operations supervisor ii - San Bernardino, United States - San Bernardino Superior Court

Description

Salary :
$72, $92,181.96 AnnuallyLocation : San Bernardino County Court Districts, CA

Job Type:
Full-Time Employment
Job Number: 24-116Department: San Bernardino County Court Districts
Opening Date: 04/19/2024

Closing Date: 5/12/2024 11:59 PM PacificDescriptionThe Superior Court of California, County of San Bernardino, is seeking highly qualified, innovative, highly motivated individuals for the position of Operations Supervisor II.Salary UpdatesEffective the first full pay period on October 2024, the salary range will increase by 3%; approximate annual salary range $74, $94,947.24Benefit HighlightsAbout the Position Under direction, plans, supervises and reviews the work of subordinate supervisors and employees engaged in a variety of court operations and courtroom support functions; and performs related duties as assigned.

Distinguishing CharacteristicsOperations Supervisor II is the second-level supervisor in the Operations Supervisor class series. Through subordinate Operations Supervisor I's, incumbents oversee the functions, operations and staff of an assigned court operations unit.

Incumbents are responsible for directing employee training, preparing performance evaluations and giving feedback to supervisors and staff to improve employee performance and productivity.

Incumbents develop procedures, policies and materials and direct work priorities to improve service.

Incumbents are expected to exercise considerable discretion in carrying out responsibilities independently and with a thorough understanding of court policies, procedures and customer service issues.

Operations Supervisor II is distinguished from Operations Supervisor I in that incumbents in the former class supervise and direct the work of court operations units that may include subordinate supervisors.

Employees in this class may report to a Court Operations Manager or Deputy Director of Operations.
For full position details, please click .

Essential FunctionsDuties of an Operations Supervisor II may include, but are not limited to:

Organizes, assigns, schedules, supervises and evaluates the work of assigned supervisors and staff; develops, implements and monitors work plans to achieve assigned unit objectives; makes recommendations for purchases and other expenditures in accordance with court procedures; participates in developing, implementing and evaluating plans, processes and procedures to achieve established goals and objectives in accordance with court standards; prepares and maintains a variety of records and reports.

Interviews and participates in selecting new staff for the assigned unit; supervises and evaluates staff performance; establishes performance requirements and personal development targets; regularly monitors performance and provides training, coaching and mentoring for performance improvement; recommends performance recognition when warranted; with management concurrence, implements the progressive discipline process to address performance deficiencies, in accordance with court Personnel Plan policies and labor contract agreements.

Provides day-to-day leadership and works with staff to ensure a high-performance, customer service oriented work environment that supports achieving the court's mission, objectives and values regarding teamwork, mutual trust and respect; applies best practices and quality assurance processes to assigned areas of responsibility; enforces the maintenance of safe working conditions and ensures safe work practices are followed by staff.

Confers with managers and judges regarding a variety of issues; develops, recommends, implements and revises work programs, plans, processes and procedures to achieve unit goals and objectives consistent with established statutory, rule and policy requirements and court service quality expectations; plans methods and activities to meet work objectives; develops solutions to resolve staff or operating problems; develops procedure manuals; ensures operating policies and procedures meet needs of the unit; creates forms to be used by unit to improve service and productivity.

Monitors workflow and assigns work priorities to ensure efficient, timely and accurate operations; coordinates, collects and compiles statistical workload reports.

Interprets policies and procedures to supervisors and employees through staff meetings, bulletins, instructions, procedures and other means; informs staff of procedural changes pertaining to new legislation.

Acts as liaison between the court, attorneys, officials, other court personnel and the public; confers with judges, attorneys and law enforcement representatives on matters that involve coordination of people and/or process.

Directs the preparation of court calendar pursuant to judicial changes or requests and administrative restructuring; works with supervising judges in assigning cases to open courtrooms; obtains the services of pro tem judges, court reporters and court interpreters; approves payment of vendors; prepares Judicial Council reports.

Reviews and resolves complex work unit issues, complaints or problems that may require research and compiling information; researches case histories and codes as needed by judges or other court staff.

Serves on court-wide committees; performs special projects as assigned.
Performs other duties as assigned.

Minimum QualificationsGraduation from high school or GED and five (5) years of increasingly responsible and varied court experience in different case types, participating on projects and/or committees, of at least two (2) of which may be at the level of Operations Supervisor I, or an equivalent combination of education, training and experience.

Knowledge of:

Codes, rules, policies, procedures and legal terminology applicable to a wide variety of court operations and courtroom support functions in all areas of litigation as applicable to assigned areas of responsibility, including but not limited to processing of legal documents, calendaring and preparation of cases for trial, custody of exhibits, juror service and other matters;Procedures and techniques for analyzing and improving court work processes to enhance efficiency and productivity;General functions and organization of the judicial system, including various divisions of the court and the rules and functions of other legal and law enforcement agencies;State and local statutes and Rules of Court that govern general court operations;Technical resource materials/information sources applicable to area of assignment;Legal courtesies and courtroom demeanor;Court policies/procedures applicable to the receipt of, and accounting for, a variety of payments to the court;Principles and practices of customer service and business communication; correct English usage, including spelling, grammar and punctuation;Principles and practices of effective supervision;Court Personnel Plan policies and labor contract provisions.

Resumes will not be accepted in lieu of the required application and supplemental application.

Human Resources will review applications to identify candidates who meet the minimum qualifications; therefore, it is to your benefit to include all pertinent work experience.

When listing court experience, please include dates and classification of each position held, if more than one.
Selection ProcessApplications will be reviewed to identify candidates who meet the minimum qualifications and/or desirables.

Only those who meet the minimum qualifications and desirables (if applicable) will proceed to the next step in the recruitment process.

Candidates' supplemental question responses may be evaluated and ranked. Depending on the number of applications, assessments and/or screening interviews may be conducted.

Candidates who are successful in step 2 will be placed on the eligible list and may be considered for an interview.

Placement on the eligible list does not guarantee an interview or employment.
All candidates will be notified via email of their status at each step of the process. Additional steps in the selection process will include a background check and a reference check.


REASONABLE ACCOMMODATIONS:

The Superior Court of California, County of San Bernardino is committed to providing reasonable accommodation to applicants as required by the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA).

Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process may contact the Human Resources Office at or via email at Individuals with hearing and/or speech impairments may also contact the recruiter for this position through the use of the California Relay Service by dialing 711.

Physical CharacteristicsThe physical and mental demands described in the job description are representative of those that must be met by employees to successfully perform the essential functions of this class.

Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. The Superior Court of California, County of San Bernardino is an Equal Opportunity Employer

• M/F/D/V.

SUPERIOR COURT OF CALIFORNIACOUNTY OF SAN BERNARDINOBENEFITS SUMMARYThe San Bernardino Superior Court offers a range of benefit programs for employees and their eligible dependents. These include medical, dental, vision, and life insurance, as well as a variety of voluntary benefits.

Programs and benefit amounts vary and are based on bargaining unit, family size, hire date, plan selection, and number of hours worked.

A summary of benefits is provided below.


Health and Welfare BenefitsMEDICAL:
The Court offers a variety of comprehensive health plan options to fit individual employee needs.

The Court contributes up to $200.00 in benefit plan dollars each pay period to help full-time employees pay for health premiums.

In addition, the health plan subsidy the court contributes toward the employee cost is 57% of lowest cost HMO plan based on level of coverage.

DENTAL:
The dental subsidy is equivalent to 100% of the employee only DPPO coverage plan (but not less than twenty dollars {$20.00} per pay period.)


VISION:
Court-paid plan for employees.

No co-pay/deductible for eye exams; frames and standard lenses or contact lenses (in lieu of standard lenses) every twelve (12) months.

SHORT-TERM DISABILITY:
Court-paid benefit that provides partial income replacement in the event that an employee is unable to work due to a non-work related disability

LIFE INSURANCE:
Court-paid basic life insurance benefit of $50,000. Additional supplemental life and AD&D insurance benefits may be purchased voluntarily

MEDICAL REIMBURSEMENT ACCOUNT:
Flexible Spending Account (FSA) that helps participating employees lower their taxable income.

Under this plan, employees elect to set aside pre-tax money each pay period to pay for eligible out-of-pocket medical expenses for themselves and their eligible dependents that are not paid by insurance or reimbursed by any other benefit plan.

DEPENDENT CARE ASSISTANCE PLAN:
This is a type of Flexible Spending Account (FSA) that helps participating eligible employees lower their taxable income.

Under this plan, employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working.

Leave AllowancesVACATION:

After completion of the requisite hours of continuous service (based on the bargaining unit), employees are eligible to use accrued vacation allowance.

Depending on length of service, employees may accrue from 80 to 160 hours annually.


ADMINISTRATIVE LEAVE:
Forty (40) hours of additional leave to be used during the calendar year, prorated depending on start date

ANNUAL LEAVE:
Forty (40) hours of additional leave to be used during the calendar year, prorated depending on start date


HOLIDAY:
Fourteen (14) paid recognized holidays and the accrual of two (2) floating holidays annually

SICK LEAVE:
Employees in regular positions accrue approximately 3.39 hours of sick leave per pay period to use during instances of authorized absence due to illness, injury, or medically related appointments

BEREAVEMENT LEAVE:
ALL employees are eligible to receive a maximum of thirty-two (32) hours of paid leave per occurrence for bereavement leave due to the death of a person in the immediate family

Retirement and Deferred Compensation PlansRETIREMENT:
The Court is a 1937 Act employer.

More detailed information may be found by contacting SBCERA at or toll-free at or by visiting the website at San Bernardino County Retirement Association.

The Court does not pay into the Social Security system; however, it does contribute to Medicare.
Retirement benefits subject to change.


DEFERRED COMPENSATION:
Employees are eligible to participate in the Court's 457 Deferred Compensation Plan.

This is the supplemental retirement plan that permits employees to defer a certain portion of their pre or post tax salary, within certain Internal Revenue Service (IRS) limits, to an account maintained by an investment service provider.

Participating employees in the pre-tax option postpone paying taxes on the deferred portion of their income.


RETIREMENT MEDICAL TRUST:
This plan helps with the high cost of health care expenses after retirement.

Participation is for those with ten (10) or more years of participation in the SBCERA or where the individual contributed to a public sector retirement system or system(s) over a ten (10) year period and did not withdraw the contribution form the retirement system(s).

Under this plan, eligible retired participants pay for qualified expenses on a non-tax basis. All contributions, earnings, and reimbursements are tax free.

The trust is funded by the eligible cash value of the participant's sick leave upon separation of service and Court contributions.

Additional BenefitsTUITION BENEFIT:

Employees with at least twelve (12) months of service will be allowed a maximum of $600.00 each fiscal year.

These monies may be used for job related education or career development, book fees or to reimburse membership dues in professional organizations.

FLEXIBLE WORK SCHEDULE:
The Court recognizes the importance of work/life balance. Employees may request alternative work scheduling or flexible work schedules when classifications meet the requirements.


CAR ALLOWANCE:
Use of Court Vehicle

COMMUTER SERVICES:
This program assists with providing information on carpools, rideshare matching, and public transportation options. The Court offers incentives for employees eligible to participating in Ridesharing activities.

The Human Resources Department reserves the right to modify the benefit programs in accordance with the Personnel Rules and Regulations.01 The information you provide on this questionnaire will be evaluated and used to determine your eligibility to participate in the next phase of the selection process.

Be as specific as possible and include all information requested.

If you do not have experience in an area, please answer "N/A".Please make sure to answer each question as clearly and concisely as possible.

When responding to each question, include length of experience, employer and job title.

Following an administrative review of each application and supplemental questionnaire, only the most qualified candidates will be invited to an oral interview.

I understand the instructions above and certify that all statements made in this supplemental application are true and complete to the best of my knowledge.

02 Describe your experience in supervising or monitoring staff that were responsible for working on projects, committees or special assignments.

Include the job title held, dates of service, and examples of the types of projects or assignments. If no experience, enter N/A.

03 Describe in detail an instance where you created a successful onboarding or training plan and include methods used to evaluate success.

Include the job title held, dates of service, and examples of the types of projects or assignments. If no experience, enter N/A.

04 In detail, describe your experience and accomplishments in fostering open and effective communication with others including direct reports, co-workers, and your supervisor/manager.

05 In reviewing the duties listed in this job announcement, identify the specific duties you are most prepared to perform and the specific duties you are least prepared to perform and why.

06 Describe in detail your professional experience working as a supportive member of a project, team or committee.

Please list by date order the project, team and committee you were part of along with a brief description of your responsibilities in the project.

Required Question