Senior Management Analyst

Description

The Finance Department is seeking to recruit two (2) Senior Management Analysts in the Silicon Valley Power (SVP) Business Services Division.

The Department:

The Finance Department administers the financial affairs of the City of Santa Clara, including City-owned public utilities. The department is comprised of several divisions, Administrative Services, Budget and Treasury, Accounting, Municipal Services, and Purchasing. Recently, a new division was created to support the City of Santa Clara’s Electric Department, Silicon Valley Power (SVP) which operates and maintains power generation plants in Santa Clara along with multiple substation facilities and other SVP facilities that support electric transmission, distribution, and generation. Together these divisions carry out the mission of the Finance Department to ensure that the financial/fiscal activities of the City and Silicon Valley Power are performed, recorded, and presented in compliance with professional and ethical standards.

The Positions:

One Senior Management Analyst position is focused on fiscal operating and capital budgets, analyzing budget performance during the year, preparing financial reports, working collaboratively with SVP divisions on budget analysis and any necessary budget amendments, and ad-hoc analytical support. This position is responsible for the development and monitoring of capital and operating budgets to support the Electric Department and identifying process improvements. This position also provides high-level budget, management, and analytical support, working closely with the Accounting and Purchasing staff to ensure alignment between budget and accounting and procurement practices, mentoring staff, and developing and delivering training to both budget staff and departmental staff.

The other Senior Management Analyst position is focused on non-procurement contracts, real estate management, and leases, and will work with subject matter experts throughout SVP to develop scopes of work or evaluate proposed agreements for complex services. This position also provides high-level management, and analytical support by developing and recommending changes to processes and procedures, collaborating with the assigned City Attorney, and coordinating with teams in other divisions to support contracts that will be shared by multiple teams. This position may oversee the administrative activities associated with software programs used by Business Services including those used for insurance verification, prevailing wage, and capital project management. The Senior Management Analyst will develop and deliver training to staff in other divisions. The position will also work with procurement staff to support development of policies, procedures, and guidelines to improve contract management and workflow.

The ideal candidate for these positions will have a strong budget and financial analysis background and/or contract development and possess a bachelor's degree in a related field. The positions will be required to perform high-level technical support and complex financial analysis related to budgeting and/or contracts with tight deadlines. Candidates should have strong attention to detail, solid written and verbal communications, and must be deadline-oriented. The positions require the use of considerable initiative, judgment, analysis, and interpersonal skills. The positions are expected to independently perform complex analyses and serve as problem solvers within the SVP Business Services Division and the Finance Department. The ideal candidate must be able to work independently and handle situations with great sensitivity, tact, discretion, and diplomacy. To learn more about the City of Santa Clara Finance Department and SVP, visit our website.

As members of the City's Unclassified Service, these are "at-will" positions, and the incumbents serve at the discretion of the City Manager.

Additional Information:

Applications must be filled out completely (e.g. do not write “see resume, NA, or personnel file.”). To receive consideration for the screening process, candidates must submit a 1) Cover Letter and 2) Resume. Incomplete applications will not be considered.

Application packets may be submitted online through the “Apply Now” feature on the job announcement at www.santaclaraca.gov . Applications must be submitted by the filing deadline of Thursday, April 16, 2026 at 4:00 PM.

THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS OR DEPARTMENTS BESIDES THE POSITIONS LISTED ABOVE. IF YOU ARE INTERESTED IN EMPLOYMENT IN THIS CLASSIFICATION, YOU SHOULD APPLY TO ENSURE YOU ARE CONSIDERED FOR ADDITIONAL OPPORTUNITIES THAT MAY UTILIZE THE APPLICANTS FROM THIS RECRUITMENT.MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW. APPLICANTS WILL BE CONSIDERED FOR POSITIONS ADHERING TO ALL APPLICABLE CITY POLICIES, INCLUDING BUT NOT LIMITED TOCMD 033- EMPLOYMENT OF RELATIVES.

The annual salary range for this position is $142,750.80 - $184,752.36. This position may be filled at or near the minimum of the salary range.

Typical Duties

Follow this link to view the entire Class Specification, which includes more information on Typical Duties and Knowledge, Skills, and Abilities.

Minimum Qualifications

EDUCATION AND EXPERIENCE

• Graduation from an accredited college or university with a bachelor's degree in Public Administration, Business Administration or closely related field; and
• Three years of responsible professional journey-level experience in public administration which may include systems and procedures, budget, fiscal program and project coordination, or human resources programs.

Desirable Qualifications

• A Master's degree in Public or Business Administration or closely related field is desirable.

OTHER REQUIREMENTS
Must be able to perform all of the essential functions of the job assignment.

CONFLICT OF INTEREST
Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually, and upon leaving office, in accordance with City Manager Directive 100.

Federal law requires all employees to provide verification of their eligibility to work in this country. Please be informed that the City of Santa Clara will not sponsor, represent, or sign documents related to visa applications/transfers for H1B or any other type of visa which requires an employer application.

The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws. The City of Santa Clara is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at (408) 615-2080 or HumanResources@santaclaraca.gov .

City of Santa Clara Benefit Summary Overview for Bargaining Unit #9
Miscellaneous Unclassified Management

This summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #9 employees in 2026. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change.

Retirement:

• Membership in the California Public Employees Retirement System (CalPERS)
  • Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly
  • New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay
• Medicare and Social Security (FICA)
  • Employee pays 6.20% up to $11,439 (Social Security) and 1.45% (Medicare) of gross pay

Health Insurance:

• The City contributes up to 100% of the premium of the Kaiser (Region 1) plan for Employee Only and Employee + 1 Dependent plans, and up to 90% of the premium of the Kaiser (Region 1) plan of the Employee + 2 or More Dependents plan
• Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
• No cash difference is paid if an employee elects a plan cheaper than the max City contribution
• To be eligible for the City’s contribution toward health, employees must be on a paid status for at least 80 hours in the month prior to the month of coverage
• Coverage is effective as early as the first day of the month after date of hire
• Employees hired on or after 1/1/2023 who opt-out of City-offered health insurance and provide annual attestation and acceptable proof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details

Dental Insurance:

• Choice of two Delta Dental plans; enrollment is mandatory
• City pays lowest cost employee only plan; additional cost is paid by employee
• Coverage is effective as early as the first day of the month after date of hire

Vision Insurance:

• Choice of two VSP plans
• City pays lowest cost employee only plan; additional cost is paid by employee
• Coverage is effective as early as the first day of the month after date of hire

Voluntary Employee Beneficiary Association (VEBA):

• City contributes $50.00 a month toward employee’s VEBA account
• Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax)

Life Insurance:

• City pays for $50,000 of Basic Life Insurance coverage
• Coverage is effective the first of the month after one calendar month of employment
• Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children

State Disability Insurance (SDI):

• Employee pays 1.3% of gross pay (includes Paid Family Leave)
• 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information

Paid Family Leave (PFL):

• Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child
• No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information

Long Term Disability (LTD) Insurance:

• Benefit is 60% of basic wage up to $13,333; max $8,000/month
• City paid benefit. City pays $.207/$100 of insured earnings
• 60 calendar day waiting period
• Coverage is effective the first of the month after one calendar month of employment

Deferred Compensation:

• Voluntary plan through Nationwide Retirement Solutions
• Employee may contribute up to the lesser of the IRS maximum or 100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules
• Additionally, the City contributes $300 a month toward employee’s 457(b) account. This dollar amount will factor into the above mentioned IRS rules and limits

Flexible Spending Account (IRS Section 125 Plan):

• Employee may contribute up to $3,400 per year in pre-tax dollars to a health care spending account
• Employee may contribute up to $7,500 per year in pre-tax dollars to a dependent care spending account
• Employee may contribute up to $340 per month in pre-tax dollars to a commuter benefit plan

Vacation:

• Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service
  • For 1 - 4 years of service: 10 days (80 hours)/year
  • For 5 - 9 years of service: 15 days (120 hours)/year
  • For 10 - 15 years of service: 21 days (168 hours)/year
  • For 16 - 20 years of service: 22 days (176 hours)/year
  • For 21+ years of service: 24 days (192 hours)/year
• Maximum accrual is 480 hours
• Once per year, employees can elect to convert up to 80 hours of accrued vacation to cash to be paid out in up to two cash-outs the following calendar year

Sick Leave:

• Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual
  • Up to 48 hours/year of accumulated sick leave may be used for family illness
  • Up to 32 hours/year of accumulated sick leave may be used for personal leave
• Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation)
• Partial sick leave payoff provision on retirement depending on years of service

Management Leave:

• 120 hours of management leave credited to employees each January 1st
  • New employees hired between January 1st and June 30th receive 120 hours of management leave their first year
  • New employees hired between July 1st and December 31st receive 60 hours of management leave their first year
• Unused management leave may be carried over from one calendar year to the next; however, an employee may never have more than 180 hours of “banked” management leave

Holidays:

• Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year)

Mobile Communication Device Allowance:

• $80/month in lieu of carrying a City-issued cell phone

Auto Allowance (an alternative to mileage reimbursement or use of a City vehicle):

• Department Heads receive $320/month (up to $520, with City Manager approval). Assistant Department Heads and Division Managers can receive $200/month (Up to $500 with City Manager approval)

Tuition Reimbursement Program:

• Up to $2,000 per fiscal year for tuition reimbursement

Employee Assistance Program:

• Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year
• City paid benefit

Retiree Medical Reimbursement Program:

• Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum.
• Up to age 65, retirees are eligible for reimbursement up to $438/month in 2026 (amount adjusted annually)
• After age 65, retirees are eligible for reimbursement up to $262/month in 2026 (amount adjusted annually)

Alternate Work Schedule:

• An employee shall be eligible to work a 9/80 alternate work schedule according to the conditions, criteria, and requirements set forth in City Manager's Directive 71. Requests to work a 9/80 schedule shall be made through or by the Department Head to the City Manager. The City Manager must approve the schedule and the City Manager or Department Head (for employees other than Department Heads) may terminate the schedule at any time.

Closing Date/Time: 4/16/2026 4:00 PM Pacific

• 

• City of Santa Clara

• 408-615-2080

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