ASSISTANT CITY MANAGER

Description

Here in Huntington Beach, we believe passionately that the key to becoming the best beach City in the world starts and ends with finding the right people to join our team. At this time, we have an outstanding career opportunity available, as we're looking for the "right person" to serve as Assistant City Manager.

Under the administrative direction of the City Manager, the Assistant City Manager (ACM) assists in planning, directing, and reviewing the administrative activities and operations of the City including implementing City policies and procedures, participating in major negotiations, coordinating special projects for the City Manager, and coordinating assigned activities with other City departments and outside agencies. These projects are often the basis of forward-looking programs and policies that strive to maintain Huntington Beach’s reputation as a world-class beach city.

Furthermore, the ACM is a member of the Executive Leadership Team, which is comprised of both elected and appointed department directors. Together, the Executive Leadership Team leads a workforce of approximately 1,500 employees to achieve the City Council’s the vision for the City and its 200,000 residents, vibrant businesses, and various other stakeholders.

Interested applicants are encouraged to submit a cover letter and resume for consideration to: humanresources@surfcity-hb.org

Examples of Essential Duties

• Ensure effectiveness of daily operations for assigned city departments and activities, provide management direction by expediting workflow and assuring achievement of departmental work programs through coordination and facilitation of assigned executive management team members.
• Act as the City representative on major projects affecting city government, serve on various external boards and commissions of other agencies to ensure the City’s interests are represented.
• Provide highly responsible administrative staff assistance to the City Manager; conduct specific and comprehensive analysis of a wide range of municipal policies involving City organization, operating procedures, finances, and community services.
• Assist in developing, planning, and implementing goals and objectives for the City; recommend and administer policies and procedures.
• Direct, supervise, and review the activities and operations of the City Manager’s Office; assign work activities, projects, and programs; monitor workflow; review and evaluate work products, methods, and procedures.
• Coordinate activities with those of other departments and outside agencies and organizations, provide staff assistance to the City Manager and City Council.
• Conduct research and develop recommendations on city-wide work methods, operating policies and procedures, programs, services and other administrative issues; observe program operations; analyze findings and implications; prepare and present staff reports and other correspondence.
• May serve as department director for assigned divisions.
• Negotiate highly complex contracts and solutions on a variety of administrative, fiscal, and special projects, especially those having significant impact upon the city; participate in the preparation of program or special project budgets; work closely with all affected parties to ensure an appropriate and effective end product.
• Represent the City Manager at meetings, make presentations to explain programs and project status, answer questions and provide information and data to assist in the decision making process.
• Work closely with the City’s labor groups to address issues and ensure a healthy working relationship with city employees, including representing the City in labor negotiations.

EXAMPLES OF NON-ESSENTIAL JOB FUNCTIONS

• Participate in the development and administration of the city budget; direct the forecast of funds needed for staffing, equipment, materials, and supplies; monitor and approve expenditures; implement midyear adjustments.
• Oversee the development, preparation, and distribution of city publications including pamphlets, brochures, and handbooks.
• Respond to citizen inquiries and resolve difficult and sensitive complaints.
• Perform related duties and responsibilities as required.

Minimum Qualifications

Knowledge of:
-Modern and highly complex principles and practices of public administration
-Current social, political, and economic trends and operating problems of municipal government
-Organization and management practices as applied to the analysis and evaluation of programs, policies, and operational needs
-Principles and practices of organization, administration, and personnel management
-Principles and practices of municipal government budget preparation and administration
-Research and reporting methods, techniques, and procedures; sources of information related to a broad range of municipal programs and services
-Principles of supervision, training, and performance evaluation
-Pertinent Federal, State, and local laws, codes, and regulations
Ability to:
-Effectively administer a variety of city-wide programs, services, and budgetary activities
-Analyze, interpret, summarize, and present administrative and technical information and data in an effective manner
-Interpret and apply city policies, procedures, laws, and regulations
-Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals
-Effectively and fairly negotiate appropriate solutions and contracts
-Gain cooperation through discussion and persuasion
-Supervise, train, and evaluate assigned staff including directing department heads in policy implementation
-Assist in developing, administering, coordinating, and monitoring a large municipal budget
-Evaluate and develop improvements in operations, procedures, policies, and methods
-Prepare clear and concise reports and develop appropriate recommendations
-Communicate clearly and concisely, both orally and in writing
-Establish and maintain effective working relationships with those contacted in the course of work including city and government officials, management staff, employees, consultants, outside agencies, the general public, and local businesses

MINIMUM QUALIFICATIONS

Any combination of experience and education that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Education: Equivalent to a Master’s Degree from an accredited college or university with major work in Public Administration or a closely related field.

Experience: Five years in a high-level administrative or staff capacity in a public agency.

APPLICATION AND SELECTION PROCEDURE

• Cover Letter/Resume Review - accepted and reviewed on a continual basis until position has been filled
• Selection Interview
• Background
• Appointment

Supplemental Information

Work is performed in an office environment and requires sitting at a desk for prolonged periods of time and use of a telephone, computer and screen. Employee accommodations for physical or mental disabilities will be considered on a case-by-case basis.

The City of Huntington Beach offers a comprehensive benefit package for Non-Associated employees including:

SALARY RANGE for Executive Management consist of a "starting point", "control point" and "high point". Salary increases up to 5% may be awarded based on performance at annual review and market data.

TEN-TWELVE PAID HOLIDAYS provided per year (see MOU).

GENERAL LEAVE with pay of 176 hours is granted to regular employees. After four years' service additional general leave hours are earned, up to 256 hours after fifteen years' service.

EXECUTIVE LEAVE with pay is granted in the amount of 80 hours per calendar year

GROUP INSURANCE PROGRAMS are available to eligible City employees. These programs include medical, dental, vision, long-term disability, life and accidental death and dismemberment insurances.

FLEXIBLE SPENDING ACCOUNTS are available where employees use pre-tax salary to pay for regular child care, adult dependent care and/or medical expenses.

RETIREMENT BENEFITS are provided by the California Public Employee's Retirement System. Every regular employee becomes a member immediately upon employment. Effective January 1, 2013, the Public Employees' Pension Reform Act will apply to new members of CalPERS. A new member is defined as a new hire who is brought into CalPERS membership for the first time on or after 1/1/13 and has no prior membership in a California public retirement system; is not eligible for reciprocity with another California public retirement system; or is rehired by a different CalPERS employer after a break in service of greater than six (6) months. All employees hired on or after January 1, 2013 will be subject to CalPERS membership review for applicability of PEPRA. Employees enrolled in CalPERS prior to January 1, 2013 are considered classic members.

The benefit formula, final compensation period, and member contribution rate is as represented below:

Classic Miscellaneous Members:
Benefit Formula Miscellaneous: 2.5% at age 55
Final Compensation Period: 1-year Final Compensation
Member Contribution Rate: 8.0% of Reportable Compensation

New Miscellaneous Members under PEPRA:
Benefit FormulaMiscellaneous: 2% at age 62
Final Compensation Period: 3-year Final Compensation
Member Contribution Rate: 7.25% of Reportable Compensation (eff. 7/1/23)

Classic Safety Members:
Benefit FormulaSafety: 3.0% at age 50
Final Compensation Period: 1-year Final Compensation
Member Contribution Rate: 9.0% of Reportable Compensation

New Safety Members under PEPRA:
Benefit FormulaSafety: 2.7% at age 57
Final Compensation Period: 3-year Final Compensation
Member Contribution Rate: 12.50% of Reportable Compensation (eff, 7/1/23)

DEFERRED COMPENSATION: Two voluntary deferred compensation 457 plans are available.

CREDIT UNION membership is available to all City employees and provides access to low interest loans.

FLEXIBLE WORK SCHEDULES: Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4/10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City Manager approval.

NOTE: The provisions of this bulletin do not constitute a contract expressed or implied, and any provisions contained herein may be modified or revoked without notice.

For a more detailed overview of the benefits, review the Memorandum of Understanding and Side Letters at: MEMORANDA OF UNDERSTANDINGS Click on the links under "Non-Represented (Non-Associated) Employees'".

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• City of Huntington Beach

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