Address
Form of workSalary : $132,000.00 - $192,000.00 Annually
Location : Hanford, CA
Job Type: Full-time permanent
Job Number: 2023-094
Department: Fire
Opening Date: 12/08/2023
Closing Date: 1/10/2024 5:00 PM Pacific
JOB OPPORTUNITY
The County of Kings is seeking a highly experienced fire executive to serve as the County Fire Chief. The County Fire Chief is the administrative head of the Fire Department. The incumbent provides oversight and direction to the various divisions and organizational units of the department, while operating within state and federal legal requirements and regulations, County ordinances, and policies and procedural guidelines. Areas of responsibility include: providing leadership and long-range strategic and program planning; developing and implementing department policies, goals and objectives; overseeing the administration of personnel selection, evaluation, training and disciplinary practices and policies of the department; and administering the department's budget and maintaining effective fiscal controls.
For further information about the position, please click here.
For more information about the Kings County Fire Department, please click here.
BENEFITS
This position includes management level I benefits, which includes CalPERS retirement (see benefits selection to determine plan/tier placement), fully paid PPO health, dental, vision and chiropractic health insurance premiums for employee and eligible dependents; term life/accident insurance $50,000; in addition to the standard sick leave and vacation accruals and holidays; this position receives an additional 64 hours of management leave of which 48 can be cashed out at employee's option. The County Administrative Officer may authorize a vacation accrual rate for management employees hired from outside the County at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. For more information regarding management benefits, please see Section V of the County's.
EMPLOYMENT AT WILL
The County Fire Chief classification is a department head level position and, as such, the incumbent serves at the pleasure of the Board of Supervisors.
DUTY SAMPLE
Duties include but are not limited to those described below. Reasonable accommodation will be made when requested and determined by the County to be appropriate under applicable law.
Directs the administrative detail of the department including such responsibilities as the selection, training, assignment, utilization, and discipline of personnel, the requisitioning of materials, supplies and equipment, and fire prevention, education, inspection and investigation; directs the activities of fire suppression and control program and responds to and takes command of fire fighting personnel and equipment, stations, and all other department facilities; functions as the Office of Emergency Services Manager for the Kings County Operational Area; develops a long range fire prevention and suppression program, including the relocation of existing stations or the addition of new stations; attends and participates in public functions for the purpose of promoting fire safety in the County.
MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**
Education: A two (2) year degree (Associate of Arts or Associate of Science) from an accredited college or university in Fire Science, Fire Technology, Public Administration, Business Administration or closely related field.
Desirable: A four year degree (BA or BS) from an accredited college or university in Fire Science, Fire Technology, Public Administration, Business Administration, or closely related field.
Experience: Eight years of increasingly responsible experience in fire suppression and administration, including at least three years as a chief officer in a paid position of an organized fire department.
License: Possession of an appropriate California driver's license issued by the State Department of Motor Vehicles.
Certificate: Possession of a valid Chief Officer Certification issued by the California State Fire Marshal's Office.
Special Requirements: Ability to work a flexible work schedule, and travel within and outside the County.
SELECTION PROCESS: **EQUAL OPPORTUNITY EMPLOYER**
In addition to the application, applicants are required to submit a professional resume outlining relevant education and experience. This resume must be attached to your application. You must scan and attach your resume to your online application prior to submitting your application (or your application may be rejected). For more information on how to add attachments to your application, click
All application materials submitted will be evaluated and screened. Final candidates will be interviewed by the Kings County Board of Supervisors. Finalists will be expected to provide three professional references. A background investigation will be required for all final candidates. Job offers will be conditional upon passing a drug screening test as well as DOJ Live Scan fingerprinting.
TENTATIVE RECRUITMENT PROCESS
Final Date to Apply: January 10, 2024 (5:00 p.m.)
Human Resources Interview: Week of January 15, 2024
Board of Supervisors Interview: January 29, 2024
Management Group I = Appointed and elected officials in salary bands.
Management Group II = Middle management (all other management not in Group I or III).
Confidential Management Group III = Deputy Clerk to B.O.S. I/II, All Executive Secretary positions, Secretary, Secretary to C.A.O., Secretary to County Counsel, Secretary to District Attorney, Payroll Manager, Payroll Specialist, Personnel Assistant I/II/III, Personnel Technician I/II, Risk Assistant I/II, Risk Technician I/II and Safety Technician I/II.
VACATION
1. An eligible management employee may accrue vacation at the appropriate rate applicable to the employees length of service (2080 hours of actual service as defined in the County Personnel rules equals one year) as follows:
Service HoursHours (days)
Earned (based on hrs)Rate
(based on hours) 0 - 10,40096 (12 days).046154 10,401 - 20,800120 (15 days).057693 20,801 - 31,200140 (17.5 days).067308 31,201 +160 (20 days.076924
2. An eligible management employee may accrue vacation at the appropriate rate applicable to the employee's length of service (as set forth above) until the employee reaches one of the following accrued hours of vacation limits:
Hours (days)
Earned (based on hours)Maximum Vacation
Accumulation Limits 96 (12 days)192 hours 120 (15 days)240 hours 140 (17.5 days)280 hours 160 (20 days)320 hours
Once the appropriate accumulation limit has been reached, the employee shall cease to earn additional vacation until the employee's accumulated vacation balance falls below the limits listed above.
3. Effective July 1, 2014, management employees in Group I & II will be granted 64 hours of additional vacation time as management leave in the first full pay period of each fiscal year (or pro-rated upon hire date). These hours are a separate leave benefit and are not counted against the maximum vacation accrual established based on length of service. Employees may, at their option, sell back up to 48 of the 64 hours of management leave each fiscal year at their hourly rate of pay. This leave will be tracked separately from the regular vacation accrual and is not intended to carry over from year to year. If this time is not used by the end of the fiscal year (see note), up to 48 hours of the remaining balance will be automatically cashed out to the employee. Any sale of management vacation hours will be deducted only from the management vacation leave balance. The remaining 16 hours of leave can not be cashed out and must be taken as time off only. If any hours remain at the end of the fiscal year, after 48 hours are cashed out, the remaining hours will carry over to the new fiscal year (see note). However, the hours granted for the new fiscal year shall be reduced by the number of hours equal to those carried over.
a) All management attorneys in the District Attorney's Office, Child Support, Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or pro-rated upon hire date) which will not carry over and may be cashed out in full. All other terms described above apply.
b) Management employees in Group III will be granted 40 hours of vacation time in the first full pay period of each fiscal year (or pro-rated upon hire date). All other terms described above apply.
4. All management employees may, at their option, sell back an additional 8 hours of regular vacation each fiscal year, (see note) at their hourly rate of pay, to be contributed directly to the employee's deferred compensation account.
5. Upon the recommendation of the Human Resources Director, the County Administrative Officer may authorize a vacation accrual rate for management positions hired from outside the county at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. Additionally, when this advanced accrual rate is authorized at the time of hire, the prior public service time will be used for calculating future adjustments to the accrual rate as if the time was earned with Kings County.
Note: (1) For purposes of payroll processing of vacation hour sell backs described above, the end of the fiscal year is defined as the last day of pay period 13 in any year. (2) Management leave is not available for use during pay period 14. (3) Provisions regarding vacation do not apply to elected officials.
HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTION
Employees who elect to use a Health Plan offered by the County must continue to participate in the Dental and Optical plans and must remain in that plan until the open enrollment period of the plan. Employees electing to pretax their insurance will not be allowed to drop insurance coverage except at open enrollment unless the employee has a qualifying status change.
Effective May 27, 2013, the County contribution (per month based on 24 pay periods) to the health/dental/optical insurance premium will be as follows:
PPO PlanCountyShareEmployee Share Single$658.64$0 Two-Party$1,199.19$0 Family$1,804.390$0
The County shall pay 100% of the health insurance premium (including the medical, dental and vision plans) for the health plan offered by the County for each management employee and their eligible family members, based on their enrollment in such health plan. Employees promoting into or demoting out of management classifications after open enrollment will be treated as a "status" change and may enter or leave the plan, or modify the number of dependents covered.
DEFERRED COMPENSATION
Effective January 1, 2014, for every three dollars contributed to the County contracted deferred compensation programs by management employees, the County shall contribute one dollar to the employee's account, up to a maximum of twenty five hundred dollars $2,500 per calendar year.
RETIREMENT
The County contracts with the Public Employee Retirement System (PERS) for this benefit and pays the employee contribution for members of the Board of Supervisors only. All management employees pay the total Miscellaneous or Safety PERS employee contribution depending on their classification and status with PERS (Classic or "new member" - see below). Effective April 4, 2011, all non-fire law enforcement managers also pay 4% of the PERS employer contribution (with the exception of the current Sheriff-Coroner whose compensation cannot be reduced during the term of office).
Miscellaneous Non-Safety Management
1. New Members - Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2% at 62 Miscellaneous Plan pursuant to AB 340/SB197 (Pension Reform Act 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS, currently 6.25% of salary. Such payment shall vest to the employee.
2. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 2% at 55 Miscellaneous Plan. These employees pay the entire employee contribution of 7.0% of salary. Such payment shall vest to the employee.
a) The 2% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit.
b) The Miscellaneous Plan has also been modified for employees to have, at their option, the ability to apply to PERS for retirement service credit for their unused sick leave balance. However, the County limits the use of this provision to employees who have not cashed out their sick leave or opted for the Retiree Health benefit.
Safety Management
1. New Members - Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2.7% at 57 Safety Plan pursuant to AB 340/SB197 (Pension Reform Act of 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS, currently 10.75% of salary. Such payment shall vest to the employee.
2. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 3% at 55 Safety Plan, which became effective 4/1/02. These employees pay the entire 9% of salary PERS employee contribution. Such payment shall vest to the employee.
a) The 3% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit.
Elected Officials
Pursuant to State Law local elected officials have the option of decl...
Location : Hanford, CA
Job Type: Full-time permanent
Job Number: 2023-094
Department: Fire
Opening Date: 12/08/2023
Closing Date: 1/10/2024 5:00 PM Pacific
JOB OPPORTUNITY
The County of Kings is seeking a highly experienced fire executive to serve as the County Fire Chief. The County Fire Chief is the administrative head of the Fire Department. The incumbent provides oversight and direction to the various divisions and organizational units of the department, while operating within state and federal legal requirements and regulations, County ordinances, and policies and procedural guidelines. Areas of responsibility include: providing leadership and long-range strategic and program planning; developing and implementing department policies, goals and objectives; overseeing the administration of personnel selection, evaluation, training and disciplinary practices and policies of the department; and administering the department's budget and maintaining effective fiscal controls.
For further information about the position, please click here.
For more information about the Kings County Fire Department, please click here.
BENEFITS
This position includes management level I benefits, which includes CalPERS retirement (see benefits selection to determine plan/tier placement), fully paid PPO health, dental, vision and chiropractic health insurance premiums for employee and eligible dependents; term life/accident insurance $50,000; in addition to the standard sick leave and vacation accruals and holidays; this position receives an additional 64 hours of management leave of which 48 can be cashed out at employee's option. The County Administrative Officer may authorize a vacation accrual rate for management employees hired from outside the County at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. For more information regarding management benefits, please see Section V of the County's.
EMPLOYMENT AT WILL
The County Fire Chief classification is a department head level position and, as such, the incumbent serves at the pleasure of the Board of Supervisors.
DUTY SAMPLE
Duties include but are not limited to those described below. Reasonable accommodation will be made when requested and determined by the County to be appropriate under applicable law.
Directs the administrative detail of the department including such responsibilities as the selection, training, assignment, utilization, and discipline of personnel, the requisitioning of materials, supplies and equipment, and fire prevention, education, inspection and investigation; directs the activities of fire suppression and control program and responds to and takes command of fire fighting personnel and equipment, stations, and all other department facilities; functions as the Office of Emergency Services Manager for the Kings County Operational Area; develops a long range fire prevention and suppression program, including the relocation of existing stations or the addition of new stations; attends and participates in public functions for the purpose of promoting fire safety in the County.
MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**
Education: A two (2) year degree (Associate of Arts or Associate of Science) from an accredited college or university in Fire Science, Fire Technology, Public Administration, Business Administration or closely related field.
Desirable: A four year degree (BA or BS) from an accredited college or university in Fire Science, Fire Technology, Public Administration, Business Administration, or closely related field.
Experience: Eight years of increasingly responsible experience in fire suppression and administration, including at least three years as a chief officer in a paid position of an organized fire department.
License: Possession of an appropriate California driver's license issued by the State Department of Motor Vehicles.
Certificate: Possession of a valid Chief Officer Certification issued by the California State Fire Marshal's Office.
Special Requirements: Ability to work a flexible work schedule, and travel within and outside the County.
SELECTION PROCESS: **EQUAL OPPORTUNITY EMPLOYER**
In addition to the application, applicants are required to submit a professional resume outlining relevant education and experience. This resume must be attached to your application. You must scan and attach your resume to your online application prior to submitting your application (or your application may be rejected). For more information on how to add attachments to your application, click
All application materials submitted will be evaluated and screened. Final candidates will be interviewed by the Kings County Board of Supervisors. Finalists will be expected to provide three professional references. A background investigation will be required for all final candidates. Job offers will be conditional upon passing a drug screening test as well as DOJ Live Scan fingerprinting.
TENTATIVE RECRUITMENT PROCESS
Final Date to Apply: January 10, 2024 (5:00 p.m.)
Human Resources Interview: Week of January 15, 2024
Board of Supervisors Interview: January 29, 2024
Management Group I = Appointed and elected officials in salary bands.
Management Group II = Middle management (all other management not in Group I or III).
Confidential Management Group III = Deputy Clerk to B.O.S. I/II, All Executive Secretary positions, Secretary, Secretary to C.A.O., Secretary to County Counsel, Secretary to District Attorney, Payroll Manager, Payroll Specialist, Personnel Assistant I/II/III, Personnel Technician I/II, Risk Assistant I/II, Risk Technician I/II and Safety Technician I/II.
VACATION
1. An eligible management employee may accrue vacation at the appropriate rate applicable to the employees length of service (2080 hours of actual service as defined in the County Personnel rules equals one year) as follows:
Service HoursHours (days)
Earned (based on hrs)Rate
(based on hours) 0 - 10,40096 (12 days).046154 10,401 - 20,800120 (15 days).057693 20,801 - 31,200140 (17.5 days).067308 31,201 +160 (20 days.076924
2. An eligible management employee may accrue vacation at the appropriate rate applicable to the employee's length of service (as set forth above) until the employee reaches one of the following accrued hours of vacation limits:
Hours (days)
Earned (based on hours)Maximum Vacation
Accumulation Limits 96 (12 days)192 hours 120 (15 days)240 hours 140 (17.5 days)280 hours 160 (20 days)320 hours
Once the appropriate accumulation limit has been reached, the employee shall cease to earn additional vacation until the employee's accumulated vacation balance falls below the limits listed above.
3. Effective July 1, 2014, management employees in Group I & II will be granted 64 hours of additional vacation time as management leave in the first full pay period of each fiscal year (or pro-rated upon hire date). These hours are a separate leave benefit and are not counted against the maximum vacation accrual established based on length of service. Employees may, at their option, sell back up to 48 of the 64 hours of management leave each fiscal year at their hourly rate of pay. This leave will be tracked separately from the regular vacation accrual and is not intended to carry over from year to year. If this time is not used by the end of the fiscal year (see note), up to 48 hours of the remaining balance will be automatically cashed out to the employee. Any sale of management vacation hours will be deducted only from the management vacation leave balance. The remaining 16 hours of leave can not be cashed out and must be taken as time off only. If any hours remain at the end of the fiscal year, after 48 hours are cashed out, the remaining hours will carry over to the new fiscal year (see note). However, the hours granted for the new fiscal year shall be reduced by the number of hours equal to those carried over.
a) All management attorneys in the District Attorney's Office, Child Support, Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or pro-rated upon hire date) which will not carry over and may be cashed out in full. All other terms described above apply.
b) Management employees in Group III will be granted 40 hours of vacation time in the first full pay period of each fiscal year (or pro-rated upon hire date). All other terms described above apply.
4. All management employees may, at their option, sell back an additional 8 hours of regular vacation each fiscal year, (see note) at their hourly rate of pay, to be contributed directly to the employee's deferred compensation account.
5. Upon the recommendation of the Human Resources Director, the County Administrative Officer may authorize a vacation accrual rate for management positions hired from outside the county at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. Additionally, when this advanced accrual rate is authorized at the time of hire, the prior public service time will be used for calculating future adjustments to the accrual rate as if the time was earned with Kings County.
Note: (1) For purposes of payroll processing of vacation hour sell backs described above, the end of the fiscal year is defined as the last day of pay period 13 in any year. (2) Management leave is not available for use during pay period 14. (3) Provisions regarding vacation do not apply to elected officials.
HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTION
Employees who elect to use a Health Plan offered by the County must continue to participate in the Dental and Optical plans and must remain in that plan until the open enrollment period of the plan. Employees electing to pretax their insurance will not be allowed to drop insurance coverage except at open enrollment unless the employee has a qualifying status change.
Effective May 27, 2013, the County contribution (per month based on 24 pay periods) to the health/dental/optical insurance premium will be as follows:
PPO PlanCountyShareEmployee Share Single$658.64$0 Two-Party$1,199.19$0 Family$1,804.390$0
The County shall pay 100% of the health insurance premium (including the medical, dental and vision plans) for the health plan offered by the County for each management employee and their eligible family members, based on their enrollment in such health plan. Employees promoting into or demoting out of management classifications after open enrollment will be treated as a "status" change and may enter or leave the plan, or modify the number of dependents covered.
DEFERRED COMPENSATION
Effective January 1, 2014, for every three dollars contributed to the County contracted deferred compensation programs by management employees, the County shall contribute one dollar to the employee's account, up to a maximum of twenty five hundred dollars $2,500 per calendar year.
RETIREMENT
The County contracts with the Public Employee Retirement System (PERS) for this benefit and pays the employee contribution for members of the Board of Supervisors only. All management employees pay the total Miscellaneous or Safety PERS employee contribution depending on their classification and status with PERS (Classic or "new member" - see below). Effective April 4, 2011, all non-fire law enforcement managers also pay 4% of the PERS employer contribution (with the exception of the current Sheriff-Coroner whose compensation cannot be reduced during the term of office).
Miscellaneous Non-Safety Management
1. New Members - Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2% at 62 Miscellaneous Plan pursuant to AB 340/SB197 (Pension Reform Act 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS, currently 6.25% of salary. Such payment shall vest to the employee.
2. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 2% at 55 Miscellaneous Plan. These employees pay the entire employee contribution of 7.0% of salary. Such payment shall vest to the employee.
a) The 2% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit.
b) The Miscellaneous Plan has also been modified for employees to have, at their option, the ability to apply to PERS for retirement service credit for their unused sick leave balance. However, the County limits the use of this provision to employees who have not cashed out their sick leave or opted for the Retiree Health benefit.
Safety Management
1. New Members - Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2.7% at 57 Safety Plan pursuant to AB 340/SB197 (Pension Reform Act of 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS, currently 10.75% of salary. Such payment shall vest to the employee.
2. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 3% at 55 Safety Plan, which became effective 4/1/02. These employees pay the entire 9% of salary PERS employee contribution. Such payment shall vest to the employee.
a) The 3% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit.
Elected Officials
Pursuant to State Law local elected officials have the option of decl...
