Assistant Director, Public Works

Butte County | Oroville, CA

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Posted Date 3/05/2021
Description

View the informational brochure HERE or by visiting https://online.flipbuilder.com/fybw/ifud/ .

Under limited supervision, manages and directs employees involved in the planning, development and implementation of department programs and projects involving the Department of Public Works. Provides full management oversight of various divisions within the department that includes Administration, County Service Areas, County Surveyor, Engineering, Fiscal and Accounting, Fleet Services, Land Development, Road Operations, Solid Waste, and Surveying.              

FLSA: Exempt

Note: A training and experience evaluation may be utilized to determine an applicant's ranking among qualified candidates. Based upon information provided in this application including responses to supplemental questions, an applicant's education, training and experience may be evaluated. Applicants should provide thoughtful and thorough responses to supplemental questions as they play an important role in this recruitment process.  All qualifying work experience that is described or included in responses to supplemental questions MUST also be included and detailed in the "Work Experience" section of this application. "See Resume" is not an acceptable response for any supplemental question.   Essential Job Functions

Essential Functions

Essential functions, as defined under the Americans with Disabilities Act, may include any of the following tasks, knowledge, skills and other characteristics.  The list that follows is not intended as a comprehensive list; it is intended to provide a representative summary of the major duties and responsibilities.  Incumbent(s) may not be required to perform all duties listed, and may be required to perform additional, position-specific tasks.

  • Assists Department Head with departmental management activities including program analysis, planning, implementation and coordination responsibilities.
  • Manages assigned staff; prioritizes and assigns tasks and projects; disciplines, trains and evaluates staff; counsels, coaches and instructs employees as required; develops staff skills and conducts performance evaluations.
  • Provides support, direction and coaching to subordinate employees in the areas of performance management, problem resolution, planning and work assignments.
  • Develops and monitors department budget; prepares special and recurring reports, proposals and contracts, and disseminates to Department staff as well as external agencies; recommends and implements changes to existing policies and procedures.
  • Participates in the development and implementation of department goals regarding communications, customer service and program cost evaluations; provides oversight of the department’s computer network.
  • Directs department staff in the establishment of operational goals; provides fiscal controls by monitoring purchasing and spending activities.  
  • Monitors and reviews trends in public works administration and recommends operational and policy improvements.  
  • Conducts technical studies and investigations.
  • Prepares written reports and delivers oral presentations before the Board of Supervisors, Planning Commission, and other elected or appointed bodies.
  • Directs and supervises the establishment of program planning and financial evaluation; provides oversight of service requests, complaint reviews, corrective recommendations and operational problem solving.
  • Oversees customer service activities by directing staff in the development of responses that may include litigation investigations, filings and testimony.
  • Performs other related duties as assigned.    

Minimum Qualifications

Education, Experience, Certifications and Licenses when assigned to Engineering:

  • Bachelor’s degree in Civil Engineering or a closely related field.
  • Five (5) years of professional engineering experience involving the design and construction of roads, bridges and related public works facilities, including four (4) years of managerial or supervisory experience.  A Master’s degree in Business Administration or Public Administration may substitute for two (2) years managerial experience and a Master’s degree in Civil Engineering may substitute for one (1) year of professional civil engineering experience.
  • Registration as a Professional Civil Engineer with the State of California.
  • Possession of a valid State of California driver’s License.
  • Employees hired into this classification must file statements of economic interest with the Butte County Clerk/Recorder.

Education, Experience, Certifications and Licenses when assigned to Administration:

  • Bachelor’s degree in Public Administration, Business Administration or a related field. A Master’s degree is preferred.
  • Five (5) years of progressively responsible experience in a governmental agency, with responsibilities including organizational administration or financial and budgetary analysis, including four (4) years of managerial or supervisory experience
  • Valid State of California driver's license may be required.
  • Employees hired into this classification must file statements of economic interest with the Butte County Clerk/Recorder.

Environmental Factors and Conditions/Physical Requirements

  • Work is performed primarily in an indoor environment.
  • May be required to lift and carry items less than 50 pounds.

 

Employee Benefits:

Non-Represented Employees Resolution

Salary Step Increases: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% may be given annually until the top of the salary range has been attained. 

Cell Phone Allowance: County issued cell phone or $70/month allowance with appointing authority approval.    

Boot Allowance: $100/year.  

Auto Allowance: $250/month. 

Holidays: 11 paid holidays per year.  

Vacation: 0-4.99 years: 15 days/yr.; 5-9.99 years: 20 days/yr.; 10-19.99 years: 25 days/yr.; 20+ years: 27 days/yr. Note - accrued vacation leave may not be used until after six months of employment.

Administrative Leave: 10 days per year. 

Sick Leave: 96 hours of sick leave are earned each year with no maximum accrual.

Bereavement Leave: Maximum of 40 hours for each occurrence in the immediate family.

Health Plan including Dental Insurance and Vision Insurance: Coverage under the Butte County Health Plan is for employees and their eligible dependents. Depending upon the plan selected by the employee, the County contributes a substantial amount of the total cost of the complete health package, which consists of medical, vision, and dental insurance. Currently, the amount the County contributes for family coverage is $1288.41/month. For those employees who have health coverage from other sources, and who elect to not participate in the Butte County Health Plan, the County offers a monthly taxable Cash-Back allowance. The current of the taxable Cash-Back allowance is $403.34 per month (prorated for less than fulltime employees). This benefit is $200 per month for Employees hired on or after January 1, 2014.

Life Insurance: The County provides $25,000 in life insurance with additional coverage available at a minimal cost.

Retirement (Non-Safety): The County is in the Public Employees' Retirement System (CalPERS) coordinated with Social Security.

"Classic Members"- 2% @ 55. Final compensation based on Single Highest Year. Employee responsible for full 7% employee share effective 1/1/2013. "New Members" to PERS- 2% @ 62. Final compensation based on Highest Three Year Average. Employee responsible for one half (1/2) the normal cost of the CalPERS Pension. "New Member" is defined by law (PEPRA) as an "1) individual who has never been a member of any public retirement system prior to 1/1/2013 or 2) An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was previously a member of a public retirement system, but who was not subject to reciprocity. or 3) An individual who was an active member in a public retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer

Retirement (Safety): The County is in the Public Employees' Retirement System (CalPERS) coordinated with Social Security.

"Classic Members"- 2% @ 50. Final compensation based on Single Highest Year. Employee responsible for full 9% employee share effective 1/1/2013. "New Members" to PERS- 2.7% @ 57. Final compensation based on Highest Three Year Average. Employee responsible for one half (1/2) the normal cost of the CalPERS Pension. "New Member" is defined by law (PEPRA) as an "1) individual who has never been a members of any public retirement system prior to 1/1/2013 or 2) An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was previously a member of a public retirement system, but who was not subject to reciprocity. or 3) An individual who was an active member in a public retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer

Deferred Compensation: The County offers a 457 Deferred Compensation program. Deposits into this plan are strictly voluntary and are made through a payroll deduction on a tax-deferred basis. The County does not make contributions to the employees' Deferred Compensation accounts.   

Disability Insurance: For short-term disability, the County participates in California State Disability Insurance (SDI) fund. County employees are also covered by an employee-paid long-term disability program. The long-term disability insurance benefit is 60% of the disabled employee's biweekly wage. 

Flexible Spending Program: County employees can elect to participate in a Flexible Spending Program. This program allows employees to use pre-tax dollars to pay for certain health care and/or dependent care expenses. In addition, employees can choose to have their portion of the monthly Health Plan premium withheld from their checks on a pre-tax basis as well. Generally, employees who participate in the Flexible Spending Program have less taxes withheld for their payroll checks than if they had elected not to do so.

Tuition Reimbursement: Up to $500/year.

Employee Assistance Program (EAP): The County of Butte provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services. Refer to specific labor agreements (Non-Represented Employees Resolution) for additional benefit information.

BUTTE COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER Any information on this page or links is subject to change without notice.

 

Butte County Human Resources Department

3 County Center Drive, Oroville, CA 95965

(530) 552.3552

Job Category
Local Government
Career Level
Senior

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