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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
AFSCME Pay Grade A19
Annual Salary: $145,912.00 (Step 1) - $177,361.60 (Step 5)
Note: The starting negotiable salary offer will be $145,912.00 (Step 1) - $160,687.20 (Step 3) to commensurate with experience and education.
Reports To
Senior Manager of Contract and Labor Compliance or designee.
Current Assignment
BART’s Office of Civil Rights Department is seeking an experienced administrator with a strong background in prevailing wage and labor compliance, including experience in compliance with federal prevailing wage laws and/or state requirements established by the California Department of Industrial Relations (DIR). The selected incumbent will provide work direction to professional-level individual contributors within the department; advise and develop recommendations to directors and managers on assigned programs; and perform related duties as required.
This position is responsible for administering the Federal and State Prevailing Wage guidelines and requirements within the Office of Civil Rights and is accountable for identifying public works contracts that may be subject to prevailing wage determinations and ensuring public works contracts are registered pursuant to the requirements set by the State of California Department of Industrial Relations. The ideal candidate will bring organizational, and communication skills, ability to coordinate interdepartmental collaboration, implementation of best practices, and enhanced service delivery related to labor compliance.
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:- Directly related experience is preferred in the areas of compliance with respect to Federal Davis-Bacon Act, State DIR regulations.
- Proficiency with business computer applications including Microsoft Word, Excel, PowerPoint, and Outlook.
- Excellent organizational skills and demonstrated ability to effectively complete a number of concurrent assignments across a wide range of projects.
- Analyze and synthesize information in a concise manner and make recommendations to resolve issues.
- Possess excellent written and verbal communication skills, including ability to prepare reports and give presentations.
- Adaptability and flexibility, and ability to multitask with demanding time frames and determine priorities while adhering to deadlines on multiple or simultaneous projects.
Application and Selection Process
This position is represented by American Federation of State, County, and Municipal Employees (AFSCME). All applicants must apply online at www.bart.gov/jobs .
All applicants are asked to complete the application/bid form in full, indicating dates of employment, all positions held, hours worked, and a full description of duties, and 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/bid form itself. Applications must be complete by the closing date and time listed on the job announcement.
The Talent Acquisition Division will screen applications/resumes against the minimum qualifications. Those candidates who meet the minimum qualifications will be referred to the hiring department for further consideration. The selection process may involve a skills/performance test, a written exam, and/or a panel interview. Outside applicants will not be considered until all employees who have applied have been considered first.
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, 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).
The selection process for this position will be in accordance with the applicable collective bargaining agreement.
Applicants needing assistance with the online application process may receive additional information by contacting the Talent Acquisition Division at (510) 464-6112 or employment@bart.gov.
Examples of Duties
Administers the District’s prevailing wage and labor compliance efforts in accordance with federal and state regulations, including the Davis-Bacon Act and related Acts, regulations from the California Department of Industrial Relations, and the District’s Major Projects Project Stabilization Agreement.
Performs site and field visits to construction and project locations to monitor and evaluate contractor compliance with applicable prevailing wage requirements; conducts worker interviews, reviews and verifies Certified Payroll Reports submitted by Contractors and all Subcontractors to ensure accuracy, proper work classification, and wage determination compliance; provides recommendations to District management as appropriate on urgent and necessary proposed corrective actions.
Communicates with Contractors and Subcontractors to resolve discrepancies and missing information from Certified Payroll Report (CPR) submittals pursuant to the federal Davis-Bacon and California Labor Code Requirements; monitors and maintains the required ratios of apprentices from Union Affiliations.
Provides guidance and technical expertise to District staff and executive management regarding prevailing wage and labor compliance requirements stipulated by federal, state, and local regulations.
Participates in meetings with Contractors and Subcontractors during Pre-Award and Post-Award Phases (e.g., pre-bid, pre-construction, pre-job, progress meetings, etc.).
Identifies public works contracts subject to prevailing wage requirements and registers the public works contracts with the State of California Department of Industrial Relations.
Serves as the primary liaison between the District’s internal stakeholders and external stakeholders regarding prevailing wage and labor compliance requirements on public works contracts.
Responds to questions and concerns from Contractors, Subcontractors, Affiliated Unions, Joint Advisory Committee, and public works employees regarding the District’s Major Projects Project Stabilization Agreement (MPPSA); collects, stores, and distributes Agreement to be Bound from each Contractor and Subcontractor performing work on District projects.
Prepares various project reports to executive management and other key stakeholders routinely and as needed.
Prepares various workforce reports for Contractors and Subcontractors using certified payroll data to determine compliance with the District’s MPPSA; tracks Overall Project Hiring Goals which include National Target Worker Goals as established per the Project Labor Agreements.
Develops and edits existing Labor Compliance Standard Operating Procedures for the District’s Office of Civil Rights; attends meetings with Office of Civil Rights and District management staff as needed.
Monitors and ensures accurate processing of budget expenses; reviews and approves vouchers/pay applications for BART public works contracts, professional service agreements, and purchase orders for BART properties (e.g., offices, buildings, station grounds and lots, etc.); ensures Certified Payroll Report submissions are complete prior to approving progress payments.
Provides or coordinates staff training; trains assigned employees in assigned areas of work including methods, procedures, and techniques.
Responds to public record requests and customer service inquiries concerning Certified Payroll Reports applicable to Federal and State Prevailing Wage guidelines and requirements.
Minimum Qualifications
Education:
Possession of a bachelor’s degree in public policy, business administration, public administration, or a closely related field from an accredited college or university.
Experience:
Five (5) years of (full-time equivalent) verifiable professional experience in labor compliance and monitoring, prevailing wage compliance, contract compliance, or related experience involving prevailing wage enforcement.
Substitution:
Additional professional experience as outlined above may be substituted for the education on a year for year basis.
Knowledge and Skills
Knowledge of:- Federal Davis-Bacon Act, State DIR regulations, and other applicable labor laws
- Principles and practices of contract administration
- Compliance provisions of Project Labor Agreements
- Prevailing wage classifications and determinations
- Methods and practices for conducting certified payroll audits and investigations
- Principles and practices of budget preparation and administration
- Principles and practices of certified payroll systems.
- Related federal, state, and local ordinances, laws, codes, and regulations
- Report writing and data analysis techniques
- Implementing and managing labor compliance on large-scale public works contracts/projects
- Participating in the development and administration of division goals, objectives, and procedures
- Assessing departmental goals, objectives, and procedures
- Delegating authority and responsibility
- Interpreting and applying federal, state, and local policies, ordinances, regulations, and Project Labor Agreement provisions
- Identifying and responding to sensitive organizational issues, concerns, and needs
- Communicating clearly and concisely, both orally and in writing
- Operating office equipment including computers, supporting word processing, spreadsheet applications, and compliance tracking software and reporting tools
- Preparing and tracking budgets and budget expenses
- Establishing and maintaining effective working relationships with those contacted in the course of work
- Conducting audits and investigations
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)
- 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 4 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: 3/16/2026 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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