Chief Deputy Clerk of the Board - San Joaquin, United States - San Joaquin County California

Description

Introduction

San Joaquin County is seeking an experienced, knowledgeable and public service oriented Chief Deputy Clerk of the Board to provide support and assistance to the Clerk of the Board's Office. This position is a crucial leadership role responsible for overseeing and supervising staff while providing specialized support to elected and appointed bodies, including the Board of Supervisors, Assessment Appeals Board, Countywide Oversight Board, and City Selection Committee. This position involves executing the full spectrum of Clerk of the Board functions with an emphasis on integrity, technical proficiency, independent judgment, and decision-making.

For more information about this career opportunity, including total compensation and benefits, please review the brochure:

Chief Deputy Clerk of the Board

The following incentives and bonuses may be available for eligible full time new hires

Incentives and bonuses are subject to approval by the County Administrator and/or Human Resources.

Reimbursement of moving expenses: Actual documented cost of moving to a maximum of $2,000. Costs may include moving expenses, interim housing, and travel expenses related to the move for the candidate and their family. Any approved reimbursement shall be made contingent upon employment, in two incremental payments: the first payment after six months of service, the second after twelve months of service.

Vacation Accrual Rate: San Joaquin County vacation accrual rate consistent with the candidate's total years of public service.

Sick Leave: Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions.

New Hire Retention Bonus:

• $2,000 upon completion of first year equivalent employment (2,080 hours)
• $1,000 upon completion of third year equivalent employment (6,240 hours)
• $3,000 upon completion of sixth year equivalent employment (12,480 hours)

Background: Potential new hires into this classification are required to successfully pass a background, drug screen and DOJ LiveScan as a condition of employment. Final appointment cannot be made unless the eligible has passed all pre-employment processes.

Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline.

NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail.

TYPICAL DUTIES

• Assists the Clerk of the Board in the providing support to the Board of Supervisors; attends Board of Supervisors meetings and other Boards and Commissions meetings; assists with proper noticing of meetings; prepares and distributes agenda; takes and transcribes minutes of proceedings for permanent record; calls roll; reads correspondence into the record, marks exhibits, and administers the oath to witnesses when necessary.
• Assists in the planning, coordinating, and supervising of staff and functions in the department; acts in the absence of the Clerk of the Board; assigns work and evaluates staff as required.
• Oversees and participates in the receipt and processing of applications, permits, petitions, public records act requests, and appeals to the County.
• Oversees and maintains rosters of boards and commissions, notifies Clerk of the Board prior to expiration of appointments; advertises vacancies and accepts and processes applications for appointment.
• Provides assistance and advice to representatives of other departments, agencies, employee organizations, community groups and the public regarding items presented to the Board of Supervisors as required; tracks pending legislative developments, reviews and suggests departmental actions based on new legislation.
• Provides training to staff, county departments, and public and private agencies in the procedures and processes of the Clerk of the Board.
• Participates in the development of policies and procedures and forms for the Clerk of the Board; prepares correspondence and various reports; may participate in the development of the department budget.
• Participates in the general clerical and administrative tasks required to support the Clerk of the Board operation.

MINIMUM QUALIFICATIONS

DESIRABLE QUALIFICATIONS

License: Possession of a valid California driver's license.

Certificates: Possession of a CCB certificate (Certified Clerk of the Board) or CMC certificate (Certified Municipal Clerk) preferred.

Education: Graduation from an accredited four year college or university with major course work in public administration, business administration, or related field.

AND

Experience: One year of responsible supervisory, administrative, or office management experience working with governmental boards and commissions, preferably in a County Clerk of the Board Office.

OR

Experience: Three years of responsible, high level clerical experience in a County, City, or Municipal Clerk of the Board Office.

Substitution: Additional qualifying experience may substitute for the required education on a year for year basis.

KNOWLEDGE

Policies and procedures of public agencies, including the role of elected officials; laws, policies, and procedures pertaining to the Board of Supervisors, function and organization of county government; current general office practices, procedures and office automation, principles and practices of effective public relations; effective customer service techniques; automated filing and record keeping systems; standard correspondence and report formats; general legal terminology; basic training techniques; federal, state, and local laws, codes, ordinances, regulations, policies; principles of effective supervision and training.

ABILITY

Coordinate and supervise activities and function of the Clerk of the Board; maintain a high degree of confidentiality, initiative, integrity, accountability and good judgment; communicate clearly and concisely, both orally and in writing; work under pressure and meet deadlines; compose correspondence; deal tactfully and courteously with representative of county departments, outside agencies, the general public, and the press; develop and implement policies and procedures; analyze difficult administrative and personnel problems and make recommendations; respond effectively to inquiries and complaints in sometimes stressful and sensitive situations; utilize a computer and associated software in accomplishment of job assignments; compose meeting minutes and summaries that accurately reflect board actions and intent; establish and maintain effective working relationships with others;

PHYSICAL/MENTAL REQUIREMENTS

Mobility-frequent operation of a data entry device, repetitive motion, sitting for long periods, walking; occasional standing, pushing, pulling, bending, squatting, climbing; Lifting-frequently 10 pounds or less; occasionally 5 to 30 pounds; Visual-constant good overall vision and reading/close-up work; frequent color perception and use of eye/hand coordination; occasional use of depth perception and peripheral vision; Hearing/Talking-frequent hearing of normal speech, hearing/talking on the telephone, talking in person; Emotional/Psychological-frequent decision making, concentration, and public contact; Special Requirementssome assignments may require working weekends, nights, and/or occasional overtime; Environmental-occasional exposure to varied weather conditions.

San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.

BENEFITS

Health Insurance: San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit. The benefits include the option of four medical plans: a Kaiser HMO plan, a Sutter Health Plus HMO plan, and two self-funded PPO plans called the Select Plan and Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available.

Dental Insurance: The County provides employees with a choice of four dental plans: Three through Delta Dental and one through United Health Care-Select Managed Care Direct Compensation Plan. The County pays the full premium for all but one Delta Dental Plan (Buy-up), which the employee pays a slightly higher cost. Dependent coverage is available at the employee's expense.

Vision Insurance: The County provides two vision plan options through Vision Service Plan (VSP). There is no cost for the base plan at employee only coverage. The buy-up plan option has a slightly higher cost. dependent coverage is available at the employee's expense.

For more detailed information on the County's benefits program, visit our website at under Human Resources/Benefits.

Life Insurance: The County provides eligible employees with life insurance coverage as follows:

1 but less than 3 years of continuous service: $1,000
3 but less than 5 years of continuous service: $3,000
5 but less than 10 years of continuous service: $5,000
10 years of continuous service or more: $10,000

Employees may purchase additional term life insurance up to a maximum of $200,000 at the group rate.Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75,000.

Section 125 Flexible Benefits Plan:This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan and dependent care costs. Annual limits are set by the IRS and may change each year.

Retirement Plan: Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees' Retirement Association (SJCERA) at for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees' Retirement Act of 1937 or from any governmental agency covered by the California Public Employees' Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance.

Deferred Compensation: The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $22,500 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $30,000.The Roth IRA (after tax) is also now available. For members of this unit, the County shall make a contribution equal to 1% of the employee's base salary to the deferred compensation plan.

Vacation: Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years.

Holiday: 14 paid holidays per year.

Vacation Cash-Out: Members shall have the option of purchasing up to eight 8-hour days vacation time once each calendar year from the member's accumulated vacation with the approval of the County Administrator.

Confidential Unit Supplement: : Members of this unit shall receive a supplement of 10% of base salary.

Sick Leave: 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive: An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year.

Bereavement Leave: 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee's spouse, domestic partner, parent or child.

Merit Salary Increase: New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step.

Job Sharing: Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources.

Recruitment Incentives: Upon the request of the Department Head and with the approval of the County Administrator or his designee, the following recruitment incentives may be provided:

(a) Reimbursement of moving expenses: Actual documented cost of moving to a maximum of $2,000. Costs may include moving expenses, interim housing, and travel expenses related to the move for the candidate and his/her family. Any approved reimbursement shall be made contingent upon employment, in two incremental payments: the first payment after six months of service, the second after twelve months of service.

(b) Vacation Accrual Rate: The San Joaquin County vacation accrual rate consistent with the candidate's total years of public service.

(c) Sick Leave: If the candidate is leaving other employment to accept the San Joaquin County position, credit of the candidate's actual unreimbursable sick leave hours from the candidate's last agency will be a maximum of 160 hours. Such hours shall be subject to San Joaquin County's minimum sick leave cash out options.

Educational Reimbursement Program: Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year.

Parking Supplemental Downtown Stockton: The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area.

School Activities: Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children's school activities.

Note: County employees who currently receive a cafeteria plan allowance and subsequently transfer, demote or promote from or into the confidential unit shall have the option to either retain their existing cafeteria plan contribution amount or have a one-time option at time of hire of opting for the 10% unrepresented supplement in lieu of retaining their cafeteria allowance.