Job Description

Pre-Employment Requirements and/or Preferences

• This position is subject to the mandatory COVID-19 vaccine requirement per the Oregon Health Authority (OAR 333-019-1010). Prior to starting employment, must provide proof of full vaccination, or upon request medical and religious request for accommodation under this rule will be considered.
• Submit transcripts, if using college education to meet educational minimum requirements.
• Pass a criminal background check prior to hire.
• Submit an acceptable DMV certified court print prior to hire. click on the following link to review Jackson County's requirements for an acceptable driving record.
• Pass a pre-employment drug screen, which includes screening for Marijuana. Click on the link to review Jackson County's Drug-Free Workplace Policy.
• The is a non-represented position. (Management/Confidential)

Job Duties and Requirements

I. Position Summary
Plans, organizes, and supervises specialized and technical functions for a department, requiring advanced technical expertise in the area of assignment. Performs various administrative and supervisory functions, including budgeting, payroll, purchasing, personnel, office management, and related activities to support department operations. Assist in the development of division/program goals, objectives, policies, and procedures.

II. Supervision Exercised
Acts as a supervisor to various classifications.

III. Examples of Essential Position Duties

• 
  Provides program direction and oversight, performs planning functions to achieve goals, prepares necessary work or service contracts, supervises day-to-day activities, and conducts technical review and analysis of program operations to assure compliance with established operating procedures, standards, and legal requirements.
• Assigns, supervises, coordinates, schedules and evaluates the work of assigned staff; plans and organizes workloads and staff assignments; advises, assists, and trains subordinates as necessary; conducts performance evaluations and makes recommendations regarding the transfer, promotion, or termination of subordinate staff; may recommend and implement approved disciplinary actions as warranted; may perform personnel administration functions.
• Assists in the development and preparation of the budget for assigned activities; monitors budget, expenditures, billings, and the receipt and transmittal of department funds. May oversee or perform purchasing, accounting, and inventory control functions; recommend purchases for specialized equipment needs. Analyzes and recommends improvements to existing facilities, equipment, data processing resources, and operating systems of the department.
• Supervises the preparation of written documentation and the processing of forms assuring compliance with procedures and accurate records of activities. Directs the development and maintenance of systems and detailed records, files, and logs.
• Performs the most complex and technical tasks for assigned program, requiring detailed analysis and technical expertise in the area of assignment and independent judgment to complete assignments.
• Assists in the development and implementation of division, department and/or program goals, objectives, procedures, and short and long-range plans. Develops, recommends and implements policies, procedures, and office systems.
• Acts as key liaison with other departments and outside agencies to coordinate activities; provides detailed and/or technical information and assistance to staff, officials, organizations, and the public regarding department/program operations and policies.
• Remains current on legislation, legal requirements, and ordinances affecting unit operations and interprets information to advise staff or subordinates of any applicable changes in procedures to reflect revised legal requirements.
• Directs the resolution of inquiries, problems, complaints, or emergencies affecting availability or quality of services. Responds to the most sensitive, technical, or complex inquiries or service complaints.
• Adheres to County and departmental policies and procedures as well as safe work practices, policies and procedures.
• Develops and maintains effective working relationships with other staff, public officials, the general public and representatives of other agencies.
• Attends and participates in required trainings.
• Has regular and reliable attendance.
• Working irregular hours is required.
• Performs other related duties as assigned.

IV. Knowledge, Skills and Abilities

• Comprehensive knowledge of the functions and procedures of a specific department and general knowledge of the County-wide departmental functions and procedures.
• Thorough knowledge of and ability to interpret and apply County/department policies and procedures and legal requirements applicable to area of assignment.
• Thorough knowledge of supervisory and office administration principles and practices including planning, budgeting, direction, coordination, and evaluation.
• Thorough knowledge of office practices, procedures, and related equipment.
• Thorough knowledge of and ability to use business English, including composition, spelling, grammar, punctuation, and letter format.
• Knowledge of the fundamental principles and modern practices of administration, including those related to management, personnel, and general budgetary, accounting, and fiscal practices.
• Excellent oral communications skills to explain policies and procedures and to work effectively with other employees, agencies, and the general public using courtesy, tact, and good judgment.
• Skill in operating standard office equipment such as typewriter, computer terminal, word processor, transcriber, calculator, and photocopier.
• Ability to perform planning and budgeting functions and to assist in the development of departmental goals and objectives.
• Ability to set work priorities and train, direct, motivate, and evaluate the work of assigned staff.
• Ability to organize and oversee work programs, including monitoring budgets and funding, work schedules, and progress reviews.
• Ability to establish and maintain accurate and effective record keeping and information systems and accurate records of assigned activities and operations.
• Ability to analyze and make decisions and judgments relating to area of responsibility.
• Ability to supervise the preparation of effective written reports, correspondence, memoranda, and other written documents.

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

Education and Experience

• Bachelor's degree in business, office administration, or in relevant field of assignment AND three years experience in the area of assignment AND an additional two years of administration, program coordination, or budgeting experience AND one year experience supervising or leading employees in an official capacity; OR
• any combination of education and experience which would provide the applicant with the desired skills, knowledge, and ability required to perform the job.

Licenses, Certificates and Other

• Valid Oregon State Driver's License with an acceptable driving record required for some positions; some positions require an Oregon Class "B" Commercial Driver's License.
• Professional licenses, accreditations, and certificates may be required for specific positions.
• Notary Public may be required for some positions.

Physical Demands ( Performance of the essential duties of this position includes the following physical demands and/or working conditions)
The physical demands and/or working conditions depend on the nature of the program in which the position exists.

Positions require maintaining effective audio-visual discrimination and perception needed for making observations and communicating with others; sufficient hand/eye coordination and dexterity in the use of fingers, limbs, or body to perform semi-skilled repetitive movements such as typing, filing, data entry, and use of office supplies or equipment such as computers, calculators, and ten-key adding machine; visual perception and discrimination; and, ability to communicate orally. Sensory requirements include color, sound, odor, and texture.

Some positions require the ability to exert moderate to a considerable amount of physical effort involving climbing, stooping, kneeling, crouching, reaching, standing, walking, sitting, lifting, fingering, grasping, talking, hearing, seeing (including the ability to clearly distinguish, identify, and perceive forms and color), frequently lifting, carrying, pushing, pulling or otherwise moving objects in performance of manual labor, walking over rugged terrain and on steep slopes, and repetitive motions. Other positions require the ability to work in an office environment and to exert a small amount of physical effort in sedentary to light work involving moving from one area to another and may require some climbing, stooping, kneeling, crouching, reaching, standing, walking, sitting, lifting, fingering, grasping, talking, hearing, and seeing.

Additionally, positions may require some or all of the following abilities – to work around electrical currents and/or hazardous materials in a safe manner; sufficient strength and coordination for restraining and/or carrying the weight of adults and defending one's self from attack; to think and act quickly in emergencies; effectively deal with personal danger; operate a variety of shop and hand tools in which manipulative skills and hand-eye coordination are important for safety and/or productive operations; operate gasoline, electric or diesel-power equipment and machinery and vehicles involving manipulation of multiple controls; operate construction equipment and automobile vehicles; driving and travel; and/or exerting up to 20 pounds frequently, 50 pounds occasionally, of force to move objects.

Working Environments
The working environments depend on the nature of the program in which the position exists.

In some positions, work may be conducted in the outdoors or in a noisy, crowded area, with exposure to uncomfortable physical conditions or adverse environmental or weather conditions such as heat, cold, extreme temperatures, rain, snow, sleet, wetness, odors and/or smoke, noise, oils hot oil, inks, asphalt, traffic hazards, vehicle fumes, strong and/or toxic chemicals, solvents, grease, paint, electrical currents, dust and pollen, blood borne pathogens, biohazards noxious plants, wildlife, and animals. In some positions, work is performed in an office environment. Some positions may work various shifts that may include nights, weekends, and holidays.

All positions may include exposure to angry, hostile, and disruptive people and communicable illnesses and diseases.

VI. 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.

Equal Opportunity Employer

JACKSON COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER

Jackson County does not discriminate on the basis of race, religion, color, sex, age, national origin or disability. Women, minorities and the disabled are encouraged to apply. Upon request, special accommodations and/or assistance will be gladly provided for any applicant with sensory or non-sensory impairments. Because of the Immigration Reform Act of 1986, persons hired by the County must be able to present acceptable documents verifying identity and authorization to work in the United States. For a copy of Jackson County's Equal Employment Opportunity Plan, visit our web site at www.jacksoncounty.org or call 541-774-6036.

• 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), 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 17 to 33 days annually depending upon years of County service and position band. Regular part-time employees accrue vacation leave on a prorated basis. Employees can carry forward up to three 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 and may accrue without limit. 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.

Sheriff Management Employees Only – In lieu of holidays, each regular full-time employee receives, on July 1, a block of 12 days (96 hours), and they are prorated for regular part-time employees. Employees hired after July 1 will have holiday hours assigned on a prorated basis. Unused holiday hours at the end of the fiscal year cannot be carried forward. Holiday hours remaining at the end of the fiscal year will be paid to the employee at the employee’s regular rate of pay.

• Personal Leave – Each fiscal year on July 1, full-time regular employees (except Sheriff management 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)

OPSRP Police and Firefighter (P&F): To be classified as a P&F member at retirement, employees must have been employed continuously as a P&F member for at least five years immediately preceding their retirement. 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:

1.8 percent x years of retirement credit x final average salary. Normal retirement age for P&F members is age 60, or age 53 with 25 years of retirement credit.

P&F Benefit Calculation Example (employees can estimate their benefit using any number of years and any final average salary)

Final average salary: $45,000
Retirement credit: 25 years as an OPSRP member
25 (years) x 1.8 percent = 45 percent
45 percent of $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.