Address
Form of workSalary: Depends on Qualifications
Location : Hanford, CA
Job Type: Full-time permanent
Job Number: 2023-093
Department: Health - Administration
Opening Date: 12/18/2023
Closing Date: 1/3/2024 5:00 PM Pacific
JOB OPPORTUNITY
The County of Kings Public Health and Public Works departments are seeking a knowledgeable and responsible individual to fill a Fiscal Analyst I/II position. Under direction, the successful candidate will analyze, organize, plan, direct, and perform fiscal related activities as required.
Future vacancies throughout the County for this position may be filled from the eligible list to be established. The typical life of the eligible list is six months.
SALARY
Fiscal Analyst I: $29.60 - $36.13 Hourly; $61,568.00 - $75,150.40 Annually
Fiscal Analyst II: $32.69 - $39.91 Hourly; $67,995.20 - $83,012.80 Annually
MANAGEMENT GROUP II BENEFITS
This position includes management group II benefits which includes CalPERS retirement (see benefits section to determine plan/tier placement); fully paid PPO health, dental, vision and chiropractic health insurance premiums for employees and eligible dependents; onsite health center for employees and eligible dependents on County health insurance; term life insurance; in addition to standard sick leave, vacation accruals and holidays this position receives an additional 64 hours of management leave.
DISTINGUISHING CHARACTERISTICS: The Fiscal Analyst I/II class is utilized in major departments with complicated fiscal and accounting systems. The I level is the entry and trainee level. Incumbents are expected to move to the II level after the required experience is gained. Fiscal Analysts are distinguished from the Accounting Technician classification by the exercise of a higher level of accounting work and responsibility for budget preparation, maintenance and control. Incumbents report directly to the department head.
DUTY SAMPLE
For a detailed job specification, click the applicable link below:
MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**
Please note: Work experience for the last 15 years must be included in the work history portion of your application. It is also important that your application show all the relevant education and experience that you possess, even if it extends beyond the required past 15 years. A resume may be attached, but is not a substitute for completing the application and supplemental questions. Failure to submit a completed application may eliminate you from the recruitment. When completing the work history portion of your application please include each level position title and level as a separate entry when applicable. Eg: If you were a Fiscal Analyst I and promoted to a Fiscal Analyst II, each level should be entered separately to reflect the time held at each level.
Any combination of education and relevant experience that would likely provide the required knowledge, skills and abilities is qualifying. A typical way to obtain the required knowledge, skills and abilities would be:
Fiscal Analyst I
Education: Equivalent to graduation from an accredited college or university with major course work in accounting, finance, business administration or related field. Level II qualifying experience may substitute for the required education on a year-for-year basis.
Experience: None required.
Fiscal Analyst II
Education: Same as above.
Experience: One year of responsible fiscal management/governmental accounting experience or experience in conducting studies and developing recommendations on a variety of fiscal, organizational or administrative activities.
For a detailed job specification, click the applicable link below:
SELECTION PROCESS: **EQUAL OPPORTUNITY EMPLOYER**
All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the examination process may include a screening committee (pass/fail) and/or written examination (pass/fail) and/or an oral examination (100%) which may include a written practical component to determine placement on the eligible list.
VETERAN'S PREFERENCE AVAILABLE UPON REQUEST
You must submit a certified DD-214 and a new request form for each application submission prior to the closing date.
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 declining participation in the Public Employees Retirement System. An amount equal to the Employee's share of retirement may, if an elected officer declines participation in PERS, be applied toward the County Sponsored deferred compensation plan in lieu of the PERS contribution. The County match amount for this benefit shall not exceed the match provided to management employees described above.
TERM LIFE/ACCIDENT INSURANCE
Term life/accident insurance (with an option for portability when leaving County service in good standing) is provided for management employees as follows:
Management Group I: $50,000
Management Group II/III: $40,000
LONG TERM DISABILITY INSURANCE
Long Term Disability (LTD) Insurance is provided to all management employees.
SICK LEAVE ACCRUAL
a. All regular full-time and regular part-time management...
Location : Hanford, CA
Job Type: Full-time permanent
Job Number: 2023-093
Department: Health - Administration
Opening Date: 12/18/2023
Closing Date: 1/3/2024 5:00 PM Pacific
JOB OPPORTUNITY
The County of Kings Public Health and Public Works departments are seeking a knowledgeable and responsible individual to fill a Fiscal Analyst I/II position. Under direction, the successful candidate will analyze, organize, plan, direct, and perform fiscal related activities as required.
Future vacancies throughout the County for this position may be filled from the eligible list to be established. The typical life of the eligible list is six months.
SALARY
Fiscal Analyst I: $29.60 - $36.13 Hourly; $61,568.00 - $75,150.40 Annually
Fiscal Analyst II: $32.69 - $39.91 Hourly; $67,995.20 - $83,012.80 Annually
MANAGEMENT GROUP II BENEFITS
This position includes management group II benefits which includes CalPERS retirement (see benefits section to determine plan/tier placement); fully paid PPO health, dental, vision and chiropractic health insurance premiums for employees and eligible dependents; onsite health center for employees and eligible dependents on County health insurance; term life insurance; in addition to standard sick leave, vacation accruals and holidays this position receives an additional 64 hours of management leave.
DISTINGUISHING CHARACTERISTICS: The Fiscal Analyst I/II class is utilized in major departments with complicated fiscal and accounting systems. The I level is the entry and trainee level. Incumbents are expected to move to the II level after the required experience is gained. Fiscal Analysts are distinguished from the Accounting Technician classification by the exercise of a higher level of accounting work and responsibility for budget preparation, maintenance and control. Incumbents report directly to the department head.
DUTY SAMPLE
For a detailed job specification, click the applicable link below:
MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**
Please note: Work experience for the last 15 years must be included in the work history portion of your application. It is also important that your application show all the relevant education and experience that you possess, even if it extends beyond the required past 15 years. A resume may be attached, but is not a substitute for completing the application and supplemental questions. Failure to submit a completed application may eliminate you from the recruitment. When completing the work history portion of your application please include each level position title and level as a separate entry when applicable. Eg: If you were a Fiscal Analyst I and promoted to a Fiscal Analyst II, each level should be entered separately to reflect the time held at each level.
Any combination of education and relevant experience that would likely provide the required knowledge, skills and abilities is qualifying. A typical way to obtain the required knowledge, skills and abilities would be:
Fiscal Analyst I
Education: Equivalent to graduation from an accredited college or university with major course work in accounting, finance, business administration or related field. Level II qualifying experience may substitute for the required education on a year-for-year basis.
Experience: None required.
Fiscal Analyst II
Education: Same as above.
Experience: One year of responsible fiscal management/governmental accounting experience or experience in conducting studies and developing recommendations on a variety of fiscal, organizational or administrative activities.
For a detailed job specification, click the applicable link below:
SELECTION PROCESS: **EQUAL OPPORTUNITY EMPLOYER**
All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the examination process may include a screening committee (pass/fail) and/or written examination (pass/fail) and/or an oral examination (100%) which may include a written practical component to determine placement on the eligible list.
VETERAN'S PREFERENCE AVAILABLE UPON REQUEST
You must submit a certified DD-214 and a new request form for each application submission prior to the closing date.
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 declining participation in the Public Employees Retirement System. An amount equal to the Employee's share of retirement may, if an elected officer declines participation in PERS, be applied toward the County Sponsored deferred compensation plan in lieu of the PERS contribution. The County match amount for this benefit shall not exceed the match provided to management employees described above.
TERM LIFE/ACCIDENT INSURANCE
Term life/accident insurance (with an option for portability when leaving County service in good standing) is provided for management employees as follows:
Management Group I: $50,000
Management Group II/III: $40,000
LONG TERM DISABILITY INSURANCE
Long Term Disability (LTD) Insurance is provided to all management employees.
SICK LEAVE ACCRUAL
a. All regular full-time and regular part-time management...
