8811 - Programmer Analyst III - GIS Analyst (...

Salary: $34.99 - $44.61 Hourly Location : Medford, OR Job Type: Full Time Job Number: 8811 Department: Information Technology Opening Date: 03/04/2026 Closing Date: Continuous Job Description Jackson County Employment Opportunity! Jackson County is seeking a GIS Analyst/Specialist to join our team. We use ESRI products and offer a dynamic environment with excellent opportunities for professional development and specialization. This is a chance to play a key role in areas such as data management, customer service, GIS application development, process automation, and spatial analysis. Our Enterprise Applications team values integrity, self-motivation, communication, teamwork, and efficiency. We support a wide range of County departments and technology areas, including GIS, and are committed to delivering solutions that empower our stakeholders and enhance public services. We are simultaneously recruiting for three similar positions: Programmer Analyst II, Programmer Analyst III, and Programmer Analyst IV. We will only fill one of the positions with the best candidate from the qualified applicant pools. Please review the minimum qualifications for each position before submitting your application(s). Please note: This GIS Analyst position is classified under the County's Programmer Analyst (PA) job series. While the PA classification is broadly written to describe software engineering roles, this recruitment is specifically for a GIS-focused position. The responsibilities and expectations are consistent with those of a typical GIS Analyst/Specialist/Solution Engineer role. Jackson County strives to recruit, hire and retain the best employees!Pre-Employment Requirements and/or Preferences This recruitment is specifically for a GIS-focused position. It aligns with the typical scope of practice, expectations, and opportunities associated with a GIS professional. Software Engineers with no GIS experience will not be successful in this recruitment. Experience with ESRI tools including ArcGIS Pro, ArcGIS Enterprise/Portal, and ArcGIS Online. Familiarity with Python/ArcPy and ESRI's Arcade for workflow automation. Strong understanding of spatial data management. Ability to create, organize, and maintain web maps, layers, and lightweight GIS applications. Comfortable collaborating in a small, on-site team environment and supporting internal customers. Strong communication skills and customer service with the ability to explain technical concepts to non-technical staff. 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 Pass a pre-employment drug screen, which includes screening for Marijuana. Click on the link to review The is a non-represented position. (Management/Confidential) Job Duties and Requirements I. Position Summary Analyzes business needs and applies software to meet those needs by producing information products and/or automating business processes. Junior level positions primarily configure and use software to analyze, manipulate, and present data. Intermediate and senior level positions generally perform more advanced business analysis and may also develop or customize software. Levels I-VI are differentiated by the breadth and depth of knowledge required, scope of responsibility, and consequence of error. Programmer/Analyst I is an entry-level position acting within strictly limited scope of responsibility and/or provides support to more senior staff. Programmer/Analyst II, III, IV and V positions require increasing levels of knowledge and experience, exercise increasing levels of independent judgment, and are responsible for software applications of increasing importance and complexity. Actions may impact mission-critical and/or County-wide systems. Programmer/Analyst VI is the most senior position in this series. It requires deep expertise in multiple technologies and is responsible for highly complex software applications of profound importance. 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.) Works with end-users to analyze business needs and document requirements. Translates business requirements into detailed technical specifications, if applicable. Senior positions may also plan and manage software-related projects. Researches, recommends, and implements software solutions. Writes, tests, debugs, documents, deploys and maintains code, if applicable for level and area of responsibility. Diagnoses and resolves software problems and document solutions. Provides technical support and training to end-users. Acts as a technical resource for other IT staff. Senior positions may train or mentor other staff. Procures application software, data, and related services. Coordinates delivery of products and services by vendors and contractors. Senior positions may negotiate and oversee service contracts. Implements software upgrades and patches as needed to ensure adequate functionality, performance, security and reliability. Senior positions may negotiate service level agreements with internal or external customers. Maintains information security by adhering to policies and best practices for application design, development, and configuration. Administers and maintains end user permissions and application access rights, if applicable to area of responsibility. Creates, documents and follows procedures relevant to area of responsibility. Senior positions may make strategic and/or policy recommendations to senior management. Maintains a current, accurate inventory of software and data assets within area of responsibility. Senior positions may be responsible for ensuring compliance with software license agreements. Cooperates and collaborates with co-workers. Senior positions may act as team lead or supervise junior staff. May act as a supervisor or lead. 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. Working evening and irregular hours 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 Level I requires an Associate's Degree in Computer Science and one year of job related experience; Level II requires an Associate's Degree in Computer Science and three years of job-related experience; Level III requires an Associate's Degree in Computer Science and four years of job-related experience; Level IV requires a Bachelor's Degree in Computer Science and three years of job-related experience; Level V requires a Bachelor's Degree in Computer Science and four years of job-related experience; Level VI requires a Bachelor's Degree in Computer Science and five years of job-related experience; OR, for each level, any combination of education and experience, as required for that level, which provides the applicant with the desired skills, knowledge, and ability required to perform the job. Licenses, Certificates or Other Requires possession of a valid driver's license and an acceptable driving record. Technical certifications applicable to area of responsibility may be required for some positions. IV. Other Requirements Knowledge, Skills and Abilities Knowledge of computer technology, standards, operating systems and software relevant to area of responsibility. Skill in the use of programming languages, tools and techniques to create or customize software applications, if applicable. Understanding of network and data security concepts and techniques. Ability to quickly grasp technical concepts and learn new skills. Familiarity with County offices and staff, department functions, and business processes. Ability to effectively communicate technical and non-technical information to other employees, orally, graphically, and in writing. Ability to perform complex analysis and determine appropriate solutions. Ability to develop and maintain effective working relationships with other staff, vendors, public officials, the general public, and/or representatives of other agencies. Works independently and is able to prioritize, organize, and manage own work assignments. Senior positions must be able to make critical judgments without guidance and may be required to lead/supervise others. Physical Demands(Performance of the essential duties of this position includes the following physical demands) Typically requires climbing, stooping, kneeling, crouching, reaching, standing, walking, sitting, pushing, pulling, lifting, fingering, grasping, talking, hearing, seeing, and repetitive motions. Requires exerting in excess of 20 pounds of force occasionally and up to 20 pounds of force daily to move objects. Requires driving and may require travel. Working Environments(Performance of the essential duties of this position includes the following working conditions) Work is performed in an office environment and may include exposure to disruptive people. 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 ADA and Equal Opportunity Employer In accordance with the requirements of the Americans with Disabilities Act of 1990 (ADA) and its amendments, Jackson County does not discriminate on the basis of disability in its hiring or employment practices. A person who requires an accommodation for any part of the recruitment process should contact the Human Resources Office, Attn. ADA Coordinator, at (541) 774-6036 or by TTY/TDD 711 or (800) 735-2900 as far in advance as possible but no later than 48 hours before the scheduled need. Jackson County is an equal opportunity employer and does not discriminate on the basis of race, religion, color, sex, age, national origin or disability. For a copy of Jackson County's Equal Employment Opportunity Plan, visit our web site at or call 541-774-6036. 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. Jackson County Benefit Summary - Management/Confidential Employee Jackson County provides an excellent, generous and comprehensive benefits package for eligible employees and their dependents, as applicable. This overview provides highlights of the comprehensive benefits package Jackson County management/confidential employees receive. If any statement conflicts with the applicable plan documents, Codified Ordinance, and/or Jackson County policies, the applicable documents will govern. InsuranceHealth Insurance - As of July 1, 2025 Regular full-time employees and their eligible dependents receive medical insurance, including prescription and chiropractic, dental, and vision coverage at a cost to the employee of $22.82 per paycheck ($49.45 per month) toward the monthly composite premium. Regular full-time employees may not waive coverage. Regular part-time employees may enroll in the full plan, with a prorated composite premium depending on their full-time equivalent (FTE), or may elect to waive benefits. Coverage begins on the first of the month following an employee's date of hire. Hinge - Provided through Regence, Hinge is an online virtual Physical Therapy benefit for all employees and their dependents enrolled in the health insurance plan. This online virtual service will work around your schedule in the comfort of your own home, and there is no cost to the employee. 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. Voluntary Life Insurance - Regular employees may choose to participate in additional Life Insurance coverage through payroll deduction, and have the choice of 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. Years of Service Annual Vacation Accrual Pay Band 1 - 5 0 to 5 yrs 17 days (5.24 hrs/pp) Over 5 - 10 yrs 20 days (6.16hrs/pp) Over 10 - 15yrs 23 days (7.08hrs/pp) Over 15 - 20yrs 26 days (8.00hrs/pp) Over 20yrs 29 days (8.93hrs/pp) 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. Holidays for Sheriff Management Employees Only - In lieu of holidays, each regular full-time employee receives, on July 1, a block of 13 days (104 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. RetirementOregon 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 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 BenefitsVoluntary 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 a fully-funded Employee Assistance Program (EAP) to offer. 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 year, 24/7/365 access to crisis counselors, and convenient access to on-line consultations with licensed counselors.

Created: 2026-03-10