Assistant County Administrative Officer
Apply NowCompany: Kings County, CA
Location: Hanford, CA 93230
Description:
Salary : $144,000.00 - $204,000.00 Annually
Location : Hanford, CA
Job Type: Full-time permanent
Job Number: 2024-140
Department: Administration
Opening Date: 03/31/2025
Closing Date: 4/30/2025 5:00 PM Pacific
JOB OPPORTUNITY
The Kings County Administration Department is currently seeking two qualified individuals for the position of:
ASSISTANT COUNTY ADMINISTRATIVE OFFICER
$144,000 - $204,000 Annually (Depending on Qualifications)
The selected candidates will assist in administering and coordinating the activities of the Administrative Office. The highly qualified individuals will be responsible for general county administration as well as, Risk Management, and Child Advocacy. The County is seeking a leader who is decisive, flexible, responsive, analytical, organized and results oriented. Strong community relations skills including the ability to work collaboratively with elected and administrative officials, department heads, and other staff with a forthright, proactive and professional manner is a must for the successful candidate.
For more information about this position, click
For more information about Kings County, click
PROFESSIONAL RESUME REQUIRED: A professional resume is required and must be submitted with your application. If a resume is not attached, applications will be considered incomplete. Attaching a resume is not a substitute for completing the application. For information on how to add attachments to your application, click .
BENEFITS
This position includes management level I benefits which includes CalPERS retirement (see benefits selection to determine plan/tier placement); fully paid PPO health, dental, vision, and chiropractic health insurance premiums for employee and eligible dependents; Deferred Compensation Plan for every three dollars contributed by the employee, the County shall contribute one dollar to a maximum of $3,500 per year; 12 to 20 days of accrued vacation, based on years of service. The County Administrative Officer may authorize a vacation accrual rate for management employees hired from outside the County at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County; this position receives an additional 64 hours of management leave of which 48 hours can be cashed out at employee's option. Effective July 1, 2025, this amount will be increased to 80 hours and can be fully be cashed out; 11.5 scheduled paid holidays per year and an additional 3.5 days when the County participates in the holiday closure; 10 to 12 days of accrued sick leave, based on years of service with unlimited accrual; $50,000 term life insurance; onsite health center open Monday through Friday, available to employees and their eligible dependents on County Health Insurance plans. Employees will not be required to use sick or other leave to go to the Health Center during their working hours for their own medical issues.
For more information about the benefits that Kings County has to offer, click here.
DISTINGUISHING CHARACTERISTICS
The Assistant County Administrative Officer is responsible for assisting the County Administrative Officer in a variety of administrative, coordinative, analytical, and liaison capacities, with accountability for providing program planning and policy development, and oversight of matters with countywide implications. Successful performance of the work requires knowledge of public policy, County functions and activities, including the role of the Board of Supervisors, and the ability to develop, oversee and implement projects and programs in a variety of areas. Responsibilities include coordinating the activities of the County Administrative Officer with those of County departments and outside agencies and managing and overseeing the complex and varied functions of the Office. The incumbent is accountable for accomplishing planning and operational goals and objectives, and for furthering County goals and objectives within general policy guidelines.
EMPLOYMENT AT WILL
The Assistant County Administrative Officer is an "at-will" position, which is not included in the County's classified service and is exempt from merit system status. As such, the incumbent is appointed by and serves at the pleasure of the County Administrative Officer. As an at-will employee, the incumbent may be terminated with or without cause or notice at any time by the County Administrative Officer as the appointing authority.
DUTY SAMPLE
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**
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:
EDUCATION AND EXPERIENCE
Education:
Experience:
LICENSES AND CERTIFICATIONS
Licenses:
SPECIAL REQUIREMENTS
Qualify for security clearance through a background investigation and fingerprint check, which includes a credit check. Ability to work irregular hours as necessary, and travel within and outside the County.
For a detailed Job Description, click
SELECTION PROCESS: **EQUAL OPPORTUNITY EMPLOYER**
In addition to the application, applicants are required to submit a professional resume outlining relevant education and experience. This resume must be attached to your application. You must scan and attach your resume to your online application prior to submitting your application (or your application may be rejected). For more information on how to add attachments to your application, click here
All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the examination process may include a screening committee (pass/fail) and/or written examination (pass/fail) and/or an oral examination (100%) which may include a written practical component to determine placement on the eligible list.
VETERAN'S PREFERENCE AVAILABLE UPON REQUEST
You must submit a certified DD-214 and a new request form for each application submission prior to the closing date.
TENTATIVE RECRUITMENT PROCESS:
Closing Date: Wednesday, April 30, 2025 at 5:00 PM
First Interview: Wednesday, May 14, 2025
Final Interview: Tuesday, May 27, 2025
Management Group I = Appointed and elected officials in salary bands.
Management Group II = Middle management (all other management not in Group I or III).
Confidential Management Group III = All Executive Secretary positions, Deputy Clerk to B.O.S. I/II, Human Resources Assistant I/II, Human Resources Technician I/II, Payroll Technician I/II, Risk Technician I/II, Secretary, Secretary to the County Counsel, Secretary to the District Attorney, Secretary to the Sheriff.
VACATION
1. An eligible management employee may accrue vacation at the appropriate rate applicable to the employees length of service (2080 hours of actual service as defined in the County Personnel rules equals one year) as follows:
Service HoursHours (days) Earned (based on hours)Rate (based on hours)0 - 10,40096 (12 days).04615410,401 - 20,800120 (15 days).05769320,801 - 31,200140 (17.5 days).06730831,201 +160 (20 days).076924
2. An eligible management employee may accrue vacation at the appropriate rate applicable to the employee's length of service (as set forth above) until the employee reaches one of the following accrued hours of vacation limits:
Hours (days) Earned (based on hours)Maximum Vacation Accumulation Limits96 (12 days)192 hours120 (15 days)240 hours140 (17.5 days)280 hours160 (20 days)320 hours
Once the appropriate accumulation limit has been reached, the employee shall cease to earn additional vacation until the employee's accumulated vacation balance falls below the limits listed above.
3. Effective July 1, 2014, management employees in Group I & II will be granted 64 hours of additional vacation time as management leave in the first full pay period of each fiscal year (or pro-rated upon hire date). These hours are a separate leave benefit and not counted against the maximum vacation accrual established based on length of service. Employees may, at their option, sell back up to 48 of the 64 hours of management leave each fiscal year at their hourly rate of pay. This leave will be tracked separately from the regular vacation accrual and is not intended to carry over from year to year. If this time is not used by the end of the fiscal year (see note), up to 48 hours of the remaining balance will be automatically cashed out to the employee. Any sale of management vacation hours will be deducted only from the management vacation leave balance. The remaining 16 hours of leave cannot be cashed out and must be taken as time off only. If any hours remain at the end of the fiscal year after 48 hours are cashed out, the remaining hours will carry over to the new fiscal year (see note) However, the hours granted for the new fiscal year shall be reduced by the number of hours equal to those carried over. Effective July 1, 2025, the amount of management vacation time will increase from 64 hours to 80 hours of which will not carry over and may be cashed out in full.
a) All management attorneys in the District Attorney's Office, Child Support, Administration-Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or prorated upon hire date). Which will not carry over and may be cashed out in full. Effective July 1, 2025, the amount of management vacation time will increase from 80 to 100 hours each fiscal year (or pro-rated upon hire date).
b) Management employees in Group III will be granted 40 hours of vacation time in the first full pay period of each fiscal year (or pro-rated upon hire date). All other terms described above apply. Effective July 1, 2025, the amount of management vacation time will increase from 40 to 50 hours each fiscal year (or pro-rated upon hire date).
4. All management employees may, at their option, sell back an additional 8 hours of regular vacation each fiscal year, (see note) at their hourly rate of pay, to be contributed directly to the employee's deferred compensation account.
5. Upon the recommendation of the Human Resources Director, the County Administrative Officer may authorize a vacation accrual rate for management positions hired from outside the county at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. Additionally, when this advanced accrual rate is authorized at the time of hire, the prior public service time will be used for calculating future adjustments to the accrual rate as if the time was earned with Kings County.
NOTE: (1) For purposes of payroll processing of vacation hour sell backs described above, the end of the fiscal year is defined as the last day of pay period 13 in any year. (2) Management leave is not available for use during pay period 14. (3) Provisions regarding vacation do not apply to elected officials.
NOTE: Provisions regarding vacation and management leave do not apply to elected officials.
HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTION
Employees who elect to use a Health Plan offered by the County must continue to participate in the Dental and Optical plans and must remain in that plan until the open enrollment period of the plan. Employees electing to pretax their insurance will not be allowed to drop insurance coverage except at open enrollment unless the employee has a qualifying status change.
Effective May 27, 2024 (pay period 12-2024), the County contribution (per month based on 24 pay periods) to the health/dental/optical insurance premium will be as follows:
PPO Plan Health/Dental/VisionPlan LevelCounty ShareSingle$746.55Two-Party$1,359.24Family$2,045.22
The County shall pay 100% of the health insurance premium (including the medical, dental and vision plans) for the health plan offered by the County for each management employee and their eligible family members, based on their enrollment in such health plan. Employees promoting into or demoting out of management classifications after open enrollment will be treated as a "status" change and may enter or leave the plan, or modify the number of dependents covered.
DEFERRED COMPENSATION
Effective January 1, 2014, for every three dollars contributed to the County contracted deferred compensation programs by management employees, the County shall contribute one dollar to the employee's account, up to a maximum of twenty five hundred dollars $2,500 per calendar year. Effective January 1, 2025, the County maximum contribution will increase from $2,500 to $3,500 per calendar year.
RETIREMENT/PERS SERVICE CREDIT
The County contracts with the Public Employee Retirement System (PERS) for this benefit and pays the employee contribution for members of the Board of Supervisors only. All management employees pay the total Miscellaneous or Safety PERS employee contribution depending on their classification and status within PERS (Classic or "new member" - see below).
Miscellaneous Non-Safety ManagementNew Members -Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2% at 62 Miscellaneous Plan pursuant to AB 340/SB197 (Pension Reform Act 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS. Such payment shall vest to the employee. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 2% at 55 Miscellaneous Plan. These employees pay the entire employee contribution of 7.0% of salary. Such payment shall vest to the employee. The 2% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit. The Miscellaneous Plan has also been modified for employees to have, at their option, the ability to apply to PERS for retirement service credit for their unused sick leave balance. However, the County limits the use of this provision to employees who have not cashed out their sick leave or opted for the Retiree Health benefit. Safety ManagementNew Members - Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2.7% at 57 Safety Plan pursuant to AB 340/SB197 (Pension Reform Act of 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS. Such payment shall vest to the employee. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 3% at 55 Safety Plan, which became effective 4/1/02. These employees pay the entire 9% of salary PERS employee contribution. Such payment shall vest to the employee. The 3% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit. Elected Officials
Pursuant to State Law local elected officials have the option of declining participation in the Public Employees Retirement System. An amount equal to the Employee's share of retirement may, if an elected officer declines participation in PERS, be applied toward the County Sponsored deferred compensation plan in lieu of the PERS contribution The County match amount for this benefit shall not exceed the match provided to management employees described above.
TERM LIFE/ACCIDENT INSURANCE
Term life/accident insurance (with an option for portability when leaving County service in good standing) is provided for management employees as follows:
Management Group I: $50,000
Management Group II/III: $40,000
LONG TERM DISABILITY INSURANCE
Long Term Disability (LTD) Insurance is provided to all management employees.
SICK LEAVE ACCRUAL
a. All regular full-time and regular part-time management employees hired prior to January 1, 1999, shall be entitled to point zero-four-six-one-five-four (.046154) hours of sick leave with pay for each hour of the actual hours of regular employment.
b. All regular full-time and regular part-time management employees hired January 1, 1999 or thereafter will accrue sick leave as follows:
Service hoursHours EarnedSick leave earned at the rate of (based on hours worked)0 - 10,40080 (10 days).03846210,401 - 20,80088 (11 days).04230820,801 +96 (12 days).046154
Note: Provisions regarding sick leave do not apply to elected officials.
UNUSED SICK LEAVE PAYOFF/POST RETIREMENT HEALTH INSURANCEThis Article does not apply to employees who elect the PERS service credit.
a) Management employees hired January 1, 1999 or later, who have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of their separation from Kings County employment will receive a percentage of the dollar value of accrued sick leave (at time of retirement) put into an "account" to be used toward Kings County health insurance premiums, at a rate not to exceed the family option per month until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. The retiree health benefit percentage shall be as follows:
Service HoursPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60040%41,601 and over50%
To qualify for the retiree health benefit the employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement from County service. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan, has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. If the employee dies after retirement (or while still employed in good standing) prior to Medicare eligibility and there is money remaining in the account, the employee's covered dependent(s) may continue to use the account toward Kings County health insurance premiums or Medicare supplemental insurance premiums, if eligible as stated above. Any unused balance in account remains the property of the County.
b) Management employees hired prior to January 1, 1999 shall be allowed a one time irrevocable election to decide whether to receive the post retirement health insurance benefit or cash as follows:
Service HoursPercent of Compensation (based on hours)
CashORPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60025%40%41,601 and over30%50%
Taxes will be paid by the employee on the full cash distribution, or the portion of the deposit into the account that could have been taken in cash. Additionally, the cash benefit is taxable in the year the cash is received. Any unused balance in the account remains the property of the County.
1. Retiree health benefit option:
To qualify for the retiree health benefit (non-cash) benefit the employees must have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of separation from Kings County employment. A percentage of the dollar value of accrued sick leave (at time of retirement) will be put into an "account" to be used toward Kings County health insurance premiums. The employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement in good standing from County service. Employees electing to utilize the retiree health benefit option must submit their election in writing to the Department of Finance not later than 14 days after the effective date of retirement. If the employee elects the retiree health benefit option, the County will pay up to the family option per month toward the employee's health insurance premium until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan; has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. If the retiree dies prior to Medicare eligibility and there is money remaining in the account, the employee's dependent(s) may continue to use the account, if eligible as stated above. In the event of death of an eligible employee (while still employed in good standing), the qualifying eligible dependent(s) shall make a determination of either cash or the retiree health benefit option within 30 days of the death of the employee.
2. Cash benefit option:
Employees who fail to elect the retiree health benefit will be cashed out, if eligible. If the employee elects the cash option, the employee will receive the benefit if the employee separates in good standing as a result of resignation, layoff, retirement or death.
ELECTED OFFICIALS - POST RETIREMENT HEALTH INSURANCE
Kings County elected Officials may be eligible for a Post Retirement Health Benefit upon retiring from the County. All the criteria shall apply as for management post retirement health insurance generally except that: An elected official is eligible for the post retirement health insurance benefit described below if that elected official: 1) serves at least five (5) consecutive years in office without break in service between the five years served and the date of departure from elected office; and 2) either simultaneously retires from PERS at the end of such service (or is at that time already retired from PERS). The benefit is calculated by multiplying the hourly rate at the time of eligibility, by the number of consecutive years in office, and then multiplying the result by one half of the annual sick leave benefit provided to management employees at the time of eligibility. The official may defer use of this benefit if otherwise covered on the County health plan at the time of eligibility so long as there is no break in coverage during the deferral period. Pursuant to existing practice the balance does not accrue interest. (NOTE: The change in the formula will go into effect at the start of each sitting elected's next consecutive term in office and at the time of filing candidacy papers for any new candidate who is subsequently elected.) Any previously earned benefit will be calculated and recorded by the Finance Department.
If a balance remains at the time the elected, and/or his/her spouse or eligible dependent no longer participates in the County health insurance, this amount can be applied toward a Medicare Part B plan or Medicare supplement, or PERS Long Term Care plan. Participation in the County health insurance program is not required for the elected, and/or spouse or eligible dependent to direct all or part of the funds in this account to a Medicare Part B or PERS Long Term Care plan premium. In all other instances, any balance on account remains property of County.
P.O.S.T. EDUCATION INCENTIVE PAY
1. Employees in the classifications of Assistant Chief DA Investigator, Undersheriff, Assistant Sheriff, Sheriff's Commander, and Chief District Attorney Investigator who possess a valid P.O.S.T. Management Certificate shall be entitled to receive compensation in the amount of $550.00 per month ($253.85 per pay period). Employees must submit certification to the appropriate department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Management Certification shall not be entitled to compensation for other P.O.S.T. certification.
2. Employees in the above indicated classifications possessing valid, current P.O.S.T. Supervisory Certification shall be entitled to receive compensation in the amount of $500.00 per month ($230.76 per pay period). Eligible employees must submit appropriate certification to the department prior to payment authorization. Employees receiving compensation for P.O.S.T. Supervisory Certification shall not be entitled to compensation for other P.O.S.T. certification.
3. Employees in the above indicated classifications possessing valid, current P.O.S.T. Advanced Certification shall be entitled to receive compensation in the amount of $450.00 per month ($207.69 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Advanced Certification shall not be entitled to compensation for other P.O.S.T. certification.
4. Employees in the above indicated classifications possessing valid, current P.O.S.T. Intermediate Certification shall be entitled to receive compensation in the amount of $400.00 per month ($184.61 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Intermediate Certification shall not be entitled to compensation for other P.O.S.T. certification.
FIRE CERTIFICATION PAY
1. Employees in the classification of Assistant Fire Chief and Battalion Chief who obtain and maintain EMT-D qualification shall be entitled to additional compensation in the amount of $75.00 per month ($34.61 per pay period).
2. Employees in the above indicated classifications who obtain and maintain a Fire Officer certification shall be entitled to additional compensation in the amount of $175.00 per month ($80.76 per pay period). All Battalion Chiefs who obtain and maintain a Chief Officer certification shall be entitled to additional compensation in the amount of $237.00 monthly ($109.38 per pay period). Appropriate certification documentation must be received by the department prior to payment authorization. Employees receiving compensation for Chief Officer shall not be entitled to receive additional compensation for Fire Officer certification.
FIRE STIPEND
The intent for the Fire Stipend is to provide a method of compensation when the Assistant Fire Chief or Battalion Chiefs are assigned to work extra shifts outside their regular assigned working hours. Based on an estimate of anticipated vacation, training time and possible sick leave use for the three field Battalion Chiefs, it is necessary to provide additional field coverage for up to 52 shifts or partial shifts annually. The Fire Stipend applies to the Assistant Fire Chief and all assigned Battalion Chiefs in the Operations, Fire Prevention and Training Divisions.
The stipend rates are as followed:
Stipend Hours
$500 8 to less than 16 hours
$1,000 16 to less than 24 hours
$1,500 24 hours or more
* Coverage of less than 8 hours will not be compensated. This time is compensated through Management Leave.
* Employees shall not receive stipend pay for any hours they receive strike team pay.
While the Administrative Battalion Chief assigned to Fire Prevention/Training activity would also be eligible for the stipend if they cover for an Operation Battalion, this stipend will not apply for coverage of the Fire Prevention/ Training Battalion Chief's absences.
FIRE MANAGEMENT STRIKE TEAM PAY
Fire management positions (Battalion Chief and Assistant Fire Chief) will be compensated while on, or as relief to, strike team at the current rate required by the California Fire Assistance Agreement with Cal OES.
*Employees shall not receive stipend pay for any hours they receive strike team pay.
BATTALION CHIEF HOLIDAY-IN-LIEU
All Shift (56-Hour work week) Fire Battalion Chiefs shall receive Holiday-in-Lieu. Holidayin-Lieu time will be recorded and paid as 24 hours of "Holiday-in-Lieu" for each whole holiday and 12 hours for each half-day holiday. If a Shift Battalion Chief is required to work on a holiday, no other day off will be traded or exchanged for the schedule day.
All Administrative (40-hour work week - Fire Prevention/ Training) Battalion Chiefs shall receive eight (8) hours Holiday Pay and will receive an additional 16 hours of Holiday-in-Lieu for each whole holiday. On day holidays, Administrative Battalion Chiefs will receive four (4) hours of Holiday Pay with no additional compensation of Holiday-in-lieu.
LONGEVITY PAY
UNIFORM ALLOWANCEBILINGUAL PAYLEGAL SPECIALIST CERTIFICATION PAYPUBLIC HEALTH DEPARTMENT PROFESSIONAL LICENSESRECRUITMENT AND RETENTION BOUNUS
HOLIDAY CLOSURE
EQUAL OPPORTUNITY EMPLOYER
01
This application and supplemental questionnaire must be completed fully. The following supplemental questions are used to help determine qualifications and eligibility to continue in the recruitment process. All education and experience used to answer the supplemental questions must be included on the education and work history portion of your application. Incomplete applications or supplemental questionnaires cannot be revised after submission and may be grounds for rejection. Responses such as "see resume" or "see application" or brief general statements will be considered incomplete. Incomplete applications may be rejected. By clicking "I Accept" below, I certify that I understand and will follow the application instructions.
02
What level of education do you possess from an accredited college or university in public or business administration or a related field? CHECK ALL THAT APPLY.
03
Please provide the following information regarding the college education you possess: 1) Name of college or university attended 2) Degree received 3) Major and Minor studied 4) Units completed - indicate semester or quarter units 5) Date of completionType "N/A" if you do not possess any units from an accredited college or university.
04
Describe your experience managing budgets and fiscal activities, including any subcontracts. Include the following information: 1) The size of the budget and experience with outside funds2) Your specific role in the process3) How many years of experience you performed these dutiesType "N/A" if you do not have applicable experience.
05
Describe your experience in leading other leaders in departments or units, while working closely with the County Administrative Officer, City Manager, Chief Executive Officer, Board of Directors, or Board of Supervisors.
06
As an Assistant CAO, working collaboratively and effectively with Elected Officials, County staff, community groups, and the public is essential in order to be effective in implementing and promoting the Board of Supervisors' vision. Discuss your work experience operating with a diverse group of stakeholders on a controversial issue that represents the breadth of your experience.
07
Describe your experience in developing and overseeing departmental/organizational units with different funding sources, varied budgets, and competing interests. How did you balance these interests and ensure sufficient staffing levels and budgetary resources to accomplish the agency's mission?
08
Please identify two emerging legislative policies that are affecting your agency and your involvement in the implementation of procedures to adhere to these legislative policies. Additionally, please elaborate on your experience working with lobbyists on federal and state legislative platforms.
09
Do you possess a valid California Driver's License (CADL)?
10
This position requires the ability to work irregular hours as necessary. Are you willing and able to meet this requirement?
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Please provide any additional information relevant to your qualifications for this position that you believe should be considered when evaluating your application. Type "N/A" if you do not have any additional information to provide.
12
In addition to the application, applicants are required to submit a professional resume outlining relevant education and experience. NOTE: It is the applicant's responsibility to attach a professional resume to their online application prior to certifying and submitting their application. Failure to do so may result in your application being disqualified. For information on how to add attachments, click
13
I understand that only a complete and accurate application will be considered. I have included all current and at least 15 years previous work history and education. I also understand that my application must show all the relevant education and experience that I possess, even if it extends beyond the required past 15 years. Additionally, I understand that the supplemental questions are considered part of my official application. All statements made on the application are subject to investigation and verification. False statements will be cause for disqualification, or discharge from employment. By clicking "I Accept" below, I certify that I understand and have followed the application instructions.
Required Question
Location : Hanford, CA
Job Type: Full-time permanent
Job Number: 2024-140
Department: Administration
Opening Date: 03/31/2025
Closing Date: 4/30/2025 5:00 PM Pacific
JOB OPPORTUNITY
The Kings County Administration Department is currently seeking two qualified individuals for the position of:
ASSISTANT COUNTY ADMINISTRATIVE OFFICER
$144,000 - $204,000 Annually (Depending on Qualifications)
The selected candidates will assist in administering and coordinating the activities of the Administrative Office. The highly qualified individuals will be responsible for general county administration as well as, Risk Management, and Child Advocacy. The County is seeking a leader who is decisive, flexible, responsive, analytical, organized and results oriented. Strong community relations skills including the ability to work collaboratively with elected and administrative officials, department heads, and other staff with a forthright, proactive and professional manner is a must for the successful candidate.
For more information about this position, click
For more information about Kings County, click
PROFESSIONAL RESUME REQUIRED: A professional resume is required and must be submitted with your application. If a resume is not attached, applications will be considered incomplete. Attaching a resume is not a substitute for completing the application. For information on how to add attachments to your application, click .
BENEFITS
This position includes management level I benefits which includes CalPERS retirement (see benefits selection to determine plan/tier placement); fully paid PPO health, dental, vision, and chiropractic health insurance premiums for employee and eligible dependents; Deferred Compensation Plan for every three dollars contributed by the employee, the County shall contribute one dollar to a maximum of $3,500 per year; 12 to 20 days of accrued vacation, based on years of service. The County Administrative Officer may authorize a vacation accrual rate for management employees hired from outside the County at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County; this position receives an additional 64 hours of management leave of which 48 hours can be cashed out at employee's option. Effective July 1, 2025, this amount will be increased to 80 hours and can be fully be cashed out; 11.5 scheduled paid holidays per year and an additional 3.5 days when the County participates in the holiday closure; 10 to 12 days of accrued sick leave, based on years of service with unlimited accrual; $50,000 term life insurance; onsite health center open Monday through Friday, available to employees and their eligible dependents on County Health Insurance plans. Employees will not be required to use sick or other leave to go to the Health Center during their working hours for their own medical issues.
For more information about the benefits that Kings County has to offer, click here.
DISTINGUISHING CHARACTERISTICS
The Assistant County Administrative Officer is responsible for assisting the County Administrative Officer in a variety of administrative, coordinative, analytical, and liaison capacities, with accountability for providing program planning and policy development, and oversight of matters with countywide implications. Successful performance of the work requires knowledge of public policy, County functions and activities, including the role of the Board of Supervisors, and the ability to develop, oversee and implement projects and programs in a variety of areas. Responsibilities include coordinating the activities of the County Administrative Officer with those of County departments and outside agencies and managing and overseeing the complex and varied functions of the Office. The incumbent is accountable for accomplishing planning and operational goals and objectives, and for furthering County goals and objectives within general policy guidelines.
EMPLOYMENT AT WILL
The Assistant County Administrative Officer is an "at-will" position, which is not included in the County's classified service and is exempt from merit system status. As such, the incumbent is appointed by and serves at the pleasure of the County Administrative Officer. As an at-will employee, the incumbent may be terminated with or without cause or notice at any time by the County Administrative Officer as the appointing authority.
DUTY SAMPLE
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
- Provides highly complex support to the County Administrative Officer in the development and implementation of countywide goals, objectives, policies and work standards.
- Provides day-to-day leadership and works with executive and management team members to ensure a high performance, client-centric work environment, consistent with sound management principles and County mission and values.
- Works collaboratively with the County Administrative Officer, Board of Supervisors, departmental management, a variety of public and private organizations, and citizen groups in developing programs and implementing projects to solve problems related to County services.
- Oversees and coordinates the preparation of the County's annual budget, including supervising and participating in the review of budget proposals made by County departments; reviews and makes recommendations regarding requests for mid-year budget transactions; prepares a variety of fiscal projections for the Board of Supervisors; identifies and evaluates potential revenue sources.
- Works closely with the County Administrator and departmental heads to prepare and review the agenda for the weekly Board of Supervisors meetings; ensures that all required documentation, reports, and recommendations are submitted in a timely manner; coordinates the flow of information between departments to ensure alignment with Board priorities.
- Supports the County Administrative Officer with the Risk Management division in the handling and resolution of complex cases related to insurance claims, liability issues, and worker's compensation.
- Supervises the Minors Advocacy Division, ensuring that services for minors in the County are effective, equitable, and compliant with applicable laws and regulations.
- Manages the contracts for indigent defense services, ensuring that contracted attorneys provide high-quality legal representation in compliance with all contractual obligations; coordinates with the contractors to monitor contract performance and ensure adherence to budgetary guidelines; works to resolve any disputes or challenges related to indigent defense services and makes recommendations for improvements in service delivery; ensures that contracts remain in compliance with state and federal mandates for indigent defense.
- Acts as the primary liaison between the County government and the public, media, and other external stakeholders; develops and implements communication strategies that align with the County's goals and initiatives, including press releases, social media outreach, and public presentations; responds to media inquiries and prepares statements to ensure accurate and timely information is provided to the public; coordinates with various departments to ensure consistent messaging and accurate information dissemination during times of crisis or important County developments.
- Oversees project funding, working with the finance department and departments to ensure adequate resources are allocated and spent efficiently on capital projects; evaluates the long-term impact of capital projects on County infrastructure and services, making recommendations for future improvements or expansions.
- Coordinates with Public Works on the planning, implementation, and completion of capital projects within the County, ensuring projects are aligned with County goals, timelines, and budgets.
- Monitors and reviews proposed and newly enacted state and federal legislation that may affect County operations, services, or budget; analyzes the potential impact of new legislation on County programs, policies, and staffing needs, providing detailed reports and recommendations to the County Administrator and the Board of Supervisors; works closely with department heads and legal teams to assess changes in regulations, ensuring compliance with new laws and aligning County practices with legislative requirements.
- Assumes the role of department head for any County department that has a vacancy and does not have an appointed interim or acting department head; provides leadership and direction to department staff, ensuring continuity of operations and that services are delivered effectively; ensures that all department functions, projects, and services are managed and overseen in alignment with County policies and goals; coordinates with department staff to address any immediate issues or challenges during the vacancy period.
- Prepares and recommends long-range plans for services and programs; directs the development of management systems, procedures and standards for program evaluation and monitors developments related to specified service areas
- Reviews and makes recommendations regarding a wide variety of proposals, contracts and other actions involving the performance of in-depth budgetary, organizational, staffing, service delivery and County policy and ordinances analyses.
- Selects, trains, develops, and directs assigned staff; evaluates and reviews work for acceptability and conformance with department standards, including program and project priorities and performance evaluations; provides or coordinates staff training and countywide training as it pertains to the administrative office; works with employees to correct deficiencies; makes discipline recommendations; responds to staff questions and concerns.
- Directs the preparation of, and/or prepares, a variety of reports for the Board of Supervisors, and other stakeholders; appears before the Board of Supervisors to present reports and recommendations.
- Analyzes proposed legislation for local impact, prepares legislative proposals for consideration by the Board of Supervisors and acts as a legislative advocate state and federal matter.
- Coordinates capital projects for the County; monitors and directs the processing of contracts, building leases and general leases.
- Conducts or coordinates contract negotiations for services and drafts contracts for Board of Supervisors approval.
- Acts as County Administrative Officer in their absence and represents the County Administrative Officer and Board of Supervisors before various community or special interest groups.
- Performs related duties as assigned.
MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**
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:
EDUCATION AND EXPERIENCE
Education:
- Equivalent to a bachelor's degree from an accredited college or university with major coursework in business administration, public administration, or a closely related field.
Experience:
- Four (4) years of management and administrative experience in a large governmental or similar public agency which included responsibility for overall program, budget, and personnel administration at a level equivalent to a department director.
LICENSES AND CERTIFICATIONS
Licenses:
- Possession of a valid California driver's license issued by the Department of Motor Vehicles at the time of appointment.
SPECIAL REQUIREMENTS
Qualify for security clearance through a background investigation and fingerprint check, which includes a credit check. Ability to work irregular hours as necessary, and travel within and outside the County.
For a detailed Job Description, click
SELECTION PROCESS: **EQUAL OPPORTUNITY EMPLOYER**
In addition to the application, applicants are required to submit a professional resume outlining relevant education and experience. This resume must be attached to your application. You must scan and attach your resume to your online application prior to submitting your application (or your application may be rejected). For more information on how to add attachments to your application, click here
All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the examination process may include a screening committee (pass/fail) and/or written examination (pass/fail) and/or an oral examination (100%) which may include a written practical component to determine placement on the eligible list.
VETERAN'S PREFERENCE AVAILABLE UPON REQUEST
You must submit a certified DD-214 and a new request form for each application submission prior to the closing date.
TENTATIVE RECRUITMENT PROCESS:
Closing Date: Wednesday, April 30, 2025 at 5:00 PM
First Interview: Wednesday, May 14, 2025
Final Interview: Tuesday, May 27, 2025
Management Group I = Appointed and elected officials in salary bands.
Management Group II = Middle management (all other management not in Group I or III).
Confidential Management Group III = All Executive Secretary positions, Deputy Clerk to B.O.S. I/II, Human Resources Assistant I/II, Human Resources Technician I/II, Payroll Technician I/II, Risk Technician I/II, Secretary, Secretary to the County Counsel, Secretary to the District Attorney, Secretary to the Sheriff.
VACATION
1. An eligible management employee may accrue vacation at the appropriate rate applicable to the employees length of service (2080 hours of actual service as defined in the County Personnel rules equals one year) as follows:
Service HoursHours (days) Earned (based on hours)Rate (based on hours)0 - 10,40096 (12 days).04615410,401 - 20,800120 (15 days).05769320,801 - 31,200140 (17.5 days).06730831,201 +160 (20 days).076924
2. An eligible management employee may accrue vacation at the appropriate rate applicable to the employee's length of service (as set forth above) until the employee reaches one of the following accrued hours of vacation limits:
Hours (days) Earned (based on hours)Maximum Vacation Accumulation Limits96 (12 days)192 hours120 (15 days)240 hours140 (17.5 days)280 hours160 (20 days)320 hours
Once the appropriate accumulation limit has been reached, the employee shall cease to earn additional vacation until the employee's accumulated vacation balance falls below the limits listed above.
3. Effective July 1, 2014, management employees in Group I & II will be granted 64 hours of additional vacation time as management leave in the first full pay period of each fiscal year (or pro-rated upon hire date). These hours are a separate leave benefit and not counted against the maximum vacation accrual established based on length of service. Employees may, at their option, sell back up to 48 of the 64 hours of management leave each fiscal year at their hourly rate of pay. This leave will be tracked separately from the regular vacation accrual and is not intended to carry over from year to year. If this time is not used by the end of the fiscal year (see note), up to 48 hours of the remaining balance will be automatically cashed out to the employee. Any sale of management vacation hours will be deducted only from the management vacation leave balance. The remaining 16 hours of leave cannot be cashed out and must be taken as time off only. If any hours remain at the end of the fiscal year after 48 hours are cashed out, the remaining hours will carry over to the new fiscal year (see note) However, the hours granted for the new fiscal year shall be reduced by the number of hours equal to those carried over. Effective July 1, 2025, the amount of management vacation time will increase from 64 hours to 80 hours of which will not carry over and may be cashed out in full.
a) All management attorneys in the District Attorney's Office, Child Support, Administration-Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or prorated upon hire date). Which will not carry over and may be cashed out in full. Effective July 1, 2025, the amount of management vacation time will increase from 80 to 100 hours each fiscal year (or pro-rated upon hire date).
b) Management employees in Group III will be granted 40 hours of vacation time in the first full pay period of each fiscal year (or pro-rated upon hire date). All other terms described above apply. Effective July 1, 2025, the amount of management vacation time will increase from 40 to 50 hours each fiscal year (or pro-rated upon hire date).
4. All management employees may, at their option, sell back an additional 8 hours of regular vacation each fiscal year, (see note) at their hourly rate of pay, to be contributed directly to the employee's deferred compensation account.
5. Upon the recommendation of the Human Resources Director, the County Administrative Officer may authorize a vacation accrual rate for management positions hired from outside the county at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. Additionally, when this advanced accrual rate is authorized at the time of hire, the prior public service time will be used for calculating future adjustments to the accrual rate as if the time was earned with Kings County.
NOTE: (1) For purposes of payroll processing of vacation hour sell backs described above, the end of the fiscal year is defined as the last day of pay period 13 in any year. (2) Management leave is not available for use during pay period 14. (3) Provisions regarding vacation do not apply to elected officials.
NOTE: Provisions regarding vacation and management leave do not apply to elected officials.
HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTION
Employees who elect to use a Health Plan offered by the County must continue to participate in the Dental and Optical plans and must remain in that plan until the open enrollment period of the plan. Employees electing to pretax their insurance will not be allowed to drop insurance coverage except at open enrollment unless the employee has a qualifying status change.
Effective May 27, 2024 (pay period 12-2024), the County contribution (per month based on 24 pay periods) to the health/dental/optical insurance premium will be as follows:
PPO Plan Health/Dental/VisionPlan LevelCounty ShareSingle$746.55Two-Party$1,359.24Family$2,045.22
The County shall pay 100% of the health insurance premium (including the medical, dental and vision plans) for the health plan offered by the County for each management employee and their eligible family members, based on their enrollment in such health plan. Employees promoting into or demoting out of management classifications after open enrollment will be treated as a "status" change and may enter or leave the plan, or modify the number of dependents covered.
DEFERRED COMPENSATION
Effective January 1, 2014, for every three dollars contributed to the County contracted deferred compensation programs by management employees, the County shall contribute one dollar to the employee's account, up to a maximum of twenty five hundred dollars $2,500 per calendar year. Effective January 1, 2025, the County maximum contribution will increase from $2,500 to $3,500 per calendar year.
RETIREMENT/PERS SERVICE CREDIT
The County contracts with the Public Employee Retirement System (PERS) for this benefit and pays the employee contribution for members of the Board of Supervisors only. All management employees pay the total Miscellaneous or Safety PERS employee contribution depending on their classification and status within PERS (Classic or "new member" - see below).
Miscellaneous Non-Safety Management
Pursuant to State Law local elected officials have the option of declining participation in the Public Employees Retirement System. An amount equal to the Employee's share of retirement may, if an elected officer declines participation in PERS, be applied toward the County Sponsored deferred compensation plan in lieu of the PERS contribution The County match amount for this benefit shall not exceed the match provided to management employees described above.
TERM LIFE/ACCIDENT INSURANCE
Term life/accident insurance (with an option for portability when leaving County service in good standing) is provided for management employees as follows:
Management Group I: $50,000
Management Group II/III: $40,000
LONG TERM DISABILITY INSURANCE
Long Term Disability (LTD) Insurance is provided to all management employees.
SICK LEAVE ACCRUAL
a. All regular full-time and regular part-time management employees hired prior to January 1, 1999, shall be entitled to point zero-four-six-one-five-four (.046154) hours of sick leave with pay for each hour of the actual hours of regular employment.
b. All regular full-time and regular part-time management employees hired January 1, 1999 or thereafter will accrue sick leave as follows:
Service hoursHours EarnedSick leave earned at the rate of (based on hours worked)0 - 10,40080 (10 days).03846210,401 - 20,80088 (11 days).04230820,801 +96 (12 days).046154
Note: Provisions regarding sick leave do not apply to elected officials.
UNUSED SICK LEAVE PAYOFF/POST RETIREMENT HEALTH INSURANCEThis Article does not apply to employees who elect the PERS service credit.
a) Management employees hired January 1, 1999 or later, who have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of their separation from Kings County employment will receive a percentage of the dollar value of accrued sick leave (at time of retirement) put into an "account" to be used toward Kings County health insurance premiums, at a rate not to exceed the family option per month until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. The retiree health benefit percentage shall be as follows:
Service HoursPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60040%41,601 and over50%
To qualify for the retiree health benefit the employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement from County service. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan, has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. If the employee dies after retirement (or while still employed in good standing) prior to Medicare eligibility and there is money remaining in the account, the employee's covered dependent(s) may continue to use the account toward Kings County health insurance premiums or Medicare supplemental insurance premiums, if eligible as stated above. Any unused balance in account remains the property of the County.
b) Management employees hired prior to January 1, 1999 shall be allowed a one time irrevocable election to decide whether to receive the post retirement health insurance benefit or cash as follows:
Service HoursPercent of Compensation (based on hours)
CashORPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60025%40%41,601 and over30%50%
Taxes will be paid by the employee on the full cash distribution, or the portion of the deposit into the account that could have been taken in cash. Additionally, the cash benefit is taxable in the year the cash is received. Any unused balance in the account remains the property of the County.
1. Retiree health benefit option:
To qualify for the retiree health benefit (non-cash) benefit the employees must have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of separation from Kings County employment. A percentage of the dollar value of accrued sick leave (at time of retirement) will be put into an "account" to be used toward Kings County health insurance premiums. The employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement in good standing from County service. Employees electing to utilize the retiree health benefit option must submit their election in writing to the Department of Finance not later than 14 days after the effective date of retirement. If the employee elects the retiree health benefit option, the County will pay up to the family option per month toward the employee's health insurance premium until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan; has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. If the retiree dies prior to Medicare eligibility and there is money remaining in the account, the employee's dependent(s) may continue to use the account, if eligible as stated above. In the event of death of an eligible employee (while still employed in good standing), the qualifying eligible dependent(s) shall make a determination of either cash or the retiree health benefit option within 30 days of the death of the employee.
2. Cash benefit option:
Employees who fail to elect the retiree health benefit will be cashed out, if eligible. If the employee elects the cash option, the employee will receive the benefit if the employee separates in good standing as a result of resignation, layoff, retirement or death.
ELECTED OFFICIALS - POST RETIREMENT HEALTH INSURANCE
Kings County elected Officials may be eligible for a Post Retirement Health Benefit upon retiring from the County. All the criteria shall apply as for management post retirement health insurance generally except that: An elected official is eligible for the post retirement health insurance benefit described below if that elected official: 1) serves at least five (5) consecutive years in office without break in service between the five years served and the date of departure from elected office; and 2) either simultaneously retires from PERS at the end of such service (or is at that time already retired from PERS). The benefit is calculated by multiplying the hourly rate at the time of eligibility, by the number of consecutive years in office, and then multiplying the result by one half of the annual sick leave benefit provided to management employees at the time of eligibility. The official may defer use of this benefit if otherwise covered on the County health plan at the time of eligibility so long as there is no break in coverage during the deferral period. Pursuant to existing practice the balance does not accrue interest. (NOTE: The change in the formula will go into effect at the start of each sitting elected's next consecutive term in office and at the time of filing candidacy papers for any new candidate who is subsequently elected.) Any previously earned benefit will be calculated and recorded by the Finance Department.
If a balance remains at the time the elected, and/or his/her spouse or eligible dependent no longer participates in the County health insurance, this amount can be applied toward a Medicare Part B plan or Medicare supplement, or PERS Long Term Care plan. Participation in the County health insurance program is not required for the elected, and/or spouse or eligible dependent to direct all or part of the funds in this account to a Medicare Part B or PERS Long Term Care plan premium. In all other instances, any balance on account remains property of County.
P.O.S.T. EDUCATION INCENTIVE PAY
1. Employees in the classifications of Assistant Chief DA Investigator, Undersheriff, Assistant Sheriff, Sheriff's Commander, and Chief District Attorney Investigator who possess a valid P.O.S.T. Management Certificate shall be entitled to receive compensation in the amount of $550.00 per month ($253.85 per pay period). Employees must submit certification to the appropriate department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Management Certification shall not be entitled to compensation for other P.O.S.T. certification.
2. Employees in the above indicated classifications possessing valid, current P.O.S.T. Supervisory Certification shall be entitled to receive compensation in the amount of $500.00 per month ($230.76 per pay period). Eligible employees must submit appropriate certification to the department prior to payment authorization. Employees receiving compensation for P.O.S.T. Supervisory Certification shall not be entitled to compensation for other P.O.S.T. certification.
3. Employees in the above indicated classifications possessing valid, current P.O.S.T. Advanced Certification shall be entitled to receive compensation in the amount of $450.00 per month ($207.69 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Advanced Certification shall not be entitled to compensation for other P.O.S.T. certification.
4. Employees in the above indicated classifications possessing valid, current P.O.S.T. Intermediate Certification shall be entitled to receive compensation in the amount of $400.00 per month ($184.61 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Intermediate Certification shall not be entitled to compensation for other P.O.S.T. certification.
FIRE CERTIFICATION PAY
1. Employees in the classification of Assistant Fire Chief and Battalion Chief who obtain and maintain EMT-D qualification shall be entitled to additional compensation in the amount of $75.00 per month ($34.61 per pay period).
2. Employees in the above indicated classifications who obtain and maintain a Fire Officer certification shall be entitled to additional compensation in the amount of $175.00 per month ($80.76 per pay period). All Battalion Chiefs who obtain and maintain a Chief Officer certification shall be entitled to additional compensation in the amount of $237.00 monthly ($109.38 per pay period). Appropriate certification documentation must be received by the department prior to payment authorization. Employees receiving compensation for Chief Officer shall not be entitled to receive additional compensation for Fire Officer certification.
FIRE STIPEND
The intent for the Fire Stipend is to provide a method of compensation when the Assistant Fire Chief or Battalion Chiefs are assigned to work extra shifts outside their regular assigned working hours. Based on an estimate of anticipated vacation, training time and possible sick leave use for the three field Battalion Chiefs, it is necessary to provide additional field coverage for up to 52 shifts or partial shifts annually. The Fire Stipend applies to the Assistant Fire Chief and all assigned Battalion Chiefs in the Operations, Fire Prevention and Training Divisions.
The stipend rates are as followed:
Stipend Hours
$500 8 to less than 16 hours
$1,000 16 to less than 24 hours
$1,500 24 hours or more
* Coverage of less than 8 hours will not be compensated. This time is compensated through Management Leave.
* Employees shall not receive stipend pay for any hours they receive strike team pay.
While the Administrative Battalion Chief assigned to Fire Prevention/Training activity would also be eligible for the stipend if they cover for an Operation Battalion, this stipend will not apply for coverage of the Fire Prevention/ Training Battalion Chief's absences.
FIRE MANAGEMENT STRIKE TEAM PAY
Fire management positions (Battalion Chief and Assistant Fire Chief) will be compensated while on, or as relief to, strike team at the current rate required by the California Fire Assistance Agreement with Cal OES.
*Employees shall not receive stipend pay for any hours they receive strike team pay.
BATTALION CHIEF HOLIDAY-IN-LIEU
All Shift (56-Hour work week) Fire Battalion Chiefs shall receive Holiday-in-Lieu. Holidayin-Lieu time will be recorded and paid as 24 hours of "Holiday-in-Lieu" for each whole holiday and 12 hours for each half-day holiday. If a Shift Battalion Chief is required to work on a holiday, no other day off will be traded or exchanged for the schedule day.
All Administrative (40-hour work week - Fire Prevention/ Training) Battalion Chiefs shall receive eight (8) hours Holiday Pay and will receive an additional 16 hours of Holiday-in-Lieu for each whole holiday. On day holidays, Administrative Battalion Chiefs will receive four (4) hours of Holiday Pay with no additional compensation of Holiday-in-lieu.
LONGEVITY PAY
UNIFORM ALLOWANCEBILINGUAL PAYLEGAL SPECIALIST CERTIFICATION PAYPUBLIC HEALTH DEPARTMENT PROFESSIONAL LICENSESRECRUITMENT AND RETENTION BOUNUS
HOLIDAY CLOSURE
EQUAL OPPORTUNITY EMPLOYER
01
This application and supplemental questionnaire must be completed fully. The following supplemental questions are used to help determine qualifications and eligibility to continue in the recruitment process. All education and experience used to answer the supplemental questions must be included on the education and work history portion of your application. Incomplete applications or supplemental questionnaires cannot be revised after submission and may be grounds for rejection. Responses such as "see resume" or "see application" or brief general statements will be considered incomplete. Incomplete applications may be rejected. By clicking "I Accept" below, I certify that I understand and will follow the application instructions.
- I Accept.
02
What level of education do you possess from an accredited college or university in public or business administration or a related field? CHECK ALL THAT APPLY.
- Bachelor's degree
- Master's degree
- None of the above
03
Please provide the following information regarding the college education you possess: 1) Name of college or university attended 2) Degree received 3) Major and Minor studied 4) Units completed - indicate semester or quarter units 5) Date of completionType "N/A" if you do not possess any units from an accredited college or university.
04
Describe your experience managing budgets and fiscal activities, including any subcontracts. Include the following information: 1) The size of the budget and experience with outside funds2) Your specific role in the process3) How many years of experience you performed these dutiesType "N/A" if you do not have applicable experience.
05
Describe your experience in leading other leaders in departments or units, while working closely with the County Administrative Officer, City Manager, Chief Executive Officer, Board of Directors, or Board of Supervisors.
06
As an Assistant CAO, working collaboratively and effectively with Elected Officials, County staff, community groups, and the public is essential in order to be effective in implementing and promoting the Board of Supervisors' vision. Discuss your work experience operating with a diverse group of stakeholders on a controversial issue that represents the breadth of your experience.
07
Describe your experience in developing and overseeing departmental/organizational units with different funding sources, varied budgets, and competing interests. How did you balance these interests and ensure sufficient staffing levels and budgetary resources to accomplish the agency's mission?
08
Please identify two emerging legislative policies that are affecting your agency and your involvement in the implementation of procedures to adhere to these legislative policies. Additionally, please elaborate on your experience working with lobbyists on federal and state legislative platforms.
09
Do you possess a valid California Driver's License (CADL)?
- Yes, I possess a valid CADL.
- No, I do not possess a valid CADL but I am willing and ABLE to obtain one prior to appointment to this position.
- No, I do not possess a CADL, but I am a military spouse with a valid driver's license issued by the state of my active-duty spouse's legal residency. I understand that I will be required to submit documents to verify, including but not limited to my dependent ID, my spouse's current out-of-state driver's license, or any other document necessary to verify the information.
- No, I do not possess a CADL and I am UNABLE to obtain a CADL prior to appointment to this position.
10
This position requires the ability to work irregular hours as necessary. Are you willing and able to meet this requirement?
- I have read the above statement and I am WILLING and ABLE to meet this requirement.
- I have read the above statement and I am UNABLE to meet this requirement.
11
Please provide any additional information relevant to your qualifications for this position that you believe should be considered when evaluating your application. Type "N/A" if you do not have any additional information to provide.
12
In addition to the application, applicants are required to submit a professional resume outlining relevant education and experience. NOTE: It is the applicant's responsibility to attach a professional resume to their online application prior to certifying and submitting their application. Failure to do so may result in your application being disqualified. For information on how to add attachments, click
- I have read and understand the above requirement.
13
I understand that only a complete and accurate application will be considered. I have included all current and at least 15 years previous work history and education. I also understand that my application must show all the relevant education and experience that I possess, even if it extends beyond the required past 15 years. Additionally, I understand that the supplemental questions are considered part of my official application. All statements made on the application are subject to investigation and verification. False statements will be cause for disqualification, or discharge from employment. By clicking "I Accept" below, I certify that I understand and have followed the application instructions.
- I Accept
Required Question