• Plans, directs, and manages the activities of a staff services functional area with department-wide scope and impact.
• Provides guidance and technical direction to management, supervisors, and subordinate staff; serves as a highly skilled subject matter expert in areas of assignment.
• Plans, directs, and manages the collection and analysis of data; makes recommendations on the formulation of policy and procedures, as well as staffing and organizational changes.
• Plans, directs, and manages the implementation of surveys; directs and/or performs research and statistical analysis on complex administrative, fiscal, personnel, and/or programmatic matters.
• Plans, directs, and manages the design, analysis, development, and implementation of new and revised programs, systems, software, procedures, methods of operation, and forms.
• Plans, directs, and manages the preparation of budgets, reports, manuals, and/or publications.
• Supervises the work of clerical, technical, and/or professional analyst staff; assigns work, establishes work priorities and performance standards, and provides feedback to subordinates.
• Conducts a variety of analytical and operational studies regarding departmental activities; evaluates alternatives, makes recommendations for improvement; and assists with the implementation of procedural, administrative, and/or operational changes after approval.
• Prepares narrative and statistical reports, correspondence, spreadsheets, and graphics.
• Assists in the management of the department by evaluating existing and proposed organization, policies and procedures; consulting with and advising department personnel; making recommendations and directing, reviewing, and evaluating the implementation of changes.
• Directs the maintenance of complete and accurate fiscal, personnel, payroll and related records, and ensures timely completion.
• Participates in the establishment of strategic short-term and long-range program planning.
• Coordinates, monitors, and directs the acquisition, allocation, and use of equipment, supplies, telecommunication systems, and forms, conducts research and develops procedures to improve efficiency and cost effectiveness; and monitors expenditures.
• Conducts studies, evaluates, and prepares reports on departmental and assigned division operations including procedures, systems, space requirements, organizational structure, expenditure of funds and types and effectiveness of equipment.
• Drafts, reviews, and analyzes existing and proposed policies, rules, regulations, legislation, and ordinances affecting unit area, recommends and implements changes as needed.
• Plans, directs, and manages activities to meet department-wide training and development needs.
• Plans, directs, and manages the development and/or coordination of resources for department-wide training and staff development including workshops, college coursework, training programs, and on-the-job training sessions.
• Evaluates department training needs, designs, and delivers in-service training, evaluates effectiveness.
• Coordinates department participation in countywide training program.
• Ensures effective coordination of assigned activities with other departments, divisions, units, and outside agencies; represents the department head in committee meetings; responds to the more sensitive and difficult complaints and requests for information.
• Interviews, selects, and makes hiring recommendations of assigned staff.
• Serves as the personnel officer with department-wide responsibility for administering personnel and payroll functions.
• Plans, directs, and manages labor relations activities including handling grievances
• Confers with employee representatives on matters of salary, labor practices, and working conditions.
• Plans, directs, manages, and performs investigations into a variety of employee and/or consumer complaints, which may include civil rights complaints
• Participates in appropriate recruitment and selection programs.
• Performs a variety of recruitment efforts and advises departmental managers and supervisors on selection and placement of employees.
• Prepares forecasts of departmental staff needs and provides advice, direction, and information to department managers and supervisors on a variety of human resource related matters.
• Supervises the maintenance of personnel records, including hires, terminations, promotions, and other personnel data.
• Oversees the process and record keeping for Workers' Compensation claims
• Performs related duties as assigned.

• Operate a personal computer and other modern office equipment, including repetitive hand and arm motions.
• Frequent use of hand-eye coordination.
• Frequently sit for extended periods
• Occasionally operate a motor vehicle
• Provide, as assigned, program oversight and coordination of departmental personnel services and staff training and development activities.
• Plans, directs, and supervises staff in identifying and analyzing program administration problems and develops solutions.
• Reviews regulatory materials for impact and possible review/revision of systems and procedures.
• Coordinates Department personnel functions and coordinates with division staff to insure development of recommendations for compliance with changes.
• Depending upon area of assignment, may perform as department EEO Officer and Civil Rights Coordinator.
• Communicate effectively with others in person and over the telephone.
• Analyze data, interpret policies, procedures and regulations, develop appropriate conclusions, and prepare reports.
• Meet deadlines under stressful conditions.
• Resolve conflicts and respond appropriately to complaints.
• Complete multiple priority projects with conflicting deadlines.
• Maintain confidential information in accordance with legal standards and/or County regulations.
• Make presentations to the Board of Supervisors, community groups and other agencies, which may require standing for extended periods.
• Train, evaluate and supervise staff.
• Administer a budget, unit personnel and programs.
• Regular attendance is an essential function.

• Principles and practices of management in a public agency departmental setting.
• Principles and practices of employee supervision, including selection, work planning, organization, performance review and evaluation, and employee training and discipline.
• Principles of management analysis and organizational design necessary to formulate administrative policies and procedures.
• Basic county government rules and responsibilities and functions, terminology and practices of the department to which assigned.
• Principles of organization, administrative, and fiscal management.
• Principles of program planning and evaluation.
• Principles, problems, and methods of public and business administration, including organization, personnel, fiscal, management, and budgetary control.
• Data analysis and statistical representation techniques.
• Computer applications related to the work, including spreadsheets and basic methods of graphic presentation, word processing, and electronic mail.
• Techniques and methods of organizing and motivating groups.
• Principles and methods of strategic planning.
• Governmental functions and organization.
• Effective leadership and team building principles.
• Effective communication, facilitation methods, and aids used for training programs and presentations.
• Long range financial projecting and forecasting techniques and public financing methods.
• Personnel management principles and techniques, including interviewing, selection, training, supervision, evaluation, motivation, discipline, and staff development.
• Principles and methods for investigating and resolving grievances and complaints.
• Principles and practices of public sector labor relations administration including interpretation and application of negotiated agreements, collective bargaining, employer-employee relations practices, meet and confer obligations, and progressive discipline.
• Principles and practices of public administration and human resources as applied to departmental administration, including payroll and personnel processing and basic labor relations concepts.

• Plan, organize, direct, control, and review the work of staff and activities of a department-wide staff services function.
• Administer and perform highly complex activities associated with department-wide fiscal, personnel, or general analysis.
• Analyze data and present ideas and information effectively.
• Identify problems and central issues and develop workable solutions.
• Consult with and advise executive staff, managers, and supervisors on a wide variety of matters.
• Participate in strategic planning activities to recommend and implement organizational changes and improvements.
• Analyze complex organizational problems, evaluate and select alternatives, identify potential consequences of proposed actions, and implement recommendations in support of departmental objectives.
• Collect, analyze, interpret, and evaluate a variety of financial and statistical data and prepare persuasive verbal and written reports and recommendations.
• Analyze system requirements, design solutions and implement processes and communicate with users who have no technical data processing background.
• Analyze situations accurately and initiate appropriate action
• Supervise subordinate staff, including planning, organizing, coordinating, and reviewing all work.
• Select, train, evaluate, and manage the performance of subordinate staff.
• Consult with and coordinate the administrative requirements of different department staff members.
• Effectively counsel employees on work errors or deficiencies and take appropriate disciplinary actions as necessary.
• Prepare clear, concise, accurate, and effective correspondence, presentations; financial, statistical, and narrative reports; policies, procedures, and other written materials.
• Speak effectively and convey ideas clearly while facilitating group discussions and training sessions.
• Understand, interpret, apply, and explain complex laws, rules, and regulations as they relate to assigned areas of responsibility.
• Assess the customer's immediate needs and ensure customer's receipt of needed services through personal service or making appropriate referral.
• Effectively represent the department to other departments and agencies and before public bodies; and to secure willing cooperation of operating officials in accepting and carrying out sound personnel management practices.
• Establish and maintain effective working relationships with a variety of department staff.
• Exercise judgment, tact, and diplomacy with a variety of political, social, economic groups in a variety of situations relative to a variety of issues.
• Work independently in identifying the need for and developing proposed changes to operating practices, programs, and policies.

HOLIDAYS & LEAVES
MANAGEMENT LEAVE

May receive, depending upon classification, 96 hours per Fiscal Year (prorated for the time remaining in the fiscal year).

VACATION

10 days the first 5 years of continuous employment (limited to a maximum of 160 hours), 15 days in the second 5 years of continuous employment (limited to a maximum of 240 hours), and 20 days after 10 years of continuous employment (limited to a maximum of 320 hours). Optional annual sell back of a portion of accumulated vacation leave hours (maximum - 40 hours).

SICK LEAVE

.0462 hours sick leave for each paid regularly scheduled work hour. 12 days (96 hours per year) with unlimited accumulation. Optional annual buy back of a portion of accumulated sick leave hours upon meeting certain criteria.

HOLIDAYS

Twelve paid holidays annually plus one optional holiday.

BEREAVEMENT LEAVE

Three (3) regularly scheduled consecutive work days or five (5) days if distance traveled over 500 miles one-way.

INSURANCE
HEALTH INSURANCE
Medical Insurance - Merced County offers five Medical Plans and contributes towards employee and dependent premiums. Medical plan availability varies based on bargaining units.

• Anthem 200 EPO
• Anthem 500 EPO
• Anthem 1500 EPO
• Anthem HDHP (High Deductible Medical Plan) with Health Savings Account (HSA)
• Anthem HDHP (High Deductible Medical Plan) without Health Savings Account (HSA)

• Calendar Year Maximums
• County pays 100% of the premium for employees and 50% for dependent(s)

• County pays 100% of the premium for employees and 50% for dependent(s)