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The Position Filing Deadline Extended until 4/5/20 Why join Contra Costa County? Contra Costa County recognizes that our employees are our strongest and greatest asset. There are currently two vacancies in the Health Services Department. The Health Services Personnel and Payroll Division has a staff of just over 50 employees providing human resources and payroll services to Health Services divisions, employees and the public. HS Personnel team members provide human resource services including employee/employer labor relations, recruitment and examination, and classification and compensation to over 4700 employees in nine (9) divisions which include the Office of the Director, Contra Costa Regional Medical Center and health centers, Public Health, Behavioral Health, Emergency Management System, Environmental Health, Hazardous Materials, Health, Housing and Homeless, and Contra Costa Health Plan. In order to provide the best human resources services to our partners and clients, we strive to recruit motivated, forward-thinking, results-driven HR staff. This is an exciting time to join Contra Costa County Health Services! We are looking for individuals who are solution-oriented and able to learn and thrive in a fast-paced, growing and changing HR environment. We are looking for someone who is: A Fact Finder and Strong Decision Maker. You will research allegations, conduct investigations and make recommendations in response to complaints and/or grievances. An Innovative Problem Solver. You will need to be able to understand the challenges faced within the divisions and determine effective ways to resolve problems that address the root cause and underlying determinants of issues. Takes Initiative! You should know what needs to be done, stay focused on your goals and push yourselfto meet your objectives. This includes knowing when you have conducted enough research and analysis to move into action. Customer focused. Your role will require you to be responsive and proactive when addressing internal customer needs. A strong relationship builder with excellent communication skills. You will need to establish relationships across many divisions, and ensure that a consistent message is communicated to a variety of audiences. Organized and results-driven. You will need to balance multiple assignments and priorities in a fast-paced environment. What you will typically be responsible for: Providing consultation to Health Services Managers and Supervisors on personnel practices, policies and procedures (e.g. procedural information, interpretation of MOUs, Personnel Management Regulations, Salary Regulations, Merit System Principles, Federal and State laws, and County and Health Services Department policies and procedures). Investigatinggrievances and serving as the Department Representative in the grievance process up to and including the mediation and arbitration proceedings; making recommendations in resolutions and working closely with Labor Relations. Providingadvice and recommendations to managers and supervisors on employee performance issues and disciplinary actions (e.g. assisting in the preparation of pre-disciplinary and disciplinary memoranda/letters; investigate employee misconduct and determine appropriate level of discipline, prepare Skelly Notices and Order and Notice of Action, and may serve as the Skelly Hearing Officer). Working closely with County Counsel and/or outside Counsel in arbitrations, mediations, Merit Board and PERB proceedings - gathering and analyzing information, identifying potential witnesses, determining facts, preparing formal documentation, serving as the Departmental Representative and testifying during hearings, and implementing arbitrators' decisions. InvestigatingEmployee Discrimination/Harassment complaints and preparing responses (e.g. HSD, AAO or DFEH - gathering and analyzing information, and working closely with County Counsel). A few reasons you might love this job: Your work will have a direct impact on the County'sability to provide important public health services. You will be challenged daily. You will work with people who are passionate about their work, and focused on continuousimprovement and innovation. You will have ample learning opportunities that will allow you to develop your skills and abilities. A few challenges you might face in this job: You will work on multiple assignments with competing deadlines. Your customers will include some people with difficult personalities and/or high expectations. You will need to learn to navigate through complex and sometimes conflicting rules, policies or labor agreements in order to assist others in reaching operational objectives in ways that stay within the boundariesof the merit system. Read the complete job description online here: https://www.governmentjobs.com/careers/contracosta/classspecs/4263 Competencies Required: Critical Thinking - analytically and logically evaluating information, policies andprocedures Innovative Problem Solving - Identifying and analyzing problems in order topropose resolution and/or recommendations Delivering Results - Meeting organizational goals and customer expectations and making decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks Teamwork - Building and maintaining professional relationships, collaborating with others to achieve shared goals Political & Organizational Savvy - Working skillfully with politics, procedures, and protocols across organizational levels and boundaries Action & Results Focused (Taking Initiative) - Initiating tasks and focusing on accomplishment Adaptability - Responding positively to change and modifying behavior as the situation requires Attention to Detail - Focusing on the details of work content, work steps, and final work products Customer Focus - Attending to the needs and expectations of customers Learning Agility - Seeking learning opportunities and applying lessons to one's work Professional Integrity & Ethics - Displaying honesty, adherence to principles, and personal accountability Oral & Written Communication - Engaging effectively indialogueand communicating effectively in writing Strategic Thinking & Perspective - Evaluating immediate actions in context of achieving long range objective Valuing Diversity - Appreciating the benefits of varied backgrounds and cultures in the workplace The eligible list established from this recruitment may remain in effect for six months. Minimum Qualifications Any combination of education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be: Experience: Two (2) years of full-time or its equivalent professional human resources experience. Qualifying experience should include employee and/or labor relations. Note: Professional Human Resources experience is defined as performing duties that require interpretation, independence of judgment and application of defined principles, practices and regulations. AND Education: Possession of a Bachelor's degree from an accredited college or university. A major in human resources management, business administration, public administration, industrial / organizational psychology, or a closely related field is preferred. Selection Process Application Filing and Evaluation: Applications will be evaluated to determine which candidates will move forward in the next phase of the recruitment process. Multiple Choice Test: Candidates will be evaluated on necessary knowledge and skills that may include: the ability to collect and analyze data, draw logical conclusions, and make sound recommendations; the ability to interpret and apply rules and regulations; and the ability to communicate effectively in writing. Final Selection Interviews: TBD. TENTATIVE EXAM DATES Written Exam: New Date TBD after Shelter In Place Lifted Meeting the minimum qualifications does not guarantee an invitation to participate in the selection process. The Human Resources Department may change the examination steps noted above in accordance with the Personnel Management Regulations and accepted selection practices. CONVICTION HISTORY After you receive a conditional job offer, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction conflicts with the specific duties and responsibilities of the job for which you have received a conditional job offer. If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances. Having a conviction history does not automatically preclude you from a job with Contra Costa County. If you accept a conditional job offer, the Human Resources department will contact you to schedule a fingerprinting appointment. DISASTER SERVICE WORKER All Contra Costa County employees are designated Disaster Service Workers through state and local law. Employment with the County requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency. EQUAL EMPLOYMENT OPPORTUNITY It is the policy of Contra Costa County to consider all applicants for employment without regard to race, color, religion, sex, national origin, ethnicity, age, disability, sexual orientation, gender, gender identify, gender expression, marital status, ancestry, medical condition, genetic information, military or veteran status, or other protected category under the law.

Description: Chancellor's Office Statement Join our team at the California State University, Office of the Chancellor, and make a difference in providing access to higher education. We are currently seeking experienced candidates for the position of Labor Relations Analyst. The CSU Chancellor's Office, located on the waterfront adjacent to the Aquarium of the Pacific in downtown Long Beach, is the headquarters for the nation's largest and most diverse system of higher education. The CSU Chancellor's Office offers a premium benefit package that includes outstanding vacation, health, and dental plans; a fee waiver education program; membership in the California Public Employees Retirement System (PERS); and 14 paid holidays a year. Salary The salary range for this classification is $5,102 to $11,325 per month. Position Information The California State University, Office of the Chancellor, is seeking a Labor Relations Analyst to create reports and provide data analysis for systemwide ad-hoc report generation and for data requests from unions and external agencies, interprets HEERA, CBA, and PRA information requests to collect and organize responses, researches prior arbitration and PERB decisions and interprets these decisions to provide a recommended course of action, interviews witnesses, determines documents responsive to PERB subpoenas, and assists labor relations managers with gathering and organizing exhibits for arbitration and PERB hearings. This position also prepares pleadings, motions and other documents for PERB matters and meet and confer notices to the unions and maintains the PERB calendar, files and database. Responsibilities Under the general direction of the Director of Labor and Employee Relations, the Labor Relations Analyst will: -Interpret HEERA, CBA and PRA information requests received by labor relations managers to correspond with campus constituents to gather responsive documents. Collect and review all documents received to ensure they are responsive to the request. Organize the responsive documents for review by labor relations managers before sending the responses to the requestor. Open and track requests for information. -Ensure PERB files are created, maintain the PERB calendar, files and database, process unfair labor practice charges, prepare, initiate and submit PERB filings, draft pleadings and motions for PERB matters, calendar all pertinent dates (Position Statements, Informal Conferences, Formal Hearings, Complaints, Appeals, etc.). -Review PERB subpoenas to assist campus personnel in determining which documents are responsive. Review responsive documents provided by campus personnel before they are produced. -Research prior arbitration and PERB decisions, interpret decisions to provide a recommended course of action to labor relations managers. -Interview potential arbitration and PERB hearing witnesses to assist labor relations managers in determining whether the individual has information relevant to the hearing. -Assist labor relations managers with gathering and organizing exhibits and evidence for arbitration and PERB hearings. -Coordinate the schedules of administrative law judges, union advocates, CSU representatives, and witnesses so as to accomplish the scheduling of all PERB hearings. -Coordinate the schedules of arbitrators, union advocates, CSU representatives, and witnesses so as to accomplish the scheduling of all arbitration hearings involving contract interpretation grievances in the CSU. -Attend PERB and arbitration hearings as needed to assist labor relations managers with exhibits and document management. -Prepare reports on grievance and arbitration statistical data for systemwide use and for labor relations managers. Prepare reports for data requested by unions and external agencies. -Prepare meet and confer notices to unions at direction of labor relations managers. Coordinate the schedules of union advocates and CSU representatives to schedule any meet and confers request by unions. -Provide backup to the administrative assistants in the Labor Relations unit as needed. Qualifications This position requires: -A Bachelor's Degree or equivalent combination of education and experience. -This position requires five to eight years of experience in a labor relations or legal office environment. -Must be a team-oriented individual who exhibits a strong customer service orientation. -Ability to work cooperatively with campus administrators, union officials, arbitrators, and Office of the Chancellor colleagues. -Excellent oral and written communication skills. -Ability to work with a minimum of direct supervision. -Excellent problem solving skills and ability to handle multiple tasks in a high pressure environment. -Ability to set priorities and meet deadlines and an ability to exercise judgment sufficient to anticipate the requirements necessary to successfully complete assignments. -Ability to research and interpret prior PERB and arbitration decisions. -Strong knowledge of Microsoft Office Word, Excel, PowerPoint, and Outlook. -Ability to handle confidential and sensitive matters. -Possession, or ability to obtain, and maintenance of a valid California driver¿s license. -Ability to travel, sometimes overnight, within California. Preferred qualifications: -Paralegal certificate is preferred. -Experience working in a higher education environment is preferred. -Experience working in a unionized environment is preferred. Application Period Resumes will be accepted until March 20, 2020 or until job posting is removed. How To Apply To apply for this position, click on the link at the top of the screen. Equal Employment Opportunity The university 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. E-Verify This position requires new hire employment verification to be processed through the E-Verify program administered by the Department of Homeland Security, U.S. Citizenship and Immigration Services (DHSUSCIS)' in partnership with the Social Security Administration (SSA). If hired, you will be required to furnish proof that you are legally authorized to work in the United States. Background The Chancellor's Office policy requires that the selected candidate successfully complete a full background check (including a criminal records check) prior to assuming this position. Closing Date/Time: Open until filled

Description: The Senior Employee/Labor Relations Analyst works under limited supervision and performs journey-level professional employee/labor relations staff duties including investigation design, research and analysis; assists in the resolution of disputes; assists in the preparation of grievance and complaint responses; assists with the design, development and facilitation of employee/labor relations related training. Provides advice and interpretation of Collective Bargaining Agreements, CSU policies and procedures to managers and work leads/supervisors; assist investigators with related duties and performs related duties as required. Responsibilities include but are not limited to the following: -Gathers, prepares and analyzes technical and statistical data for use in grievance processing, mediation, arbitration, fact-finding, and other labor relations activities. -Assists the Senior Director/Manager in grievance preparation with research and analysis of issues and past history. -Researches, gathers and compiles data for information requests related to grievances and discipline cases. -Researches issues relative to contract interpretation/administration. -Implements or assists in the implementation of negotiated settlement agreements and arbitration awards. -Drafts settlement agreements, grievance responses and formal disciplinary actions. -Prepares, leads and responds to issues for Labor Management meetings. -Oversees record management for progressive disciplines and grievances. Closing Date/Time: Open until filled

Description El Dorado County is one of the most beautiful counties in the state of California.You can avoid the valley commute and fog and take in the natural beauty. Check out our video to learn more! ELEVATE TO EL DORADO The County of El Dorado is recruiting applicants for Extra Help Sr. Human Resources Analyst. This recruitment will establish a list for the purpose of filling current and future full time, part time and extra help vacancies for at least three (3) months. If you are interested in this position,please submit your application. Human Resources is searching for a candidate with these ideal qualities: Knowledge to assist with guiding the HR Department to be a customer-service oriented business partner. Be conscientious of the needs of both internal and external customers. Serve as an example to staff. Brings innovation and new ideas to improve the effective and efficient delivery of HR services. Has the public sector/governmental HR expertise and patience to provide training and guidance to staff. We currently have the following vacancy: One (1) extra help vacancy in the Human Resources Departmentlocated in Placerville, CA. Extra help vacancies are made to maintain adequate coverage of work for short periods of time at frequent intervals, where employment is of a recurrent nature depending on the needs of the Agency; work may be seasonal, on-call, and/or for a limited duration. A scored evaluation of training and experience, based upon your application and responses to supplemental questions, will determine your ranking for referral to the hiring department. Supplemental questions play an integral role in the evaluation of your qualifications. Please take the time to provide thoughtful and thorough responses. The information you provide will be used to determine your ranking for a referral to specific vacancies. All work experience that is described or included in your response(s) MUST be included in the "Work Experience" section of your application. Do not refer to a resume or other documentation. DEFINITION Under direction, performs advanced, difficult, and confidential analytical assistance in the administration of human resources operations, programs, and projects including recruitment and selection, classification, compensation, employee training and development, and employee and labor relations; conducts and coordinates advanced research and analyses of complex human resources practices and procedures and makes recommendations for organizational, operational, policy, and procedural improvements; conducts difficult and/or specialized studies, analyses, and evaluations for assigned areas; participates in departmental planning activities to improve organizational productivity and customer service; provides consulting services to County departments related to all aspects of human resources programs and activities; fosters cooperative working relationships among County departments; and performs related duties as assigned. SUPERVISION RECEIVED AND EXERCISED Receives direction from assigned supervisory or management personnel. May provide functional and technical leadership over subordinate professional staff. May exercise direct supervision over professional, technical, and/or administrative support staff. CLASS CHARACTERISTICS This is the advanced-level class in the professional Human Resources Analyst class series. Incumbents work under direction, exercising a high level of discretion and independent judgment in performing the full range of routine to complex duties related to the supervision and administration of human resources programs and activities. Responsibilities emphasize staff and program leadership as well as the provision of complex and/or specialized professional-level support to assigned management personnel. The work requires a high-level of accountability, judgment, and decision-making, and incumbents must frequently present strategies and recommendations that are without precedent or an established process. Successful performance of the work requires extensive professional experience as well as the ability to coordinate assigned functions with those of other departments and outside agencies. Incumbents at this level typically serve as lead workers over subordinate professional staff and/or may directly supervise professional, technical, and/or administrative support staff. With or without lead worker duties as described above, positions may also be allocated to this class based on advanced responsibility for coordinating the activities of a distinct human resources program, function, or work unit. In this role, an incumbent has significant responsibility for the development of goals, objectives, and operational strategies for the assigned program/unit and for quality control/improvement. This class is distinguished from the class of Human Resources Analyst II in that the latter performs journey-level administrative analytical work but does not preponderantly lead or supervise the work of other professional staff. Examples of Essential Functions Performs advanced professional analytical work in the administration of assigned human resources operations, programs, and projects; conducts complex analyses to identify alternatives and make recommendations regarding such matters as organizational structure, staffing, cost/benefit, productivity, and policy or procedure modifications; evaluates alternatives and develops conclusions. Leads, plans, organizes, assigns, and reviews the work of human resources professional, technical, and administrative support staff; oversees the operations and activities of an assigned function or program area such as, but not limited to, recruitment and selection, job analysis and classification, compensation, employee training and development, and employee and labor relations; assumes significant responsibility for the development of goals, objectives, and operational strategies for the assigned program/unit and for quality control/improvement. Develops and coordinates sound recruitment, testing, and selection processes by evaluating recruitment materials and sources, developing and administering all phases of the examination process, and assisting hiring departments with the employee selection process; develops and implements background investigative policies and procedures and oversees and conducts background investigations; maintains background investigation and records management databases; tracks fingerprinting activities; ensures equal employment opportunity for all candidates consistent with the Equal Employment Opportunity Plan. Advises departments on methods and procedures for improving complex recruitment and selection processes for their vacant positions; ensures the use of job analysis for developing job announcements and written, oral, performance, or other selection processes. Provides complex advice and counsel to department directors, managers, supervisors, and employees in the interpretation and correct application of federal, state, and County policies, MOUs, procedures, and programs pertaining to human resources policies, procedures, contracts application, and the administration of grievances. Conducts difficult and complex classification studies; reviews and analyzes class specifications and position questionnaire forms; collects background occupational and job comparison data; conducts interviews with incumbents and supervisors; analyzes positions to determine similarity with other internal or external positions or established classes; recommends allocation of positions to the most appropriate classes. Conducts and coordinates investigations of allegations of misconduct, harassment, or unlawful discrimination; writes or edits various notices and related correspondence for labor attorney review and approval, including notices of due process, notices of findings, letters of discipline, and separation agreements; makes recommendations to the Director and labor attorney; coaches managers and directors regarding the conduct of termination meetings and serves as a witness to terminations. May supervise the work of professional, technical, and/or administrative support staff, including responsibility for staff selection, training, motivation, and evaluation; prioritizes and coordinates work assignments; provides and/or coordinates staff training; reviews work for accuracy; works with employees to correct deficiencies. Develops new or revised class specifications, class concepts, and career ladders/lattices based on job analyses or classification review. Conducts complex salary studies; researches salary and benefit information for use in the collective bargaining process, budget preparation, and cost analysis. Develops and participates in employee and labor relations activities; reviews performance evaluations for consistency and makes recommendations; works closely with management on issues that require resolution or contract clarification. Facilitates and participates in the grievance process; draft grievance responses; attends grievance hearings; and may serve as a witness during hearings. Assists with labor contract negotiations; prepares labor relations documents and contract language; represents the County in meetings with bargaining units. May conduct interactive process meetings with employees, supervisors, managers, and directors to determine reasonable accommodations to work restrictions under the Americans with Disabilities Act (ADA). Coordinates the County's training activities, including developing training syllabus and programs, identifying training needs, arranging for training presenters, and working with trainers to ensure the County's needs and expectations are addressed; secures training sites; develops memos, flyers, emails, and voicemails; and provides visual aids and other materials as necessary. Coordinates the collection, compilation, and analysis of human resources data; coordinates and ensures the preparation of monthly, quarterly, and year-end budgetary, legal, summary, and technical reports as directed. Coordinates the maintenance of appropriate human resources documents, procedures, and forms; recommends policies, regulations, and procedures. Develops and recommends standardized procedures and methods to improve and continuously monitor the efficiency and effectiveness of assigned programs, service delivery methods, and procedures; identifies opportunities for improvement. Conducts complex research assignments; gathers data and prepares a variety of reports, correspondence, manuals, records, and other documents for consideration by management or special committees. Discusses analyses findings with management staff; makes recommendations, and assists with the implementation of procedural, administrative, and/or operational changes after approval. Coordinates and integrates program services and activities with other agencies and County departments. Provides complex staff assistance to Human Resources management; prepares and presents staff reports and other necessary correspondence; attends to a variety of office administrative details, such as keeping informed of departmental activities, transmitting information, processing contracts and agreements, attending meetings, preparing agendas and taking minutes, responding to Public Records Act and subpoena requests; and serving on various task forces and committees. Performs related duties as assigned. Education & Experience Requirements (typing "See Resume" in application will not be accepted) QUALIFICATIONS Knowledge of: Principles and practices of leadership and supervision, including work planning, assignment review and evaluation, and the training of staff in work procedures. Advanced principles and practices of government human resources program development, implementation, and management in areas such as: recruitment and selection; equal employment opportunity; job analysis and classification; compensation analysis and administration; employee and labor relations; and training and development. Applicable federal, state, and local laws, regulatory codes, ordinances, and procedures consistent with the assigned area. Advanced organizational and management practices as applied to the analysis, evaluation, development, and implementation of programs, policies, and procedures. Advanced administrative principles and practices, including goal setting, program development, implementation, evaluation, and project management. Advanced research and reporting methods, techniques, and procedures; statistical analyses and various methods of presentation of data and recommendations. Sources of information related to a broad range of County programs, services, and administration. Principles and practices of public relations. Principles and practices of contract administration and evaluation. Advanced negotiation techniques. Recent and ongoing developments, current literature, and sources of information related to the operations of the assigned programs. Recordkeeping principles and procedures. Principles and techniques for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly. Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and County staff. The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar. Modern equipment and communication tools used for business functions and program, project, and task coordination. Computers and software programs (e.g., Microsoft software packages) to conduct, compile, and/or generate documentation. Ability to: Lead and/or supervise the work of subordinate staff. Lead, coordinate, and perform advanced professional analytical work to support human resources functions and programs; plan and implement departmental programs and services. Understand, interpret, and apply complex laws, codes, regulations, policies and procedures, and standards relevant to work performed. Lead and conduct advanced and complex research on a variety of human resources topics and devise methods and procedures for obtaining a variety of data. Develop, administer, and analyze employment tests and/or selection devices for a variety of occupations. Lead and conduct difficult job analyses and make sound classification decisions. Lead and conduct difficult management, administrative, and operational studies; evaluate alternatives, make sound recommendations, and prepare effective technical staff reports. Research, analyze, evaluate, and recommend improvements in service delivery methods, policies, procedures, and techniques. Evaluate and recommend improvements in operations, procedures, policies, or methods. Collect, analyze, and interpret data; draw conclusions, summarize, and present administrative and technical information and data in an effective manner. Effectively lead and administer special projects with contractual agreements and ensure compliance with stipulations. Maintain confidentiality of sensitive personal information of applicants, employees, former employees, and other matters affecting employee relations. Deal effectively with employees and others in difficult situations and/or conflicts; gain cooperation through discussion and persuasion. Apply independent judgment and personal initiative in assigned area. Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments. Make complex mathematical and limited statistical calculations with accuracy. Prepare clear and concise reports, correspondence, policies, procedures, and other written material. Maintain accurate files and records. Effectively represent the department and the County in meetings with governmental agencies; community groups; various business, professional, and regulatory organizations, and in meetings with individuals. Effectively use computer systems, software applications, and modern business equipment to perform a variety of work tasks. Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax. Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines. Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work. Education and Experience: Any combination of the required experience, education, and training that would provide the essential knowledge, skills, and abilities is qualifying. Equivalent to a bachelor's degree from an accredited four-year college or university with major coursework in human resources management, business or public administration, industrial/organizational psychology, or a closely related field; AND Two (2) years of journey-level professional human resources experience at a level equivalent to the County's class of Human Resources Analyst II. Public sector experience is preferred. Lead or supervisory experience is desirable. Licenses and Certifications: Possession of a valid California driver license and a satisfactory driving record at the time of appointment, and maintenance of such during employment. Possession of a Professional in Human Resources certification is preferred. Other Requirements PHYSICAL DEMANDS Must possess mobility to work in a standard office setting and use standard office equipment, including a computer, and to operate a motor vehicle to visit various County and meeting sites; vision to read printed material and a computer screen; and hearing and speech to communicate in person and over the telephone. Standing in and walking between work areas is frequently required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification frequently bend, stoop, kneel, and reach to perform assigned duties, as well as push and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 25 pounds with the use of proper equipment. Reasonable accommodations will be made for individuals on a case-by-case basis. ENVIRONMENTAL CONDITIONS Employees work primarily in an office environment with moderate noise levels and controlled temperature conditions, and occasionally in the field where they may be exposed to inclement weather. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures. Closing Date/Time: Continuous

Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. The Supervisory Personnel Analyst in the Labor Relations Unit will supervise staff who performs complex, technical personnel functions involving recruitment, selection, testing, classification, compensation and other duties as it relates to labor relations. This position is located in the Labor Relations Unit of the Division of Human Resource Management in Carson City. This unit is responsible for providing expert consultation to employees, employee representatives, agency human resource representatives and agency management on human resources practices, labor relations, and collective bargaining and also develops proposed regulations to carry out the provisions of NRS 284, Senate Bill 135 (2019) and other State or federal mandates. This position will be responsible for supervising staff and providing consultation on issues such as the progressive discipline process, the grievance process, and performance management and bargaining agreements. Other duties include labor negotiations, union engagement and oversee the development and presentation of related training classes. The State of Nevada is committed to Equal Employment Opportunity/Affirmative Action in recruitment of its employees and does not discriminate on the basis of race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. ***THIS RECRUITMENT MAY CLOSE AT ANY TIME BASED ON THE AMOUNT OF APPLICATIONS RECEIVED. QUALIFIED APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE.*** Closing Date/Time: 04/10/2020

Personnel Analysts are responsible for performing comprehensive personnel functions for a state department, division or agency. Work may involve employee relations, recruitment and selection, classification and compensation, employee development, benefit administration, staffing and payroll. Under general direction of a Supervisory Personnel Analyst, the incumbent performs complex, technical personnel functions involving recruitment, selection, testing, classification, compensation and other duties related to labor relations. This position is located in the Labor Relations Unit in the Division of Human Resource Management in Carson City. This unit is responsible for providing expert consultation to employees, employee representatives, agency human resource representatives and agency management on human resources practices, labor relations, and collective bargaining and also develops proposed regulations to carry out the provisions of NRS 284, Senate Bill 135 (2019) and other State or federal mandates. This position will be responsible for providing consultation on issues such as the progressive discipline process, the grievance process, and performance management and bargaining agreements. Other duties include developing forms, publications and assisting in and/or presenting training classes on related topics. The State of Nevada is committed to Equal Employment Opportunity/Affirmative Action in recruitment of its employees and does not discriminate on the basis of race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. Closing Date/Time:

SALARY:   up to $100,860 annually (salary range: $75,264 - $100,860) JOB SUMMARY This is a responsible professional/technical position involving work in researching and developing budgetary and management reporting systems.   CLASS CHARACTERISTICS:   Work involves financial and statistical analyses, studies and reports; development of budgetary systems; development of work measurement systems; and preparation of financial justifications.  Work also involves research and development of:  work simplification systems; improved and new sources of revenue; and cost control systems.  Other duties will include responsibility for:  cost and benefits analysis of various proposals arising out of labor negotiations; cost versus benefit justification analysis and review of budget requests; program and special fund cost analysis; and assisting staff in preparing cost and statistical analyses required for presentation to staff, City Manager and the City Council.  Work is performed under the general direction of the Finance Director, and is reviewed through conferences and reports.   Confidential Employee Designation:  An employee in this classification may have access to decisions or the decision-making process of the City concerning matters related to employer-employee relations and may have access to or may prepare confidential materials and/or information and/or recommendations on behalf of the City in matters relating to employer-employee relations. APPLICATION AND SELECTION PROCESS:   All applicants must complete an online City application and supplemental questionnaire. This recruitment may close at any time without notice, therefore prompt application is encouraged. THE NEXT APPLICATION REVIEW DATE IS MONDAY, NOVEMBER 25, 2019 Candidates are requested to provide specific information regarding their education and experience as it relates to the position by completing all fields of the application.   Applications may be rejected if incomplete.  Do not include text or attached resumes, as they will not be accepted or reviewed in the application process. Based upon the information presented on the application, a limited number of candidates who possess qualifications most pertinent to the position will be invited to participate in the selection process.  The selection process may include, but is not limited to, the following components:  application review and evaluation, written examination or exercise, physical examination, practical exercise and interview evaluation. Please notify the Human Resources Division 72 hours in advance of the test date if you have a disability which requires accommodation for the testing process. The eligibility list will be in effect for one (1) year, unless exhausted sooner.   The eligibility list established from this recruitment may be utilized to fill lower-level vacancies which occur during the life of the list.   Notifications during this recruitment will be sent by email only  (regardless of the notification preference selected during the on-line application process). Notifications will be sent to the email address that is listed on your on-line application.   All employment offers made by the City are contingent upon establishing proof of a prospective candidate's legal authorization to work in the United States and successfully passing all components of the pre-employment process which may include, but is not limited to:  comprehensive background check, criminal history check (livescan fingerprint check), polygraph examination, post-offer psychological evaluation and post-offer medical evaluation (may include drug screen).   Note: The provisions of this job bulletin do not constitute an expressed or implied contract. Any provisions contained within may be modified or revoked without notice. Closing Date/Time: Continuous

Description: Chancellor's Office Statement Join our team at the California State University, Office of the Chancellor, and make a difference in providing access to higher education. We are currently seeking experienced candidates for the position of HR Operations Programmer/Analyst. The CSU Chancellor's Office, located on the waterfront adjacent to the Aquarium of the Pacific in downtown Long Beach, is the headquarters for the nation's largest and most diverse system of higher education. The CSU Chancellor's Office offers a premium benefit package that includes outstanding vacation, health, and dental plans; a fee waiver education program; membership in the California Public Employees Retirement System (PERS); and 14 paid holidays a year. THIS POSITION IS LOCATED IN SACRAMENTO. Salary The salary range for this classification is $3,500 to $6,800 per month. Position Information The California State University, Office of the Chancellor, is seeking a HR Operations Programmer/Analyst to support a broad range of computer operations projects and tasks including programming, data processing, operations maintenance and web application development. This position will have access to confidential employment/payroll data as well as information pertaining to collective bargaining. Detailed information is provided under Section IV. THIS POSITION IS LOCATED IN SACRAMENTO. Responsibilities Under the general direction of the Senior Data Operations and Payroll Systems Manager, the HR Operations Programmer/Analyst will perform duties as follows: OPERATIONS/APPLICATIONS MAINTENANCE AND SUPPORT - 25% -Responsible for updating and maintaining CSU payroll related applications; e.g. Production Menu, Pay Scales Entry and Salary Schedule update process. -Develop new applications as needed. WEB APPLICATION DEVELOPMENT AND SUPPORT - 25% -Responsible for redesign and maintenance of the CIRS website/User Manual. -Responsible for maintaining and updating the CIRS Data Element Dictionary, and other manuals as needed using appropriate technical (e.g., Robohelp) software. -Ensure that web projects and pages are ADA compliant and follow approved CSU, Chancellor's Office formatting standards and guidelines. -Provide technical advice to Human Resources Management on web pages. PROGRAMMING AND DATA PROCESSING - 20% -Assist in reviewing production jobs and reports to ensure the jobs run properly and contain no errors. -Responsible for production verification tasks; checking mainframe production files for errors, running reports and transferring union and outside vendor files. -Responsible for supporting system wide salary implementations by reviewing union salary proposals to ensure employee pay can be successfully processed by the State Controller's Office Payroll System and assisting in the programming/analysis of the implementation as needed. Incumbent is part of the Human Resources Management (HRM) team that supports labor relations during negotiations. OPERATIONS DOCUMENTATION, SYSTEMS SECURITY AND EMPLOYMENT DATA DISSEMINATION - 15% -Ensure that procedures in the department are documented in accordance with departmental procedures protocol. Documents new procedures or update existing departmental processes and procedures. -Responsible for the update and maintenance of the Payroll Information Management System (PIMS) Transaction Statistics, campus agency code reports, and related payroll resources pages as needed, -Compile, maintain and disseminate confidential employment and salary data within HRM for the purpose of supporting union negotiations. Participate in HRM/Labor meetings, for HRM use in analyzing data requests in response to negotiations. -Responsible for supporting system wide salary implementations; part of HRM team that interprets salary union contract language for payroll system impacts, reviews salary related technical letters for accuracy and works with campuses to ensure salary programs are processed accurately. PROVIDE CIRS SUPPORT - 10% -Provides system wide support to resolve inquiries and report requests, typically initiated through the CIRS hotline or through labor relations data requests as part of union negotiations. -Responsible for administering the annual CIRS security certification. -Responsible for processing and maintaining CIRS user access. -Responsible for the monthly billing process (process files and monitor system rate changes). IN-HOUSE TECHNICAL SUPPORT - 5% -Provide assistance and support for hardware used by the Data Operations unit -Work with the Chancellor's Office IT support as needed to support the Data Operation's IT Infrastructure. -Serve as the department property coordinator for this satellite office. Maintain a list of CSU owned equipment and ID tags if appropriate (e.g., computers, copier, printer, etc.). Completes department inventory process on an annual basis. -Other duties and projects as assigned. Qualifications This position requires: -A Bachelor's degree or equivalent years of experience in a related field. A minimum of 1 - 2 years of computer programming experience. Experience in developing PC applications, web pages and data driven web based applications. -The ability to analyze data, comprehend and interpret appropriate computer language and program complete problems in the appropriate computer language. -Excellent organizational and project management skills. -Demonstrate proficient knowledge of standard office software, database applications, and possess the ability to develop skills necessary to effectively use new software applications. -Demonstrate initiative in troubleshooting, problem solving, and possession of critical thinking skills. -Work in a complex environment with multiple priorities. Must coordinate multiple tasks simultaneously and independently set priorities. -Ability to handle confidential data and information in responsible manner. PREFERRED EXPERIENCE -Higher education experience -JCL, MARK IV, COBOL, TSO, or FOCUS -Some HR experience Application Period Resumes will be accepted until February 28, 2020 or until job posting is removed. How To Apply To apply for this position, click on the link at the top of the screen. Equal Employment Opportunity The university 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. E-Verify This position requires new hire employment verification to be processed through the E-Verify program administered by the Department of Homeland Security, U.S. Citizenship and Immigration Services (DHSUSCIS)' in partnership with the Social Security Administration (SSA). If hired, you will be required to furnish proof that you are legally authorized to work in the United States. Background The Chancellor's Office policy requires that the selected candidate successfully complete a full background check (including a criminal records check) prior to assuming this position. Closing Date/Time: Open until filled

Description: Employment Status: Full-time, "exempt" probationary position with the possibility of converting to permanent. Work Schedule: Generally, Monday through Friday, from 8:00 a.m. to 5:00 p.m. First Review Deadline: The review of applications will begin on September 23, 2019. Under supervision of the Chief Administrative Systems Officer, the incumbent will be the technical liaison between Human Resources Subject Matter Experts and other business partners to implement/support CSU systemwide initiatives associated with the Oracle/PeopleSoft Human Resources Information Systems (HRIS), including implementation of the Common Human Resources System (CHRS), Standardization project, Employment History database (EHDB) project, Recruiting, Compensation, Training, and other HR systems related to HR business processes and systems. The incumbent will be responsible for the application planning, configuration, testing and documentation associated with production support, new development, customizations, upgrades and consolidation activities relevant to the PeopleSoft HCM application; support the preparation and cost estimates for proposed customizations, upgrades, and other project activities; coordinate testing efforts with project managers, technical resources, and other functional staff as necessary. This position also supports third party integrated cloud-based systems. Specific functional support assignments may change at any time based on Application Development's projects and priorities, including supporting other applications within the area. The incumbent will be responsible for the following job duties: Lead project team members through the process of developing and maintaining HR systems requirements from analysis to deployment. Develops project implementation timelines, Tracks project and communicates to stakeholders throughout project lifecycle. Provide support to all PeopleSoft HCM customizations, upgrades, consolidation activities, on-going bundles and maintenance packs relevant to upgrades and assists with developing campus best business practices for new platform functionality in alignment with CSU, Chancellor's Office directives. Serve as a liaison between Subject Matter Experts, Technical Resources and functional users on HCM HR projects to meet deadlines mandated by the campus and/or by the CSU, Chancellor's Office. Projects may include PeopleSoft (PeopleTools upgrade, duplicate Id's, on-going maintenance packs testing and scripts clean-up for production). Participate on various subcommittees to represent interests of HR Subject Matter Experts inclusive of taking notes, distributing to HR Subject Matter Experts, and scheduling debrief meetings to ensure information sharing and continuity of other technologies impact HRIS platforms are known by HR Subject Matter experts. Keep abreast of all technological changes affecting HR platforms, schedule teleconferences and meetings for HR subcommittees, as necessary. Technical Support/Integration/Automation/Efficiency and Reporting of the following HR platforms and/or business processes : Personnel Recruitment Requisitioning workflow, inclusive of: Job Posting, Advertising, and Reporting Application Processing and implementation of Resume parsing Applicant Tracking Workflow and Reporting Online Interview Scheduling Workflow Automated Employment Offer Workflow Automated New Employee Onboarding processes and workflow to integrate new hire forms, I-9 verification, background check processes, etc. Perform, Performance Management workflow, and Reporting PeopleSoft Position Management Salary Administration (IRP, Reclassification, GSI, Merit Increase) Workflows, Reporting Other HR processes include, but not limited to Payroll, Salary Administration (in-range progression, reclassification, merit), Performance Management, Labor Relations Grievance Processing, Affirmative Action Plan Reporting, HR Metrics performance Provide support to the HR/Staff Development Center: Establish a campus accessible training repository for all CSUSB-sponsored learning opportunities accessible by staff, administrators, faculty, and student workers Create surveys an reporting for HR/SDC sponsored learning programs and conferences. General Campus Support: Serve as technical auditor to ensure existing computers and software is up-to-date; coordinate with ITS to process annual renewals and administrator access. Assist with online web conferences for multi-day programs and events, including the conversion of recorded sessions in compliance with accessibility. Develop, Research and/or recommend software/application efficiencies to replace existing tracking metrics, i.e. (replace excel spreadsheet for organizing and tracking workshops/trainings, appointments metrics). Develop and maintain all related documentation. Other Related Job Duties: Work to develop an employee service/succession tracking system. Website maintenance and data analytics. Provide reports/data for ad-hoc requests. Education & Experience: BA/BS in Computer Applications or a related field or an equivalent combination of education and experience, as well as course work in the PeopleSoft HCM application. Minimum 3-5 years of HR functional experience working with the PeopleSoft HCM application or other similar ERP is required. In-depth functional knowledge and experience with at least one HCM module, such as Absence Management, Benefits Administration, Time and Labor, Workforce Administration, Position Management, Recruiting Solutions, or Faculty is required. Excellent application implementation life cycle skills including experience developing requirements, fit/gap analysis, application configuration and security functional specifications and the ability to translate business requirements into functional designs. Working knowledge and experience with Human Resources practices and systems in a higher education environment and proficient knowledge of PeopleSoft rules-based processing is preferred Excellent written and advanced verbal communication skills (including exceptional listening mentoring and collaboration abilities). Must have a sound foundation in English grammar, spelling, and punctuation, along with a working knowledge of office methods, procedures and practices. Experience using MS office software programs such as Word, Excel, Access, and email programs required. Must possess a strong background in planning, organizing, leading teams and collaboratively working with others. Must have experience developing databases and complicated word/excel data files containing pivot tables, for data analysis, assessment reporting. Must demonstrate independent thinking and possess the ability to solve complex problems and the ability to work with outside systems integration teams/vendors. Clear, positive, solution-oriented communication skills to translate user needs into effective technical solutions. Preferred Master's Degree in Business or Public Administration with a focus on computer systems or computer security being a plus Oracle/PeopleSoft Experience Experience working in the California State University system or Higher Education, preferably at a campus location. A background check (including a criminal records check) must be completed satisfactorily before any candidate can be offered a position with the CSU. Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current CSU employees who apply for the position. 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. California State University, San Bernardino is an Affirmative Action/Equal Opportunity Employer. We consider qualified applicants for employment without regard to race, religion, color, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, genetic information, medical condition, disability, marital status, or protected veteran status. 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. Visit the Human Resources Conflict of Interest webpage link for additional information: http://hrd.csusb.edu/conflictInterest.html This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) Closing Date/Time: Open until filled

RESEARCH ANALYST 1920-60 PLANNING, RESEARCH AND RESOURCE DEVELOPMENT ROCKLIN CAMPUS Sierra College is seeking a full-time Research Analyst in Planning, Research and Resource Development. Sierra College is a Community College located near Sacramento, California where a heavy emphasis is placed on academic excellence and student success. Since its founding in 1936, Sierra College has focused on quality instruction and meeting the evolving needs of the students and communities that it serves. The Sierra Community College District covers more than 3,200 square miles and serves the Northern California foothill counties of Placer and Nevada, as well as parts of El Dorado and Sacramento. We serve over 18,000 students throughout the region in both on-ground and online courses, including students at our main Rocklin Campus as well as at three centers located in Grass Valley, Tahoe/Truckee, and Roseville. Our District prides itself on academic excellence, having been named an Aspen Prize for College Excellence eligible institution for 2019. Sierra College has a strong commitment to the achievement of equity and inclusion among its faculty, staff, and students and values the rich, diverse backgrounds that make up the campus community. A strong candidate for this position must demonstrate a profound understanding of and experience with successfully supporting individuals with varying backgrounds. This includes persons with disabilities, various gender identities and sexual orientations, as well as individuals from historically underrepresented communities and other groups. Our District is committed to providing strategies for success and proactive student-centered practices and policies focused on eliminating equity gaps. Therefore, a strong candidate for this position will demonstrate professional integrity in reporting information in a manner that is accurate and minimizes bias. As an institution, Sierra College is committed to eliminating the equity gap in all student populations with dynamic, learner-centered practices and policies that fully engage the college community. The ideal candidate will share the College's commitment to helping its racially and socioeconomically diverse students succeed in their degree and career objectives. Currently, Sierra College enrolls 18,300 students per term, where approximately: 27% of Sierra College's students are Latino/a/x, 3% are African-American, 2% are Filipino, 5% are Asian-American, 1% are Native American, 1% are Pacific Islander, 6% are multiracial and 52% are White. Sierra College is a Hispanic Serving Institution (HSI). Sierra College understands that it has a great responsibility to the educational attainment and economic well-being of our students. The ideal candidate will bring an understanding of quantitative and qualitative research methods and a willingness to learn and grow. The successful candidate will join a College dedicated to the use of culturally responsive strategies and methods that meet the varying needs of our students, faculty, staff, and surrounding community. Sierra College demonstrates its commitment to equity by supporting ongoing professional development for students, faculty, and staff. These opportunities include trainings and workshops on equity and inclusion, SC4 (Sierra College Community, Creativity, Culture, and Collaboration Training), active Academic Senate standing committees concerned with student success and equity, a Presidential Equity Advisory Committee (PEAC), culturally responsive student engagement centers, support for our undocumented and AB540 students, campus-wide equity summits, a robust set of programs, events, and conferences related to equity-mindedness and supporting the success of our diverse students. Under general supervision, the Research Analyst performs complex and independent research and analysis for an assigned area in order to provide decision support and process improvement; collects, develops, analyzes, communicates, and consults on a wide range of institutional and other information to support and enhance decision-making, planning, and assessment; performs applied research by designing, implementing, and evaluating analytical and statistical studies; researches, analyzes, and generates data to assess, support, and/or determine faculty staffing and load, faculty compensation, enrollment growth and management, student access, success, retention, and persistence, schedule and development, budget forecasts, and accreditation and special program needs; and designs and maintains information systems and databases to support research. ABOUT SIERRA COLLEGE The mission of Sierra College is to provide an inclusive and safe educational environment where learners are supported while challenging themselves and achieving their goals. Sierra College Vision Statement Sierra College will be the preferred destination for higher education and training in our region while eliminating achievement gaps among our students. Sierra College Core Values The following core values will establish our ethical principles and will guide our institutional decision-making. Sierra College will: Empower students in their education. Strive toward student success and continuous improvement. Be an inclusive and equitable community. Be responsive to the education and workforce needs of our local community and businesses. Demonstrate collaboration with all stakeholders in decision-making. Manage all resources in a manner that is sustainable and responsible. Support and model excellence and innovation in teaching, learning, scholarship, and creativity. ? APPLICATION PROCEDURE Required Documents Please include: A Sierra College application, Resume, and A cover letter of no more than 4 pages that addresses: The transferable experience, knowledge, skills and abilities to serve as a Research Analyst. What culturally-inclusive/equity-minded practices/strategies would you incorporate into this role? Evidence of responsiveness to and understanding of the racial, socioeconomic, academic, and cultural diversity in the workplace, including individuals with different ability statuses (e.g., physical and/or learning) as these factors relate to the need for equity-minded practice in the campus community. Candidates must submit a Sierra College Online Application available at: https://sierracollege.hiretouch.com/ DEADLINE: Applications must be received by the Sierra College Human Resources Department no later than FRIDAY, MAY 1ST, 2020 . LATE OR INCOMPLETE APPLICATIONS WILL NOT BE CONSIDERED. Please note that letters of reference may be utilized during the reference checking process, but will not be provided to the hiring committee. First Round Interviews are tentatively scheduled for May 25th and/or May 26th TRAVEL EXPENSES BORNE BY THE CANDIDATE Other terms and conditions of employment are specified in the applicable collective bargaining agreements on file in the District Human Resources Department. Position description of record on file in the Human Resources Department. *Sierra Community College District currently operates campuses in Rocklin, Roseville, Truckee and Grass Valley.? ?In its management of a multi-campus environment, the District reserves right of assignment including the right to change assignment locations and shift assignments based on District need.? Although this position may currently reside at the Rocklin campus, the assignment location may be subject to change as needed.? Additionally, the district reserves the right to cancel, revise or re-announce this position as well as any and all positions at any time.? EEO EMPLOYER Sierra College is an equal employment opportunity employer committed to nondiscrimination and the achievement of diversity among its faculty, staff, and students. SIERRA COLLEGE HUMAN RESOURCES DEPARTMENT (U BUILDING) 5100 SIERRA COLLEGE BLVD ROCKLIN, CA 95677 (916) 660-7106 / hr@sierracollege.edu Persons with questions regarding reasonable accommodation of physical and other disabilities should contact the Sierra College Human Resources Department at (916) 660-7105. If you have limitations hearing or speaking, the State of California offers a specially-trained Communications Assistant (CA) that can relay telephone conversations for all of your calls. Dial 711 to reach the California Relay Service (CRS). Dialing 711 is for everyone, not just those who have difficulty hearing on a standard phone. If you prefer having your calls immediately answered in your mode of communication, dial one of the toll-free modality and language-specific numbers below. The call will be routed to the CRS provider. Salary & Benefit Information: COMPENSATION Salary & Benefits: $34.19 per hour, 40 hours per week, 12 months per year. Current work hours are subject to change in accordance with pertinent provisions of the collective bargaining agreement. Family coverage health, dental and vision insurance, P.E.R.S. retirement system, income protection, life insurance, sick leave, vacation, and holidays as provided according to District policy. Duties: EXAMPLES OF FUNCTIONS AND TASKS REPRESENTATIVE DUTIES - The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices. Plans, organizes, develops, analyzes, and reports institutional research studies that support academic programs and institutional decision making. Develops decision support database models that identify and define faculty workload measures, evaluate productivity and work efficiency, produce individual instructor loading, assess enrollment trends, and support a variety of decision-making processes connected with educational services. Designs and applies miscellaneous decision support models; works with faculty and staff to identify information needs, constraints, and report objectives by location. Develops and maintains student data warehouse of demographic and performance information for research and program support. Provides data management and decision support services to institutional research, instruction office, and the business office. Analyzes a variety of performance/productivity data such as, but not limited to that for faculty workload, student and financial information, class size, weekly student contact hours, class schedules, and space utilization; prepares reports and projections to support decisions on workload, student access, success, retention, and persistence, and financial impact. Receives and analyzes student data projections for use in developing workload projections, course offerings, and course schedules. Participates in a variety of data collection, organization, and reporting to support research and self-assessment on outcomes. Prepares forecasts of full-time-equivalent staff and students including mid-year adjustments based on actual enrollment and service area demographics. Analyzes part-time faculty workload to ensure that instructional divisions stay within the District's guidelines for full-time-equivalent work; advises the instruction office on the status of part-time workload and compliance issues. Projects budgetary implications for supplemental stipends for faculty services such as workload and evaluations, reviewing existing labor contracts and District policies to ensure accuracy. Prepares faculty workload and other information to facilitate payroll calculations. Coordinates and provides research, communications, and logistics support to the development of the District's class schedules, setting timelines and following production from beginning to end. Serves as central receipt and quality control for class schedule documentation, assuring completeness and accuracy. Facilitates various committee and departmental meetings governing schedule production; receives, analyzes, and acts on feedback contributing to continuous improvement of processes and the class schedules. Ensures conformance with timelines for producing the class schedule, defining publication standards, coordinating data gathering, quality control, publication, and other activities with the Marketing and Educational Programs and Services Departments. Reports research results on the validity and effectiveness of assessment instruments used to place students according to academic achievement, course prerequisites, activities to improve student equity, matriculation processes, college performance on accreditation and accountability issues, student satisfaction, organizational climate, program effectiveness, enrollment management and trends. Conducts and consults with administration and faculty on a variety of survey and research; participates and advises on survey and research design. Implements paper and web-based surveys including scanning and cleaning data sets for analysis, trains research staff and student workers on process. Researches and identifies administrative systems that expedite and improve the timing and quality of work products and information flow to support research and decisions. Analyzes system, administrative, and/or operational processes and/or problems being considered for new or revised applications and/or procedures to ensure District standards and protocols are met, along with federal, state, and county regulations and requirements; and recommends solutions. Documents and diagrams work processes and procedures; identifies steps in sequential order, suggesting revisions that enhance efficiency; develops and maintains standardized procedures for data collection, reporting, and processing. Develops for review, feedback, and implementation, re-engineering of work processes that enhance efficiency and productivity. Serves on various committees such as, but not limited to those for curriculum, course schedule and calendar, and self-assessment. Performs financial impact analysis of various contracts, programs, and curricula. Performs related duties as required. Qualifications: Education and Experience Guidelines- Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be: Education/Training: Bachelor's degree from an accredited college or university with major course work that involves analysis, research, or decision support, such as those in business administration, economics, sociology, psychology, statistics, computer science or a related field. A Master's degree is desirable. Experience: Three years of increasingly responsible experience in the collection, analysis, reporting, and presentation of research data or the equivalent. QUALIFICATIONS - The following generally describes the knowledge and ability required to enter the job and/or be learned within a short period of time in order to successfully perform the assigned duties. Knowledge of: Higher education research methods, processes, systems, reporting and databases. Research methodology and standard statistical procedures such as but not limited to research design, sampling, survey-guided analysis, parametric and non-parametric statistics, forecasting and projections. Methods in education and social research. Student outcomes assessment and measures of institutional effectiveness. Legislative and educational oversight body processes, occurrences, requirements, and trends. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Relational and OLAP database concepts, including logical and physical data layout, programming and report writing tools (e.g., SQL). Principles and practices of fiscal, statistical, and administrative report preparation. Principles of business letter writing. Math and statistical concepts to perform analysis. Human relations skills to make formal presentations to large and diverse audiences and facilitate group processes. Ability to: Accomplish departmental goals, objectives and annual performance plans as assigned to the position. Design applied research studies for use in education and social environments. Analyze workload, workflow, staffing, and productivity levels. Apply, interpret, and draw conclusions using advanced statistical concepts. Facilitate the development, implementation, and evaluation of institutional self-assessment programs. Create, program, and maintain computerized databases. Extract data from information systems using various report writing and query tools. Design and apply algorithms, simulations and business models to solve multi-variable problems. Understand and apply District and state laws, regulations, policies, and guidelines governing community college operations. Prepare complex, reports, multi-media presentations, and empirical findings, forecasts, and recommendations to audiences with diverse backgrounds. Work productively with others and make formal presentations. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. PYSICAL DEMANDS AND WORKING ENVIRONMENT - The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions. Environment: Work is performed primarily in a standard office setting. Physical: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally walk, stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information. Vision: See in the normal visual range with or without correction; vision sufficient to read computer screens and printed documents; and to operate assigned equipment. Hearing: Hear in the normal audio range with or without correction. Job Function: Planning, Research and Resource Development Hire Type: External Required Documents: Cover Letter, Resume or Curriculum Vitae Closing Date/Time: 05/01/2020

Introduction THIS IS A NEW ASSEMBLED EXAMINATION . The eligible list resulting from this examination will cancel any existing list and may last approximately one year, but can be extended. Applications will only be accepted on-line. Supplemental Questionnaire : A properly completed Supplemental Questionnaire must be submitted with each application. Applications and Supplemental Questionnaires must be in the possession of Alameda County Human Resource Services Department by 5:00 p.m. on the Last Day for Filing. Failure to submit the Supplemental Questionnaire will result in disqualification . ONLINE APPLICATIONS ONLY DESCRIPTION THE POSITION: Chief Departmental Human Resources Administrators, under general direction, lead, plan, organize, manage, and direct the human resources management program of a large size County Department or Agency. Incumbents in this class provide human resources expertise and workforce management consultation to agency/department executives, represent and safeguard the best interests of the agency/department by actively participating in labor negotiations, and to perform related duties as required. Chief Departmental Human Resources Administrator positions are located in the departments/agencies where the scope and size of non-routine human resources activities require a Chief Departmental Human Resources Administrator. This class is distinguished from the Departmental Human Resources Manager which predominantly functions as a first line supervisor to at least one Departmental Human Resources Officer position and other multidisciplinary professional and support staff while the Chief Departmental Human Resources Administrator has overall managerial and administrative responsibility over the entire department/agency Human Resources Department. Additionally, Chief Departmental Human Resources Administrators may have responsibility for the department/agency payroll division. Also, this class is distinguished from the lower level class of Departmental Human Resources Officer in that the latter class is the journey level reporting to a Chief Departmental Human Resources Administrator and does not have overall responsibility for the agency/department human resources activities. THE VACANCY: Theimmediate vacanciesin this classificationare located in the Alameda County Probation Department and the Alameda County Social Services Agency. The Human Resource Services Department provides state and local mandated support services to all County agencies, departments and to some special districts regarding: merit-based examinations, position classification, salary administration, grievance resolution, disciplinary appeals, labor negotiations, unemployment insurance, employee benefits, disability case management, training and organizational development and provides departmental personnel support services. The Department further supports the Civil Service Commission and its implementation of the Civil Service Rules. We pride ourselves in delivering high quality and timely human resource services in partnership with County agencies, departments nd special districts to enable our customers to reach their organizational goals. To learn more about the Alameda County Human Resource Services Department, please visit their website at: http://www.acgov.org/hrs/aboutus/ . This is a countywide classification. Positions in this classification are also located in the Alameda County General Services Agency, Alameda County Public Works Agency, Alameda County Social Services Agency, Alameda County Health Care Services Agency, and the Alameda County Probation Department. The eligible list resulting from this recruitment process may be used by any of the County Agencies/Departments needing to fill a vacancy in this classification. THE IDEAL CANDIDATE: In addition to the minimum qualifications and knowledge and skills listed below, ideal candidates for these positions will have track records of successfully assisting, developing and maintaining a program of human resources management and administration including, recruitment/staffing, workforce planning, training and development, examination development and administration, employee selection, position classification, performance evaluations, affirmative action, disciplinary and grievance procedures and employee relations; and they perform other related duties as needed. In addition to meeting the minimum qualifications stated below, the Departmental Human Resources Officer will possess the following critical attributes: A technically knowledgeable human resources practitioner who applies knowledge of Federal, State, local and/or private sector Human Resources laws, rules and regulations and who understands human resources programmatic terminology, procedures and practices, and who demonstrates continued exposure to current trends and developments in the field; Solid experience in managing work groups by instructing and advising subordinates, assigning and delegating workload and tracking and evaluating performance with demonstrated expertise in successful team-building by developing direction and structure for subordinates to facilitate accomplishment of identified goals; A sound decision maker with the ability to identify and understand complex problems and concepts, apply logical thinking and quantitative methods of gathering and analyzing information and exercise good judgment based on available data, design solutions to problems, formulate and articulate action plans proactively and collaboratively; A politically astute leader, possessing the skills necessary for identifying, navigating and successfully interacting within the dynamics of local government while maintaining sensitivity to the competing needs of a wide variety of stakeholders; someone who aligns the organization's vision and values by inspiring, advising and facilitating goal accomplishment; A resourceful advisor who seeks to understand problems and provide accurate and timely guidance to employees, contractors, managers, supervisors, and others seeking information about human resource related activities; A professional who is a detail oriented strategic thinker, who seeks, collects, and synthesizes information from a variety of sources to make recommendation; someone who develops collaborative relationships in an effort to facilitate and accomplish work goals who is adept in identifying opportunities and taking action to build strategic relationships to help achieve agency goals; An individual who is able to respond quickly in a changing environment and provide quality solutions to solve problems; A strong communicator, both orally and in writing, who clearly conveys information and ideas to a variety of individuals or groups; an individual who effectively presents and receives information and concepts and who actively listens to ensure understanding; An effective planner who organizes work activities, manages several tasks at once, and ensures that the work is completed efficiently; A problem solver, who identifies problems and uses logic, judgment, and data to evaluate alternatives and recommend solutions to achieve the desired organizational goals or outcomes; Someone who demonstrates a collaborative, eager spirit to actively participate as a member of a team; and Someone who works effectively with individuals of diverse cultures, interpersonal styles, abilities, motivations or background. MINIMUM QUALIFICATIONS Either I The equivalent of two years of experience in the class of Departmental Human Resources Manager in the Alameda County classified service. Or II The equivalent of three years of experience in the class of Departmental Human Resources Officer or in an equivalent or higher-level classification performing human resources related activities in the Alameda County classified service, one year of the experience must include professional level supervisory experience. Completion of the Alameda County Management Academy "Management & Supervision Certificate Program" may substitute for six (6) months of the required qualifying experience for the internal patterns. Or III Education: Possession of a Bachelor's degree in a relevant field from an accredited college or university. AND Experience: The equivalent of five years full time professional level human resources experience that provided a combination of the following experience: training and development, health and safety, labor relations, interpreting labor agreements, handling of employee grievances and disciplinary actions, advising employees and management on human resources and labor relations issues, developing and implementing human resources policies and procedures, classification studies, compensation studies, or participation in the selection of employees for a variety of occupational classes. Three years of the required experience must have been in a supervisory capacity. Substitution: (A graduate degree in Human Resources Management, Public or Business Administration may be substituted for two years of the required experience) NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination. KNOWLEDGE AND SKILLS The most qualified candidates will possess the following competencies: Knowledge of: Strategic Management • Strategic planning process & implementation. • Management functions, i.e., Planning, Organizing, Directing & Controlling. • Organizational analysis and development and leadership competencies. • HR policies, programs, and services with Diversity imbedded. Recruitment & Staffing • Public human resources administration including job analysis and position classification, conducting audits, wage and salary administration, recruitment and personnel selection, employer-employee relations, and training. • Federal, State and local laws, rules and guidelines relating to the hiring process and other areas of human resources related activities. • Internal workforce assessment techniques & employment policies, practices, & procedures. • Successful recruiting strategies to attract diverse and high caliber candidates. Training & Development • Performance Management and Appraisal methods. • Techniques to assess training program effectiveness, including use of applicable metrics. Employee & Labor Relations • Labor relations laws, practices, and trends. • Progressive discipline. • Grievance resolution. • Consultative and coaching skills with managers. • Investigative and interview techniques • Relative Memorandums of Understanding for individual departments. Workers' Compensation and Long Term Leaves • State and Federal disability laws and leave provisions and regulations • County policies and procedures, administrative code, Civil Service Rules/Regulations • EEO concepts and guidelines for compliance relative to employee/applicant disabilities Health & Safety • Federal, State and Local workplace health, safety, security & privacy laws & regulations. • Enforcing procedures of workplace safety, health & security. • Awareness of potential violent behavior and workplace violence conditions. Administrative • Computer applications and hardware and software related to the work. • Office administrative practices and procedures, including records management and the operation of standard office equipment. Ability to: • Demonstrate commitment to the county's mission, credo, and goals. • Be visionary, strategic, and innovative, working with change. • Collaborate with other agencies and departments to meet overall countywide needs while leveraging financial and other resources. • Create employee programs that will demonstrate to the community the organization's commitment to Diversity. • Use business acumen to build a strong organization that delivers results. • Use interpersonal skills to communicate effectively. • Promote personal and professional growth for self and others. • Provide the highest level of service delivery to diverse customers. • Work effectively as a member and leader of diverse teams. • Plan and organize. • Exercise management control. • Provide leadership. • Supervise staff. • Demonstrate interpersonal sensitivity. • Be flexible. EXAMINATION COMPONENTS THE EXAMINATION WILL CONSIST OF the following steps : 1) A review of candidates' applications to verify possession of minimum requirements. Those candidates who possess the minimum requirements for the class will move on to the next step in the examination process; 2) A review of candidates' Supplemental Questionnaires to select the best qualified applicants to continue in the process; 3) An oral interview which will be weighted as 100% of the candidate's final examination score. The oral interview may contain situational exercises. ** CANDIDATES MUST ATTAIN A QUALIFYING RATING ON EACH PORTION OF THIS EXAMINATION. ** We reserve the right to make changes to the announced examination components. Alameda County utilizes a Civil Service Selection System founded on merit. Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position. Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position. Other recruitments may be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work. To learn more about our recruitment and selection process, please visit the "What You Need to Know" section of our website, www.acgov.org/hrs . Selection Plan Applicants will be informed via e-mail with reasonable notice in advance of any examination process which will require their attendance. The following dates are tentative and subject to change based on the needs of the Agency: TENTATIVE SELECTION PLAN: Deadline For Filing: Friday, April 17, 2020 Review of Minimum Qualifications: April 27, 2020 Review of Supplemental Questionnaire for Best Qualified: May 4, 2020 Civil Service Panel Interviews: Week of May 18th, 2020 *WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED RECRUITMENT & SELECTION PLAN* Alameda County and the Human Resource Services Department will make reasonable efforts in the examination and/or selection process to accommodate qualified individuals with disabilities and/or medical conditions in accordance/compliance with the State Fair Employment and Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) Alameda County's Reasonable Accommodation Policy and applicable statues. To request an accommodation due to a disability/medical condition during this or other phases of the examination/selection process, please contact the assigned Human Resources Representative listed on the job announcement before the last date of filing. Alameda County requires applicants to provide supporting documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a disability/medical condition pursuant to the ADA, FEHA and applicable statues. BENEFITS Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being. These benefits include but are not limited to*: For your Health & Well-Being Medical - HMO & PPO Plans Dental - HMO & PPO Plans Vision or Vision Reimbursement Share the Savings Basic Life Insurance Supplemental Life Insurance (with optional dependent coverage for eligible employees) Accidental Death and Dismemberment Insurance County Allowance Credit Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance Short-Term Disability Insurance Long-Term Disability Insurance Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services Employee Assistance Program For your Financial Future Retirement Plan - (Defined Benefit Pension Plan) Deferred Compensation Plan (457 Plan or Roth Plan) For your Work/Life Balance 11 paid holidays Floating Holidays Vacation and sick leave accrual Vacation purchase program Management Paid Leave** Catastrophic Sick Leave Group Auto/Home Insurance Pet Insurance Commuter Benefits Program Guaranteed Ride Home Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts) Employee Discount Program (e.g. theme parks, cell phone, etc.) Child Care Resources 1 st United Services Credit Union *Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement. This provides a brief summary of the benefits offered and can be subject to change. ** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave. Conclusion All notices related to County recruitments for which you have applied will be sent/delivered via email. Please add @acgov.org and alamedacountyHR@acgov.org as accepted addresses to any email blocking or spam filtering program you may use. If you do not do this, your email blocking or spam filtering program may block receipt of the notices regarding your application for recruitments. You are also strongly advised to regularly log into your County of Alameda online application account to check for notices that may have been sent to you. All email notices that will be sent to you will also be kept in your personal online application account. You will be able to view all of your notices in your online application account by clicking on the 'My applications' button on the Current Job Openings page. Please take the steps recommended above to ensure you do not miss any notices about a recruitment for which you have applied. The County of Alameda is not responsible for notices that are not read, received, or accessed by any applicant for a County recruitment. NOTE: All notices are generated through an automated email notification system. Replies to the email box alamedacountyHR@acgov.org are routed to an unmonitored mailbox. If you have questions please go to our website at www.acgov.org/hrs . You may also contact the Human Resources Analyst listed on the bulletin for the recruitment for which you have applied. Monique Hill | Personnel Services Manager Human Resource Services, County of Alameda 510-208-4841 or email Monique.Hill@acgov.org www.acgov.org/hrs Alameda County has a diverse workforce, that is representative of the communities we serve, and is proud to be an equal opportunity employer. All aspects of employment are based on merit, competence, performance and business need. Alameda County does not discriminate in employment on the basis of, race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors protected under federal, state and local law. Alameda County celebrates diversity and is committed to creating an inclusive, and welcoming workplace environment. Closing Date/Time: 4/17/2020 5:00:00 PM

The Job Priority Application Review Date: March 31, 2020 IMMEDIATE VACANCIES - Apply ASAP for Priority Consideration (The list established from this recruitment will be used to fill current and future vacancies) SALARY AND BENEFITS Our lucrative salary and benefits package is valued Up to $121,518 Annually Plus Anticipated Annual Salary Increases of 3% through July 2022 Bi-annual step increases of 2.5% up to Step 14 San Bernardino County HR is transforming into a high-impact operating model that will empower the HR team to function as change agents for County and departmentaloperations. The HR Business Partners (HRBP) will be assigned to the Employee Relations Division and play a key role as consultants, advisors and innovators alongside County leaders.They will be responsible foraligning business objectives with employees and management in designated county departments and formulating partnerships across the HR function to deliver value-added service to management and employees that reflect the human capital priorities and business objectives of the organization. The HRBP maintains an effective level of business literacy about the assigned department's financial position, midrange plans, culture and services. The HR Business Partners I* is the entry level into the series, offering a unique training opportunity to HR professionals seeking to advance their careers in the field of employee relations. Upon completion of an up to 18 month training period, successful incumbents are eligible for automatic promotion toHR Business Partner II (Up to $141,506 annually, including benefits) Key responsibilities and areas of training include: Support departments with employeerelations and engagement,strategic workforce planning, policy setting, training anddevelopment, succession planning, mentoring/coaching, and coordinate consistent countywideonboarding. Conducts regular meetings and maintain open and effective communications with assigned County departments. Consults with line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. 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. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Provides guidance and input on business unit restructures, recruitment and retentionstrategies, workforce planning and succession planning. Identifies training needs for County Departments and individual executive coaching needs. The County of San Bernardino has a diverse workforce of approximately 22,000 employees who are represented by 12 employee organizations comprised of 26 bargaining units . To learn more about San Bernardino County's Human Resources Department click HERE . Human Resources is also accepting applications for: HR Business Partner II (Up to $141,506 annu ally including benefits) Please click on the link above or visit our jobs page to apply. A separate application is required for each job posting. *Official Class Title: Human Resources Officer I 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. Two years (2) of journey-level professional Human Resources experience comparable to a Human Resources Analyst I or higher, with primary responsibility for one or more of the following: Employee/Labor relations , including advising and representing management on employee/labor relations matters, such as employee grievances, investigations, disciplinary actions, negotiations, etc. Modified duty coordination , including conducting Interactive Accommodation Process (IAP) meetings; implementingassignments; modifying jobs to accommodate occupational and non-occupational employee injuries/illnesses Benefits administration , including analysis/management of medical, dental, vision, and other benefit plans and health and wellness programs; leaves management; vendor liaison and contract administration; and researching, interpreting and applying Federal and State laws pertaining to employee benefits Recruitment and selection , including performing job analysis; working with managers to develop jobannouncements and minimum requirements; developing comprehensive recruitment strategies; screening and evaluating candidates; developing assessmenttools Classification and compensation as part of a structured classification plan, including conducting classification, compensationor organizational studies and salary surveys; analyzing salary information and recommending salary ranges; recommending organizational realignment and/or developing new classifications Equal employment opportunity , including investigation of employment discrimination/harassment complaints; developing and presenting/training in the area of EEO Learning and Organizational Development as part of Human Resources and with responsibility for the development, coordination and delivery of comprehensive, mandated and staffdevelopmentrelated training programs to employees organization-wide. Note: Experience obtained in a government agency or organization with union represented employees is preferred. Applicants with an acceptable combination ofrelevanteducation and qualifying experience that provides the required knowledge and abilities will be considered. Desired Qualifications Key attributes of the ideal candidate : Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. 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. PossessSHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential. Selection Process Application Procedure : 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 Date: Applications received by March 31, 2020 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 a sufficient qualified applications are received. To ensure timely andsuccessfulsubmission of your onlineapplication, please allow ample time to complete and submit your application before the posted filing deadline. Applicants will be automaticallylogged-out if they have not submitted the application and all required materials prior to the posted deadline. Once your application has been successfullysubmitted 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 theGovernmentJobs online application guide , or contact their Toll-FreeApplicant Support line at (855) 524-5627.Please notethat Human Resources is notresponsiblefor any issues or delays caused by the computer or browser used to submit the application. The Examination : Qualified candidates will be invited to participate in the remainder of the selection process, which may include a written test and/or writing exercise covering: Employee Relations:industry knowledge, concepts, and topics Interpretation and application of rules, regulations, and MOU's Analysis, problem solving, and decision making Written communication Please click HERE for important Applicant Information and the County Employment Process Closing Date/Time: Continuous

Position Information Exercise your exceptional leadershipskills, and outstanding technical breadth and depth of knowledge, asPermit Sonoma'sDeputy Director-Planning! Please click here to viewthe color brochure THE COUNTY The County of Sonoma offers a rare and compelling array of scenic, recreational, and geographic characteristics that include over 200 award winning wineries, majestic redwoods, inspiring coastline and beaches, and the vibrant Russian River. Encompassing over one million acres of land and water, rich with agriculture, parks, campsites, lakes, and open spaces, the County is home to over 500,000 residents and offers a wide variety of art and music festivals, farmers' markets, and concert venues. Local schools continually rank high on California's Academic Performance Index, and the Santa Rosa Junior College and Sonoma State University offer higher education opportunities. The County of Sonoma is a general law county, governed by a five-member Board of Supervisors. The Board is fully committed to a mission and vision which value high quality services that support and enrich the community, strong leadership, engaged citizen participation, transparency and accuracy in information, and efficient and fiscally sustainable government. The County Administrator leads a team of dedicated department heads who work collaboratively to address and strategically prepare for County initiatives and challenges. The County has 28 departments, agencies, and special districts, and employs over 4,000 regular employees with an annual budget of approximately $1.78 billion for fiscal year 2019-2020. Working at the County of Sonoma offers expansive opportunities for growth and development, the ability to be a part of a challenging and rewarding work environment, and the satisfaction of knowing you're working to better the County's communities. THE DEPARTMENT Known as Permit Sonoma, the Permit and Resource Management Department, is a "one-stop shop" for all County land use planning and development activities. Virtually any land development or construction that takes place in the unincorporated area of Sonoma County (outside the nine incorporated cities) is reviewed, permitted, and inspected by Permit Sonoma. Permit Sonoma was created as part of a county-wide reorganization, bringing staff from five separate departments together under one roof and with the same mission: to serve the people of Sonoma County by providing a customer-focused process to balance environmental protection and sustainable development. This mission is balanced with effective resource stewardship and the development and maintenance of standards and practices which protect the public's health and safety. To accomplish this mission, the Department has five divisions: Administration - which includes Administrative Support, Customer Service, Department Information Systems, and Accounting. Code Enforcement - which includes investigations, Abandoned Vehicle Abatement Program, and black-market cannabis. Construction and Engineering - which includes Building & Safety (Building Inspection, and Plan Check), Engineering & Water Resources (Engineering and Well & Septic), and Survey. Fire Prevention - which includes Fire Prevention and Hazardous Materials Unit. Planning - which includes the Project Review Division, Comprehensive Planning, and Natural Resources. In order to reach its goals, the Department also works closely with various boards and commissions, including the Airport Land Use Commission, Board of Zoning Adjustments, Design Review Committee, Director's Advisory Group, Landmarks Commission, Planning Agency, Planning Commission, and Project Review and Advisory Committee. Permit Sonoma's major functions include enforcing building and development codes; processing and inspecting building permits, well and sept permits, grading and drainage permits, sanitation (sewer) permits, and planning entitlements; environmental review of public and private projects; maintaining and updating the Sonoma County General Plan; and integrating with State and regional agencies. Permit Sonoma currently employs 148.5 full-time staff with a fiscal year 2020-2021 department budget of $40.5 million. THE POSITION Under general direction, the Deputy Director - Planning plans, assigns, and directs the work of Comprehensive Planning, Project Review, and Natural Resources within the Permit Sonoma; supervises professional, technical, and clerical staff in the accomplishment of their work; coordinates the work with other divisions, County departments, agencies, and boards; serves as acting director as needed; and performs related duties as required. Responsibilities of the Deputy Director include: Fostering and promoting a workplace culture based on professionalism, collaboration, respect, accountability, and fun! Leading an overhaul of the general plan, adoption of three specific plans, enactment of a development code, robust community engagement, and the integration of new elements to meet legal requirements and local needs. Focusing teams on major current priorities such as housing, agriculture, coastal, and map act projects. Co-managing the Sustainable Groundwater Management Act implementation with the Deputy Director of Construction and Engineering and the Sonoma Water Agency. Preparing and recommending the Divisions' budget and fee schedules. Representing the County's best interest in negotiations, hearings, and government-agency meetings. THE IDEAL CANDIDATE In order to effectively serve on the senior leadership team and head a Division of 26+ staff, this position requires extensive knowledge of local, state, and federal planning and environmental review regulations. The new Deputy Director will be an exceptional leader who possess expertise in leading and working with administrative support staff, attorneys, biologists, environmental specialists, geologists, hydrologists, and planners. The ideal candidate will have outstanding technical breadth and depth, including familiarity with California's general plan, housing, and California Environmental Quality Act (CEQA) legislation. Individuals with exceptional interpersonal skills and the ability to establish and maintain positive working relationships with staff, public agencies, community organizations, and diverse stakeholder groups are sought. The ideal candidate will also have highly effective presentation skills and the ability to embrace community engagement, including diverse sources of feedback. The successful candidate will have thorough knowledge of the principles, methods, and techniques of land-use and environmental planning; socioeconomic and environmental principles that apply to urban and rural development and conservation; research methodology and standard statistical methods and procedures that apply to the use of socio-economic and environmental data; state, federal, and local laws, regulations, current programs, and court decisions pertaining to environmental protections; and public personnel administration. Considerable knowledge of county government and of other governmental agencies which must coordinate work with county government; the principles, practices, and techniques of drafting and other graphic arts; effective supervisory practices and techniques; and citizen and public interest groups dealing with environmental matters is expected. Any combination of education and/or training which would provide an opportunity to acquire the knowledge and abilities listed is qualifying. Normally, possession of a baccalaureate degree from an accredited college or university with academic coursework in planning, geography, architecture, landscape architecture, economics, environmental studies, technical writing, physical and biological sciences, physical-, biological-, social-, and human-environmental relationships, or closely related courses would provide such opportunity. Graduate coursework in planning-related and management subjects is highly desirable. The typical candidate will have had at least four (4) years of professional land-use planning experience with complex planning projects, including project leadership and the preparation of environmental reports. Experience in an administrative or supervisory capacity is required. THE COMPENSATION The annual salary range for the Deputy Director - Planning position is $117,400-$142,696; placement within this range is dependent upon qualifications. The County of Sonoma offers a competitive total compensation package with benefits including: Cash allowance (in addition to the advertised salary) of approximately $600 per month. Competitive vacation accrual and additional management leave annually; 12 paid holidays; and an additional eight (8) floating holiday hours per year; generous sick leave accruals; and 100% of accrual balance converted to service credit at retirement. A wide variety of high-quality health plan options with a significant County contribution toward the monthly premium. Excellent dental, vision, disability, life insurance, professional development and more. Additional details for management employees may be found at sonomacounty.ca.gov/HR/Employee-Relations/Labor/Salary-Resolution IRS 457 Plan, Pre-tax employee contribution up to the IRS annual maximum. County contribution to a Health Reimbursement Arrangement to help fund post retirement employee health insurance/benefits. May be eligible for up to 8 weeks (320 hours) of Paid Parental Leave after 12 months of County employment. Relocation reimbursement may be authorized for distances greater than 50 miles. Bilingual Premium payof $1.15/hour, in addition to the hourly pay rate, if certified bilingual. The Civil Service title for this position is Deputy Director-Planning.This recruitment is being conducted to fillone position in Permit Sonoma. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Minimum Qualifications Education: Any combination of education and/or training which would provide an opportunity to acquire the knowledge and abilities listed. Normally, possession of a baccalaureate degree from an accredited college or university with academic course work in planning, geography, architecture, landscape architecture, economics, environmental studies, technical writing, physical and biological sciences, physical-biological-social and human environmental relationships, or closely related courses, would provide such opportunity. Graduate course work in planning-related and management subjects is highly desirable. Experience: Experience which would provide an opportunity to acquire the knowledge and abilities listed. Normally, four years of professional land-use planning experience with complex planning projects, including project leadership and the preparation of environmental reports. Experience in an administrative or supervisory capacity is required. License: Possession of a valid driver's license at the appropriate level including necessary special endorsements, as required by the State of California to perform the essential job functions of the position. Probationary Period: All administrative management employees serve a one-year probationary period. Knowledge, Skills, and Abilities Thorough knowledge of: the principles, methods and techniques of land-use and environmental planning; socio-economic and environmental principles and of their applications to urban and rural development and conservation; research methodology, and of standard statistical methods and procedures as they apply to the use of socio-economic and environmental data; state, federal, and local laws, regulations, current programs and court decisions pertaining to environmental protection; public personnel administration. Considerable knowledge of: county government, and of other governmental agencies which must coordinate work with county government; the principles, practices and techniques of drafting and other graphic arts; effective supervisory practices and techniques; citizen and public interest groups dealing with environmental matters. Working knowledge of: environmental considerations in the design, location, and construction of public works and other public projects. Ability to: determine work priorities and effectively coordinate and schedule the necessary personnel and other resources; deal tactfully, convincingly and effectively with department personnel, government officials, representation of specific interest groups, and the general public; effectively assemble, organize and present in written and/or oral form, reports containing alternative solutions and recommendations regarding specific resources, plans and policies pertaining to land use planning; present or direct the presentation of planning studies in oral, written and graphic form; advise citizen groups and various boards and commissions orally and in writing concerning specific programs and projects; plan, organize, coordinate, supervise, train, and evaluate professional and technical planning employees engaged in planning services activities; assist in developing and implementing effective training and performance evaluation programs; establish and maintain effective working relationships with county employees, other public agencies and the general public; determine appropriate research methodology for project studies and insure that analysis is complete and accurate; supervise the preparation of, or perform, difficult, complex and specialized planning studies and projects; present or supervise the presentation of planning studies in oral, written and graphic form; speak effectively before groups and audiences; effectively synthesize data into the final format; prepare clear and concise written reports; analyze administrative problems and a variety of programs, systems and procedures. Selection Procedure & Some Helpful Tips When Applying Your application information and your responses to the supplemental questions are evaluated and taken into consideration throughout the entire selection process. You should list all employers and positions held within the last ten years in the work history section of your application. Be as thorough as possible when responding to the supplemental questions. You may include history beyond ten years if related to the position for which you are applying. If you held multiple positions with one employer, list out each position separately. Failure to follow these instructions may impact your competitiveness in this process or may result in disqualification. Please visit Getting a Jobwith the County of Sonoma to review more detailed information about the application, examination, and department selection processes. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Responses to supplemental questionswill be scored using position-specific criteria. Please provide specific and detailed responses of a reasonable length to allow for thorough assessment of your qualifications. Responses which state "See Resume" or "See Application" may be considered insufficient and therefore may not be scored. The selection procedure will consist of the following examination: An Application & Supplemental Questionnaire Appraisal Examination (weight 100%) will be conducted to evaluate each applicant's application and supplemental questionnaire for satisfaction of minimum qualifications (pass/not pass); and for educational coursework, training, experience, knowledge, and abilities which relate to this position. Each applicant will be evaluated based on the following criteria: Relevance of work history, related experience, and achieved level of education and/or training as described in the application and responses to the supplemental questions. Candidates demonstrating possession of the minimum qualifications will be placed on an employment list in order of most qualified to least qualified based on the achieved score received in the Application & Supplemental Questionnaire Appraisal Examination. Scores may be adjusted based on such factors as number of candidates, anticipated vacancies, past practice, and natural breaks in the scores achieved by this group of candidates. ADDITIONAL INFORMATION A background investigation is required prior to employment. Candidates referred to departments for a selection interview are typically required to sign authorization and release forms enabling such an investigation. Failure to sign prescribed forms will result in the candidate not being considered further for that vacancy. Reference information will not be made available to applicants. Additional requirements, such as successful completion of a physical exam, drug screen, etc., may apply, depending on the duties and responsibilities of the position. If you receive a conditional job offer for the position, the requirements upon which the offer are contingent will be outlined in the conditional job letter. You may also review the Job Classification Screening Schedule to determine the requirements for this position. HOW TO APPLY Applications are accepted on-line at: www.yourpath2sonomacounty.org . Paper applications may be submitted by person, fax (707-565-3770), email, or through the mail. All applications and appropriate supplemental information as outlined in the job bulletin must be RECEIVED by the time and date specified on the first page of this job announcement. Applications received after the recruitment closes will not be accepted. The County of Sonoma prioritizes and is committed to continuously providing a workplace where equal employment opportunity is afforded to all people.Please view the County's Equal Employment Opportunity Policy for further information. HR Analyst: CG HR Technician: AC

Introduction THIS IS A NEW ASSEMBLED EXAMINATION . The eligible list resulting from this examination will cancel any existing list and may last approximately one year, but can be extended. Applications must be in the possession of the Human Resource Services Department by 5:00 p.m. on the Last Day for Filing. Applications will only be accepted on-line . Supplemental Questionnaire : A properly completed Supplemental Questionnaire must be submitted with each application. Applications and Supplemental Questionnaires must be in the possession of the Human Resource Services Department by 5:00 p.m. on the Last Day for Filing. Failure to submit the Supplemental Questionnaire will result in disqualification. Qualified bilingual persons who speak English and are also fluent in: Spanish, Chinese, Vietnamese, Cambodian, Laotian, Korean, Mien, Tagalog, Amharic, Farsi, Dari, Tigrigna, Russian, Romanian or Sign Languages are especially encouraged to apply. There is an additional bi weekly compensation for persons in positions designated bilingual. Qualified candidates may be tested to demonstrate language proficiency. DESCRIPTION THE COUNTY Alameda County, located on the east side of San Francisco Bay, is California's seventh-largest county. The County employs 9,700 full-time employees and operates on an annual budget of $3.4 billion. Oakland, the County seat, is California's eighth largest city. One and a half million people call Alameda County home and live in a variety of incorporated cities, unincorporated communities and rural areas. As a major urban county, Alameda provides a full range of services to its citizens. The County is a blend of culturally and ethnically diverse communities, and its mixture of cosmopolitan and suburban areas provides the perfect environment for families and their active lifestyles. The County offers extensive cultural resources, countless recreational opportunities and an array of fine public and private colleges and universities. THE HEALTH CARE SERVICES AGENCY Alameda County's Health Services Program is administered by the Health Care Services Agency and includes the following program areas: Behavioral Health Care, Public Health, Environmental Health, and Agency Administration/Indigent Health. The ultimate mission of the Health Care Services Agency is to provide fully integrated health care services through a comprehensive network of public and private partnerships that ensure optimal health and well-being and respect the diversity of all residents. Health Care Services Agency currentlyhasmultiple career opportunities for experiencedprofessionals to become part of a service delivery team dedicated to the optimal health and well-being of Alameda County residents. For more information about the Health Care Services Agency, please visit www.acgov.org/health/ BEHAVIORAL HEALTH It is the mission of Behavioral Health Care Services to maximize the recovery, resilience and wellness of all eligible Alameda County residents who are developing or experiencing serious mental health, alcohol, or drug concerns. We envision communities where people realize their potential, and where stigma and discrimination against those with mental health, alcohol and/or drug issues are a thing of the past. Only through exemplifying the following Alameda County Behavioral Healthvalues will we be successful: ACBHCS Access - where every door is the right door for welcoming people with complex needs; Consumer and Family Empowerment - through shared decision - making best practices, that clinically produce effective outcomes; Best Practices - business excellence that uses public resources cost - effectively; Health and Wellness - by integrating emotional, spiritual and physical health care; Culturally Responsive - appropriate services built on the strengths and life experiences of culturally diverse consumers and their families; Social Inclusion - utilizing advocacy and education to eliminate stigma, discrimination, isolation, and misunderstanding of persons with mental illness and substance abuse. For more information about Alameda CountyBehavioral Health, please visit www.acbhcs.org/ THE PROGRAM The Vocational Program hasbeen operating since 1975, to help people with mental illness increase their independence and self-sufficiency by achieving success in the workforce.We partner with mental health clinics to help program participants reach their vocational goals. We believe that people will be able to get and keep a job that fits their interests and preferences. Our aim is to provide supports to help them accomplish this. These supports include vocational counseling and outreach, collaboration with mental health teams, benefits counseling, job development and placement, job coaching, and job retention follow-along services. Our program uses the Evidence Based Practice of Individual Placement and Support (IPS) to help people find and keep jobs in their communities. This model has been heavily researched and has been found to be the most effective way to help people with psychiatric disabilities that want to work.We are supported through a partnership with the California Department of Rehabilitation. Our staff, which is comprised of employment specialists, rehabilitation counselors, mental health specialists, and a benefits planner, has helped many people achieve success in the workforce. Click here for more information about the Vocational Program. THE POSITION Under close supervision, to assist adults with severe mental illness in obtaining and maintaining competitive employment consistent with their vocational goals; and to do related work as required. Employment Specialist I is the entry level and Employment Specialist II is the journey level of this class series. Incumbents provide services to clients assigned to the Vocational Program in the Alameda County Department of Behavioral Health Care Services. Employment Specialists deliver specialized employment services to a targeted client population who have severe mental illness and co-occurring disorders and provide follow-along support and job coaching in addition to job placement services. Incumbents are assigned various duties related to obtaining competitive employment for clients, including engaging, assessing, preparing, placing, and coaching clients. Employment Specialists report to and receive direction from a Senior Employment Specialist. The Employment Specialist I is distinguished from the Employment Specialist II in that the Employment Specialist I requires close supervision during training whereas the Employment Specialist II exercises more independent judgment in the delivery of services. These classes are flexibly staffed and the Employment Specialist I is expected to flexibly promote to the higher level upon demonstrating proficiency through satisfactory performance during the six-month training period. THE IDEAL CANDIDATE In addition to meeting the minimum qualifications, ideal candidates: have direct experience working as vocational recovery-oriented coaches on multi-disciplinary teams serving people with mental health and substance abuse recovery issues; have demonstrated success supporting clients to become gainfully employed; are resourceful with a strong network of local employer contacts in a variety of industries; are creative in crafting supported employment and skills enhancement opportunities for clients, enable clients' successful and sustained employability within the community. Additionally, the ideal candidate will be: • An effective communicator able to interview, counsel, develop and maintain collaborative relationships with clients, their families, employers, schools, mental health providers, community organizations, county staff, other agencies, and the general public • Someone who recognizes diversity as a core value and is able to work effectively with individuals of diverse cultures, interpersonal styles, abilities, motivations, or backgrounds; maintaining constructive relationships that result in diverse work teams that better serve our diverse communities. • Someone who understands outreach concepts, principles, and practices of community employer sourcing, job development, and client placement; and is experienced at aligning human capital needs of employers. • Someone with a recovery-oriented approach, who takes personal satisfaction and pride contributing as an Employment Specialist who intensively prepares and supports vocational service clients with finding and keeping jobs in the community based on their preferences and needs, and can adopt a "do whatever it takes" approach to the work • A strong program administrator with sufficient professional knowledge and skill to perform tasks and activities and prepare documents essential to the day-to-day operation of a Vocational Program providing specialized employment services to mentally disabled, addicted and dually diagnosed clients. • A collaborative spirit who inspires teamwork by being accessible, supportive, open-minded, proactive and contributing successfully as a member of a team • Someone who is well organized and able to plan activities and establish a course of action for self and others to ensure that work is completed efficiently. • One who is knowledgeable of County, State, and Federal laws governing employment, labor conditions, American Disabilities Act guidelines, and public welfare For a detailed listing of the essential responsibilities and core competency requirements for this position, please click here for the job description. MINIMUM QUALIFICATIONS EITHER I Experience: The equivalent of six months of full time experience in the class of Employment Specialist I in the Alameda County classified service. OR II Experience: The equivalent of three years of full-time experience performing a combination of functions related to the vocational counseling and rehabilitation job solicitation and placement of adults with severe mental illness, substance use disorder, or co-occurring disorders, or the recruitment or sourcing of employers within the business community. (Substitution: Possession of a bachelor's degree from a recognized college or university in the field of sociology, psychology, rehabilitation, counseling, business administration, marketing or a closely-related social science field may be substituted for one year of the required experience.) License: Possession of a valid California Motor Vehicle operator's license is required for both levels. NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination. KNOWLEDGE AND SKILLS The most suitably qualified candidates will possess the following competencies: Knowledge of: Principles of vocational and employment counseling and training. Educational and experience requirements for a wide variety of jobs and employment opportunities. County, State, and Federal laws governing employment, labor conditions, American Disabilities Act guidelines and public welfare. Social Security Administration Work Incentives. Principles, practices and techniques of marketing, job development and client placement. Outreach program development, implementation and evaluation. Computer applications related to the work. Ability to: Interview, counsel, and maintain effective working relations with clients, family members, employers, schools, county staff and other agencies. Develop individualized, practical and effective employment training plans. Understand terms and best practices in both mental health and drug and alcohol treatment. Develop and update curriculums with current career and employment resources. Effectively market and represent a program, its clients and services to employers. Work with a diverse client population. Communicate clearly and effectively, both orally and in writing. Administer examinations and draw valid conclusions from their results. Work cooperatively and effectively with community agencies, service providers, school officials, and the public. Write clear and concise reports. EXAMINATION COMPONENTS The examination will consist of the following steps: 1) A review of candidates' applications to verify possession of minimum requirements. 2) Those candidates who possess the minimum requirements for the class will move on to the next step in the examination process which is a review of candidates' Supplemental Questionnaires to select the best qualified applicants to continue in the process. 3) Those candidates selected as best qualified will move on to the next step in the examination process, an oral interview examination which will be weighted as 100% of the candidate's final examination score. The oral interview examination may contain situational exercises. CANDIDATES MUST ATTAIN A QUALIFYING RATING ON EACH PORTION OF THIS EXAMINATION. We reserve the right to make changes to the announced examination components. Alameda County utilizes a Civil Service Selection System founded on merit. Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position. Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position. Other recruitments may be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work. To learn more about our recruitment and selection process, please visit the "What You Need to Know" section of our website, www.acgov.org/hrs . Selection Plan Applicants will be informed via email with reasonable noticein advance of any examination process which will require their attendance. The following dates are tentative and subject to change based on the needs of the Agency: TENTATIVE SELECTION PLAN : Deadline for Filing 5:00pm, Monday, April 6, 2020 Review of Minimum Qualification April 13, 2020 Supplemental Questionnaire Review for Best Qualified May 1, 2020 Oral Interview Exam** TBD May 14-15, 2020 **The combined oral examination/hiring interview, in addition to establishing an eligibility list, may serve as the final selection interview for vacancies in this classification. WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED RECRUITMENT & SELECTION PLAN Alameda County and the Human Resource Services Department will make reasonable efforts in the examination and/or selection process to accommodate qualified individuals with disabilities and/or medical conditions in accordance/compliance with the State Fair Employment and Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) Alameda County's Reasonable Accommodation Policy and applicable statues. To request an accommodation due to a disability/medical condition during this or other phases of the examination/selection process, please contact the assigned Human Resources Representative listed on the job announcement before the last date of filing. Alameda County requires applicants to provide supporting documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a disability/medical condition pursuant to the ADA, FEHA and applicable statutes. For more information regarding our Reasonable Accommodation procedures, please visit our website , www.acgov.org/hrs/divisions/ps/application.htm BENEFITS Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being. These benefits include but are not limited to*: For your Health & Well-Being Medical - HMO & PPO Plans Dental - HMO & PPO Plans Vision or Vision Reimbursement Share the Savings Basic Life Insurance Supplemental Life Insurance (with optional dependent coverage for eligible employees) County Allowance Credit Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance Short-Term Disability Insurance Long-Term Disability Insurance Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services Employee Assistance Program For your Financial Future Retirement Plan - (Defined Benefit Pension Plan) Deferred Compensation Plan (457 Plan or Roth Plan) For your Work/Life Balance 11 paid holidays Floating Holidays Vacation and sick leave accrual Vacation purchase program Catastrophic Sick Leave Group Auto/Home Insurance Pet Insurance Commuter Benefits Program Guaranteed Ride Home Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts) Employee Discount Program (e.g. theme parks, cell phone, etc.) Child Care Resources 1 st United Services Credit Union *Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement. This provides a brief summary of the benefits offered and can be subject to change. Conclusion All notices related to County recruitments for which you have applied will be sent/delivered via email. Please add @acgov.org and alamedacountyHR@acgov.org as accepted addresses to any email blocking or spam filtering program you may use. If you do not do this, your email blocking or spam filtering program may block receipt of the notices regarding your application for recruitments. You are also strongly advised to regularly log into your County of Alameda online application account to check for notices that may have been sent to you. All email notices that will be sent to you will also be kept in your personal online application account. You will be able to view all of your notices in your online application account by clicking on the "My applications" button on the Current Job Openings page. Please take the steps recommended above to insure you do not miss any notices about a recruitment for which you have applied. The County of Alameda is not responsible for notices that are not read, received or accessed by any applicant for a County recruitment. NOTE: All notices are generated through an automated email notification system. Replies to the email box alamedacountyHR@acgov.org are routed to an unmonitored mailbox. All notices are generated through an automated email notification system. If you have questions, please go to our website at www.acgov.org/hrs . You may also contact the Human Resources Analyst listed on the job announcement for the recruitment for which you have applied. Nicole Lewis-Bolton,Human Resources Analyst II Human Resource Services, County of Alameda (510) 272-6468 • nicole.lewis-bolton@acgov.org Alameda County has a diverse workforce, that is representative of the communities we serve, and is proud to be an equal opportunity employer. All aspects of employment are based on merit, competence, performance and business need. Alameda County does not discriminate in employment on the basis of: race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors protected under federal, state and local law. Alameda County celebrates diversity and is committed to creating an inclusive, and welcoming workplace environment. Closing Date/Time: 4/6/2020 5:00:00 PM

Introduction THIS IS A PROMOTIONAL EXAM YOU MUST BE AN ALAMEDA COUNTY EMPLOYEE TO APPLY Current employment and completion by Wednesday, April 15, 2020 , of the equivalent of six months of continuous service following a regular appointment in the Alameda County classified service. A regular appointment does not include provisional, TAP (Temporary Assignment Pool), or STEP-UP appointments. Applications and supplemental questionnairesmust be submitted on-line before the filing deadline of 5:00 p.m. on the Last Day for Filing. APPLICATIONS WILL ONLY BE ACCEPTED ON-LINE DESCRIPTION THE POSITION Under administrative supervision and direction, Division Commanders direct the daily operation of a major division of the Sheriff's Office Law Enforcement Services, Detention and Corrections, Management Services, Countywide Services, Dublin Police Services and Eden Township; and to do related work as required. The Division Commanders may be assigned to assume the duties of an Assistant Sheriff in his/her absence. The position of Division Commander, differs from the next higher class of Assistant Sheriff by the latter having agency-wide responsibility for operational or administrative and management services; and differs from the next lower class of Captain by the latter having assigned responsibility for the administration of an organizational unit or facility within a division, under the direction of a Division Commander. For more detailed information about the job classification, visit: Division Commander (#8635) MINIMUM QUALIFICATIONS The equivalent of one year of experience in the class of Captain in the Alameda County Sheriff's Department. Desirable Qualification: Possession of a California Commission of Peace Officer Standards and Training Advanced and Management Certificate. License: Possession of a valid California Motor Vehicle Operator's License. NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination. KNOWLEDGE AND SKILLS The most suitably qualified candidates will possess the following competencies: Knowledge of: • Federal and California State Codes and Administrative Regulations, County Ordinances, legal memoranda, and other rules pertinent to work. • Principles, techniques, and practices of modern law enforcement. • Personnel administration and current labor relations practices. • California Criminal Justice system including inter-agency relationships of components. • Sociological, environmental and economic factors bearing on criminal conduct and delinquency. • Modern Principles of penology, correctional and rehabilitation practices and programs; administration, organization and management of diversified correctional institutions. • Community organizations and resources, disaster and emergency services planning and preparedness programs and organizational concepts of animal care and control, fish and game services and firefighting techniques. • Mutual aid procedures and emergency planning. • Public Relations and public information principles and techniques. • Administrative and budgetary analysis. Ability to: • Effectively communicate both orally and in writing. • Evaluate competing alternatives and make informed recommendations and decisions. • Analyze and problem solve. • Plan and organize. • Provide effective leadership and supervision. • Demonstrate interpersonal and cultural sensitivity. • Be flexible. EXAMINATION COMPONENTS The examination will consist of the following steps: 1. A review of the candidates' application to verify possession of minimum requirements. Those candidates who possess the minimum requirements for the class will move on to the next step in the examination process. 2. An oral interview which will be weighted as 100% of the candidates' final examination score. The oral interview may contain situational exercises. CANDIDATE MUST ATTAIN A QUALIFYING RATING ON EACH PORTION OF THIS RECRUITMENT. We reserve the right to make changes to the announced examination steps. Alameda County utilizes a Civil Service Selection System founded on merit. Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position. Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position. Other recruitments many be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work. To learn more about our recruitment and selection process, please visit the "What You Need to Know" section of our website, www.acgov.org/hrs . Selection Plan Applicants will be informed via email with reasonable notice in advance of any examination process which will require their attendance. The following dates are tentative and subject to change based on the needs of the Agency: TENTATIVE SELECTION PLAN Deadline for Filing Wednesday, April 15, 2020, at 5:00 PM Review for Minimum Qualifications Friday, April 24, 2020 Panel Interview Friday, May 22, 2020 Veterans' Preference Each applicant entitled to veterans' preference as provided in the Alameda County Civil Service Rules who has served in the armed forces of the United States during a war or campaign as defined by Section 1897 of the Government Code of the State of California and who has been discharged or released under honorable conditions and wishes to claim such preference shall do so by presenting proof of his/her honorable discharge (DD214) from the armed forces of the United States, showing the dates of his/her military service. Each applicant entitled to Disabled Veterans' points as provided in the Alameda County Civil Service Rules, who wishes to claim such preference shall additionally present proof of military-connected disability from the United States Veterans Administration. U.S. military veterans (including applicants already employed by the County of Alameda) intending to claim preferential consideration pursuant to Alameda County Civil Service Rules must present proof of honorable discharge or release (DD Form 214) concurrent with this application but in no event later than the final step in the recruitment process (usually the oral interview.) To claim veteran's preference, proof must be presented during check in on the date of the applicant's scheduled oral interview. Failure to submit proof by this date will forfeit the applicant's claim to veterans' preference in such examination. Candidates will be required to presenta valid photoI.D. for admittance to each phase of the examination, i.e., driver's license, military I.D., Passport, or California Department of Motor Vehicle's I.D. card. *WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED RECRUITMENT & SELECTION PLAN* Alameda County and the Human Resource Services Department will make reasonable efforts in the examination and/or selection process to accommodate qualified individuals with disabilities and/or medical conditions in accordance/compliance with the State Fair Employment and Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) Alameda County's Reasonable Accommodation Policy and applicable statutes. To request an accommodation due to a disability/medical condition during this or other phases of the examination/selection process, please contact the assigned Human Resources Representative listed on the job announcement before the last date of filing. Alameda County requires applicants to provide supporting documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a disability/medical condition pursuant to the ADA, FEHA and applicable statutes. For more information regarding our Reasonable Accommodation procedures, please visit our website, www.acgov.org/hrs BENEFITS Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being. These benefits include but are not limited to*: For your Health & Well-Being Medical - HMO & PPO Plans Dental - HMO & PPO Plans Vision or Vision Reimbursement Share the Savings Basic Life Insurance Supplemental Life Insurance (with optional dependent coverage for eligible employees) Accidental Death and Dismemberment Insurance County Allowance Credit Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance Short-Term Disability Insurance Long-Term Disability Insurance Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services Employee Assistance Program For your Financial Future Retirement Plan - (Defined Benefit Pension Plan) Deferred Compensation Plan (457 Plan or Roth Plan) For your Work/Life Balance 11 paid holidays Floating Holidays Vacation and sick leave accrual Vacation purchase program Management Paid Leave** Catastrophic Sick Leave Group Auto/Home Insurance Pet Insurance Commuter Benefits Program Guaranteed Ride Home Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts) Employee Discount Program (e.g. theme parks, cell phone, etc.) Child Care Resources 1 st United Services Credit Union *Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement. This provides a brief summary of the benefits offered and can be subject to change. ** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave. Conclusion All notices related to County recruitments for which you have applied will be sent/delivered via email. Please add @acgov.org and alamedacountyHR@acgov.org as accepted addresses to any email blocking or spam filtering program you may use. If you do not do this, your email blocking or spam filtering program may block receipt of the notices regarding your application for recruitments. You are also strongly advised to regularly log into your County of Alameda online application account to check for notices that may have been sent to you. All email notices that will be sent to you will also be kept in your personal online application account. You will be able to view all of your notices in your online application account by clicking on the "My applications" button on the Current Job Openings page. Please take the steps recommended above to ensure you do not miss any notices about a recruitment for which you have applied. The County of Alameda is not responsible for notices that are not read, received or accessed by any applicant for a County recruitment. NOTE: All notices are generated through an automated email notification system. Replies to the email box alamedacountyHR@acgov.org are routed to an unmonitored mailbox. All notices are generated through an automated email notification system. Replies to the email box are routed to an unmonitored mailbox. If you have questions please go to our website at www.acgov.org/hrs . You may also contact the Human Resources Analyst listed on the job announcement for the recruitment for which you have applied. Elaine Lemi | Human Resources Analyst Human Resource Services, County of Alameda (510) 272-6434 | elaine.lemi@acgov.org Alameda County has a diverse workforce, that is representative of the communities we serve, and is proud to be an equal opportunity employer. All aspects of employment are based on merit, competence, performance and business need. Alameda County does not discriminate in employment on the basis of, race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors protected under federal, state and local law. Alameda County celebrates diversity and is committed to creating an inclusive, and welcoming workplace environment.Closing Date/Time: 4/15/2020 5:00:00 PM

Introduction THIS IS A NEW ASSEMBLED EXAMINATION. The eligible list resulting from this examination will cancel any existing list and may last approximately one year, but can be extended. Supplemental Questionnaire: A properly completed Supplemental Questionnaire must be submitted with each application. Applications and Supplemental Questionnaires must be in the possession of the Human Resource Services Department by 5:00 p.m. on the Last Day for Filing. Failure to submit the Application or Supplemental Questionnaire will result in disqualification. Applications will only be accepted on-line. NOTE : Applicants are required to submit, along with your application and supplemental questionnaire, a sample of your legal writing (e.g. an opinion or legal analysis of an unusual problem, trial brief, points and authorities, etc.) through the Resume Tab by the Last Day for Filing . This sample should demonstrate your ability to research and analyze legal issues. Failure to submit a legal writing sample on-line will result in disqualification. DESCRIPTION ABOUT THE COUNTY Alameda County, located on the east side of San Francisco Bay, is California's seventh-largest county. The County employs 9,080 full-time employees and operates on an annual budget of $2.39 billion. Oakland, the County seat, is California's eighth largest city. One and a half million people call Alameda County home and live in a variety of incorporated cities, unincorporated communities and rural areas. As a major urban county, Alameda provides a full range of services to its citizens. The County is a blend of culturally and ethnically diverse communities, and its mixture of cosmopolitan and suburban areas provides the perfect environment for families and their active lifestyles. The County offers extensive cultural resources, countless recreational opportunities and an array of fine public and private colleges and universities. OFFICE OF THE COUNTY COUNSEL The mission statement of the Office of the County Counsel is to provide competent, efficient and cost-effective legal representation and advice, thus advancing and protecting the programs and financial resources of the County, its officers, departments, boards, commissions, districts, and courts. The Office of County Counsel provides both mandated and discretionary services including providing legal services in civil matters to the County and all of its departments and agencies along with providing County officials and departments legal advice and assistance on matters such as conflicts of interest, and personnel and labor relations issues involving the drafting and interpretation of union-county memoranda of understanding, salary and fringe benefit provisions, affirmative action, employment discrimination, personnel officer training, and employee discipline. THE POSITION Under general direction, to assist in the administration of the County Counsel Department; to perform specialized legal work in connection with the most controversial legal problems; to supervise an assigned departmental operation; and to do related work as required. This is a legal/administrative class with incumbents reporting to the County Counsel. Assistant County Counsels assist in the development of departmental policies, long-range plans, procedures, budget preparation, and personnel administration. They are also assigned responsibility for a functional or organizational unit in the department and act as senior attorneys in handling extremely serious or controversial legal matters. For a comprehensive description of duties and responsibilities, please review the Assistant County Counsel job description. MINIMUM QUALIFICATIONS Either I The equivalent of five years' full-time experience in the class of Deputy County Counsel or the equivalent of one-year full-time experience in the class of Senior Deputy County Counsel in the Alameda County classified service. (Non-classified includes District Attorney's Office, Hospital Authority, and the Consolidated Courts.) Or II The equivalent of six years' full-time, increasingly responsible experience as an attorney in the field of civil law. License: Current membership in the California State Bar. Possession of a valid California Motor Vehicle Operator's license. NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination. KNOWLEDGE AND SKILLS The most suitably qualified candidates will possess the following competencies: Knowledge of: • Legal research. • Trial and hearing procedures and rules of evidence. • Principles and practice of constitutional, civil and administrative law and procedure, California statutory and constitutional law. • Law in relation to authority, responsibilities and obligations of public officials, administrative boards and agencies. • California civil and appellate procedures. • County administrative law. • Provisions of law and rules of procedures governing the conduct of hearings before administrative bodies. • Principles of administration (budget preparation, personnel, and office procedures). Ability to: • Direct legal preparation in difficult and complex matters. • Perform legal research. • Present oral and written statements of fact, law and argument in a clear and logical manner. • Exercise good judgement, make sound decisions on legal casework and in dealing with people. • Listen for the sensitive and political issues/considerations underlying requests for legal assistance from clients. • Respond to various interpersonal reactions of clients, judges and attorneys in a sensitive and tactful manner. • Frame oral and written comments or argument appropriately within a sensitive and political environment. • Assist in the planning, organization and supervision of a County Counsel's office. EXAMINATION COMPONENTS THE EXAMINATION WILL CONSIST OF THE FOLLOWING STEPS: 1) A review of candidates' applications to verify possession of minimum requirements. Those candidates who possess the minimum requirements for the class will move on to the next step in the examination process. 2) A review of candidates' Supplemental Questionnaires and submitted legal writing sample to select the best qualified applicants to continue in the process. Only the most suitably qualified candidates will move forward in the exam process. Those candidates determined to be the Best Qualified based on this review will move on to the next step in the examination process. 3) A structured panel interview which will be weighted as 100% of the candidate's final examination score. The oral interview may contain situational exercises. CANDIDATES MUST ATTAIN A QUALIFYING RATING ON EACH PORTION OF THIS EXAMINATION. ***We reserve the right to make changes to the announced examination components. Alameda County utilizes a Civil Service Selection System founded on merit. Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position. Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position. Other recruitments may be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work. To learn more about our recruitment and selection process, please visit the "What You Need to Know" section of our website, www.acgov.org/hrs . Selection Plan Applicants will be informed via email with reasonable notice in advance of any examination process which will require their attendance. The following dates are tentative and subject to change based on the needs of the Agency: TENTATIVE SELECTION PLAN Deadline for Filing: Friday, April 10, 2020 Review of Minimum Qualifications: April 13. 2020 Review of SQ for Best Qualified: April 24, 2020 Oral Panel Interviews*: Week of May 11, 2020 **This may be a combined oral examination/hiring interview which, in addition to establishing an eligibility list, may serve as the final selection interview for vacancies in this classification . WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED RECRUITMENT & SELECTION PLAN Alameda County and the Human Resource Services Department will make reasonable efforts in the examination and/or selection process to accommodate qualified individuals with disabilities and/or medical conditions in accordance/compliance with the State Fair Employment and Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) Alameda County's Reasonable Accommodation Policy and applicable statues. To request an accommodation due to a disability/medical condition during this or other phases of the examination/selection process, please contact the assigned Human Resources Representative listed on the job announcement before the last date of filing . Alameda County requires applicants to provide supporting documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a disability/medical condition pursuant to the ADA, FEHA and applicable statutes. For more information regarding our Reasonable Accommodation procedures, please visit our website, www.acgov.org/hrs . BENEFITS Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being. These benefits include but are not limited to*: For your Health & Well-Being Medical - HMO & PPO Plans Dental - HMO & PPO Plans Vision or Vision Reimbursement Share the Savings Basic Life Insurance Supplemental Life Insurance (with optional dependent coverage for eligible employees) Accidental Death and Dismemberment Insurance County Allowance Credit Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance Short-Term Disability Insurance Long-Term Disability Insurance Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services Employee Assistance Program For your Financial Future Retirement Plan - (Defined Benefit Pension Plan) Deferred Compensation Plan (457 Plan or Roth Plan) For your Work/Life Balance 11 paid holidays Floating Holidays Vacation and sick leave accrual Vacation purchase program Management Paid Leave** Catastrophic Sick Leave Group Auto/Home Insurance Pet Insurance Commuter Benefits Program Guaranteed Ride Home Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts) Employee Discount Program (e.g. theme parks, cell phone, etc.) Child Care Resources 1 st United Services Credit Union *Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement. This provides a brief summary of the benefits offered and can be subject to change. ** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave. Conclusion All notices related to County recruitments for which you have applied will be sent/delivered via email. Please add @acgov.org and alamedacountyHR@acgov.org as accepted addresses to any email blocking or spam filtering program you may use. If you do not do this, your email blocking or spam filtering program may block receipt of the notices regarding your application for recruitments. You are also strongly advised to regularly log into your County of Alameda online application account to check for notices that may have been sent to you. All email notices that will be sent to you will also be kept in your personal online application account. You will be able to view all of your notices in your online application account by clicking on the 'My applications' button on the Current Job Openings page. Please take the steps recommended above to ensure you do not miss any notices about a recruitment for which you have applied. The County of Alameda is not responsible for notices that are not read, received, or accessed by any applicant for a County recruitment. NOTE: All notices are generated through an automated email notification system. Replies to the email box alamedacountyHR@acgov.org are routed to an unmonitored mailbox. If you have questions please go to our website at www.acgov.org/hrs . You may also contact the Human Resources Analyst listed on the bulletin for the recruitment for which you have applied. Monique Hill| Personnel Services Program Manager Human Resource Services, County of Alameda 510-208-4841 or email Monique.Hill@acgov.org www.acgov.org/hrs Alameda County has a diverse workforce, that is representative of the communities we serve, and is proud to be an equal opportunity employer. All aspects of employment are based on merit, competence, performance and business need. Alameda County does not discriminate in employment on the basis of, race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors protected under federal, state and local law. Alameda County celebrates diversity and is committed to creating an inclusive, and welcoming workplace environment. Closing Date/Time: 4/10/2020 5:00:00 PM

Description: California State Polytechnic University, Pomona Search for the Dean of the Don B. Huntley College of Agriculture Pomona, California Cal Poly Pomona, one of two polytechnic universities in the 23-campus California State University System and one of only seven polytechnic institutions nationally, seeks an innovative and visionary leader to serve as the next Dean of the Don B. Huntley College of Agriculture. Reporting directly to the Provost and Vice President of Academic Affairs, the Dean will lead the College in the development and implementation of a dynamic strategic plan that honors the College¿s rich history and leads it into its next era of excellence. The Don. B. Huntley College of Agriculture is one of the four colleges of agriculture in the California State University System and the only one located in Southern California. It is the sole provider of comprehensive agricultural programs focusing on the needs of the $1 trillion Southern California economy and its 21 million people. The College aims to be a national leader in urban and sustainable agriculture. The College provides a unique integrative approach to agriculture-related undergraduate and graduate programs that recognizes the strong disciplinary interdependencies of professional orientation and culture, basic societal needs, lifestyles, and social and environmental responsibility. It is well positioned to meet the expanding demand for qualified graduates in highly specialized fields within the agricultural, food, apparel, and animal industries. The Dean will have a comprehensive understanding of and appreciation for the changing landscape of agriculture both in practice and education, specifically the emerging role of 21st century small and urban agriculture. The Dean fosters an environment conducive to academic quality, collegiality, innovation, and open discussion, and an appreciation for ethnic, cultural, and social diversity. Within the College, the Dean promotes collaboration, team building, and active involvement with the faculty, staff, students, alumni, and the community. The successful Dean will be a visionary leader prepared to serve as a visible and vocal advocate for the College. They will engage the College¿s stakeholders in a sense of cohesion and common purpose, possess the ability to advance excellence in the fields within the College, and build and grow mutually beneficial partnerships across the State of California. To achieve these goals, the Dean will need to address the following opportunities and challenges that are central to the Don B. Huntley College of Agriculture¿s future success: - Develop a strategic plan and vision that honors the College¿s history while leading it boldly into the future; - Invest in students to ensure academic and professional success; - Recruit, retain, and develop diverse faculty and staff; - Increase external partnerships and fundraising; - Serve as a visible and vocal leader, spokesperson, and advocate for the College; and - Strengthen infrastructure to support the College¿s work. A list of the desired qualifications and characteristics of the Dean can be found at the conclusion of this document, which was prepared by the search committee with the assistance of Isaacson, Miller, a national executive search firm, to provide background information and detail the key opportunities and challenges related to the position. All confidential applications, inquiries, and nominations should be directed to the parties listed at the conclusion of this document. About California State University The California State University system spans the entire state of California and has an annual operating budget of more than $7 billion; it is not only the largest four-year university system, but it is also one of the most diverse and affordable university systems in the nation. With 23 campuses, 482,000 students, and 53,000 faculty and staff, CSU is a leader in high-quality, accessible, student-focused higher education. The CSU confers more than 100,000 baccalaureate degrees every year, roughly half of the bachelor¿s degrees awarded in the state of California. The CSU system prepares the majority of California¿s leaders and policymakers: approximately 64 percent of Californians with master¿s degrees in public administration studied at the CSU, as well as 35 percent of those with bachelor¿s degrees. In addition, 49 percent of Californians with bachelor¿s degrees in city, urban, community, and regional planning studied at the CSU. Ten percent of California¿s workforce graduated from a CSU campus and with a living alumni base of 3.8 million, nearly one-in-twenty Americans with a college degree earned it from a CSU campus. The CSU System has produced tens of thousands of graduates who have had an immeasurable impact in fields such as education, health care, agriculture, government, arts and entertainment, medicine, science and engineering, and non-profit leadership. To learn more about the California State University system, see www.calstate.edu. About Cal Poly Pomona Cal Poly Pomona was originally established in 1938 as an all-male division of the California State Polytechnic College in San Luis Obispo. It was located on 150-acres of land in San Dimas, on the site of the former Voorhis School for Boys. In 1949, breakfast cereal magnate W.K. Kellogg deeded 813 acres of land located three miles south of this campus to the state of California. In 1956, 508 students and 44 faculty and staff moved from San Dimas to the Kellogg campus. In a first for the all-male campus, 329 women joined the student body in 1961. The Pomona campus officially separated from the San Luis Obispo campus in 1966 and became the site of Cal Poly Pomona today. University status was granted in 1972. Today, Cal Poly Pomona employs 3,000 faculty and staff who support the education of over 26,000 students. The University is organized into eight academic colleges: Agriculture; Business Administration; Education and Integrative Studies; Engineering; Environmental Design; Letters, Arts and Social Sciences; Science; and The Collins College of Hospitality Management. Cal Poly Pomona is known for its applied hands-on approach to higher education. To that end, it recognizes that students who solve classroom problems today have an advantage in solving real-world problems tomorrow. Quality teaching remains the faculty¿s top priority, creating opportunities for students to use their knowledge in hands-on projects, collaboration in research, and participation in valuable internships and service-learning programs. As a result, Cal Poly Pomona¿s graduates are sought after as strong practitioners, integrative thinkers, and model leaders, and they are among the top 20 in the nation in terms of mid-career salaries. Cal Poly Pomona is committed to providing highly valued undergraduate and graduate educational opportunities through superior teaching, research, creative activity, and service to the people of California and the world. Historically, the University has used its assets wisely, including developing public-private partnerships of distinction. Innovation Village, the University¿s research park, is a prime example of the University¿s efforts in advancing education and research, while simultaneously generating new revenue opportunities. For additional information about the University, please visit https://www.cpp.edu/. Mission and Strategic Plan Cal Poly Pomona's mission is to cultivate success through a diverse culture of experiential learning, discovery, and innovation. It aspires to be the model for an inclusive polytechnic university that inspires creativity and innovation, embraces local and global challenges, and transforms lives. It is guided by the core values of Academic Excellence, Experiential Learning, Student Learning and Success, Inclusivity, Community Engagement, and Social and Environmental Responsibility. In 2017, Cal Poly Pomona developed a refreshed Strategic Plan that charts the University¿s course through 2021 while also identifying top academic and campus initiatives and the resources and facilities to achieve those objectives. The result is a set of strategic initiatives and goals Cal Poly Pomona aspires to have achieved by the year 2021: - Deliver quality programs that promote integrative learning, discovery, and creativity - Enhance student learning, development, and success - Prepare our students for the Future of Work and civic engagement - Strengthen our economic vitality and impact - Advance organizational development and employee excellence To learn more about Cal Poly Pomona¿s Mission, Vision, Values, and Strategic Plan, please visit https://www.cpp.edu/aboutcpp/calpolypomona-overview/mission-and-values.shtml. About the Don B. Huntley College of Agriculture The Don. B. Huntley College of Agriculture is one of the four colleges of agriculture in the California State University System and the only one located in Southern California. It is the sole provider of comprehensive agricultural programs focusing on the needs of the $1 trillion Southern California economy and its 21 million people. The College aims to be a national leader in urban and sustainable agriculture. The College provides a unique integrative approach to agriculture-related undergraduate and graduate programs that recognizes the strong disciplinary interdependencies of professional orientation and culture, basic societal needs, lifestyles, and social and environmental responsibility. It is well positioned to meet the expanding demand for qualified graduates in highly specialized fields within the agricultural, food, apparel, and animal industries. The College is home to 106 faculty members (28 tenure/tenure track; 78 adjuncts) and 2,143 students (2,072 undergraduates; 71 post-baccalaureate). In 2016, Don B. Huntley pledged his pistachio farm to the College of Agriculture as an estate gift. In response, the California State University Board of Trustees approved a new name for the college: the Don B. Huntley College of Agriculture. It is only the second named college at Cal Poly Pomona, following the Collins College of Hospitality Management, and the only one named for an alumnus. It is the second college in the 23-campus CSU system to be named, following the Jordan College of Agricultural Sciences and Technology at Fresno State. Role of the Dean The Dean leads a college team consisting of an associate dean, five department chairs, as well as staff, tenure track and temporary faculty. The Dean oversees an annual budget of approximately $7 million including grant income. This includes management/oversight of five academic departments (Agribusiness & Food Industry Management/Agricultural Science; Animal & Veterinary Sciences; Apparel Merchandising & Management; Nutrition & Food Science; and Plant Science), the College Farm (livestock units, campus field laboratories, Pine Tree Ranch and Chino Farm), the W. K. Kellogg Arabian Horse Center, AGRIscapes and Norco Ranch. The Dean must maintain and maximize the quality of academic programs within the budget and available resources. The Dean¿s Office serves as the college-level arena in which interested parties (e.g., tenure track and temporary faculty, students, their parents and other family members, department chairs and their staff, departments as an entity, labor representatives, community partners, dean¿s office staff, administrators, etc.) regularly interact with one another. The Dean is responsible for brokering communication and understanding within this complex group and for providing strategic direction. This can be challenging because members have diverse and often competing interests with agendas that must be taken into account when making decisions. The Dean is the designated HEERA manager of the College and must be fair, transparent, and supportive of all. Finally, many of the actions performed by the Dean¿s office (e.g. faculty searches, steps in the reappointment, tenure, and promotion (RTP) process, retention or range elevation of lecturers, student disqualification decisions, Letters of Reprimand, etc.) have legal, ethical, and sometimes life-changing repercussions and must be rendered honestly, fairly, and without prejudice. Program Quality and Accreditation The Dean is responsible for: directing and guiding college strategic planning; ensuring program quality, and student learning outcomes; supporting accreditation in those departments that have accredited programs (Animal & Veterinary Sciences, Nutrition & Food Science) and faculty-led assessment efforts; ensuring appropriate training and professional development opportunities for faculty and staff to develop and enhance their academic and professional qualifications; and promoting professionalism and ensuring inclusive shared governance. Student Success The Dean is responsible for the academic success and timely graduation of students through: - Strategic enrollment planning and growth; - College-based advising; - The creation and utilization of a college-based student success team; and - Course scheduling ¿ The Dean ensures that major/core courses offered are aligned with student demand; and - Robust summer course offerings based on student demand. The Dean guides the college in the innovative utilization of classrooms to create an environment that ensures successful student learning outcomes. The Dean collaboratively works with appropriate stakeholders on campus to implement the campus and college strategic enrollment plans for undergraduate and graduate programs and credentialed programs. Fundraising and Resource Enhancement The Dean actively collaborates with Advancement to raise private funds and establish mutually beneficial relationships with donors, alumni, supporters, and community partners to advance college and department initiatives, goals, and priorities. The Dean is also responsible for creating an environment that fosters the increase of externally funded research and contracts, as well as international and non-state supported instructional programs through extended learning. Working closely with the College Development Director and Dean's Council, the Dean will strategically position the College in comprehensive development and fundraising campaigns. Additionally, they will identify development projects with input from the Development Director and Department Chairs. The Dean is also responsible for overseeing and managing college self-support programs by working closely with the College of Extended University and the Cal Poly Foundation. Outreach and Strategic Communication In consultation with Strategic Communications, the Dean is responsible for creating and executing an internal and external strategic communication plan. They will develop collaborative relationships with school districts, community partners and businesses in our service area. The Dean promotes and supports activities that engage alumni, donors, and other supporters, and represents the college at public events. Additionally, the Dean participates on regional, University, and CSU-wide level committees and supports University initiatives and activities. Personnel The Dean is responsible for recruiting highly qualified and diverse faculty, staff, and students to the College; reviewing, evaluating, and recommending faculty and staff for retention and promotion; recommending faculty for sabbatical leaves and tenure; and supporting and ensuring the professional development of faculty, staff and employees. The Dean will provide leadership and guidance to associate dean and department chairs with regard to curriculum development and revision of programs, as well as the development of scholarly activity and research programs. The Dean will review proposals and provide college resources as available. Finances The Dean develops a multi-year budget and allocation plan for the College. Additionally, they oversee and manage budgets; provide direction to the Budget Analyst; review contracts, leave requests, assigned time requests, and stipend requests. Key Opportunities and Challenges for the Dean The overarching charge of the Dean of the Don B. Huntley College of Agriculture will be to build on the success of the College and build and increase its impact. The Dean will develop an understanding and appreciation for the College¿s varied departments and will be attentive and responsive to stakeholder needs. To achieve these goals, the Dean will address the following opportunities and challenges: Develop a strategic plan and vision that honors the College¿s history while leading it boldly into the future The new Dean has the distinct opportunity to lead the only college of agriculture in Southern California and the first college established at Cal Poly Pomona. The College¿s rich history, its geographic location, and the impact that faculty, staff, and students have made locally and across the state have established a solid foundation to build on. The Dean will be responsible for honoring this legacy, extending and enhancing the college¿s impact, ensuring the sustainability of its programs and services, and developing a forward-looking and innovative vision to lead the College into its next era of excellence. It is imperative the new Dean gain a firm understanding of the College¿s range of departments; the diverse needs, opportunities, and challenges facing each department; and the unique role the College can play as an urban college of agriculture, while also balancing the needs of external stakeholders, senior university leadership, faculty, staff, and students. Invest in students to ensure academic and professional success The Dean¿s principal responsibilities will be to promote Cal Poly¿s mission of ¿Learn by Doing¿ through excellent, hands-on educational opportunities in a comprehensive polytechnic setting, generating career-ready graduates. The next Dean will build on the College¿s commitment to attracting and retaining high quality students from diverse backgrounds. To successfully achieve this goal, the Dean must understand and be sensitive to the different potential obstacles to recruiting and retaining students and utilize that understanding to create strategies and tools for the College to use to attract a strong, vibrant, and diverse student population. Further, the Dean will ensure a supportive infrastructure is in place to keep students engaged, help them reach their individual academic and professional goals, see them through to graduation, and assist them in job placement. Once students are enrolled, the Dean¿in partnership with faculty and staff¿will work tirelessly to provide them with a world-class, hands-on learning experience. This includes identifying and securing funding for students, frequent and transparent communications, robust and relevant curricula, and opportunities for research and industry engagement. Recruit, retain, and develop diverse faculty and staff The College will only be successful if it can continue to recruit and retain talented faculty and staff. By fostering a sense of community and shared purpose within the College, the Dean will greatly assist in these efforts, but the Dean will also need to engage faculty and staff in meaningful conversations around how to creatively and strategically address their needs in a resource limited environment. The Dean will evaluate the infrastructure of the College on an ongoing basis and adapt it as necessary in support of faculty and staff while fulfilling the College¿s strategic ambitions. The Dean will work with College and University leadership to strike the appropriate balance of teaching and scholarship for all faculty, as well as to ensure the right student-to-faculty ratio for the College is achieved. Increase external partnerships and fundraising As a representative of the College, the Dean will be a leading voice locally and across the state. The Dean is supported by the Dean¿s Advisory Council to connect the College with external partners and to gather feedback on industry needs. An ambassador for the value and the success of the College, the Dean will grow external relations with industry, nonprofits, and other institutions and create public-private partnerships. This will begin with¿but develop beyond¿increased partnerships with varied industries in Los Angeles County, gaining visibility and prominence for the College in Southern California and beyond. The Dean will also formulate a long-term fundraising vision and be able to communicate this vision to all constituencies. Currently, the College¿s donor base is comprised primarily of individuals affiliated with the traditional agriculture disciplines. The Dean will work with University Advancement to diversity the funding base and engage with alumni and donors across all of the College¿s disciplinary areas. The Dean will also identify opportunities to collaborate with other colleges and units on the Cal Poly campus and other educational and community organizations in the area. Serve as a visible and vocal leader, spokesperson, and advocate for the College As the public face and representative of the College, the Dean will be a powerful advocate for its successes and its needs. The Dean will broadcast accomplishments across all departments, championing excellent teaching, research, and community engagement in established fields while advancing and promoting interdisciplinary initiatives. In doing so, the Dean will reinforce the importance of the University and community¿s ongoing commitment to the College and to enabling students to thrive in their academic and professional journeys and faculty to thrive as world-class teacher-scholars. Nationally, agriculture programs are at risk due to high education delivery costs, but their impact on the community is invaluable. Much of the College¿s work directly impacts the community and enables the University¿s commitment to strengthening the world it inhabits. The Dean will articulate the value proposition of the College and promote its reputation, impact, and potential, not just across the University, but also across the state. A successful candidate must be able to communicate effectively with a variety of audiences and will have a proven track record in establishing relationships with community leaders, higher education organizations, nonprofits, funding agencies, foundations, private sector entities, and professional societies. Strengthen infrastructure to support the College¿s work The Dean will work to ensure that the College has the infrastructure¿people, processes, and space¿to deliver on its mission. The issue of space is a significant challenge for the College: its physical home needs significant maintenance, additional space for faculty and staff, and classroom renovations. Additionally, the Dean must work to increase availability and accessibility of existing space for individuals and groups to work, organize, network, and build community. The Dean will need to work toi identify and obtain campus and external resources to support renovations and to ensure space updates align with the School¿s strategic plan, vision, and goals. Qualifications and Characteristics Required Experience, Skills, and Abilities - Earned terminal degree from an accredited institution in a discipline offered by the college or other relevant field. - An academic record in teaching, research, scholarship and/or creative activities that would merit appointment at tenured full professor level in one of the college¿s departments. - Progressive and/or administrative experience at, or comparable to, a department chair level or higher (e.g. director, program director, or associate dean etc.). - Demonstrated success in developing educational programs and support services that foster success and inclusive excellence. - Experience in strategic planning. - Experience leading faculty, staff and students. - Experience in external fund raising. - Knowledge of budgeting in a complex fiscal environment. Desirable/Preferred Qualifications - Experience serving as an evaluator in retention, tenure, and promotion within a university (RTP). - An understanding and appreciation of the changing landscape of agriculture both in practice and education ¿ specifically the emerging role of small and urban agriculture. - Ability to work collaboratively with the senior leadership of the university and with constituencies from other colleges and content fields in the university. - Ability to promote and effective learning-centered approach that reinforces and extends programs and interdisciplinary and multicultural initiatives based in the college at both the undergraduate and graduate levels. - Demonstrated commitment to and/or experience in fostering a climate of multicultural inclusion. - Demonstrated success in implementing programs to increase graduation rates and close achievement gaps. - Demonstrated commitment to shared governance in a university setting. - Collaborative style of leadership. - Ability to foster environment conducive to educational excellence, collegiality, innovation and open discussion. - Experience in a collective bargaining environment in higher education. - Knowledge and experience of state and national accreditation process and requirements. - Ability to promote the role of public higher education in serving the educational and workforce needs of California¿s diverse population. - Demonstrated success in attracting/managing extramural funding to enhance educational and research programs. - Commitment to extending agricultural applied sciences and technologies to outreach activities and programming. - Understanding of the College¿s unique location within a non-land grant public, comprehensive university in an urban setting. - An articulated vision for leveraging the State of California Agricultural Research Institute. Strong negotiating skills. - Strong oral and written skills. Applications, Inquiries, and Nominations Screening of complete applications will begin immediately and will conclude on March 27, 2020. For best consideration, please submit an administrative CV and cover letter electronically by March 16, 2020. For more details and to submit inquiries, nominations, referrals, and applications, please see the Isaacson, Miller website for the search: www.imsearch.com/7447. Electronic submission of materials is required. Cati Mitchell-Crossley and Brett Barbour Isaacson, Miller 1000 Sansome Street, Suite 300 San Francisco, CA 94111 Phone: 415.655.4900 The University is committed to cultural diversity and it is expected that the successful candidate will further this commitment. The University is an affirmative action/equal opportunity employer. BACKGROUND CHECK A background check must satisfactorily be completed before a candidate can be offered this position. Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current CSU employees who apply for this position. The background check consists of the following: Employment verification, education verification, reference checks, and checks of the following systems and databases: National Social Security Number/Address Locator, Felony/Misdemeanor, National Criminal Database, Federal Criminal, Department of Motor Vehicles, and National Sex Offender Registry. Closing Date/Time: Open until filled