Job Description

Honesty-Integrity-team oriented attitude-Customer services focused approach-Ownership and Accountability-Flexible adaptive and resilient-Ability to build and maintain positive relationships with outside agencies-deliver fair, unbiased and firm enforcement when necessary.

Pre-Employment Requirements and/or Preferences

• Must pass a criminal background check prior to hire.
• Must submit an acceptable DMV certified court print prior to hire.
• Please click on the following link to review Jackson County's requirements for an acceptable driving record.
• Must pass a pre-employment drug screen prior to hire.
• It is a violation of the Jackson County’s Drug-Free Workplace policy to unlawfully manufacture, use, be under the influence of (per policy definition), possess, dispense, distribute, sell, trade, solicit, and/or offer for sale drugs, other substances, or chemicals identified in 21 CFR 1308.11 Schedule 1 (Code of Federal Regulations) including, but not limited to, synthetic or natural medical or recreational marijuana. The illegal or unauthorized use of prescription drugs is also prohibited. Please click on the following link to review Jackson County's Drug-Free Workplace Policy.
• This position is represented by union group SEIU

Job Duties and Requirements

I. Position Summary

Conducts field investigations of development activities and complaints; ensures compliance with state and local planning and related codes and ordinances; and, assists and provides clarification of policies and procedures to the public, law enforcement agencies and other affected parties as required. Performs a full range of complex analytical tasks and works under direction within a framework of established procedures with general instructions.

II. Examples of Essential Position Duties (The following duties represent some of the principal job duties; however, they are not all-inclusive. Other duties may be required or assigned.)

• Receives and investigates citizen complaints of state and local code and ordinance violations. Interviews complainants, witnesses and defendants; evaluates statements made; prepares written reports.
• Inspects altered and repaired construction for adherence to permit requirements.
• Reviews a variety of permits, court orders, assessment records, statutes, maps and ordinances; determines code compliance.
• Issues warnings and citations as appropriate; prepares and sends notices to violators.
• Contacts contractors/builders to ensure required inspections are conducted.
• Responds to public inquiries; explains policies and procedures.
• Consults and network with law enforcement and other public agencies and departments; gains cooperation and support for enforcement activities.
• Organizes and tracks cases; prepares and maintains a variety of records, reports, and logs; records actions taken, citations issued, dispositions and inter-agency response status.
• Adheres to regulatory requirements, collective bargaining agreements, County and departmental policies and procedures, required trainings, as well as safe work practices.
• Develops and maintains effective internal and external working relationships at all levels.
• Has regular and reliable attendance. Overtime may be required.

III. Minimum Requirements (Performance of the essential duties of this position includes the following requirements, physical demands and/or working conditions)

Education and Experience

• High school diploma or equivalent AND three years prior work experience in the field of community development, planning, zoning, code enforcement, law enforcement, or related field, with extensive public contact (one year experience with a public entity preferred); OR
• Any combination of education and experience which provides the applicant with the desired skills, knowledge, and ability required to perform the job.

License, Certificate or Other

Requires possession of a valid driver’s license and an acceptable driving record. Appointment to Code Enforcement Officer within one month of hire.

IV. Other Requirements

Knowledge, Skills and Abilities

Position requires knowledge of basic principles and techniques of investigation; pertinent state and local planning codes and ordinances; land development procedures; construction and trades practices and procedures; civil code, and rules of evidence and court procedures. Ability to read, interpret and apply a variety of written materials including statutes, codes, ordinances, maps, policies and procedures; obtain and accurately analyze needed information and evidence through observation, review of facts and materials and interviews; prepare and maintain a variety of written materials, logs and records including correspondences and reports; establish and maintain cooperative working relationships with those contacted in the course of work; use basic arithmetic to calculate volume, area, distance, span, limitations and other calculations related to assigned work; make oral presentations; prioritize work to meet established deadlines; use a variety of office machines, tools and equipment including staple gun, screwdriver, camera, film and measuring tape; and interpret and explain department policies and procedures as necessary.

Physical Demands (Performance of the essential duties of this position includes the following physical demands)

Requires the ability to perform on-site field appraisals including exertion of a moderate amount of physical effort; requires sufficient hand/eye coordination to perform semi-skilled repetitive movements such as filing, data entry and/or use of calculators, ten-key adding machines or other office equipment or supplies; requires driving and the ability to operate a motor vehicle. Sensory requirements include sound and visual perception and discrimination, as well as oral communications ability.

Working Conditions (Performance of the essential duties of this position includes the following working conditions)

Incumbents are exposed to adverse weather, including extreme temperatures, rain, snow, sleet and hail. Incumbents are also exposed to dangerous or unpleasant conditions and substances, including noise, traffic hazards, biohazards, noxious plants and wildlife. May include exposure to disruptive people.

V. Additional Information

This classification description is not intended to be an exhaustive list of duties, knowledge, skills, abilities, or requirements, as any one position in this classification may be assigned some or all of these duties, in addition to other duties not explicitly listed here. The various duties, responsibilities and/or assignments of this position may be unevenly balanced and change from time to time based upon matters such as, but not limited to, variations in the shift, work demands, seasons, service levels and management’s decisions on how to best allocate department resources. Any shift, emphasis or rebalancing of these assigned duties, responsibilities and/or assignments does not constitute a change in the job classification. The County shall schedule employees and determine FTE consistent with its determination as to efficiency of operations, financial advantages to the County, and/or effective service to the public.

Equal Opportunity Employer

• Wellness Center by CareATC – In addition to health insurance, certain primary care medical services, lab services, and prescription medications are offered at no out-of-pocket cost for the employee who is enrolled in the County’s health insurance plan, and their eligible dependents at the wellness center.

• Group Life Insurance and Accidental Death and Dismemberment – Fully funded for regular full-time employees (prorated for regular part-time employees), employees are eligible the first of the month coinciding with 30 days from date of hire. The benefit is equal to two times the employee’s annual salary rounded to the next higher $1,000, to a maximum of $500,000. Insurance in excess of $50,000 is a taxable benefit.

• Long-Term Disability – Fully funded for regular full-time employees (prorated for regular part-time employees), employees are eligible the first of the month following date of hire. The benefits are payable after a waiting period of 60 days at a rate of 66 2/3 percent of base salary, up to a maximum monthly benefit of $12,000.

• Voluntary Accidental Death and Dismemberment – Regular employees may choose to participate in additional AD&D coverage through payroll deduction, and have the choice of plan and coverage amounts.

Leaves

• Vacation – Regular full-time employees earn vacation leave at a rate of 15 to 27 days annually depending upon years of County service. Regular part-time employees earn vacation leave on a prorated basis. Employees can carry forward up to two times the annual vacation accrual (prorated for part-time employees). Vacation leave cannot be used during the first six full months of regular employment. Twice per fiscal year, employees may request to be paid for vacation accruals, provided specific requirements are met.

• Sick Leave – Regular full-time employees earn sick leave at the rate of 3.70 hours per pay period (12 days annually), which starts to accrue during the first pay period. Regular part-time employees accrue sick leave on a prorated basis. Accrued sick leave may be used as soon as it is accrued.

• Holidays – Regular full-time employees receive ten paid holidays annually (prorated for regular part-time employees), New Year’s Day, Martin Luther King, Jr’s Birthday, President’s Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veteran’s Day, Thanksgiving Day, and Christmas Day. Holidays that fall on a Saturday will be observed on the previous Friday and holidays that fall on a Sunday will be observed on the following Monday.

• Personal Leave – Each fiscal year on July 1, full-time regular employees receive one personal leave day (eight hours; prorated for regular part-time employees based on the position’s FTE as of July 1). Employees must be employed on July 1 to be eligible to receive the personal leave day. Personal leave is used in 15-minute increments. If it is not used, it does not roll over to the following year.

Retirement

• Oregon Public Employees’ Retirement System – Jackson County participates in the State of Oregon Public Employees’ Retirement System (PERS). PERS has Tier One, Tier Two, and the Oregon Public Service Retirement Plan (OPSRP) pension programs, as well as the Individual Account Program (IAP). Tier One covers members hired before January 1, 1996; Tier Two covers members hired between January 1, 1996 and August 28, 2003; and OPSRP covers members hired on or after August 29, 2003.

IAP contains all member contributions (6% of covered salary, currently County-paid) made on or after January 1, 2004. The legislature created the IAP in 2003 to provide an individual account-based retirement benefit for new workers hired on or after August 29, 2003, and for Tier One/Tier Two members active on or after January 1, 2004. The IAP benefit is in addition to the member’s other retirement program benefit (i.e., Tier One, Tier Two, or OPSRP). Employees are automatically vested in their IAP account when their account is established.

IAP Redirect - Per Senate Bill 1049 (2019) contributions remain at the rate of 6% however, a portion of that 6% is redirected to the Employee Pension Stability Account (EPSA). 2.5% is redirected for the Tier 1 and Tier 2 members and 0.75% is redirected for OPSRP members. The rest of the county-paid contribution is directed to the employee’s IAP. Employee’s may choose to make voluntary contributions for the amount of the redirect through the Oregon PERS Online Member Services (OMS) at www.oregon.gov/PERS .

Salary Limit - Beginning January 1, 2020, SB 1049 changed the definition of “salary” for PERS purposes and created new limitations on annual and monthly “subject salaries.” Your salary is used to determined member Individual Account Program (IAP) contributions, employer contributions to fund the pension program, and the final average salary used in calculating retirement benefits under formula methods. The 2022 limit $210,582 per year. The limit is prorated when members work fewer than 12 months in a calendar year.

OPSRP is designed to provide approximately 45 percent of an employee’s final average salary at retirement (for a general service member with a 30-year career or a police and firefighter member with a 25-year career).

OPSRP General Service: Unless employees are in a police or firefighter position, they are considered a general service member. In addition to other retirement programs or any social security benefit, when employees retire, if vested, PERS will calculate monthly benefit using the following formula:

1.5 percent x years of retirement credit x final average salary. Normal retirement age for general service members is age 65, or age 58 with 30 years of retirement credit.

General Service Benefit Calculation Example (employees can estimate benefits using any number of years and any final average salary):

Final average salary: $45,000
Retirement credit: 30 years as an OPSRP member
30 (years) x 1.5 percent = 45 percent
45 percent x $3,750 (final average monthly salary) = $1,687.50
Single Life Option monthly benefit = $1,687.50 ($20,250 annual benefit)

• Voluntary Deferred Compensation Program – Jackson County offers regular employees the option to enroll in IRS Section 457 Deferred Compensation Retirement Plans. The employee defers compensation through voluntary payroll deductions into this supplemental retirement plan. The 457 plan is a separate retirement plan from PERS.

Other Benefits

• Voluntary Direct Deposit – An employee may choose to have their payroll check automatically deposited into their bank account. Employees can choose up to four accounts to receive direct deposit funds. Most banks allow participation of this program.

• Voluntary Flexible Spending Account (FSA), Section 125 Plan – The FSA is a tax-free regular employee-funded account. Regular employees may choose to participate in pre-tax health insurance premiums, out-of-pocket unreimbursed eligible health care expenses, dependent care expenses, and qualified transportation expenses, in order to have “before-tax” dollars deducted from their paychecks.

• Employee Assistance Program (EAP) – The County has two fully-funded Employee Assistance Programs (EAP) to offer. Employees can utilize both. The EAP is a FREE and CONFIDENTIAL benefit that can assist you and your eligible family members with personal problems, large or small. The EAP provides confidential services to help people privately resolve problems that may interfere with work, family, and life. The EAP is offered to regular employees, their dependents, and any household members. Services include up to four face-to-face counseling sessions per issue per year, 24/7/365 crisis access to counselors, and convenient access to on-line consultations with licensed counselors.