to contribute to their fullest potential. Inspire Performance: set clear goals, monitor performance, coach for results, recognize and address performance outcomes Build Teams: build trust and collaboration among direct reports, peers, campus stakeholders, and supervisors Use & Share Information: convey effective oral and written communication to large and small groups; steward of financial planning and fiscal management; apply policies, procedures, and campus protocols; adopt technology for improved performance; retain knowledge of applicable Collective Bargaining Agreements; project professional presence and nonverbal behavior Facilitate Change: encourage others to develop innovative approaches to addressing problems and opportunities; facilitate the implementation and acceptance of change within the workplace. Embody The Core Competencies Bias toward collaboration and teamwork. Effective communication skills. Customer/Client Focus with an emphasis in problem solving and resolution. Personal effectiveness and credibility as demonstrated by interpersonal and professional confidence. Diversity and inclusion. Facilitate Change: encourage others to develop innovative approaches to addressing problems and opportunities; facilitate the implementation and acceptance of change within the workplace. Minimum Qualifications Education : Ph.D. or equivalent experience in science, science education, or science policy, with a marine, estuarine, coastal, or ecological focus. Experience : Experience conducting or leading interdisciplinary and applied estuarine science, science education, or coastal zone management programs. Experience in leadership roles, including collaborative work, diplomatic relations, strategic planning, grant management, and responsibility for budget oversight. Experience with supervision of interdisciplinary staff, including demonstrated experience with staff supervision and development, providing formal and informal feedback and mentorship to staff, and leading teams of motivated program managers. Demonstrated success with creating an inclusive working environment and recruiting staff, students, and partners from communities historically and currently marginalized from environmental science and policy careers. Demonstrated experience and success with grant writing. Experience working with the broad range of environmental science, justice, and policy interests around the San Francisco Estuary or similar locations. Knowledge : Knowledge of estuarine science, coastal zone management issues, and science translation, education, and public engagement with demonstrated foundational knowledge of the San Francisco Estuary from scientific, policy, planning, and involved organizations perspectives. Training or professional development on how to develop and support an inclusive and diverse workplace. Skills and/or Abilities : Ability to communicate clearly and effectively in a variety of situations and with diverse audiences. Ability to manage large grants, including a track record of successful grant awards and administration. Demonstrated ability to lead interdisciplinary work. Strong communication, organizational, and computer skills. Preferred Qualifications Experience : Experience in a leadership role working with and/or within universities or other large public organizations. Knowledge : K nowledge of ecological research, watershed or estuarine management, and science policy. Knowledge of local, regional, and national issues and strategies affecting coastal resources. Skill and/or Abilities : Significant ability to inspire and positively motivate both supervised staff and organizational partners. Demonstrated success in supporting an inclusive and diverse workplace. Pre-Employment Requirements This position requires the successful completion of a background check. Eligibility to Work Applicants must be able to provide proof of US Citizenship or authorization to work in the United States, within three business days from their date of hire. Benefits Threaded through our Total Compensation package is a commitment to Bridging Life's Transitions. SF State is committed to providing our employees with a comprehensive program that rewards efforts that are appreciated by your colleagues, students and the customers we serve. We offer a competitive compensation package that includes Medical, Dental, Vision, Pension, 401k, Healthcare Savings Account, Life Insurance, Disability Insurance, Vacation and Sick Leave as well as State Holidays and a dynamic Fee Waiver program, all geared towards the University's commitment to attract, motivate and retain our employee. Additional Information SF STATE IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS. (i.e. H1-B VISAS). Thank you for your interest in employment with California State University (CSU). CSU is a state entity whose business operations reside within the State of California. Because of this, CSU prohibits hiring employees to perform CSU-related work outside of California with very limited exception. While this position may be eligible for occasional telework, all work is expected to be performed in the state of California, and this position is assigned to on-campus operations. CSU strongly encourages faculty, staff, and students who are accessing campus facilities to be immunized against COVID-19 or declare a medical or religious exemption from doing so. Any candidates advanced in a currently open search process are encouraged to comply with this requirement. The systemwide policy can be found at https://calstate.policystat.com/policy/9779821/latest/ and questions may be sent to hrwww@campus.edu. The Human Resources office is open Mondays through Fridays from 8 a.m. to 5 p.m., and can be reached at (415) 338-1872. Please note that this position, position requirements, application deadline and/or any other component of this position is subject to change or cancellation at any time. Advertised: Feb 21 2024 Pacific Standard Time Applications close: Closing Date/Time:
Mar 07, 2024
Working Title San Francisco Bay National Estuarine Research Reserve (NERR) Director Administrator Level This position is an MPP II in the California State University Management Personnel Plan (MPP), reporting to the Executive Director of the EOS Center at Romberg Tiburon Campus. SF State University San Francisco State is an Equal Opportunity Employer and does not discriminate against persons on the basis of race, religion, color, ancestry, age, disability, genetic information, gender, gender identity, gender expression, marital status, medical condition, National origin, sex, sexual orientation, covered veteran status, or any other protected status. Reasonable accommodations will be provided for qualified applicants with disabilities who self-disclose by contacting the Senior Human Resources Manager. Applicants may visit titleix.sfsu.edu for more information on SF State's policy prohibiting discrimination, and how to file an online report using the procedures under Executive Order 1096 Revised. Inquiries can be directed to the campus Title IX Coordinator and Discrimination, Harassment, and Retaliation Administrator by calling (415) 338-2032 or emailing vpsaem@sfsu.edu. San Francisco State is a 100% Smoke/Vapor-Free Campus. Smoking or Vaping of any tobacco/plant-based substance is not permitted on any University properties. The person holding this position may be considered a "mandated reporter" under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. This position may be a "designated position" in the California State University's Conflict of Interest Code. The successful candidate accepting this position may be required to file Conflict of Interest forms subject to the regulations of the Fair Political Practices Commission. Department EOS-RTC, College of Science & Engineering Appointment Type At-Will Time Base Full-time (1.0) Work Schedule Monday through Friday, from 8:00am-5:00pm Anticipated Hiring Range $11,250.00 - $11,667.00 Per Month ($135,000.00 - $140,004.00 Annually) Salary is commensurate with experience. Position Summary The San Francisco Bay National Estuarine Research Reserve (NERR) Director manages the program, supervises staff, manages the budget, coordinates with partner organizations and funders, and provides overall administrative leadership. The SF Bay NERR program ( https://sfbaynerr.sfsu.edu/ ) is a federal and state partnership program of the US Coastal Zone Management Act and is part of NOAA’s network of 30 research reserves nationwide (https://coast.noaa.gov/nerrs/). The SF Bay NERR operates under a cooperative agreement between the National Oceanic and Atmospheric Administration (NOAA), San Francisco State University (SF State; lead state agency), two additional land-owning partners (California Department of Parks and Recreation and the Solano Land Trust), and a state coastal zone management agency (San Francisco Bay Conservation and Development Commission). The SF Bay NERR was established by the state of California for long-term research, education and stewardship of the San Francisco Estuary. It includes two sites that encompass 3,700 acres of intertidal to upland habitats: China Camp State Park in Marin County and Rush Ranch Open Space Preserve in Solano County. The SF Bay NERR has its headquarters at SF State’s Estuary & Ocean Science Center (EOS Center) on the SF Bay shore of the Romberg Tiburon Campus, about 40 minutes north of SF State’s main (Holloway) campus. The Director of the SF Bay NERR leads a dynamic, collaborative, and interdisciplinary estuarine science program with local, regional, and national connections. The position is responsible for strategic and collaborative leadership to improve understanding and stewardship of the San Francisco Bay NERR sites and the San Francisco Estuary, and contributes to strategic leadership for other estuaries through NOAA’s NERR System. The position offers a unique opportunity to oversee the application of research to a variety of issue areas including management of tidal wetlands, nature-based adaptation to climate change, water quality, and habitat restoration. This SF Bay NERR Director is based at the EOS Center on SF State’s Romberg Tiburon Campus and reports to the EOS Center’s Executive Director. As this is a management level position (Management Personnel Position, MPP) at SF State, the NERR director shares in providing on-site supervision of the Romberg Tiburon Campus on a weekly basis along with the EOS Center Executive Director and Facilities Operations Director, and has delegated administrative authority for the EOS Center (including staff supervision) during EOS Center Executive Director absence. Position Information Strategic Planning and Execution Develop and maintain a cohesive vision for the San Francisco Bay NERR’s research, education, training, and stewardship programs. Collaboratively (with NERR System and EOS Center leadership and other partners) establish and meet strategic short and long-term program and cross-program objectives. Actively facilitate local, regional, and national NERR system coordination and support of positive working relationships among the Reserve’s partner organizations. Oversee application of research findings to stewardship of the Reserve properties. Demonstrate leadership of natural resource management in the region through written/oral synthesis or other products. Identify and implement opportunities for synergy between NERR programs with those of the EOS Center and SF State. Fiscal Management Manage federal operations grant from NOAA to support NERR staff salaries and programs to meet strategic objectives. Pursue substantial additional external funding that augments Reserve program capacity and supports operations and collaboration with the EOS Center. Effectively manage competitive grants in close coordination with the SF State Office of Research and Sponsored Programs. Educational Leadership Provide leadership and support for development and maintenance of durable educational programs that promote understanding and management of Reserve and SF Bay natural resources. Actively seek and grow opportunities for inclusive participation in NERR programs by diverse and marginalized individuals and groups. Advocate for and foster opportunities for SF State students to engage in research and educational activities of the NERR programs. Support SF State graduate student research through mentorship, guest lectures, and field trips. Contribute to jointly administered public engagement and educational outreach activities at/with the EOS Center. Staff Supervision and Management Attract, hire, retain, develop, motivate, manage, recognize, and reward a staff that supports the NERR’s mission within university policies and procedures. Coordinate with EOS Center Director on needs for office and laboratory space for NERR staff. Organizational Accountability Professionally represent the NERR and EOS Center/ SF State by adhering to professional work standards, image, attendance, and productivity. Represent the NERR on committees, work groups, and/or taskforce teams at the EOS Center, contributing to shared governance at the Romberg Tiburon Campus. Professional Behavior Demonstrate behaviors that are in line with the User-Friendly Principles (P530C) and Principles of Conduct for a Multi-Cultural University (P30D). Demonstrate safe work practices for oneself and others in the office and field environment. Ensure the highest work ethics, legal compliance, quality standards, and accounting practices in achieving short- and long-term objectives. Other Duties as Assigned Some work on weekends and holidays will be required ; this position involves frequent automobile travel between the EOS Center, SF State and off-site locations, as well as occasional air travel. Outdoor work is occasionally required and may include work in tidal wetlands and on small boats. All MPPs may be directed upon occasion by the SF State president or other official to perform other duties that insure safety and security of university operations on both the Romberg Tiburon and Holloway campuses. Embody The Six Roles Of Leader Structure Work: effectively manage and direct workflow, create clear position descriptions, clarify roles and expectations; improve processes for efficiency and effectiveness, empower employees, and delegate work. Manage Talent: hire, coach, and develop employees; ensure a level of diversity that encourages every employee to contribute to their fullest potential. Inspire Performance: set clear goals, monitor performance, coach for results, recognize and address performance outcomes Build Teams: build trust and collaboration among direct reports, peers, campus stakeholders, and supervisors Use & Share Information: convey effective oral and written communication to large and small groups; steward of financial planning and fiscal management; apply policies, procedures, and campus protocols; adopt technology for improved performance; retain knowledge of applicable Collective Bargaining Agreements; project professional presence and nonverbal behavior Facilitate Change: encourage others to develop innovative approaches to addressing problems and opportunities; facilitate the implementation and acceptance of change within the workplace. Embody The Core Competencies Bias toward collaboration and teamwork. Effective communication skills. Customer/Client Focus with an emphasis in problem solving and resolution. Personal effectiveness and credibility as demonstrated by interpersonal and professional confidence. Diversity and inclusion. Facilitate Change: encourage others to develop innovative approaches to addressing problems and opportunities; facilitate the implementation and acceptance of change within the workplace. Minimum Qualifications Education : Ph.D. or equivalent experience in science, science education, or science policy, with a marine, estuarine, coastal, or ecological focus. Experience : Experience conducting or leading interdisciplinary and applied estuarine science, science education, or coastal zone management programs. Experience in leadership roles, including collaborative work, diplomatic relations, strategic planning, grant management, and responsibility for budget oversight. Experience with supervision of interdisciplinary staff, including demonstrated experience with staff supervision and development, providing formal and informal feedback and mentorship to staff, and leading teams of motivated program managers. Demonstrated success with creating an inclusive working environment and recruiting staff, students, and partners from communities historically and currently marginalized from environmental science and policy careers. Demonstrated experience and success with grant writing. Experience working with the broad range of environmental science, justice, and policy interests around the San Francisco Estuary or similar locations. Knowledge : Knowledge of estuarine science, coastal zone management issues, and science translation, education, and public engagement with demonstrated foundational knowledge of the San Francisco Estuary from scientific, policy, planning, and involved organizations perspectives. Training or professional development on how to develop and support an inclusive and diverse workplace. Skills and/or Abilities : Ability to communicate clearly and effectively in a variety of situations and with diverse audiences. Ability to manage large grants, including a track record of successful grant awards and administration. Demonstrated ability to lead interdisciplinary work. Strong communication, organizational, and computer skills. Preferred Qualifications Experience : Experience in a leadership role working with and/or within universities or other large public organizations. Knowledge : K nowledge of ecological research, watershed or estuarine management, and science policy. Knowledge of local, regional, and national issues and strategies affecting coastal resources. Skill and/or Abilities : Significant ability to inspire and positively motivate both supervised staff and organizational partners. Demonstrated success in supporting an inclusive and diverse workplace. Pre-Employment Requirements This position requires the successful completion of a background check. Eligibility to Work Applicants must be able to provide proof of US Citizenship or authorization to work in the United States, within three business days from their date of hire. Benefits Threaded through our Total Compensation package is a commitment to Bridging Life's Transitions. SF State is committed to providing our employees with a comprehensive program that rewards efforts that are appreciated by your colleagues, students and the customers we serve. We offer a competitive compensation package that includes Medical, Dental, Vision, Pension, 401k, Healthcare Savings Account, Life Insurance, Disability Insurance, Vacation and Sick Leave as well as State Holidays and a dynamic Fee Waiver program, all geared towards the University's commitment to attract, motivate and retain our employee. Additional Information SF STATE IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS. (i.e. H1-B VISAS). Thank you for your interest in employment with California State University (CSU). CSU is a state entity whose business operations reside within the State of California. Because of this, CSU prohibits hiring employees to perform CSU-related work outside of California with very limited exception. While this position may be eligible for occasional telework, all work is expected to be performed in the state of California, and this position is assigned to on-campus operations. CSU strongly encourages faculty, staff, and students who are accessing campus facilities to be immunized against COVID-19 or declare a medical or religious exemption from doing so. Any candidates advanced in a currently open search process are encouraged to comply with this requirement. The systemwide policy can be found at https://calstate.policystat.com/policy/9779821/latest/ and questions may be sent to hrwww@campus.edu. The Human Resources office is open Mondays through Fridays from 8 a.m. to 5 p.m., and can be reached at (415) 338-1872. Please note that this position, position requirements, application deadline and/or any other component of this position is subject to change or cancellation at any time. Advertised: Feb 21 2024 Pacific Standard Time Applications close: Closing Date/Time:
Introduction This examination is being given to fill two vacancies in the Human Services Agency and to establish an eligible list which may be used to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. Effective July 2024 - 4% Cost of Living Adjustment Increase Effective July 2025 - 3% Cost of Living Adjustment Increase The following incentives and bonuses may be available for eligible new hires. Incentives and bonuses are subject to approval by Human Resources: § Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. § Sick Leave : Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. § New Hire Retention Bonus : $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES § Maintains a set of financial and statistical records by posting transactions to journals and ledgers; adjusts accounts according to established procedures; prepares worksheets, and financial summaries. § Gathers, compiles, and evaluates financial, statistical, and operational data for reports to County, state, and federal agencies. § Maintains cost accounting records by computing, allocating, and posting costs to various accounts. § Projects financial needs based on past or projected expenditures, salaries, wages, and operating costs; inventories and orders stock and supplies based on present and projected needs. § Examines documents, records, forms, and computer print-outs for accuracy, completeness, and conformance to applicable rules and regulations; reconciles departmental accounting records with those of the County Auditor-Controller. § Furnishes information by searching for and abstracting specialized or technical data; provides explanations of laws, regulations, policies, or procedures; sends materials and form letters or composes routine letters. § Gathers, prepares and maintains information for personnel and payroll files, records, and reports as assigned; reviews time cards, time off requests, overtime slips and other payroll forms for accuracy, completeness, and conformance to department and County policies; makes corrections or adjustments as necessary; computes and posts complex time and leave accruals to payroll certifications and accrual records; prepares and posts payroll action documents for a wide variety of actions; reconciles payroll certification records with employee accrual sheets; codes and enters information for cost accounting records. § Types financial or statistical worksheets, requisitions, forms, form letters, and miscellaneous reports; operates adding machines, calculators, microfiche readers, computer terminals, and cash registers. § May provide lead direction to clerical employees engaged in performing duties related to assigned functions; answers questions regarding procedures, rules, and regulations, assists employees with work. MINIMUM QUALIFICATIONS Experience : Two years of journey level office clerical work equivalent to a Senior Office Assistant in San Joaquin County service, including one year of responsible technical financial or fiscal statistical record keeping experience. Substitution : a) One year of business training in an approved vocational training program may be substituted for one year of the above required experience; or b) Completion of 30 semester/45 quarter credit units at an accredited college or university may substitute for one year of the above required experience. License : Possession of a valid California driver's license if required by the nature of the assignment. KNOWLEDGE Principles and practices of bookkeeping; methods of compiling, computing, and presenting basic statistical information; basic mathematics; record keeping principles and techniques; filing systems and procedures; methods of locating and verifying information; principles and techniques of effective oral and written communications; basic public relations techniques; modern office procedures, practices, and equipment including computers and applicable software applications such as spreadsheets, databases, and electronic data processing systems; office machines; basic spelling, punctuation, and grammar. ABILITY Read, understand, and apply written regulations and other job related materials; understand and follow detailed instructions; code and sort items into categories; review work for accuracy and procedural conformance; maintain confidentiality of information; operate office equipment including computers and supporting word processing, spreadsheet, and database applications; adapt to changing technologies and learn the functionality of new equipment and systems; use adding machine and calculator; communicate effectively with others, both orally and in writing; work neatly, accurately and systematically; prepare financial and statistical reports, charts, and graphs. PHYSICAL/MENTAL REQUIREMENTS Mobility -Frequent operation of a data entry device and sitting for long periods of time; occasional standing for long periods of time, walking, pushing/pulling, bending/squatting, driving, and climbing stairs; Lifting -Frequently 5 lbs or less; occasionally 5 to 30 lbs.; Visual -Constant use of overall vision and reading/close-up work; frequent need for color perception, hand/eye coordination, and field of vision; Dexterity -Frequent holding, reaching, grasping, repetitive motion, and writing; Hearing/Talking -Frequent hearing of normal speech, hearing on the telephone, talking in person and on the telephone; Emotional/Physiological Factors -Frequent decision making, concentration, and working alone; occasional to frequent public contact; Special Requirements -Some assignments may require occasional working weekends, nights, and/or occasional overtime; Environmental Conditions -Occasional exposure to noise, dust, and poor ventilation. San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $30,000.The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of qualifying family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: 4/19/2024 11:59:00 PM
Apr 11, 2024
Full Time
Introduction This examination is being given to fill two vacancies in the Human Services Agency and to establish an eligible list which may be used to fill future vacancies. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. Effective July 2024 - 4% Cost of Living Adjustment Increase Effective July 2025 - 3% Cost of Living Adjustment Increase The following incentives and bonuses may be available for eligible new hires. Incentives and bonuses are subject to approval by Human Resources: § Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. § Sick Leave : Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. § New Hire Retention Bonus : $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES § Maintains a set of financial and statistical records by posting transactions to journals and ledgers; adjusts accounts according to established procedures; prepares worksheets, and financial summaries. § Gathers, compiles, and evaluates financial, statistical, and operational data for reports to County, state, and federal agencies. § Maintains cost accounting records by computing, allocating, and posting costs to various accounts. § Projects financial needs based on past or projected expenditures, salaries, wages, and operating costs; inventories and orders stock and supplies based on present and projected needs. § Examines documents, records, forms, and computer print-outs for accuracy, completeness, and conformance to applicable rules and regulations; reconciles departmental accounting records with those of the County Auditor-Controller. § Furnishes information by searching for and abstracting specialized or technical data; provides explanations of laws, regulations, policies, or procedures; sends materials and form letters or composes routine letters. § Gathers, prepares and maintains information for personnel and payroll files, records, and reports as assigned; reviews time cards, time off requests, overtime slips and other payroll forms for accuracy, completeness, and conformance to department and County policies; makes corrections or adjustments as necessary; computes and posts complex time and leave accruals to payroll certifications and accrual records; prepares and posts payroll action documents for a wide variety of actions; reconciles payroll certification records with employee accrual sheets; codes and enters information for cost accounting records. § Types financial or statistical worksheets, requisitions, forms, form letters, and miscellaneous reports; operates adding machines, calculators, microfiche readers, computer terminals, and cash registers. § May provide lead direction to clerical employees engaged in performing duties related to assigned functions; answers questions regarding procedures, rules, and regulations, assists employees with work. MINIMUM QUALIFICATIONS Experience : Two years of journey level office clerical work equivalent to a Senior Office Assistant in San Joaquin County service, including one year of responsible technical financial or fiscal statistical record keeping experience. Substitution : a) One year of business training in an approved vocational training program may be substituted for one year of the above required experience; or b) Completion of 30 semester/45 quarter credit units at an accredited college or university may substitute for one year of the above required experience. License : Possession of a valid California driver's license if required by the nature of the assignment. KNOWLEDGE Principles and practices of bookkeeping; methods of compiling, computing, and presenting basic statistical information; basic mathematics; record keeping principles and techniques; filing systems and procedures; methods of locating and verifying information; principles and techniques of effective oral and written communications; basic public relations techniques; modern office procedures, practices, and equipment including computers and applicable software applications such as spreadsheets, databases, and electronic data processing systems; office machines; basic spelling, punctuation, and grammar. ABILITY Read, understand, and apply written regulations and other job related materials; understand and follow detailed instructions; code and sort items into categories; review work for accuracy and procedural conformance; maintain confidentiality of information; operate office equipment including computers and supporting word processing, spreadsheet, and database applications; adapt to changing technologies and learn the functionality of new equipment and systems; use adding machine and calculator; communicate effectively with others, both orally and in writing; work neatly, accurately and systematically; prepare financial and statistical reports, charts, and graphs. PHYSICAL/MENTAL REQUIREMENTS Mobility -Frequent operation of a data entry device and sitting for long periods of time; occasional standing for long periods of time, walking, pushing/pulling, bending/squatting, driving, and climbing stairs; Lifting -Frequently 5 lbs or less; occasionally 5 to 30 lbs.; Visual -Constant use of overall vision and reading/close-up work; frequent need for color perception, hand/eye coordination, and field of vision; Dexterity -Frequent holding, reaching, grasping, repetitive motion, and writing; Hearing/Talking -Frequent hearing of normal speech, hearing on the telephone, talking in person and on the telephone; Emotional/Physiological Factors -Frequent decision making, concentration, and working alone; occasional to frequent public contact; Special Requirements -Some assignments may require occasional working weekends, nights, and/or occasional overtime; Environmental Conditions -Occasional exposure to noise, dust, and poor ventilation. San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $30,000.The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of qualifying family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: 4/19/2024 11:59:00 PM
California State Polytechnic University Pomona
3801 West Temple Avenue, Pomona, CA 91768, USA
Type of Appointment : Full-Time, Management Personnel Plan (MPP II) Anticipated Hiring Amount: $7,218 - $8,167 per month (Commensurate with qualifications and experience) Work Hours : Monday - Friday 8:00am-5:00pm THE DEPARTMENT The Career Center is an integral part of the Office of Academic Innovation (Al) in the Office of Student Success, Equity, and Innovation in the Division of Academic Affairs. The primary goal of Al is to foster and advance a culture of innovation in teaching and learning at Cal Poly Pomona and curate experiential learning opportunities for the campus community. Al is responsible for the strategic, tactical, and operational oversight of the Career Center, Center for Community Engagement, Innovation Incubator, Kellogg Honors College, Office of Undergraduate Research, Student Innovation Idea Lab, and multiple institutional-level initiatives and programs. Within Al, the Career Center's mission to lead, develop, and connect a diverse Cal Poly Pomona community in career readiness and prepare students for the future of work, human and civic engagement. The Career Center's vision is to become a leader in the future of work, human and civic engagement by creating an equity-minded career readiness model while focusing on collaboration and becoming an integral and valued part of the campus community. The Career Center focuses on reimagining student career and professional readiness and emphasizes personal, career, and professional development spanning the entire undergraduate experience. The Career Center will play a significant role in the highly visible, campus-wide initiative to cultivate students thriving inside and outside of the classroom, while preparing them for successful future careers and professional engagements. The Career Center integrates existing resources and programs and creates new initiatives that will benefit students throughout their learning journey as they prepare for meaningful post-graduation opportunities. DUTIES AND RESPONSIBILITIES Employer Engagement Leadership and Management Create a vision for a comprehensive and equity focused industry and employer engagement and connections operation in consultation with the Director of the Career Center. Oversee, supervise, and manage performance of the Learning Aligned Employment Program (LAEP) and the Employer Relations team which includes the Employer Relations & On Campus Recruiting Specialist, Employer Engagement & Events Specialist, and employer engagement student assistants. Train all direct reports on employer relations and event matters as needed. Analyze and evaluate the employer engagement operational workflow. Make recommendations for operational innovations, changes, enhancements, and other improvements. Seek and utilize ongoing feedback from on and off campus constituents for the continual growth and enhancement of employer engagement programs and services. Direct and oversee the comprehensive employer relations team portfolio of employer connections and recruiting programs, systems, and partnerships to include but not limited to: Handshake and other technology and/or external partner systems, career fairs and expos, industry meetups and employer coffee chats, employer site visits and treks in order to engage employers in the campus community and connect them with students and faculty. Lead the ongoing development and implementation of new and innovative employer engagement approaches to include collaborative strategic planning and design experiences to generate targeted and relevant recruiting strategies. Work with the Director to formulate and establish processes and procedures for position classifications, conflict resolution, and staff development. Conduct regular performance evaluations for direct reports and collaborate with the Director to provide staff professional development opportunities. Foster a strong service focused culture within the unit through understanding and sharing information about university policies and procedures as they relate to employer engagement and career readiness, keeping abreast of trends in the field and current research to develop and conduct meetings/workshops/trainings; and developing and implementing programs and services that meet the dynamic needs of students and employers. Learning Aligned Employment Program (LAEP) Oversight Administer and coordinate all aspects of the LAEP program as it relates to the Career Center, including employer development, liaison to financial aid, marketing and promotion, student program recruitment, and linkage to career readiness services and programming. Strategically build & lead relationships with local, regional, state, and national employers and deepen recruiting relationships with existing companies in Cal Poly Pomona's employer sphere to increase networking and hiring opportunities for CPP students and alumni. Collaborate with the senior leaders campus wide, including in University Advancement and Alumni Relations, to identify potential corporate and industry partnerships and development opportunities to support internship, employment, mentorship and other professional initiatives and programs. Direct comprehensive branding, communication, and outreach campaigns to effectively market employer and recruiting programs (including LAEP), systems, tools, resources and initiatives to CPP student populations. Inform and educate employers about appropriate LAEP policies and procedures related to recruitment and engagement of students. Conduct presentations on recruitment opportunities to external stakeholders and pitch corporate sponsorships and other Career Center engagement opportunities as appropriate. Collaborate with career coaching team on career programming involving employers and providing on-campus recruiting support for key employers. Maintain, track, and provide reports on all employer recruitment activities. Create a comprehensive engagement and outreach strategy to recruit eligible students into LAEP. This includes establishing relationships with specific departments on campus including, but not limited to the Disability Resource Center, Renaissance Scholars, and the Bronco Care Center. Coordinate and make recommendations for student placement with LAEP employers. Maintain focus on ensuring the placement will provide the student with opportunities to gain work experience related to their field of study, thus better positioning them to be desired candidates for jobs after graduation. Support Financial Aid with program reporting to the California Student Aid Commission, Cal Poly Pomona, and Chancellor's Office. Secondary resource (Financial Aid primary resource) for policy research, analysis, interpretation, and the application of the LAEP provisions. Back-up contact (Financial Aid primary) for the California Student Aid Commission and campus partners Technology & Data Develop innovative uses of technology systems and tools to track data, develop and assess services, and evaluate effectiveness of career interventions. Research emerging college recruitment and industry trends; integrate research into programming models. Provide Director, Career Center staff, and various campus stakeholders and departments with information related to industry and student engagement trends, recruiting programs impact, labor market trends, and statistical data regarding hiring and recruitment. Serve as the point of contact for all Handshake/Career Services Management system related issues, opportunities, and enhancement requests to ensure seamless operations. QUALIFICATIONS Bachelor's Degree. Evidence of leadership and management experience to include providing direction, support, and guidance for professional staff in a team setting. Experience working in career services or related student services program in a higher education environment. Experience working with industry and employers, and an understanding of hiring trends. Experience collaborating on university-wide policy formulation Demonstrated ability to quickly gain knowledge of and effectively apply and implement Cal Poly Pomona policies, practices, and activities of student services programs across campus and throughout the CSU system. Demonstrated ability to lead, manage, and supervise a diverse staff in a dynamic environment that requires the department and staff members to adapt to changing processes, practices, and initiatives. Demonstrated ability to engage in strategic planning to ensure most effective/efficient delivery of programs and services. Demonstrated ability to work independently, confidentially, and efficiently to carry out very complex assignments without detailed instructions, advise others individually or in groups on varied and complex matters, and determine the appropriate course of action and proper techniques to utilize while engaged with individuals and groups in personal interactions of a sensitive nature. Demonstrated ability to analyze and solve organizational and operational problems of one or several program areas logically, independently, and efficiently. Interpersonal and organizational skills sufficient to manage a team of professional staff. Demonstrated presentation skills and exceptional ability to communicate effectively in both written and oral form with a variety of people including students, faculty, staff, employers, parents, etc. Entrepreneurial, creative, and innovative spirit, comfort with change, ambiguity, in a fast-paced environment. Demonstrated ability to cultivate collaborative relationships with internal and external constituencies. Demonstrated ability to use technology in improving the delivery and evaluation of programs, systems and services. Preferred Qualifications Master's degree or equivalent in higher education, organizational leadership, or related discipline. Three years of experience managing staff and skilled professionals in a university or similar environment. Experience in a large, complex and diverse public higher education or similar institution. Three years or more of experience in a university environment working closely with faculty, students, staff, and university administrators. Experience managing change processes in an institutional environment similar to a university. Experience in training and development of human resources in the private or public sector. Equity, Diversity, and Inclusion At Cal Poly Pomona, we are committed to the urgent and ongoing work of creating and sustaining an inclusive campus where all students, faculty, and staff are welcomed, respected, and can flourish to achieve their dreams of success. We believe diversity strengthens community. Cal Poly Pomona proudly holds designations as both a Hispanic-Serving Institution (HSI) and an Asian American and Native American Pacific Islander-Serving Institution (AANAPISI). In 2022, the campus launched the Black Thriving Initiative recognizing that Cal Poly Pomona’s future as a university must be linked to the success of its Black community. More information about our campus initiatives can be found on the Office of Inclusive Excellence’s website. Out of State Work The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to https://calstate.policystat.com/policy/10899725/latest/ . Background Check Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to https://calstate.policystat.com/policy/13813878/latest/ . CSU Classification Salary Range The CSU Classification Standards for this position are located on the following site: https://www.calstate.edu/csu-system/careers/compensation/Pages/Classification-Standards.aspx . The CSU Salary Schedule is located on the following site: https://www.calstate.edu/csu-system/careers/compensation/Pages/salary-schedule-documents.aspx . The classification salary range for this position according to the respective skill level is: minimum $3,750 and maximum $11,703 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position. Employment Eligibility Verification Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go to https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents . Outside Employment Disclosure Executive and Management Plan Personnel employees must disclose all current outside employment at the time of hire as a precondition of hire and at the following times after hire: annually in July, within 30 days of accepting outside employment, and upon their manager’s request. For more information, go to https://www.cpp.edu/eoda-hr/departments/hrpar/outside-employment-disclosure.shtml . Child Abuse/Neglect Reporting Act (CANRA) The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. See policy at https://calstate.policystat.com/v2/policy/10927154/latest/ . Security & Fire Safety In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at: https://www.cpp.edu/pdfs/annual_security_report.pdf and https://www.cpp.edu/housing/documents/fire_safety_report.pdf. Pay Transparency Nondiscrimination As a federal contractor, Cal Poly Pomona 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. For more information, see the Pay Transparency Nondiscrimination Provision poster . Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at ADACoordinator@cpp.edu . For more information, go to Employment Notices . Equal Employment Opportunity Cal Poly Pomona is an Equal Opportunity Employer, committed to promoting an inclusive and diverse workforce. The university subscribes to all state and federal regulations that prohibit discrimination based on race, color, religion, national origin, sex, gender identity/gender expression, sexual orientation, marital status, pregnancy, age, disability, genetic information, medical condition, and veteran or military status. We engage the talents of all qualified workers, regardless of their background. More information is available at Equal Employment Opportunity statement . Other Notices For other important employment notices, we invite you to visit Cal Poly Pomona’s Employment Notices web page. Advertised: Apr 12 2024 Pacific Daylight Time Applications close: Closing Date/Time:
Apr 13, 2024
Type of Appointment : Full-Time, Management Personnel Plan (MPP II) Anticipated Hiring Amount: $7,218 - $8,167 per month (Commensurate with qualifications and experience) Work Hours : Monday - Friday 8:00am-5:00pm THE DEPARTMENT The Career Center is an integral part of the Office of Academic Innovation (Al) in the Office of Student Success, Equity, and Innovation in the Division of Academic Affairs. The primary goal of Al is to foster and advance a culture of innovation in teaching and learning at Cal Poly Pomona and curate experiential learning opportunities for the campus community. Al is responsible for the strategic, tactical, and operational oversight of the Career Center, Center for Community Engagement, Innovation Incubator, Kellogg Honors College, Office of Undergraduate Research, Student Innovation Idea Lab, and multiple institutional-level initiatives and programs. Within Al, the Career Center's mission to lead, develop, and connect a diverse Cal Poly Pomona community in career readiness and prepare students for the future of work, human and civic engagement. The Career Center's vision is to become a leader in the future of work, human and civic engagement by creating an equity-minded career readiness model while focusing on collaboration and becoming an integral and valued part of the campus community. The Career Center focuses on reimagining student career and professional readiness and emphasizes personal, career, and professional development spanning the entire undergraduate experience. The Career Center will play a significant role in the highly visible, campus-wide initiative to cultivate students thriving inside and outside of the classroom, while preparing them for successful future careers and professional engagements. The Career Center integrates existing resources and programs and creates new initiatives that will benefit students throughout their learning journey as they prepare for meaningful post-graduation opportunities. DUTIES AND RESPONSIBILITIES Employer Engagement Leadership and Management Create a vision for a comprehensive and equity focused industry and employer engagement and connections operation in consultation with the Director of the Career Center. Oversee, supervise, and manage performance of the Learning Aligned Employment Program (LAEP) and the Employer Relations team which includes the Employer Relations & On Campus Recruiting Specialist, Employer Engagement & Events Specialist, and employer engagement student assistants. Train all direct reports on employer relations and event matters as needed. Analyze and evaluate the employer engagement operational workflow. Make recommendations for operational innovations, changes, enhancements, and other improvements. Seek and utilize ongoing feedback from on and off campus constituents for the continual growth and enhancement of employer engagement programs and services. Direct and oversee the comprehensive employer relations team portfolio of employer connections and recruiting programs, systems, and partnerships to include but not limited to: Handshake and other technology and/or external partner systems, career fairs and expos, industry meetups and employer coffee chats, employer site visits and treks in order to engage employers in the campus community and connect them with students and faculty. Lead the ongoing development and implementation of new and innovative employer engagement approaches to include collaborative strategic planning and design experiences to generate targeted and relevant recruiting strategies. Work with the Director to formulate and establish processes and procedures for position classifications, conflict resolution, and staff development. Conduct regular performance evaluations for direct reports and collaborate with the Director to provide staff professional development opportunities. Foster a strong service focused culture within the unit through understanding and sharing information about university policies and procedures as they relate to employer engagement and career readiness, keeping abreast of trends in the field and current research to develop and conduct meetings/workshops/trainings; and developing and implementing programs and services that meet the dynamic needs of students and employers. Learning Aligned Employment Program (LAEP) Oversight Administer and coordinate all aspects of the LAEP program as it relates to the Career Center, including employer development, liaison to financial aid, marketing and promotion, student program recruitment, and linkage to career readiness services and programming. Strategically build & lead relationships with local, regional, state, and national employers and deepen recruiting relationships with existing companies in Cal Poly Pomona's employer sphere to increase networking and hiring opportunities for CPP students and alumni. Collaborate with the senior leaders campus wide, including in University Advancement and Alumni Relations, to identify potential corporate and industry partnerships and development opportunities to support internship, employment, mentorship and other professional initiatives and programs. Direct comprehensive branding, communication, and outreach campaigns to effectively market employer and recruiting programs (including LAEP), systems, tools, resources and initiatives to CPP student populations. Inform and educate employers about appropriate LAEP policies and procedures related to recruitment and engagement of students. Conduct presentations on recruitment opportunities to external stakeholders and pitch corporate sponsorships and other Career Center engagement opportunities as appropriate. Collaborate with career coaching team on career programming involving employers and providing on-campus recruiting support for key employers. Maintain, track, and provide reports on all employer recruitment activities. Create a comprehensive engagement and outreach strategy to recruit eligible students into LAEP. This includes establishing relationships with specific departments on campus including, but not limited to the Disability Resource Center, Renaissance Scholars, and the Bronco Care Center. Coordinate and make recommendations for student placement with LAEP employers. Maintain focus on ensuring the placement will provide the student with opportunities to gain work experience related to their field of study, thus better positioning them to be desired candidates for jobs after graduation. Support Financial Aid with program reporting to the California Student Aid Commission, Cal Poly Pomona, and Chancellor's Office. Secondary resource (Financial Aid primary resource) for policy research, analysis, interpretation, and the application of the LAEP provisions. Back-up contact (Financial Aid primary) for the California Student Aid Commission and campus partners Technology & Data Develop innovative uses of technology systems and tools to track data, develop and assess services, and evaluate effectiveness of career interventions. Research emerging college recruitment and industry trends; integrate research into programming models. Provide Director, Career Center staff, and various campus stakeholders and departments with information related to industry and student engagement trends, recruiting programs impact, labor market trends, and statistical data regarding hiring and recruitment. Serve as the point of contact for all Handshake/Career Services Management system related issues, opportunities, and enhancement requests to ensure seamless operations. QUALIFICATIONS Bachelor's Degree. Evidence of leadership and management experience to include providing direction, support, and guidance for professional staff in a team setting. Experience working in career services or related student services program in a higher education environment. Experience working with industry and employers, and an understanding of hiring trends. Experience collaborating on university-wide policy formulation Demonstrated ability to quickly gain knowledge of and effectively apply and implement Cal Poly Pomona policies, practices, and activities of student services programs across campus and throughout the CSU system. Demonstrated ability to lead, manage, and supervise a diverse staff in a dynamic environment that requires the department and staff members to adapt to changing processes, practices, and initiatives. Demonstrated ability to engage in strategic planning to ensure most effective/efficient delivery of programs and services. Demonstrated ability to work independently, confidentially, and efficiently to carry out very complex assignments without detailed instructions, advise others individually or in groups on varied and complex matters, and determine the appropriate course of action and proper techniques to utilize while engaged with individuals and groups in personal interactions of a sensitive nature. Demonstrated ability to analyze and solve organizational and operational problems of one or several program areas logically, independently, and efficiently. Interpersonal and organizational skills sufficient to manage a team of professional staff. Demonstrated presentation skills and exceptional ability to communicate effectively in both written and oral form with a variety of people including students, faculty, staff, employers, parents, etc. Entrepreneurial, creative, and innovative spirit, comfort with change, ambiguity, in a fast-paced environment. Demonstrated ability to cultivate collaborative relationships with internal and external constituencies. Demonstrated ability to use technology in improving the delivery and evaluation of programs, systems and services. Preferred Qualifications Master's degree or equivalent in higher education, organizational leadership, or related discipline. Three years of experience managing staff and skilled professionals in a university or similar environment. Experience in a large, complex and diverse public higher education or similar institution. Three years or more of experience in a university environment working closely with faculty, students, staff, and university administrators. Experience managing change processes in an institutional environment similar to a university. Experience in training and development of human resources in the private or public sector. Equity, Diversity, and Inclusion At Cal Poly Pomona, we are committed to the urgent and ongoing work of creating and sustaining an inclusive campus where all students, faculty, and staff are welcomed, respected, and can flourish to achieve their dreams of success. We believe diversity strengthens community. Cal Poly Pomona proudly holds designations as both a Hispanic-Serving Institution (HSI) and an Asian American and Native American Pacific Islander-Serving Institution (AANAPISI). In 2022, the campus launched the Black Thriving Initiative recognizing that Cal Poly Pomona’s future as a university must be linked to the success of its Black community. More information about our campus initiatives can be found on the Office of Inclusive Excellence’s website. Out of State Work The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to https://calstate.policystat.com/policy/10899725/latest/ . Background Check Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to https://calstate.policystat.com/policy/13813878/latest/ . CSU Classification Salary Range The CSU Classification Standards for this position are located on the following site: https://www.calstate.edu/csu-system/careers/compensation/Pages/Classification-Standards.aspx . The CSU Salary Schedule is located on the following site: https://www.calstate.edu/csu-system/careers/compensation/Pages/salary-schedule-documents.aspx . The classification salary range for this position according to the respective skill level is: minimum $3,750 and maximum $11,703 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position. Employment Eligibility Verification Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go to https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents . Outside Employment Disclosure Executive and Management Plan Personnel employees must disclose all current outside employment at the time of hire as a precondition of hire and at the following times after hire: annually in July, within 30 days of accepting outside employment, and upon their manager’s request. For more information, go to https://www.cpp.edu/eoda-hr/departments/hrpar/outside-employment-disclosure.shtml . Child Abuse/Neglect Reporting Act (CANRA) The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. See policy at https://calstate.policystat.com/v2/policy/10927154/latest/ . Security & Fire Safety In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at: https://www.cpp.edu/pdfs/annual_security_report.pdf and https://www.cpp.edu/housing/documents/fire_safety_report.pdf. Pay Transparency Nondiscrimination As a federal contractor, Cal Poly Pomona 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. For more information, see the Pay Transparency Nondiscrimination Provision poster . Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at ADACoordinator@cpp.edu . For more information, go to Employment Notices . Equal Employment Opportunity Cal Poly Pomona is an Equal Opportunity Employer, committed to promoting an inclusive and diverse workforce. The university subscribes to all state and federal regulations that prohibit discrimination based on race, color, religion, national origin, sex, gender identity/gender expression, sexual orientation, marital status, pregnancy, age, disability, genetic information, medical condition, and veteran or military status. We engage the talents of all qualified workers, regardless of their background. More information is available at Equal Employment Opportunity statement . Other Notices For other important employment notices, we invite you to visit Cal Poly Pomona’s Employment Notices web page. Advertised: Apr 12 2024 Pacific Daylight Time Applications close: Closing Date/Time:
Cal State University (CSU) Monterey Bay
100 Campus Center, Seaside, CA 93955, USA
Classification: Student Services Professional III - Exempt Hours: Full-time / 40 hours per week FLSA: Exempt Anticipated Hiring Salary Range: $5,025* mo. CSU Salary Schedule *CSUMB provides pay scales representing its good faith estimate of what the university reasonably expects to pay for this position. The pay offered to a selected candidate will be determined on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, and CSU systemwide pay for comparable jobs. Priority Screening Date: April 30, 2024 Recruitment Status: Open Until Filled ABOUT CSUMB California State University, Monterey Bay is a mid-sized university in California’s Central Coast that grants undergraduate and graduate degrees. Powered by an inspiring Founding Vision Statement , CSUMB is part of the nation’s largest four-year public university system, California State University , which educates nearly 460,000 students every year. With a vibrant, diverse student body of over 7,000 students, CSU Monterey Bay is both a Minority Serving Institution and a Hispanic Serving Institution. Our staff and faculty transform students’ lives with a focus on student success and engagement through experiential learning, service learning, and a strong emphasis on multicultural and global perspectives. CSUMB’s sustainability goal is to be carbon neutral by 2030. The university’s Strategic Plan prioritizes inclusive excellence through recruiting and investing in developing a diverse body of faculty, staff and administrators. Many appreciate living and working close to the shores of beautiful Monterey Bay, with easy access to recreational areas from Big Sur to Santa Cruz. Nearby opportunities for collaborative research include working in the Monterey Bay National Marine Sanctuary and Silicon Valley, and with colleagues at local research universities, including UC Santa Cruz and Stanford University. As one of the 23 campuses in the CSU system, CSUMB offers excellent benefits, including access to below-market-rate rental housing on East Campus, and competitive salaries for faculty and staff. With proximity to the San Francisco Bay Area and San Jose, opportunities for faculty, staff and students are as endless as the shores of the nearby Pacific Ocean. PURPOSE : Under the general supervision of the Dean of the College of Science, with daily oversight by the Department Chair of the Mechatronics Engineering Department (MECHA), and in collaboration with other faculty and staff; the Educational Pathway Advisor develops and oversees a broad range of programs and processes that support the academic and professional success of the students in the Mechatronics Engineering program. This includes internship placement and tracking, career development, recruitment, admissions, retention, communications, and student success. ESSENTIAL DUTIES AND RESPONSIBILITIES include, but are not limited to, the following : Develop, track, and manage internship opportunities. Develop internship opportunities and serve as a liaison with industry partners, government agencies, and other organizations to provide internship placements for engineering students. Ensures compliance with all CSUMB and partner organizations. Maintains complete and organized records of all partnerships and student placements. Provides information for students and partner organizations as needed. Assist students with career development. Provide students customized career advising that aligns students’ career goals with the knowledge and skills acquired in the engineering program. Support students in pursuing their educational and career goals by providing information about occupational and educational requirements and how they relate to student aptitudes, skills, interests and abilities. Directs students to appropriate career resources and services. Recruit students for the mechatronics engineering program. Represents the program at events such as CSUMB’s Open House and Admitted Otter Day, STEM conferences in the region and other venues for student recruitment and outreach such as community college and high school events. Serves as a program liaison to local community colleges. Manage, update, and maintain program websites and other materials. In collaboration with program faculty, plans and oversees the development and distribution of a effective communication and marketing materials to prospective and continuing students and to the external community including the program’s website, brochures, emails, newsletters and social media sites. Engage and interact with current students, alumni, and prospective students about program activities, career opportunities, and success stories. Coordinates and independently facilitates events. Provides support and coordinates with event and college staff for CSUMB events such as new student orientation, course orientations, Open House, alumni and guest speaker series, third party information sessions, senior design expo, and ABET accreditation visits. Actively participate in all program level efforts such as preparing documents required for accreditation, program review, industry advisory board meetings for performance improvement, partner organizations. Other Functions : Performs other duties as assigned by the Chair and other designated personnel as needed. Attends workshops, conferences, and meetings as needed. Promotes and maintains an atmosphere of excellent internal and external customer service within the Department and the broader community. KNOWLEDGE, SKILLS AND ABILITIES : Working knowledge of the principles of individual and group behavior. General knowledge of the principles, practices and trends of the Student Services field as well as general knowledge of the policies, procedures and practices of the program area to which assigned; general knowledge of individual counseling techniques; general knowledge, or the ability to rapidly acquire such knowledge, of the organizational procedures and activities of the specific campus to which the position is assigned. Working knowledge of student services programs outside the program to which immediately assigned. Ability to analyze complex situations accurately and adopt effective courses of action; advise students individually and in groups on complex student-related matters; determine appropriate courses of action and proper techniques to utilize while engaged with individuals in personal interactions of an argumentative or sensitive nature; interpret and evaluate descriptions and explanations of problems brought forward by individuals or student organizations, analyze and define the problem, draw valid conclusions and project consequences of various alternative courses of action; carry out a variety of professionally complex assignments without detailed instructions; and establish and maintain cooperative working relationships with a variety of individuals. MINIMUM QUALIFICATIONS : Education: Equivalent to graduation from a four-year college or university in a related field, including or supplemented by upper division or graduate course work in counseling techniques, interviewing, and conflict resolution where such are job-related. Experience: Possession of these knowledge and abilities is typically demonstrated through the equivalent of three years of progressively responsible professional student services work experience. A master’s degree in Counseling, Clinical Psychology, Social Work, or a directly related field may be substituted for one year of experience. A doctorate degree and the appropriate internship or clinical training in counseling or guidance may be substituted for the three years of experience for positions with a major responsibility for professional career or personal counseling. SPECIALIZED SKILLS : Must be an exceptional listener and communicator with the ability to effectively convey information verbally and in writing with students as well as with colleagues. Good patience to provide customized advising and counseling services to students with a highly career-oriented mindset. PREFERRED QUALIFICATIONS : Familiarity with graduation requirements, and CSU degree requirements. Technical fluency with Video Conferencing Tools, Microsoft Office, Google Apps (email, calendar, docs, forms, etc.), and recruitment material development tools such as InDesign, Photoshop, Illustrator, or similar software. Highly desirable : Demonstrated understanding of and commitment to CSUMB’s Vision. SPECIAL CONDITIONS OF EMPLOYMENT & POSITION DESIGNATIONS : All offers of employment are contingent upon the successful completion of a background check (including a criminal records check). The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. The person holding this position will have a duty to report to the Campus Title IX Officer information pertaining to discrimination, harassment, sexual misconduct, sexual exploitation, dating violence, domestic violence, stalking, and retaliation and is required to comply with the requirements set forth in CSU Executive Order EO 1095, EO 1096, and EO 1097 as a condition of employment. This position has been designated as a sensitive position with access to and responsibility for detailed personally identifiable Level 1 confidential information about students, faculty, staff or alumni that is protected, personal or sensitive as defined in the CSU Information Security Data Classification Standards . This position is required to comply with confidentiality requirements outlined in the Department of Education’s Family Educational Rights and Privacy and California’s Educational Code Chapter 13 regarding sensitive student issues. Must possess and maintain a valid license to drive in the State of California, pass the Defensive Training Class, and be insurable under the University's liability coverage. May require occasional evenings and/or weekend work. PHYSICAL ENVIRONMENT : Office environment with standard equipment and tasks. The position requires working at a computer and desk for extended periods of time. May require travel between campus offices and off-campus locations. The health and safety of our students, faculty, and staff remain our highest priority. While on campus, students, faculty, staff, and the community will be expected to follow all campus safety mandates. BENEFITS/PERKS : CSUMB offers a premium benefit package that includes outstanding vacation, health, dental and vision plans; membership in the California Public Employees Retirement System (CalPERS); and 15 paid holidays a year. For more information, visit Employee Benefits Summary . As a perk, the University Corporation at CSU Monterey Bay provides access to affordable campus housing based on availability; visit Schoonover Employee Housing for more information. APPLICATION PROCEDURE : For full consideration, applicants must complete the required online application prior to the priority screen date found at Careers at CSUMB . Application submissions received after the application screening date will be reviewed at the discretion of the University. Materials submitted become the property of CSUMB and will not be returned. CSUMB is not a sponsoring agency for staff or management positions. Reasonable accommodations will be provided for qualified applicants with disabilities who self-disclose by contacting Human Resources at (831) 582-3389 or emailing humanresources@csumb.edu . All employees must be eligible for employment in the U.S. GENERAL INFORMATION : CSUMB hires only individuals lawfully authorized to work in the United States and is an E-Verify employer. In compliance with federal crime awareness and campus security legislation, including the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics, you can view the notice of availability and access the Cal State University, Monterey Bay annual security and fire safety reports at https://csumb.edu/clery/asr-and-fsr-notices-availability/ . CSUMB is a smoke and tobacco-free campus. EQUAL OPPORTUNITY EMPLOYER : CSUMB is an Equal Opportunity employer seeking to recruit and support a broadly diverse community of faculty and staff. We value and celebrate diversity in all its forms and strive to foster an inclusive culture built on respect that affirms inter-group relations and builds cohesion. We consider qualified applicants for employment for their anticipated contributions and without regard to race, color, religion, national origin, age, gender, gender identity or expression, sexual orientation, genetic information, medical condition, pregnancy, marital status, veteran status, or disability. Advertised: Apr 16 2024 Pacific Daylight Time Applications close: Closing Date/Time:
Apr 17, 2024
Classification: Student Services Professional III - Exempt Hours: Full-time / 40 hours per week FLSA: Exempt Anticipated Hiring Salary Range: $5,025* mo. CSU Salary Schedule *CSUMB provides pay scales representing its good faith estimate of what the university reasonably expects to pay for this position. The pay offered to a selected candidate will be determined on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, and CSU systemwide pay for comparable jobs. Priority Screening Date: April 30, 2024 Recruitment Status: Open Until Filled ABOUT CSUMB California State University, Monterey Bay is a mid-sized university in California’s Central Coast that grants undergraduate and graduate degrees. Powered by an inspiring Founding Vision Statement , CSUMB is part of the nation’s largest four-year public university system, California State University , which educates nearly 460,000 students every year. With a vibrant, diverse student body of over 7,000 students, CSU Monterey Bay is both a Minority Serving Institution and a Hispanic Serving Institution. Our staff and faculty transform students’ lives with a focus on student success and engagement through experiential learning, service learning, and a strong emphasis on multicultural and global perspectives. CSUMB’s sustainability goal is to be carbon neutral by 2030. The university’s Strategic Plan prioritizes inclusive excellence through recruiting and investing in developing a diverse body of faculty, staff and administrators. Many appreciate living and working close to the shores of beautiful Monterey Bay, with easy access to recreational areas from Big Sur to Santa Cruz. Nearby opportunities for collaborative research include working in the Monterey Bay National Marine Sanctuary and Silicon Valley, and with colleagues at local research universities, including UC Santa Cruz and Stanford University. As one of the 23 campuses in the CSU system, CSUMB offers excellent benefits, including access to below-market-rate rental housing on East Campus, and competitive salaries for faculty and staff. With proximity to the San Francisco Bay Area and San Jose, opportunities for faculty, staff and students are as endless as the shores of the nearby Pacific Ocean. PURPOSE : Under the general supervision of the Dean of the College of Science, with daily oversight by the Department Chair of the Mechatronics Engineering Department (MECHA), and in collaboration with other faculty and staff; the Educational Pathway Advisor develops and oversees a broad range of programs and processes that support the academic and professional success of the students in the Mechatronics Engineering program. This includes internship placement and tracking, career development, recruitment, admissions, retention, communications, and student success. ESSENTIAL DUTIES AND RESPONSIBILITIES include, but are not limited to, the following : Develop, track, and manage internship opportunities. Develop internship opportunities and serve as a liaison with industry partners, government agencies, and other organizations to provide internship placements for engineering students. Ensures compliance with all CSUMB and partner organizations. Maintains complete and organized records of all partnerships and student placements. Provides information for students and partner organizations as needed. Assist students with career development. Provide students customized career advising that aligns students’ career goals with the knowledge and skills acquired in the engineering program. Support students in pursuing their educational and career goals by providing information about occupational and educational requirements and how they relate to student aptitudes, skills, interests and abilities. Directs students to appropriate career resources and services. Recruit students for the mechatronics engineering program. Represents the program at events such as CSUMB’s Open House and Admitted Otter Day, STEM conferences in the region and other venues for student recruitment and outreach such as community college and high school events. Serves as a program liaison to local community colleges. Manage, update, and maintain program websites and other materials. In collaboration with program faculty, plans and oversees the development and distribution of a effective communication and marketing materials to prospective and continuing students and to the external community including the program’s website, brochures, emails, newsletters and social media sites. Engage and interact with current students, alumni, and prospective students about program activities, career opportunities, and success stories. Coordinates and independently facilitates events. Provides support and coordinates with event and college staff for CSUMB events such as new student orientation, course orientations, Open House, alumni and guest speaker series, third party information sessions, senior design expo, and ABET accreditation visits. Actively participate in all program level efforts such as preparing documents required for accreditation, program review, industry advisory board meetings for performance improvement, partner organizations. Other Functions : Performs other duties as assigned by the Chair and other designated personnel as needed. Attends workshops, conferences, and meetings as needed. Promotes and maintains an atmosphere of excellent internal and external customer service within the Department and the broader community. KNOWLEDGE, SKILLS AND ABILITIES : Working knowledge of the principles of individual and group behavior. General knowledge of the principles, practices and trends of the Student Services field as well as general knowledge of the policies, procedures and practices of the program area to which assigned; general knowledge of individual counseling techniques; general knowledge, or the ability to rapidly acquire such knowledge, of the organizational procedures and activities of the specific campus to which the position is assigned. Working knowledge of student services programs outside the program to which immediately assigned. Ability to analyze complex situations accurately and adopt effective courses of action; advise students individually and in groups on complex student-related matters; determine appropriate courses of action and proper techniques to utilize while engaged with individuals in personal interactions of an argumentative or sensitive nature; interpret and evaluate descriptions and explanations of problems brought forward by individuals or student organizations, analyze and define the problem, draw valid conclusions and project consequences of various alternative courses of action; carry out a variety of professionally complex assignments without detailed instructions; and establish and maintain cooperative working relationships with a variety of individuals. MINIMUM QUALIFICATIONS : Education: Equivalent to graduation from a four-year college or university in a related field, including or supplemented by upper division or graduate course work in counseling techniques, interviewing, and conflict resolution where such are job-related. Experience: Possession of these knowledge and abilities is typically demonstrated through the equivalent of three years of progressively responsible professional student services work experience. A master’s degree in Counseling, Clinical Psychology, Social Work, or a directly related field may be substituted for one year of experience. A doctorate degree and the appropriate internship or clinical training in counseling or guidance may be substituted for the three years of experience for positions with a major responsibility for professional career or personal counseling. SPECIALIZED SKILLS : Must be an exceptional listener and communicator with the ability to effectively convey information verbally and in writing with students as well as with colleagues. Good patience to provide customized advising and counseling services to students with a highly career-oriented mindset. PREFERRED QUALIFICATIONS : Familiarity with graduation requirements, and CSU degree requirements. Technical fluency with Video Conferencing Tools, Microsoft Office, Google Apps (email, calendar, docs, forms, etc.), and recruitment material development tools such as InDesign, Photoshop, Illustrator, or similar software. Highly desirable : Demonstrated understanding of and commitment to CSUMB’s Vision. SPECIAL CONDITIONS OF EMPLOYMENT & POSITION DESIGNATIONS : All offers of employment are contingent upon the successful completion of a background check (including a criminal records check). The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. The person holding this position will have a duty to report to the Campus Title IX Officer information pertaining to discrimination, harassment, sexual misconduct, sexual exploitation, dating violence, domestic violence, stalking, and retaliation and is required to comply with the requirements set forth in CSU Executive Order EO 1095, EO 1096, and EO 1097 as a condition of employment. This position has been designated as a sensitive position with access to and responsibility for detailed personally identifiable Level 1 confidential information about students, faculty, staff or alumni that is protected, personal or sensitive as defined in the CSU Information Security Data Classification Standards . This position is required to comply with confidentiality requirements outlined in the Department of Education’s Family Educational Rights and Privacy and California’s Educational Code Chapter 13 regarding sensitive student issues. Must possess and maintain a valid license to drive in the State of California, pass the Defensive Training Class, and be insurable under the University's liability coverage. May require occasional evenings and/or weekend work. PHYSICAL ENVIRONMENT : Office environment with standard equipment and tasks. The position requires working at a computer and desk for extended periods of time. May require travel between campus offices and off-campus locations. The health and safety of our students, faculty, and staff remain our highest priority. While on campus, students, faculty, staff, and the community will be expected to follow all campus safety mandates. BENEFITS/PERKS : CSUMB offers a premium benefit package that includes outstanding vacation, health, dental and vision plans; membership in the California Public Employees Retirement System (CalPERS); and 15 paid holidays a year. For more information, visit Employee Benefits Summary . As a perk, the University Corporation at CSU Monterey Bay provides access to affordable campus housing based on availability; visit Schoonover Employee Housing for more information. APPLICATION PROCEDURE : For full consideration, applicants must complete the required online application prior to the priority screen date found at Careers at CSUMB . Application submissions received after the application screening date will be reviewed at the discretion of the University. Materials submitted become the property of CSUMB and will not be returned. CSUMB is not a sponsoring agency for staff or management positions. Reasonable accommodations will be provided for qualified applicants with disabilities who self-disclose by contacting Human Resources at (831) 582-3389 or emailing humanresources@csumb.edu . All employees must be eligible for employment in the U.S. GENERAL INFORMATION : CSUMB hires only individuals lawfully authorized to work in the United States and is an E-Verify employer. In compliance with federal crime awareness and campus security legislation, including the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics, you can view the notice of availability and access the Cal State University, Monterey Bay annual security and fire safety reports at https://csumb.edu/clery/asr-and-fsr-notices-availability/ . CSUMB is a smoke and tobacco-free campus. EQUAL OPPORTUNITY EMPLOYER : CSUMB is an Equal Opportunity employer seeking to recruit and support a broadly diverse community of faculty and staff. We value and celebrate diversity in all its forms and strive to foster an inclusive culture built on respect that affirms inter-group relations and builds cohesion. We consider qualified applicants for employment for their anticipated contributions and without regard to race, color, religion, national origin, age, gender, gender identity or expression, sexual orientation, genetic information, medical condition, pregnancy, marital status, veteran status, or disability. Advertised: Apr 16 2024 Pacific Daylight Time Applications close: Closing Date/Time:
Cal State University (CSU) San Francisco
1600 Holloway Avenue, San Francisco, CA 94132, USA
Working Title Event Services Coordinator SF State University San Francisco State is an Equal Opportunity Employer and does not discriminate against persons on the basis of race, religion, color, ancestry, age, disability, genetic information, gender, gender identity, gender expression, marital status, medical condition, National origin, sex, sexual orientation, covered veteran status, or any other protected status. Reasonable accommodations will be provided for qualified applicants with disabilities who self-disclose by contacting the Senior Human Resources Manager. Applicants may visit titleix.sfsu.edu for more information on SF State's policy prohibiting discrimination, and how to file an online report using the procedures under Executive Order 1096 Revised. Inquiries can be directed to the campus Title IX Coordinator and Discrimination, Harassment, and Retaliation Administrator by calling (415) 338-2032 or emailing vpsaem@sfsu.edu. San Francisco State is a 100% Smoke/Vapor-Free Campus. Smoking or Vaping of any tobacco/plant-based substance is not permitted on any University properties. The person holding this position may be considered a "mandated reporter" under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. This position may be a "designated position" in the California State University's Conflict of Interest Code. The successful candidate accepting this position may be required to file Conflict of Interest forms subject to the regulations of the Fair Political Practices Commission. Department Housing, Dining & Conference Services (HDCS) Appointment Type This is a one-year probationary position. Time Base Full-Time (1.0 FTE) Work Schedule Monday through Friday; 8:00 AM - 5:00 PM Anticipated Hiring Range $4,920.00 - $5,167.00 Per Month ($59,040.00 - $62,004.00 Annually) Salary is commensurate with experience. Position Summary Under the general lead of the Event Management Specialist, the Event Services Coordinator is responsible for developing & managing relationships with internal and external clients who utilize university facilities. The Event Service Coordinator will meet the logistical needs of clients through collaboration with all necessary cross-campus departments. The individual will assist in the planning, organizing and implementing of events within Event Services and functions in support of the overall mission and goals of SFSU. The Event Services Coordinator will anticipate problems and develop appropriate solutions by investigating, analyzing and solving operational issues and complaints. This role will also include managing and maintaining accurate inventory control with Facilities Services’, University Police, Enterprise Risk Management, and labor chargeable services. Position Information CUSTOMER & EVENT MANAGEMENT Develop and manage relationships with internal and external university clients who utilize San Francisco State University’s facilities. Develop and maintain excellent client relations while managing all details associated with each event. Liaison with vendors and minimize risk by ensuring appropriate liability insurance for all event-related matters. Primary point of contact for events and provide clients with updates as necessary for each event. Responsible for vendor management and client contract negotiations for events. Oversee event reservations, event planning, facilities coordination, technology management, insurance policy standards and documentation for all client events within Event Services. Communicate with various University entities including, but not limited to, University Police Department, Enterprise Risk Management, and Capital Planning, Design & Construction of upcoming events and clients' logistical needs, technical and supervisory support, AV needs, alcohol clearance approvals, State Fire Marshall special event application approvals and facilities support. Develop and implement procedures and solutions to improve the Event Services Associates program. Provide information to clients in relation to campus rates, policies and procedures of events, camps and conferences by the Conference & Event Services area. Ensure facility rules, regulations and policies are enforced at all times while on campus grounds. Conduct walkthrough of rental spaces with clients and campus stakeholders. ADMINISTRATIVE Identify and implement sustainable practices in all areas to include, but not limited to, event production, procurement, and use of various resources. Create tools to solicit feedback from clients and campus stakeholders and recommend service charges or enhancements based on feedback provided. Evaluate and review insurance policies; ensuring agreements for short-term rentals have proper documentation in relation to insurance, payment, and signed agreements. Create and prepare various agreements and revenue reports related to short-term rentals. Maintain and create electronic and paper records and files of each short-term rental agreements. Provide strategic event planning skills while producing and executing basic event plans, from concept through execution of each event. Track, monitor, and compile data of client bookings and maintaining close contact with clients and service partners to ensure a successful event. Coordinate with Enterprise Risk Management and Procurement to review and amend agreement verbiage to ensure rental agreements meet legal and liability standards. Ensure proper billing to clients is accurate and assist in the collection of past due invoices. MARKETING & SALES Assist with developing effective marketing strategies including re-branding and web presence to maximize revenue for the university. Assist with developing program proposals with revenue and cost analysis to plan revenue and business. Assist with developing a campus-wide training for event planning on campus. Assist with negotiating vendor partner rates for event services and equipment. LEADING & TRAINING Lead and coordinate student assistants, which includes, hire, train and feedback of the student workforce. Ensure training is compatible with policies and procedures set forth by SF State, Administration & Finance, and Student Affairs. Assist with training, evaluation and scheduling of student support. Support student staff payroll. Provide training to staff and community partners who use the Event Management System database. INVENTORY CONTROL Coordinate with the Facilities Services on the general maintenance and upkeep of facilities, audio visual equipment, and furniture inventories. Ensure that appropriate rates for furniture, equipment, and all chargeable services are maintained in Event Management System database. Other duties as assigned. Minimum Qualifications Entry to this classification requires general knowledge and skills in the applicable administrative and/or program field with a foundational knowledge of public administration principles, practices, and methods. This foundation would normally be obtained through a bachelor's degree and/or equivalent training and administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs. Working knowledge of and ability to apply standard theories, principles, practices, and techniques applicable to the program and/or administrative specialty to develop conclusions and make recommendations. Thorough knowledge of policies, procedures, and outside regulations pertaining to the applicable program and/or administrative specialty. Working knowledge of operational and fiscal analysis and techniques. Ability to take initiative and independently plan, organize, coordinate, and perform work in various situations where numerous and diverse demands are involved. Skill in the research, development and evaluation of policies and programs, including skill in the collection, evaluation, and interpretation of data to develop sound conclusions and make appropriate recommendations. Expertise in investigating and analyzing problems with a broad administrative impact and implications. Ability to anticipate problems and address them proactively. Demonstrated ability to effectively interpret, organize, and present information and ideas in written or presentation form. Ability to train others on new skills and procedures and provide lead work direction. Preferred Qualifications Four years’ experience in conference and event services, including logistics and execution. Four years’ experience leading staff. Overseeing customer service experience in a hospitality-related environment. Demonstrated ability to train and mentor staff. Ability to troubleshoot complex and varied client related problems in a fast paced environment. Thorough knowledge of Microsoft Office. Experience with EMS (Event Management System) or other event management software. Basic understanding of AV equipment in relation to event services. Demonstrated experience working with diverse populations. Experience working with a diverse community. Environmental/Physical/Special The incumbent will work in a shared environment within the residential housing community on the main SF State campus. S/he will be required to lift and carry equipment, tables, chairs, etc., for conference check-in and check-out, event set-ups, and other campus needs. Regular attendance and work week that sometimes needs to be flexible are required. This position may be required to work nights and/or weekends. Pre-Employment Requirements This position requires the successful completion of a background check. Eligibility to Work Applicants must be able to provide proof of US Citizenship or authorization to work in the United States, within three business days from their date of hire. Benefits Threaded through our Total Compensation package is a commitment to Bridging Life's Transitions. SF State is committed to providing our employees with a comprehensive program that rewards efforts that are appreciated by your colleagues, students and the customers we serve. We offer a competitive compensation package that includes Medical, Dental, Vision, Pension, 401k, Healthcare Savings Account, Life Insurance, Disability Insurance, Vacation and Sick Leave as well as State Holidays and a dynamic Fee Waiver program, all geared towards the University's commitment to attract, motivate and retain our employee. Employment Requirement CSU requires faculty, staff, and students who are accessing campus facilities to be immunized against COVID-19 or declare a medical or religious exemption from doing so. Any candidates advanced in a currently open search process should be prepared to comply with this requirement. The systemwide policy can be found at https://calstate.policystat.com/policy/9779821/latest/ and questions may be sent to hr@campus.edu . CSUEU Position (For CSUEU Positions Only) Eligible and qualified on-campus applicants, currently in bargaining units 2, 5, 7, and 9 are given hiring preference. Additional Information SF STATE IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS. (i.e. H1-B VISAS). Thank you for your interest in employment with California State University (CSU). CSU is a state entity whose business operations reside within the State of California. Because of this, CSU prohibits hiring employees to perform CSU-related work outside of California with very limited exception. While this position may be eligible for occasional telework, all work is expected to be performed in the state of California, and this position is assigned to on-campus operations. The Human Resources office is open Mondays through Fridays from 8 a.m. to 5 p.m., and can be reached at (415) 338-1872. Please note that this position, position requirements, application deadline and/or any other component of this position is subject to change or cancellation at any time. Advertised: Oct 13 2023 Pacific Daylight Time Applications close: Closing Date/Time:
Mar 07, 2024
Working Title Event Services Coordinator SF State University San Francisco State is an Equal Opportunity Employer and does not discriminate against persons on the basis of race, religion, color, ancestry, age, disability, genetic information, gender, gender identity, gender expression, marital status, medical condition, National origin, sex, sexual orientation, covered veteran status, or any other protected status. Reasonable accommodations will be provided for qualified applicants with disabilities who self-disclose by contacting the Senior Human Resources Manager. Applicants may visit titleix.sfsu.edu for more information on SF State's policy prohibiting discrimination, and how to file an online report using the procedures under Executive Order 1096 Revised. Inquiries can be directed to the campus Title IX Coordinator and Discrimination, Harassment, and Retaliation Administrator by calling (415) 338-2032 or emailing vpsaem@sfsu.edu. San Francisco State is a 100% Smoke/Vapor-Free Campus. Smoking or Vaping of any tobacco/plant-based substance is not permitted on any University properties. The person holding this position may be considered a "mandated reporter" under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. This position may be a "designated position" in the California State University's Conflict of Interest Code. The successful candidate accepting this position may be required to file Conflict of Interest forms subject to the regulations of the Fair Political Practices Commission. Department Housing, Dining & Conference Services (HDCS) Appointment Type This is a one-year probationary position. Time Base Full-Time (1.0 FTE) Work Schedule Monday through Friday; 8:00 AM - 5:00 PM Anticipated Hiring Range $4,920.00 - $5,167.00 Per Month ($59,040.00 - $62,004.00 Annually) Salary is commensurate with experience. Position Summary Under the general lead of the Event Management Specialist, the Event Services Coordinator is responsible for developing & managing relationships with internal and external clients who utilize university facilities. The Event Service Coordinator will meet the logistical needs of clients through collaboration with all necessary cross-campus departments. The individual will assist in the planning, organizing and implementing of events within Event Services and functions in support of the overall mission and goals of SFSU. The Event Services Coordinator will anticipate problems and develop appropriate solutions by investigating, analyzing and solving operational issues and complaints. This role will also include managing and maintaining accurate inventory control with Facilities Services’, University Police, Enterprise Risk Management, and labor chargeable services. Position Information CUSTOMER & EVENT MANAGEMENT Develop and manage relationships with internal and external university clients who utilize San Francisco State University’s facilities. Develop and maintain excellent client relations while managing all details associated with each event. Liaison with vendors and minimize risk by ensuring appropriate liability insurance for all event-related matters. Primary point of contact for events and provide clients with updates as necessary for each event. Responsible for vendor management and client contract negotiations for events. Oversee event reservations, event planning, facilities coordination, technology management, insurance policy standards and documentation for all client events within Event Services. Communicate with various University entities including, but not limited to, University Police Department, Enterprise Risk Management, and Capital Planning, Design & Construction of upcoming events and clients' logistical needs, technical and supervisory support, AV needs, alcohol clearance approvals, State Fire Marshall special event application approvals and facilities support. Develop and implement procedures and solutions to improve the Event Services Associates program. Provide information to clients in relation to campus rates, policies and procedures of events, camps and conferences by the Conference & Event Services area. Ensure facility rules, regulations and policies are enforced at all times while on campus grounds. Conduct walkthrough of rental spaces with clients and campus stakeholders. ADMINISTRATIVE Identify and implement sustainable practices in all areas to include, but not limited to, event production, procurement, and use of various resources. Create tools to solicit feedback from clients and campus stakeholders and recommend service charges or enhancements based on feedback provided. Evaluate and review insurance policies; ensuring agreements for short-term rentals have proper documentation in relation to insurance, payment, and signed agreements. Create and prepare various agreements and revenue reports related to short-term rentals. Maintain and create electronic and paper records and files of each short-term rental agreements. Provide strategic event planning skills while producing and executing basic event plans, from concept through execution of each event. Track, monitor, and compile data of client bookings and maintaining close contact with clients and service partners to ensure a successful event. Coordinate with Enterprise Risk Management and Procurement to review and amend agreement verbiage to ensure rental agreements meet legal and liability standards. Ensure proper billing to clients is accurate and assist in the collection of past due invoices. MARKETING & SALES Assist with developing effective marketing strategies including re-branding and web presence to maximize revenue for the university. Assist with developing program proposals with revenue and cost analysis to plan revenue and business. Assist with developing a campus-wide training for event planning on campus. Assist with negotiating vendor partner rates for event services and equipment. LEADING & TRAINING Lead and coordinate student assistants, which includes, hire, train and feedback of the student workforce. Ensure training is compatible with policies and procedures set forth by SF State, Administration & Finance, and Student Affairs. Assist with training, evaluation and scheduling of student support. Support student staff payroll. Provide training to staff and community partners who use the Event Management System database. INVENTORY CONTROL Coordinate with the Facilities Services on the general maintenance and upkeep of facilities, audio visual equipment, and furniture inventories. Ensure that appropriate rates for furniture, equipment, and all chargeable services are maintained in Event Management System database. Other duties as assigned. Minimum Qualifications Entry to this classification requires general knowledge and skills in the applicable administrative and/or program field with a foundational knowledge of public administration principles, practices, and methods. This foundation would normally be obtained through a bachelor's degree and/or equivalent training and administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs. Working knowledge of and ability to apply standard theories, principles, practices, and techniques applicable to the program and/or administrative specialty to develop conclusions and make recommendations. Thorough knowledge of policies, procedures, and outside regulations pertaining to the applicable program and/or administrative specialty. Working knowledge of operational and fiscal analysis and techniques. Ability to take initiative and independently plan, organize, coordinate, and perform work in various situations where numerous and diverse demands are involved. Skill in the research, development and evaluation of policies and programs, including skill in the collection, evaluation, and interpretation of data to develop sound conclusions and make appropriate recommendations. Expertise in investigating and analyzing problems with a broad administrative impact and implications. Ability to anticipate problems and address them proactively. Demonstrated ability to effectively interpret, organize, and present information and ideas in written or presentation form. Ability to train others on new skills and procedures and provide lead work direction. Preferred Qualifications Four years’ experience in conference and event services, including logistics and execution. Four years’ experience leading staff. Overseeing customer service experience in a hospitality-related environment. Demonstrated ability to train and mentor staff. Ability to troubleshoot complex and varied client related problems in a fast paced environment. Thorough knowledge of Microsoft Office. Experience with EMS (Event Management System) or other event management software. Basic understanding of AV equipment in relation to event services. Demonstrated experience working with diverse populations. Experience working with a diverse community. Environmental/Physical/Special The incumbent will work in a shared environment within the residential housing community on the main SF State campus. S/he will be required to lift and carry equipment, tables, chairs, etc., for conference check-in and check-out, event set-ups, and other campus needs. Regular attendance and work week that sometimes needs to be flexible are required. This position may be required to work nights and/or weekends. Pre-Employment Requirements This position requires the successful completion of a background check. Eligibility to Work Applicants must be able to provide proof of US Citizenship or authorization to work in the United States, within three business days from their date of hire. Benefits Threaded through our Total Compensation package is a commitment to Bridging Life's Transitions. SF State is committed to providing our employees with a comprehensive program that rewards efforts that are appreciated by your colleagues, students and the customers we serve. We offer a competitive compensation package that includes Medical, Dental, Vision, Pension, 401k, Healthcare Savings Account, Life Insurance, Disability Insurance, Vacation and Sick Leave as well as State Holidays and a dynamic Fee Waiver program, all geared towards the University's commitment to attract, motivate and retain our employee. Employment Requirement CSU requires faculty, staff, and students who are accessing campus facilities to be immunized against COVID-19 or declare a medical or religious exemption from doing so. Any candidates advanced in a currently open search process should be prepared to comply with this requirement. The systemwide policy can be found at https://calstate.policystat.com/policy/9779821/latest/ and questions may be sent to hr@campus.edu . CSUEU Position (For CSUEU Positions Only) Eligible and qualified on-campus applicants, currently in bargaining units 2, 5, 7, and 9 are given hiring preference. Additional Information SF STATE IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS. (i.e. H1-B VISAS). Thank you for your interest in employment with California State University (CSU). CSU is a state entity whose business operations reside within the State of California. Because of this, CSU prohibits hiring employees to perform CSU-related work outside of California with very limited exception. While this position may be eligible for occasional telework, all work is expected to be performed in the state of California, and this position is assigned to on-campus operations. The Human Resources office is open Mondays through Fridays from 8 a.m. to 5 p.m., and can be reached at (415) 338-1872. Please note that this position, position requirements, application deadline and/or any other component of this position is subject to change or cancellation at any time. Advertised: Oct 13 2023 Pacific Daylight Time Applications close: Closing Date/Time: