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The Position 3% additional COLA effective July 1, 2020 Bargaining Unit: Management-MgmtClasses, Classified & Exempt The Contra Costa County Administrator's Office is seeking to add two (2) talented individuals to serve as key members of its dynamic Labor Relations team. Self-motivated analysts who thrive in a fast-paced environment, are inspired to solve problems, and who have a strong work ethic are encouraged to apply. Under general direction of the Labor Relations Manager-Exempt, Labor Relations Analysts represent the County in administering provisions of County Memoranda of Understanding and act as staff specialists performing specialized labor relations activities within a comprehensive labor/management program. Labor Relations Analyst II's are responsible for exercising sound judgment in providing labor relations advice to operating departments and participate in contract negotiations, contract administration, grievance handling, departmental training, and other labor relations responsibilities. We are looking for someone who is: Meticulous, analytical and solution-oriented in all aspects of Labor Relations Has a solid understanding of interpreting and applying labor laws with minimal supervision Able to use shrewd judgment in decision making A professional individual who can effectively represent the County in routine and controversial situations Possesses strong written and verbal persuasion skills Able to communicate and maintain relationships with many types of people and personalities Organized and self-motivated with the ability to multitask and prioritize multiple assignments to meet strict deadlines A few reasons you may love this job: You will be part of the County Administration Team which provides a great viewpoint of the County and how local government works You will work with a group of outstanding and caring professionals who work hard and are recognized for doing so Every day is different and you will learn all the time, from the best people You will be working in a newly-constructed modern workspace and office A few reasons you might find this job challenging: You will be working in a fast-paced environment involving time constraints and other external pressures Frequent and often complex change, which can take time to fully implement You will need well-honed political savvy and a solid understanding of your role in the organization What you will typically be responsible for: Exercising sound judgment in providing labor relations advice to operating departments Participating in complex contract negotiations, contract administration, grievance handling, arbitration preparation, training and other labor relations duties independent of ongoing supervision Representing the Labor Relations Division in communications with labor organizations, County departments, other government agencies and the public Investigating grievances, conferring with employees and labor representatives, researching facts and past practices, making recommendations and/or assisting with resolution, and negotiating settlements and last chance agreements Conducting research on positions and issues including costing management and labor proposals, evaluating alternatives, preparing and writing contract language Responding to and resolving employee and employee representative inquiries in a courteous manner The ideal candidate will possess: A Bachelor's degree from an accredited college or university with major course work in public or business administration, human resources, labor relations, organizational development, industrial psychology or closely related field. Juris Doctorate is preferred. Four (4) years of full-time experience or its equivalent professional labor relations experience including experience in the areas of contract negotiations, contract administration and grievance dispute resolution. Experience in the public sector is preferred. Additional qualifying experience may be substituted for up to two years of the required education. Competencies Required: Professional Integrity & Ethics - Displaying honesty, adherence to principles, and personal accountability 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 Political & Organizational Savvy - Working skillfully with politics, procedures, and protocols across organizational levels and boundaries Professional Impact - Presenting self as a positive representative of the organization Self-Management - Showing personal organization, self-discipline, and dependability Analyzing & Interpreting Data - Drawing meaning and conclusions from quantitative or qualitative data Legal & Regulatory Navigation - Understanding, interpreting, and ensuring compliance with laws and regulations To read the complete job description, please visit the website www.cccounty.us/hr and link to the job brochure: Labor Relations Analyst II The eligible list established from this recruitment may remain in effect for six (6) months. TENTATIVE ORAL EXAM: Week of July 27, 2020 Typical Tasks Counsels and advises managers and supervisors regarding issues governed by collective bargaining agreements; interprets Memoranda of Understanding, County Ordinance provisions, and Personnel Management Regulations Serves as a member of the management team during contract negotiations and participates in all aspects of labor negotiations; keeps related records. May act as chief spokesperson on meet and confer issues or sub-committees Represents the Labor Relations Division in communications with labor organizations, County departments, other government agencies and the public Investigates grievances; confers with employees and labor representatives, researches facts and past practices and makes recommendations and/or assists with resolution; negotiates settlements and last chance agreements Provides departments with advice and guidance in preparation of pre-disciplinary and disciplinary memoranda/letters Assists with arbitration proceedings, researches and determines facts, confers with legal staff, briefs witnesses for hearings, prepares formal documentation and implements resolutions Implements or assists in the implementation of negotiated agreements and arbitration awards Prepares and presents, or assists in the presentation of discipline appeal cases to the Merit Board or hearing officer Conducts research on positions and issues including costing management and labor proposals, evaluates alternatives, recommends solutions, prepares and writes contract language Prepares costing exhibits such as graphs, charts, tables, and summaries of economic implications of labor and management proposals Develops and implements training programs on labor relations topics Evaluates trends, practices and patterns in labor relations, analyzes data, prepares reports and documentation, recommends modifications to programs, policies and procedures and maintains accurate information, documentation and records Responds to and resolves employee inquiries in a courteous manner and provides information within the area of assignment Performs a variety of special projects relative to assigned responsibilities May assign and/or direct the work of subordinate level Labor Relations Assistant 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: Education: A Bachelor's degree from an accredited college or university with major course work in public or business administration, human resources, labor relations, organizational development, industrial psychology or closely related field. Juris Doctorate is preferred . AND Experience: Four (4) years of full-time experience or its equivalent professional labor relations experience including experience in the areas of contract negotiations, contract administration and grievance dispute resolution. Experience in the public sector is preferred. Education Substitution: Additional qualifying experience may be substituted for up to two years of the required education. Selection Process Application Filing: All applicants must apply on-line at www.cccounty.us/hr and submit the information as indicated on the job announcement by the final filing date. A completed Supplemental Questionnaire is required at the time of applying. Application Evaluation: Depending on the number of applications received, an Application Evaluation Board may be convened to evaluate and select the best-qualified candidates for invitation to the next phase of the examination. Oral Interview: Conducted by a Qualifications Appraisal Board who will evaluate candidates in job-related areas. (Weight 100%)The process will include a structured panel interview. The results from the structured interview will result in a list of candidates to be forwarded to the CAO's Office for consideration. The CAO's Office may conduct additional interviews before a final selection is made. 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 identity, gender expression, marital status, ancestry, medical condition, genetic information, military or veteran status, or other protected category under the law.

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

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

Position Description Final Filing Date:  June 11, 2020 Exam #:  20/14B47/05JD THE DEPARTMENT The Civil Rights Office ensures the County of Monterey follows federal civil rights laws that promote a culture free from harassment and discrimination and equal employment opportunities and services for all. We aim to create a diverse and inclusive culture where all are treated equally and with respect. The Civil Rights Office provides training and conducts investigations related to the County's Nondiscrimination, Sexual Harassment, Reasonable Accommodation, and Language Access and Effective Communication Policies. The Civil Rights Office helps departments develop equitable tools to support fair recruitment efforts, facilitates conflict management, and provides mandated Prevention of Harassment and Discrimination and Bias training. THE POSITION DESCRIPTION The Civil Rights Office seeks a results-oriented professional who demonstrates excellent interpersonal, analytical, and verbal and written communication skills for the Associate Equal Opportunity Analyst/Equal Opportunity Analyst position. Incumbents in this classification will perform a variety of functions in support of the County's compliance with Titles VI and VII of the Civil Rights Act of 1964.   Duties may include performing functions related to equal opportunity in hiring, promotion, and language access; reviewing and resolving complaints of unlawful discrimination; providing civil rights, harassment and discrimination prevention, and related training; and, providing technical advice to County Departments in these fields.   The Civil Rights Office seeks to fill one vacancy. The CRO is looking to fill the vacancy at the Associate Equal Opportunity Analyst level. However, depending upon qualifications, the position may be filled at the Equal Opportunity Analyst level. The Associate Equal Opportunity Analyst is distinguished from the Equal Opportunity Analyst in that the latter is an entry-level class in the series and incumbents receive training and perform limited, less complex work under the close supervision of the Civil Rights Officer. The Eligible List established by this recruitment may be used to fill current and future vacancies on a regular full-time, part-time, or temporary basis. This classification is part of a flexible series. Incumbents appointed at the lower level of the career series may be promoted up to the higher level of the career series subject to their meeting the employment standards for the higher class and a recommendation for their promotion by the appointing authority in accordance with the Flexible Staffing Program and Guidelines.   Examples of Duties  Paramount duties include: Effectively resolve complaints of unlawful discrimination through conflict management Process complaints of unlawful discrimination by conducting intake interviews and, if necessary, conduct workplace investigations by interviewing witnesses, reviewing evidence, and preparing a report and making findings of fact Train employees in the areas of harassment and discrimination prevention, diversity and inclusion, Americans with Disabilities Act, implicit bias, and civil rights and related laws Provide technical assistance to County Departments in the areas of equal opportunity by helping develop and implement an equal opportunity plan THE IDEAL CANDIDATE   The ideal candidate will possess the following qualities:  Demonstrates critical and strategic thinking to identify problems of a sensitive or political nature Practices sound judgment and initiative in facilitating discussions to resolve disputes, and assists in negotiating mutually satisfactory agreements Protects the privacy of individuals and the confidentiality of records, documents, and correspondence Manages a variety of complex projects and prioritizes tasks to help the organization fulfill its goals and objectives Maintains cooperative working relationships with people from all backgrounds, from County offices, management, employees, employee representatives, and members of the public Comfortable speaking in public when representing the organization or when conducting training Examples of Experience/Education/Training The knowledge, skills and abilities listed above may be acquired through various types of experiences, education or training. Typically: Equal Opportunity Analyst OPTION I Education: Completion of all course work leading to a bachelor's degree in one of the following disciplines: EEO / Affirmative Action; Human Resources Management; Personnel, Public, or Business Administration; Labor Relations; Political Science; Law or other related field.                                              AND Experience: Two years of progressively responsible paraprofessional or technical work experience assisting in the research, analysis and resolution of complex EEO/Affirmative Action, Human Resources/Personnel Management, or Labor Relations related policy issues.                                              OR OPTION II Three years of progressively responsible paraprofessional work experience assisting in the research, analysis and completion of the technical components of EEO/AA investigations which is comparable to the job class of Affirmative Action Specialist-Confidential. Associate Equal Opportunity Analyst OPTION I Education: Completion of all course work leading to a bachelor's degree in one of the following disciplines:  EEO / Affirmative Action; Human Resources Management; Personnel, Public or Business Administration; Labor Relations; Political Science; Law or other related field.                                              AND Experience: Three years of progressively responsible paraprofessional or technical work experience assisting in the research, analysis and resolution of complex EEO/Affirmative Action, Human Resources/Personnel Management, or Labor Relations related policy issues.                                              OR OPTION II Four years of progressively responsible paraprofessional work experience assisting in the research, analysis and completion of the technical components of EEO/AA investigations which is comparable to the job class of Affirmative Action Specialist-Confidential.   Visit the Monterey County website to view the complete Job Description: https://www.co.monterey.ca.us/government/departments-a-h/human-resources/human-resources/class-specifications   Additional Information BENEFITS Monterey County offers an excellent benefits package. To view the "X" Unit Benefit Summary please visit our website. This information is not legally binding, nor does it serve as a contract. The benefits listed in the Monterey County Personnel Policies and Practices Resolution or Memorandum of Understanding (MOU) prevail over this listing.   NOTES: As a condition of employment, prospective employees will be required to submit to a background review which may include a review of information concerning present and/or prior employment, driving record, and record of criminal conviction. Employment is contingent upon acceptable documentation verifying identity and authorization for employment in the U.S.; a list of acceptable documents is available on the USCIS Form I-9. If you are hired into this classification in a temporary position, your rate of pay will be hourly and you will not be eligible for the benefits listed in the summary. If you believe you possess a disability that would require test accommodation, please call the Human Resources Analyst at (831) 755-5162. APPLICATION & SELECTION PROCEDURES APPLY ONLINE!   Visit our Website:  http://agency.governmentjobs.com/montereycounty OR A paper application may be obtained from and submitted to: Monterey County Human Resources Department Attn: Jennifer Datan, Personnel Analyst 168 W. Alisal Street, 3rd Floor - Human Resources, Salinas, CA 93901 Email: datanj@co.monterey.ca.us Phone: (831) 759-6990   The selection process is tentative, and applicants will be notified if changes are made. The competitive selection process includes submittal of required application materials. A complete application packet will include:   A completed County of Monterey Employment Application  AND  Responses to all Supplemental Questions   Final Filing Deadline: June 11, 2020   Applicants who fail to provide all required materials by the application filing deadline will not be considered.  Resumes, cover letters, letters of interest, and other correspondence will not be accepted as a substitute for required application materials. All required application materials will be competitively evaluated. Those applicants that are determined to be the most appropriately qualified will be invited to participate further in the selection process. To assess applicants' possession of required qualifications, the process may include an oral examination, pre-exam exercises, performance exam, and/or written examination.  EQUAL OPPORTUNITY EMPLOYER Monterey County is a drug-free work place and an equal opportunity employer. The County seeks candidates who can make contributions in an environment of cultural and ethnic diversity. Monterey County provides reasonable accommodations for the disabled. If you believe you possess a disability that would require test accommodation, please call the Human Resources Analyst at (831) 755-5162.  Closing Date/Time: 6/11/2020 11:59 PM Pacific

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 The Probation Department is seeking a highly analytical individual from within the County to join their team as a Risk Manager . This positionwill report directly to the Deputy Chief of Probation, Administrative Services with the responsibility of providing a wide variety of administrative, analytical, and work-flow supportwith risk management and other areas within administrative services such as payroll and employee relations. TheRisk Manager's primary duties willconsist of,but not limited torecommending, developing and implementing policies/proceduresand programsrelated to Workers' Compensation, Return to Work, Ergonomics, Safety,andmodified workassignments in compliance with Workers'Compensation andADAlaws. This role requires consultation and collaboration withHuman Resources,departmentemployees, labor organizations, commissions, advisory boards and the public on relevant aspects of risk management. Depending upon qualifications, the vacancy may be filled at the associate or journey level. The ideal candidate will have the following essential experience and demonstrated knowledge, skills and/or abilities: Knowledge of Workers' Compensation Policies and Procedures, and administration of benefits. Principles and practices of public administration, and program management, including planning, implementation and evaluation. Preparation ofcomplex and detailed written reports, program policies, procedures and contracts. Comprehendingwritten material; interpreting, applyingand explainingCounty policies, labor contracts and other relevant State, Federal, and local policies, procedures, laws and regulations. Establishingand maintainingeffective working relations with a diverse group of individuals contacted during work, including employee groups and labor representatives. NOTE: The eligible listgenerated from this recruitment may be used to fill future extra-help, term, unclassified,and regular classifiedvacancies. Examples Of Duties Duties may include, but are not limited to, the following: Plan, direct, monitor and evaluate the effectiveness of comprehensive human resource-related functions and programs with a department wide impact, including needs assessment, program design and planning, implementation, evaluation and regulatory enforcement. Advise managers and employees on County procedures, benefits, and existing policies relative to assigned program. Prepare and deliver oral presentations designed to educate and explain program services. Train staff. Write and review policies, procedures, and methods relative to assigned program; formulate, recommend and/or implement actions for program improvement. Assist in the selection and management of vendors, consultants and service providers; oversee compliance of consultants and vendors with contract provisions. Represent the department in meetings with the board, the executive team, labor organizations, and other community organizations or committees. Interpret and explain provisions of applicable laws, rules, policies and agreements to County management, employees, employee organizations and the public. Respond to inquiries, problems and complaints. Monitor department workers' claims to ensure timely progression and resolution. Collaborate with command staff, human resources staff, county counsel, and other stakeholders. Work with claims adjusters, investigators, and other parties to resolve workers' compensation claims. Evaluate temporary work assignments and work restrictions and recommend course of action to command staff. Attend management meetings as assigned to advise on assigned tasks and projects. Participate in arbitration hearings, civil service hearings, and other personnel hearings as assigned. Monitor disability retirement and advise employees and management through the process. Analyze and advise on ways to maximize safety and minimize risks and best practices for Workers' Compensation claims, Return to Work, Ergonomics, andmodified workassignments. Perform other related tasks as necessary. Qualifications Education and Experience: Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be: Equivalent to graduation from an accredited four-year college or university with major coursework in business administration, public administration, or a related field. At least one year of professional administrative experience is typically required at the Associate Management Analyst level, and at least 3 years for the Management Analyst level. Knowledge of: Project and/or program management, analytical processes, and report preparation techniques. Organizational and management practices as applied to the analysis, evaluation, development, and implementation of programs, policies, and procedures. Principles of mathematical and statistical computations. Research and reporting methods, techniques, and procedures. Modern office practices, methods, and computer equipment and applications related to the work. English usage, grammar, spelling, vocabulary, and punctuation. Applicable Federal, State, and local laws, regulatory codes, ordinances, and procedures relevant to assigned area of responsibility. Principles and practices of public administration as applied to operational unit and program administration. Principles and practices of county management and government. Sources of information related to a broad range of county programs, services, and administration. Basic principles, practices, and procedures of funding sources and grant funds disbursement. Principles and practices of contract administration and evaluation; and public agency budget development and administration, and sound financial management policies and procedures. Recent and on-going developments, current literature, and sources of information related to the operations of the assigned division. Record keeping principles and procedures. Techniques for effectively representing the County in contacts with governmental agencies, community groups, and various business, professional, educational, regulatory, and legislative organizations. Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and County staff. Ability to: Assist in the development of goals, objectives, policies, procedures, and work standards for the department. Coordinate and oversee programmatic administrative, budgeting, and/or fiscal reporting activities. Perform responsible and difficult administrative work involving the use of independent judgment and personal initiative. Conduct research on a wide variety of administrative topics including grant funding, contract feasibility, budget and staffing proposals, and operational alternatives. Evaluate and develop improvements in operations, procedures, policies, or methods. Research, analyze, and evaluate new service delivery methods, procedures, and techniques. Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. Interpret, apply, explain, and ensure compliance with applicable Federal, State, and local policies, procedures, laws, and regulations. Establish and maintain a variety of filing, record keeping, and tracking systems. Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. Operate and maintain modern office equipment, including computer equipment and specialized software applications programs. Use English effectively to communicate in person, over the telephone, and in writing. Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work. Plan, organize, and carry out assignments from management staff with minimal direction. Plan and conduct effective management, administrative, and operational studies. Analyze, interpret, summarize, and present administrative and technical information and data in an effective manner. Use tact, initiative, prudence, and independent judgment within general policy and legal guidelines in politically sensitive situations. Effectively represent the department and the County in meetings with governmental agencies, community groups, and various businesses, professional, and regulatory organizations, and in meetings with individuals. Licenses and Certifications: Depending upon assignment, possession of a valid California Driver's License. Application/Examination County Promotional Only. Only current County of San Mateo and County of San Mateo Superior Court of California employees with at least six months (1040 hours) of continuous service in a classified regular, probationary, SEIU or AFSCME represented extra-help/term position may apply. A supplemental application questionnaire must be submitted in addition to the standard San Mateo County employment application. A resume or reference to a resume will not be accepted as a substitute for the required employment application and/or the supplemental questionnaire. The examination process will consist of an application screening (weight: pass/fail) based on the candidates' application and responses to the supplemental questions.Candidates who pass the application screening will be invited to a panel interview(weight: 100%), which may include a pre-interview writing exercise. Depending on the number of applicants an application appraisal of education and experience may be used in place of other examinations or further evaluation of work experience may be conducted to group applicants by level of qualification. All applicants who meet the minimum qualifications are not guaranteed advancement through any subsequent phase of the examination. All examinations will be given in San Mateo County, California and applicants must participate at their own expense. IMPORTANT : Applications for this position will only be accepted online. If you are currently on the County's website, you may click the "Apply" button. If you are not on the County's website, please go to https://jobs.smcgov.org/ to apply. Online applications must be received by the Human Resources Department before midnight on the final filing date. TENTATIVE RECRUITMENT TIMELINE Final Filing Date: June 4, 2020 Application Screening: Week of June 8, 2020 Civil Service Panel Interviews: June 23 and/or June 24, 2020 At the County of San Mateo, we welcome and celebrate the diversity of our employees, and strive to create a workplace where they feel valued every day. County of San Mateois an Equal Opportunity Employer Analyst:Mandy Singh(05222020) (Associate Management Analyst/Management Analyst - D182/D181)

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. Continuous recruitments may close without notice at any time that a sufficient number of qualified applications have been received. 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

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 July 15, 2020. For best consideration, please submit an administrative CV and cover letter electronically by July 6, 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