Management Analyst III

• Performs detailed studies of policies, procedures, organization, operations, services, finances and related matters.
• Advises and assists department heads and others in fiscal, organizational and procedural matters.
• Participates in the preparation, review, and administration of departmental budgets.
• Assists in preparation of capital improvement program.
• Researches and analyzes laws, policies, and other regulatory requirements and changes; develops policy statements for management approval.
• Confers with representatives of other agencies or departments; coordinates projects; serves as liaison between departments.
• Prepares reports of studies and recommendations; prepares and answers correspondence and questionnaires.
• May supervise others as assigned.

Education: Graduation from an accredited four year college or university with a major in public or business administration, economics, social or behavioral science, or a closely related field.

Experience: Three years of responsible managerial, fiscal, personnel or governmental administrative and/or analytical work, one year of which must have been at a level equivalent to Management Analyst II in San Joaquin County service.

Substitution: A Master's Degree in public or business administration, economics, or a closely related field from an accredited college or university may be substituted for one year of experience.

NOTE: Applicants must be currently employed by San Joaquin County and meet the eligible requirements for transfer opportunities as outlined in civil service rule 11.

Principles and practices of governmental administration, including accounting, budgeting, finance, organizational planning and analysis, statistical analysis, research methods and report writing.

Apply principles, practices, methods and techniques of public administration, management analysis, and statistics to the gathering, organizing and analysis of data in order to propose solutions to problems; understand, interpret, and apply pertinent rules, regulations and procedures; express oneself clearly and concisely, both orally and in writing; establish and maintain effective working relationships with department heads and others at all levels, both within and outside the County.

San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation.  For more information go to Equal Employment Opportunity Division (sjgov.org).

Accommodations for those covered by the Americans with Disabilities Act (ADA):

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

Health Insurance:  San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit.  The benefits include the option of three medical plans: a Kaiser Plan, a Select Plan, and a 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 two dental plans:  Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan.  There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense.

Vision Insurance:  The County provides vision coverage through Vision Service Plan (VSP).  There is no cost for employee only coverage; dependent coverage is available at the employee’s expense.

For more detailed information on the County’s benefits program, visit our website at www.sjgov.org 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.

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 (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). 

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 www.sjcera.org 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 $18,000 or 100% of your includible compensation, whichever is less.  Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available.

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: Depending on date of hire into the unit, employees earn either 10 or 14 holidays per year. 

Administrative Leave:  Each fiscal year, department heads grant 10 days of administrative leave to eligible salaried employees.  Administrative leave may not be carried beyond to the next fiscal year.

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.

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 Middle Management represented unit which provides for a capped cafeteria plan contribution amount shall receive the capped amount of the Middle Management unit.

CIVIL SERVICE RULE 11. TRANSFER

Section 2. Eligibility to Transfer for Inter-department Transfer

To be eligible for transfer to a class at the same salary range, the employee must meet the following standards:

a. Meet the minimum qualifications of the class.

b. Meet one of the following requirements for permanent status:

1) hold permanent Civil Service Status in the present class,

2) have 12 months' continuous probationary service in San Joaquin County, or

3) have held permanent Civil Service status during current term of service with San Joaquin County,

4) be laid off from a civil service classification with less than 12 continuous and Consecutive months in classified service

c. Have a rating of satisfactory or better on the last performance evaluation. Names of employees approved for such transfer shall be maintained, without rank, in a transfer request file

CIVIL SERVICE RULE 10 PROMOTION OR DEMOTION

Section 6. Voluntary Demotion

An employee may, at any time, demote to any position throughout the County which has a lower salary range, provided the employee meets the minimum qualifications of the class, requests the demotion, and the action is approved by the Director and the Appointing Authority of the department to which the demotion is made. Demotions which are not voluntary must be completed in accordance with Rule 18 or with Section 5 of this Rule.

Apply Online:       

www.sjgov.org/department/hr