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Job Description
Marketing Statement
Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program.
Job Summary
Pay Rate
Non-Rep Pay band N09
$151,524.00/annual minimum salary - $229,559.00/annual maximum salary
*Initial salary will be between $151,524.00 - $181,000.00 annually commensurate with education and experience.
Reports To
Deputy Director of Human Resources or designee
Current Assignment
The Bay Area Rapid Transit District (BART) is seeking a Manager of Substance Abuse Programs to join its Human Resources Department management team.
The selected candidate will be responsible for planning, managing, and overseeing the Substance Abuse Programs division of the Human Resources Department, which is responsible for administering the District’s Drug and Alcohol Program, as mandated by the Department of Transportation (DOT) and Federal Transit Administration (FTA). Additionally, the Manager of Substance Abuse Programs manages, oversees, and administers the District’s Employee Assistance Program (EAP) and trauma response program. The successful candidate will be responsible for ensuring District-wide compliance with all applicable federal, state, and local laws and regulations, including those mandated by the DOT and FTA. Finally, the incumbent will provide expert consultation to all levels of District management regarding regulatory compliance and medical services policies and procedures, develop and implement strategic initiatives to support intervention, rehabilitation, and prevention efforts, oversee vendor and contract performance for third-party administrators and medical service providers, and perform related duties as assigned.
The most qualified candidates for this position will have highly developed competencies in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process:
· Deep understanding of Drug and Alcohol Testing Programs in a DOT and FTA regulated environment
· Broad knowledge and understanding with Title 49, Parts 40 and 655 of the Code of Federal Regulations
· Broad knowledge of public sector human resources administration in a unionized environment
· Ability to effectively procure, oversee, and manage the work of contracted consultants and plan administrators
· Ability to work effectively with a broad range of stakeholders
Selection Process
Applications will be screened to assure that minimum qualifications are met. Those applicants who meet minimum qualifications will then be referred to the hiring department for the completion of further selection processes.
The selection process for this position may include a skills/performance demonstration, a written examination, and a panel and/or individual interview.
The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U. S; pass a pre-employment medical examination which may include a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include a background check. (Does not apply to current full-time District employees unless specific job requires additional evaluations).
Application Process
External applicants may only apply online, at www.bart.gov/jobs. Applicants needing assistance with the online application process may receive additional information by calling (510) 464-6112.
Current employees are strongly encouraged to apply online, either at www.bart.gov/jobs , or on EmployeeConnect. Current employees may also apply using a BART paper application by delivering the completed form to the Human Resources Department, or by mailing it to P. O. Box 12688, Oakland, CA 94604-2688.
All applicants are asked to complete the application in full, indicating dates of employment, all positions held, hours worked, and a full description of duties. Online applicants are invited to electronically attach a resume to the application form to provide supplemental information but should not consider the resume a substitute for the application form itself.
Examples of Duties
Leads, develops, implements, and oversees the District’s Drug and Alcohol Program, serving as the District's Designated Employer Representative (DER) as defined by federal regulation, including testing protocols, prevention programs, policy development, employee support initiatives, education and training for employees and supervisors, and compliance reporting.Administers all aspects of the federally mandated alcohol and drug testing program, including pre-employment, reasonable suspicion, post-accident, random, return-to-duty, evaluation and assessment, and follow-up testing; ensures compliance with after-care monitoring procedures and requirements.Ensures proper handling of Medical Review Officer (MRO) and Substance Abuse Professional (SAP) services; ensures specimen collection processes maintain chain of custody integrity and meet fraud prevention standards.Provides guidance, coaching, and compliance training to employees, supervisors, union representatives, and executive leadership regarding reasonable suspicion, post-accident response, drug and alcohol regulatory compliance and related medical services, policies, and procedures.Maintains comprehensive and confidential records on testing results, SAP referrals and evaluations, compliance statistics, and contractor performance.Prepares and submits accurate and timely reports to the FTA, including annual Drug and Alcohol Management Information System (DAMIS) submissions, audit responses, and program updates.Coordinates with SAPs and TPAs to facilitate return to duty evaluations, treatment follow-up, and compliance monitoring.Interprets complex federal and state regulations and translates them into clear, actionable District policies and procedures; ensures consistent program updates in response to changes in laws or regulations pertaining to alcohol and drug testing of safety-sensitive employees and contractors.Selects, supervises, trains, and evaluates assigned staff; establishes clear goals and work plans; and monitors and assesses performance and operational effectiveness.Develops, implements and oversees District-wide education, intervention, and outreach initiatives that promote a drug and alcohol-free workplace, and support long-term employee wellness.Secures, manages, and monitors contracts for Occupational Medical Services (OMS) and EAP.Oversees DOT/FTA-related service provider agreements post-award, including performance audits, renewals, and resolution of contract discrepancies.Manages the District’s trauma response processes and works directly with the TPA of the EAP to ensure employees promptly receive all needed services.Partners with internal stakeholders, including Labor Relations, Legal, Leave Management, and System Safety, to align program goals with organizational objectives and labor agreements.Conducts internal audit and readiness reviews in preparation for external compliance inspections by regulatory agencies.Performs other duties as assigned.
Minimum Qualifications
Education :
Possession of a bachelor’s degree in public administration, business administration, or a closely related field from an accredited college or university.
Experience :
The equivalent of five (5) years of full-time professional experience in drug and alcohol program management, which must have included at least two (2) years of supervisory experience in an organization with DOT-regulated testing and FTA safety-sensitive positions.
Other Requirements :
May be required to perform on call responsibilities on a twenty-four (24) hours per day, seven (7) days per week basis.
Substitutions :
Additional experience as outlined above may be substituted for the education on a year-for-year basis.
Knowledge and Skills
Knowledge of :- All compliance requirements outlined in Department of Transportation regulation 49 CFR Parts 40 and 655, as well as all other federal, state and local laws and regulations related to substance abuse in public transit agencies
- Federal Transit Authority (FTA) drug and alcohol program requirements
- Best practices in workplace drug and alcohol prevention and intervention strategies
- Principles and practices of human resources management, employee wellness, and occupational health
- Principles and practices of Employee Assistance Programs (EAP) and behavioral health services
- Principles and practices of contract administration, procurement procedures, and vendor performance evaluation
- Principles and practices of budget preparation and administration
- Principles of supervision, staff development, and performance evaluation
- Labor relations and collective bargaining considerations and requirements related to substance abuse policies
- Related Federal, State, and local laws, codes and regulations, including the Health Insurance Portability and Accountability Act (HIPAA) and related data privacy standards
Skill in :- Leading and managing a comprehensive, compliance focused drug and alcohol program
- Selecting, supervising, training and evaluating staff
- Participating in the development and administration of department goals, objectives and procedures
- Overseeing the work of contracted consultants and plan administrators
- Analyzing problems, identifying alternative solutions, projecting consequences or proposed actions and implementing recommendations in support of goals
- Researching, analyzing and evaluating new service delivery methods and techniques
- Interpreting and applying Federal, State and local policies, laws and regulations
- Communicating effectively and diplomatically, both orally and in writing
- Establishing and maintaining effective working relationships with those contacted in the course of work
Equal Employment Opportunity GroupBox1
The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws.
The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at employment@bart.gov .
Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at www.bart.gov/jobs .
The San Francisco Bay Area Rapid Transit District (BART) prides itself in offering best in class benefits packages to employees of the District. Currently, the following benefits may be available to employees in this job classification.
Highlights- Medical Coverage (or $350/month if opted out)
- Dental Coverage
- Vision Insurance (Basic and Enhanced Plans Available)
- Retirement Plan through the CA Public Employees’ Retirement System (CalPERS)
- 2% @ 55 (Classic Members)
- 2% @ 62 (PEPRA Members)
- 3% at 50 (Safety Members - Classic)
- 2.7% @ 57 (Safety Members - PEPRA)
- Reciprocity available for existing members of many other public retirement systems (see BART website and/or CalPERS website for details)
- Money Purchase Pension Plan (in-lieu of participating in Social Security tax)
- 6.65% employer contribution up to annual maximum of $1,868.65
- Deferred Compensation & Roth 457
- Sick Leave Accruals (12 days per year)
- Vacation Accruals (3-6 weeks based on time worked w/ the District)
- Holidays: 9 observed holidays and 5 floating holidays
- Life Insurance w/ ability to obtain additional coverage
- Accidental Death and Dismemberment (AD&D) Insurance
- Survivor Benefits through BART
- Short-Term Disability Insurance
- Long-Term Disability Insurance
- Flexible Spending Accounts: Health and Dependent Care
- Commuter Benefits
- Free BART Passes for BART employees and eligible family members.
Closing Date/Time: 5/7/2025 11:59 PM Pacific -
ABOUT THE COMPANY
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BART (Bay Area Rapid Transit)
Show moreThe BART story began in 1946. It began not by governmental fiat, but as a concept gradually evolving at informal gatherings of business and civic leaders on both sides of the San Francisco Bay. Facing a heavy post-war migration to the area and its consequent automobile boom, these people discussed ways of easing the mounting congestion that was clogging the bridges spanning the Bay. In 1947, a joint Army-Navy review Board concluded that another connecting link between San Francisco and Oakland would be needed in the years ahead to prevent intolerable congestion on the Bay Bridge. The link? An underwater tube devoted exclusively to high-speed electric trains.
Since 1911, visionaries had periodically brought up this Jules Verne concept. But now, pressure for a traffic solution increased with the population. In 1951, the State Legislature created the 26-member San Francisco Bay Area Rapid Transit Commission, comprised of representatives from each of the nine counties which touch the Bay. The Commission's charge was to study the Bay Area's long range transportation needs in the context of environmental problems and then recommend the best solution.
The Commission advised, in its final report in 1957, that any transportation plan must be coordinated with the area's total plan for future development. Since no development plan existed, the Commission prepared one itself. The result of their thoroughness is a master plan which did much to bring about coordinated planning in the Bay Area, and which was adopted a decade later by the Association of Bay Area Governments (ABAG).
The BART Concept is Born
The Commission's least-cost solution to traffic tie-ups was to recommend forming a five-county rapid transit district, whose mandate would be to build and operate a high-speed rapid rail network linking major commercial centers with suburban sub-centers.The Commission stated that, "If the Bay Area is to be preserved as a fine place to live and work, a regional rapid transit system is essential to prevent total dependence on automobiles and freeways."
Thus was born the environmental concept underlying BART. Acting on the Commission's recommendations, in 1957, the Legislature formed the San Francisco Bay Area Rapid Transit District, comprising the five counties of Alameda, Contra Costa, Marin, San Francisco and San Mateo. At this time, the District was granted a taxing power of five cents per $100 of assessed valuation. It also had authority to levy property taxes to support a general obligation bond issue, if approved by District voters. The State Legislature lowered the requirement for voter approval from 66 percent to 60 percent.
Between 1957 and 1962, engineering plans were developed for a system that would usher in a new era in rapid transit. Electric trains would run on grade-separated right-of-ways, reaching maximum speeds of 75-80 mph, averaging perhaps 45 mph, including station stops. Advanced transit cars, with sophisticated suspensions, braking and propulsion systems, and luxurious interiors, would be strong competition to "King Car " in the Bay Area. Stations would be pleasant, conveniently located, and striking architectural enhancements to their respective on-line communities.
BART employees in the 1970s.
Hundreds of meetings were held in the District communities to encourage local citizen participation in the development of routes and station locations. By midsummer, 1961, the final plan was submitted to the supervisors of the five District counties for approval. San Mateo County Supervisors were cool to the plan. Citing the high costs of a new system-plus adequate existing service from Southern Pacific commuter trains - they voted to withdraw their county from the District in December 1961.
With the District-wide tax base thus weakened by the withdrawal of San Mateo County, Marin County was forced to withdraw in early 1962 because its marginal tax base could not adequately absorb its share of BART's projected cost. Another important factor in Marin's withdrawal was an engineering controversy over the feasibility of carrying trains across the Golden Gate Bridge.
BART had started with a 16-member governing Board of Directors apportioned on county population size: four from Alameda and San Francisco Counties, three from Contra Costa and San Mateo, and two from Marin. When the District was reduced to three counties, the Board was reduced to 11 members: four from San Francisco and Alameda, and three from Contra Costa. Subsequently, in 1965, the District's enabling legislation was changed to apportion the BART Board with four Directors from each county, thus giving Contra Costa its fourth member on a 12-person Board. Two directors from each county, hence forth, were appointed by the County Board of Supervisors. The other two directors were appointed by committees of mayors of each county (with the exception of the City and County of San Francisco, whose sole mayor made these appointments).
The five-county plan was quickly revised to a three-county plan emphasizing rapid transit between San Francisco and the East Bay cities and suburbs of Contra Costa and Alameda counties. The new plan, elaborately detailed and presented as the "BART Composite Report, " was approved by supervisors of the three counties in July 1962, and placed on the ballot for the following November general election.
The plan required approval of 60 percent of the District's voters. It narrowly passed with a 61.2 percent vote District-wide, much to the surprise of many political experts who were confident it would fail. Indeed, one influential executive was reported to have said: "If I'd known the damn thing would have passed, I'd never have supported it. "
The voters approved a $792 million bond issue to finance a 71.5 mile high-speed transit system, consisting of 33 stations serving 17 communities in the three counties. The proposal also included another needed transit project: rebuilding 3.5 miles of the San Francisco Municipal Railway. The new line would link muni streetcar lines directly with BART and Market Street stations, and four new Muni stations would be built.
The additional cost of the transbay tube -- estimated at $133 million -- was to come from bonds issued by the California Toll Bridge Authority and secured by future Bay Area Bridge revenues. The additional cost of rolling stock, estimated at $71 million, was to be funded primarily from bonds issued against future operating revenues. Thus, the total cost of the system, as of 1962, was projected at $996 million. It would be the largest single public works project ever undertaken in the U.S. by the local citizenry.
After the election, engineers immediately started work on the final system designs, only to be halted by a taxpayer's suit filed against the District a month later. The validity of the bond election, and the legality of the District itself, were challenged. While the court ruled in favor of the District on both counts, six months of litigation cost $12 million in construction delays. This would be the first of many delays from litigation and time-consuming negotiations involving 166 separate agreements reached with on-line cities, counties, and other special districts. The democratic processes of building a new transit system would prove to be major cost factors that, however necessary, were not foreseen.
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