City of Pasco
Pasco, WA, USA
DEPUTY CITY MANAGER
City of Pasco, Washington
Salary : Up to $169,800
Located between the pristine and iconic Columbia and Snake Rivers in southeastern Washington, Pasco is a vibrant and growing community that enjoys 300 days of sunshine a year. The exceptional climate, combined with the area’s inviting waterways, enables residents and visitors alike to enjoy a multitude of outdoor activities, from water sports and golf, to wine touring and outdoor theater. Rated as one of “the 10 safest cities in Washington State to live,” Pasco, pop. 77,000, has seen tremendous growth in the past two decades, while maintaining its sense of community and focus on public safety. Pasco, along with the neighboring cities of Richland and Kennewick, comprise the Tri-Cities metropolitan area. With a population of over 300,000, it is the third largest, and fastest growing metro area in the state.
The City of Pasco is a full-service city with an exceptional workforce of approximately 380 employees. The city has a 2019-2020 budget of $450.57 million. City departments include: Public Works, Community and Economic Development, Administrative and Community Services, Police, Fire, Finance, Executive, and Municipal Court. Pasco operates under the Council-Manager form of government.
Under the general direction of the City Manager, the Deputy City Manager provides support and coordination in the management of the operation aspects of city government and advises and recommends course of action on issues. This position facilitates policy making and team building at the management level, assists the City Manager in providing leadership and direction to staff in planning, organizing, directing, monitoring and evaluating city operations, and provides support to the City Manager and City Council by conducting research, writing reports, analyzing operational systems and recommending improvements when needed.
A bachelor’s degree in Public Administration or a closely related field, 8-10 years of progressively responsible professional management work experience, and 3-5 successful years serving in a senior management role at a municipality providing comparable services in terms of scale and scope is required. A master's degree in Public Administration or a related field is desirable.
For a complete position profile/full job description and to apply online, visit Prothman at https://www.prothman.com/ , click on "Open Recruitments" and then click the position title. To apply, click on "Apply Online" and follow the directions provided. For questions, call 206-368-0050. The City of Pasco is an Equal Opportunity Employer. First review of applications: July 12, 2020 (open until filled).
3801 West Temple Avenue, Pomona, CA 91768, USA
Description: EXECUTIVE DIRECTOR OF ACADEMIC PERSONNEL Type of Appointment: Full-time, Management Personnel Plan (MPP II) Salary Range: Commensurate with Qualifications and Experience Recruitment Closing Date: Open Until Filled First Review: May 1, 2020 REQUIRED (All candidates must submit the following) An on-line application A letter of interest which explains in detail and, where possible, provides examples of how the candidate meets the qualifications specified in this announcement A current résumé or curriculum vitae Three references who can provide assessments of the applicant's professional experience, accomplishments and prospect for success in this position. ABOUT THE DEPARTMENT The Office of Faculty Affairs (FA) provides leadership to the university in the administration of policy development and faculty personnel procedures and implementation. In the area of Policy, this includes acting as a liaison between Academic Affairs and various senate committees and the senate leadership. Concerning Faculty Affairs, the responsibilities include appointment, reappointment, tenure and promotion, leaves, evaluation, professional development, compensation, retirement and grievances. In addition, this office is designed to handle all contract matters related to Unit 3 (faculty, including full-time instructional faculty, lecturers, librarians, coaches, academic related counselors) and Unit 11 (Academic Student Employees). DUTIES AND RESPONSIBILITIES The Executive Director of Academic Personnel will administer, interpret and ensure compliance with the California Faculty Association (CFA, Unit 3) and Academic Student Employees (Unit 11) Collective Bargaining Agreements; serve as lead management advocate in faculty statutory grievances (SB 1212 panels) and as primary resource on implementation of Unit 3 and Unit 11 Collective Bargaining Agreements; provide counsel to administrators, supervisors, and employees related to formal and informal grievances, complaints and employee disputes; conduct meetings, research allegations, and provide written responses to numerous legal/labor relations issues and assess potential liability for the campus and CSU; investigate and prepare responses/reports involving complaints of faculty unprofessional conduct, Level 1 grievances for Unit 3 and Step 1 grievances for Unit 11; participate in the development and review of academic personnel policy; facilitate the process through shared governance and active participation on the Faculty Affairs Committee of the Academic Senate; review and approve background checks for faculty and student instructors within the Division of Academic Affairs; develop strategies with Provost and Deans for solving Academic Personnel matters; implement academic discipline process, including drafting disciplinary documentation; provide advice and assistance to Department Chairs, Associate Deans, and Deans on counseling process and documentation including formal reprimands, contractual obligations, and progressive discipline; assist with preparing appropriate feedback for performance evaluations; serve as lead management advocate in faculty statutory grievances (SB 1212 panels); assess and recommend the ongoing and future training and leadership development needs in Academic Affairs and work closely with the Director of Employee and Organizational Development and Advancement to provide relevant and effective professional development opportunities to improve department climate, inclusiveness, diversity and other topics as appropriate; assist CSU Employee Relations Managers and Legal Counsel in preparation for mediations, arbitration, and administrative/court hearings; negotiate campus settlement agreements; respond to a variety of internal and third-party sources for documents for information, e.g., subpoenas, Public Records Act Requests, and Union Information Requests; keep the AVPFA informed regarding significant problems that jeopardize achievement of objectives; assist AVPFA with various issues related to faculty affairs including policy implementation and work related to faculty peer review committees; provide training to various constituencies, including annual Unit 3 and Unit 11 workshops to college leadership, and multiple workshops throughout the year on a variety of topics, including CBA changes and new CSU driven policy and initiatives (e.g., additional employment). The incumbent will also serve as campus Subject Matter Expert for Temporary Faculty Module for CSU CHRS system-wide initiative; serve as a faculty management representative on the campus PolyCARES Behavioral Intervention Team; serve as a faculty management representative on the IT Working Security Group and IT Security Management groups; serve as the liaison between FA and the Office of Equity, Inclusion, and Compliance /Title IX Coordinator/ADA Coordinator to implement remedial measures on a case- by-case basis; participate in Complaint Policy Task Force for evaluating campus policies/procedures to identify and close gaps in complain processes; attend weekly meetings with Behavioral Intervention Team to address problematic cases concerning interpersonal issues between student(s) and faculty/academic personnel. MINIMUM QUALIFICATIONS Master's degree from an accredited university in labor relations, human resources management, public administration, business administration, organizational planning/policy, law or a related field. Five (5) years of experience in management roles. Experience working effectively in a culturally and ethnically diverse community. Experience in mediation and/or conflict resolution. Extensive knowledge and implementation experience with Unit 3 and Unit 11 Collective Bargaining Agreements. Ability to develop, interpret, implement and articulate complex personnel policies. Ability and knowledge to formulate innovative approaches in the development and administration of faculty and academic student personnel functions. Communicate effectively both orally and in writing. Ability to rapidly acquire a thorough knowledge of the organizational and functional structure of the university. Interface and coordinate with other university departments. Establish and maintain cooperative working relationships in a multicultural and diverse environment. Excellent interpersonal skills including commitment to modeling and promoting civility in the workplace. PREFERRED QUALIFICATIONS JD from an accredited law school. Successful experience in a collective bargaining environment, including processing grievances. Knowledge of CSU Unit 3 (Faculty) and Unit 11 (Academic Student Employees) employee contracts. Experience representing employer before administrative boards and arbitration hearings. Familiarity with employee relations issues for Teaching Associates, Graduate Assistants, and Instructional Student Assistants. APPOINTMENT AND SALARY Salary is competitive and includes a comprehensive benefits package. Salary is competitive and commensurate with qualifications and experience. This is a Management Personnel Plan Level II position with an attractive benefits package, which includes a vacation accrual rate of 16 hours per month, an excellent choice of medical, dental, and vision insurance, long term disability coverage, life insurance and retirement benefits. CLOSING DATE AND HOW TO APPLY Review of complete applications will begin May 1, 2020 and will continue until the position is filled. For application information and materials, visit our website at www.cpp.edu/hr and refer to Job # (62953). All candidates must submit: (1) a formal University application (2) a letter of interest which explains in detail and, where possible, provides examples of how the candidate meets the qualifications specified in this announcement; (3) a current résumé or curriculum vitae; and (4) the names, titles, addresses and telephone numbers of three references who can provide assessments of the applicant's professional experience, accomplishments and prospect for success in this position. BACKGROUND CHECK A background check must satisfactorily be completed before a candidate can be offered this position. Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current CSU employees who apply for this position. The background check consists of the following: Employment verification, education verification, reference checks, and checks of the following systems and databases: National Social Security Number/Address Locator, Felony/Misdemeanor, National Criminal Database, Federal Criminal, Department of Motor Vehicles, and National Sex Offender Registry. ADDITIONAL INFORMATION Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal Poly Pomona Annual Security and Fire Safety Report is available at: https://www.cpp.edu/campus-safety-plan.shtml Cal Poly Pomona is a smoke and tobacco-free campus. Please refer to the link below for policy information. http://www.calstate.edu/EO/EO-1108.html CONDITION OF EMPLOYMENT The person holding this position is considered a 'limited reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. http://www.calstate.edu/eo/EO-1083.html AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER Cal Poly Pomona is an Equal Opportunity, Affirmative Action Employer. The university subscribes to all state and federal regulations and prohibits discrimination based on race, color, religion, national origin, sex, gender identity/gender expression, sexual orientation, marital status, pregnancy, age, disability, genetic information, medical condition, and covered veteran status. Closing Date/Time: Open until filled
Matanuska-Susitna Borough, Alaska
Matanuska-Susitna, AK, USA
The Mat-Su Borough was incorporated as a second-class borough on January 1, 1964. The Borough is governed by a seven-member Borough Assembly, elected from single-member districts, and a Mayor, elected at large. The Borough Assembly appoints the Borough Manager, who serves as chief administrator and directs the Administration of the Borough. The Assembly also appoints the Borough Attorney and the Borough Clerk. There is an appointed Planning Commission, Platting Board, Transportation Advisory Board, and several other advisory committees.
The adopted Operating Budget for Fiscal Year 2021 is $410.1 million, with a total staffing of approximately 750 employees including 350 budgeted FTE and 400 on-call casual employees. The largest component of the annual budget is the operating budget of the Matanuska-Susitna Borough School District comprising approximately $255.12 million. School construction bond debt comprises an additional $22.8 million. The School District is governed by an independently elected, seven-member School Board and day-to-day operations are supervised by a Superintendent appointed by the School Board.