Deputy Director of Human Services

Salary : $131,206.40 - $160,097.60 Annually Location : Hanford, CA Job Type: Full-time permanent Job Number: 2025-108 Department: Human Services Division: Human Services Opening Date: 03/09/2026 Closing Date: 3/23/2026 5:00 PM Pacific JOB OPPORTUNITY The Kings County Human Services Agency is currently seeking qualified individuals for the position of: DEPUTY DIRECTOR OF HUMAN SERVICES $131,206.40 - $160,097.60 Annually (Depending on Qualifications) The Kings County Human Services Agency is recruiting for a Deputy Director to provide executive leadership and oversight for one of the Agency's core divisions. The Agency delivers services through five primary areas: Administration, Benefits, Fiscal, Child Welfare Services, and Adult Supportive Services. As part of the executive leadership team, the Deputy Director works closely with senior management to advance the Agency's mission, vision, and goals in support of Kings County families. This is an At-Will, executive-level position with responsibility for directing operations, managing staff, and ensuring effective service delivery. The current vacancy is in the Fiscal Division. However, final placement may be adjusted based on the qualifications of selected candidates, which could include reassignment among existing Deputy Directors. PROFESSIONAL RESUME REQUIRED: A professional resume is required and must be submitted with your application. If a resume is not attached, applications will be considered incomplete. Attaching a resume is not a substitute for completing the application. For information on how to add attachments to your application, click MANAGEMENT LEVEL II BENEFITS CalPERS Retirement (see benefits section to determine plan/tier placement). Fully paid PPO insurance premiums, including medical, dental, vision and chiropractic insurance coverage for the employee and their eligible dependents. Onsite Employee Health Center (Monday - Friday) for employees and eligible dependents on County health insurance, without need to use sick or other leave for personal appointments. $40,000 term life/accident insurance. Paid vacation and sick leave (see benefits tab for more details). An additional 80 hours of management leave each fiscal year (or pro-rated upon hire date), which may be cashed out at the employees option. Deferred Compensation Plan, which includes a match up to $3,500 per year for every three dollars contributed by the employee. Longevity pay beginning at 10 years of service. 11.5 paid holidays annually, along with an additional 3.5 paid days when the County participates in the Holiday Closure. Access to the County's Employee Assistance Program. Access to Kings County's Assist-to-Own Down Payment Assistance Program. For complete benefit details, please see Section V of the Salary ResolutionPlease click for a video about the Kings County Human Services Agency department.To discover what makes Kings County a great place to live and work, click here to watch a short video.DUTY SAMPLE Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job. Some duties, knowledge, skills, and abilities may be performed in a learning capacity for entry-level (I Level) positions. Plans, manages, and oversees the daily functions, operations, and activities of the assigned division within the Human Services Agency; acts in the absence of the Human Services Director as assigned. Participates in the development and implementation of goals, objectives, policies, and priorities for the division; continuously monitors the efficiency and effectiveness of assigned programs, service delivery methods, and procedures; assesses and monitors workload, administrative, and support systems, and internal reporting relationships; identifies opportunities and makes recommendations for improvement. Confers with the Director, management, supervisory, and administrative personnel regarding policies, procedures, personnel matters, staff development, fiscal, and other program matters. Participates in the development, administration, and oversight of division budget; determines funding needed for staffing, equipment, materials, and supplies; ensures compliance with budgeted funding. Participates in the selection of employees, trains, motivates, and evaluates assigned personnel; works with employees to correct deficiencies; recommends and implements discipline and termination procedures. Develops and manages requests for proposals for professional and/or contracted services; prepares scope of work and any technical specifications; evaluates proposals and recommends award; negotiates contracts; administers contracts to ensure compliance with County specifications and service quality. Directs the planning, management and evaluation of division programs and activities; manages diverse programs which may include multi-discipline and integrated service teams for efficient and effective service delivery; works with program managers, peers and senior management to determine program strategic direction, framework and accountabilities; manages program implementation through subordinate program managers and staff. Directs the collection and compilation of data and narratives for program evaluation; prepares reports for submission to County management and oversight agencies on program metrics and outcomes; takes action on program evaluation outcomes. Oversees and directs a breadth of administrative support functions for the department including personnel administration, system support, case review, and facilities. Ensures compliance with County human resources rules, practices, and policies including the provisions of Memoranda of Understanding (MOUs); confers with County Human Resources Department on a variety of personnel matters and refers matters to County HR as appropriate. Oversees the department's system support; directs the maintenance and troubleshooting of the department's access to federal, state, and local data and computer systems. Prepares and presents staff and agenda reports and other necessary correspondence related to assigned activities and services; presents reports to various commissions, committees, and boards. Conducts a variety of organizational and operational studies and investigations; recommends modifications to assigned programs, policies, and procedures, as appropriate. Serves as a liaison for assigned functions with other County departments, divisions, outside agencies, and the community; provides staff support to commissions, committees, and task forces as necessary. Attends and participates in professional group meetings; stays abreast of new trends and innovations related to human services programs; researches emerging products and enhancements and their applicability to County needs. May make presentations to individuals, groups and/or before the Board of Supervisors. Monitors changes in regulations and technology that may affect operations; implements policy and procedural changes after approval. Receives, investigates, and responds to difficult and sensitive problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action. Directs the establishment and maintenance of working and official division files. Ensures staff compliance with County and mandated safety rules, regulations, and protocols. Performs related duties as assigned. MINIMUM QUALIFICATIONSMinimum requirements must be met by the closing date Please note: Work experience for the last 15 years must be included in the work history portion of your application. It is also important that your application show all the relevant education and experience that you possess, even if it extends beyond the required past 15 years. A resume may be attached, but it is not a substitute for completing the application and supplemental questions. Failure to submit a completed application may eliminate you from the recruitment. Failure to submit a completed application may eliminate you from the recruitment. When completing the work history portion of your application please include each level position title and level as a separate entry when applicable (e.g., If you were a Level I and promoted to Level II, each level should be entered separately to reflect the time held at each level). Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be: EDUCATION AND EXPERIENCE Education: Equivalent to a bachelor's degree from an accredited college or university with major coursework in social science, psychology, public or business administration, human resources, or a related field. (Possession of a master's degree from an accredited college or university is highly desirable). Experience: Three (3) years of management level experience in a social service, eligibility, employment and training, administrative services, fiscal, staff support division or special investigations program in a California County Human Services Agency, or relevant public agency or department. (A master's degree is highly desired and may substitute for one year of the required non-supervisory experience.) LICENSES AND CERTIFICATIONS Licenses: Possession of a valid California driver's license issued by the Department of Motor Vehicles at the time of appointment. SPECIAL REQUIREMENTS Qualify for security clearance through a background investigation and fingerprint check, including a credit check. The ability to work irregular hours as required; ability to travel within and outside the County. A full job description is available by clicking SELECTION PROCESS:EQUAL OPPORTUNITY EMPLOYER In addition to the application, applicants are required to submit a professional resume outlining relevant education and experience. This resume must be attached to your application. Scan and attach your resume to your online application prior to submitting your application or your application may be rejected. All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the examination process may include a screening committee (pass/fail) and/or written examination (pass/fail) and/or an oral examination (100%) which may include a written practical component to determine placement on the eligible list. Note: Those applicants who are among the top 40 written test scores will be invited to participate in the oral examination process. VETERAN'S PREFERENCE AVAILABLE UPON REQUEST You must submit a certified DD-214 and a new request form for each application submission prior to the closing date. TENTATIVE RECRUITMENT PROCESSFinal Date to Apply: March 19, 2026 at 5:00 p.m. HR Oral Examination: Week of April 6, 2026 Management Group I = Appointed and elected officials in salary bands. Management Group II = Middle management (all other management not in Group I or III). Confidential Management Group III = All Executive Secretary positions, Deputy Clerk to B.O.S. I/II, Human Resources Assistant I/II, Human Resources Technician I/II, Payroll Technician I/II, Risk Technician I/II, Secretary, Secretary to the County Counsel, Secretary to the District Attorney, Secretary to the Sheriff. VACATION 1. An eligible management employee may accrue vacation at the appropriate rate applicable to the employees length of service (2080 hours of actual service as defined in the County Personnel rules equals one year) as follows: Service HoursHours (days) Earned (based on hours)Rate (based on hours)0 - 10,40096 (12 days).04615410,401 - 20,800120 (15 days).05769320,801 - 31,200140 (17.5 days).06730831,201 +160 (20 days).076924 2. An eligible management employee may accrue vacation at the appropriate rate applicable to the employee's length of service (as set forth above) until the employee reaches one of the following accrued hours of vacation limits: Hours (days) Earned (based on hours)Maximum Vacation Accumulation Limits96 (12 days)192 hours120 (15 days)240 hours140 (17.5 days)280 hours160 (20 days)320 hours Once the appropriate accumulation limit has been reached, the employee shall cease to earn additional vacation until the employee's accumulated vacation balance falls below the limits listed above. 3. Effective July 1, 2014, management employees in Group I & II will be granted 64 hours of additional vacation time as management leave in the first full pay period of each fiscal year (or pro-rated upon hire date). These hours are a separate leave benefit and not counted against the maximum vacation accrual established based on length of service. Employees may, at their option, sell back up to 48 of the 64 hours of management leave each fiscal year at their hourly rate of pay. This leave will be tracked separately from the regular vacation accrual and is not intended to carry over from year to year. If this time is not used by the end of the fiscal year (see note), up to 48 hours of the remaining balance will be automatically cashed out to the employee. Any sale of management vacation hours will be deducted only from the management vacation leave balance. The remaining 16 hours of leave cannot be cashed out and must be taken as time off only. If any hours remain at the end of the fiscal year after 48 hours are cashed out, the remaining hours will carry over to the new fiscal year (see note) However, the hours granted for the new fiscal year shall be reduced by the number of hours equal to those carried over. Effective July 1, 2025, the amount of management vacation time will increase from 64 hours to 80 hours of which will not carry over and may be cashed out in full. a) All management attorneys in the District Attorney's Office, Child Support, Administration-Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or prorated upon hire date). Which will not carry over and may be cashed out in full. Effective July 1, 2025, the amount of management vacation time will increase from 80 to 100 hours each fiscal year (or pro-rated upon hire date). b) Management employees in Group III will be granted 40 hours of vacation time in the first full pay period of each fiscal year (or pro-rated upon hire date). All other terms described above apply. Effective July 1, 2025, the amount of management vacation time will increase from 40 to 50 hours each fiscal year (or pro-rated upon hire date). 4. All management employees may, at their option, sell back an additional 8 hours of regular vacation each fiscal year, (see note) at their hourly rate of pay, to be contributed directly to the employee's deferred compensation account. 5. Upon the recommendation of the Human Resources Director, the County Administrative Officer may authorize a vacation accrual rate for management positions hired from outside the county at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. Additionally, when this advanced accrual rate is authorized at the time of hire, the prior public service time will be used for calculating future adjustments to the accrual rate as if the time was earned with Kings County. NOTE: (1) For purposes of payroll processing of vacation hour sell backs described above, the end of the fiscal year is defined as the last day of pay period 13 in any year. (2) Management leave is not available for use during pay period 14. (3) Provisions regarding vacation do not apply to elected officials. NOTE: Provisions regarding vacation and management leave do not apply to elected officials. HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTION Employees who elect to use a Health Plan offered by the County must continue to participate in the Dental and Optical plans and must remain in that plan until the open enrollment period of the plan. Employees electing to pretax their insurance will not be allowed to drop insurance coverage except at open enrollment unless the employee has a qualifying status change. Effective May 27, 2024 (pay period 12-2024), the County contribution (per month based on 24 pay periods) to the health/dental/optical insurance premium will be as follows: PPO Plan Health/Dental/VisionPlan LevelCounty ShareSingle$746.55Two-Party$1,359.24Family$2,045.22 The County shall pay 100% of the health insurance premium (including the medical, dental and vision plans) for the health plan offered by the County for each management employee and their eligible family members, based on their enrollment in such health plan. Employees promoting into or demoting out of management classifications after open enrollment will be treated as a "status" change and may enter or leave the plan, or modify the number of dependents covered. DEFERRED COMPENSATION Effective January 1, 2014, for every three dollars contributed to the County contracted deferred compensation programs by management employees, the County shall contribute one dollar to the employee's account, up to a maximum of twenty five hundred dollars $2,500 per calendar year. Effective January 1, 2025, the County maximum contribution will increase from $2,500 to $3,500 per calendar year. RETIREMENT/PERS SERVICE CREDIT The County contracts with the Public Employee Retirement System (PERS) for this benefit and pays the employee contribution for members of the Board of Supervisors only. All management employees pay the total Miscellaneous or Safety PERS employee contribution depending on their classification and status within PERS (Classic or "new member" - see below). Miscellaneous Non-Safety Management New Members -Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2% at 62 Miscellaneous Plan pursuant to AB 340/SB197 (Pension Reform Act 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS. Such payment shall vest to the employee. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 2% at 55 Miscellaneous Plan. These employees pay the entire employee contribution of 7.0% of salary. Such payment shall vest to the employee. The 2% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit. The Miscellaneous Plan has also been modified for employees to have, at their option, the ability to apply to PERS for retirement service credit for their unused sick leave balance. However, the County limits the use of this provision to employees who have not cashed out their sick leave or opted for the Retiree Health benefit. Safety Management New Members - Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2.7% at 57 Safety Plan pursuant to AB 340/SB197 (Pension Reform Act of 2013). These employees pay the entire employee contribution rate reviewed and set annually by CalPERS. Such payment shall vest to the employee. Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 3% at 55 Safety Plan, which became effective 4/1/02. These employees pay the entire 9% of salary PERS employee contribution. Such payment shall vest to the employee. The 3% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit. Elected Officials Pursuant to State Law local elected officials have the option of declining participation in the Public Employees Retirement System. An amount equal to the Employee's share of retirement may, if an elected officer declines participation in PERS, be applied toward the County Sponsored deferred compensation plan in lieu of the PERS contribution The County match amount for this benefit shall not exceed the match provided to management employees described above. TERM LIFE/ACCIDENT INSURANCE Term life/accident insurance (with an option for portability when leaving County service in good standing) is provided for management employees as follows: Management Group I: $50,000 Management Group II/III: $40,000 LONG TERM DISABILITY INSURANCE Long Term Disability (LTD) Insurance is provided to all management employees. SICK LEAVE ACCRUAL a. All regular full-time and regular part-time management employees hired prior to January 1, 1999, shall be entitled to point zero-four-six-one-five-four (.046154) hours of sick leave with pay for each hour of the actual hours of regular employment. b. All regular full-time and regular part-time management employees hired January 1, 1999 or thereafter will accrue sick leave as follows: Service hoursHours EarnedSick leave earned at the rate of (based on hours worked)0 - 10,40080 (10 days).03846210,401 - 20,80088 (11 days).04230820,801 +96 (12 days).046154 Note: Provisions regarding sick leave do not apply to elected officials. UNUSED SICK LEAVE PAYOFF/POST RETIREMENT HEALTH INSURANCEThis Article does not apply to employees who elect the PERS service credit. a) Management employees hired January 1, 1999 or later, who have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of their separation from Kings County employment will receive a percentage of the dollar value of accrued sick leave (at time of retirement) put into an "account" to be used toward Kings County health insurance premiums, at a rate not to exceed the family option per month until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. The retiree health benefit percentage shall be as follows: Service HoursPercent of compensation (based on hours) Retiree Health Benefit10,401 - 41,60040%41,601 and over50% To qualify for the retiree health benefit the employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement from County service. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan, has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. If the employee dies after retirement (or while still employed in good standing) prior to Medicare eligibility and there is money remaining in the account, the employee's covered dependent(s) may continue to use the account toward Kings County health insurance premiums or Medicare supplemental insurance premiums, if eligible as stated above. Any unused balance in account remains the property of the County. b) Management employees hired prior to January 1, 1999 shall be allowed a one time irrevocable election to decide whether to receive the post retirement health insurance benefit or cash as follows: Service HoursPercent of Compensation (based on hours) CashORPercent of compensation (based on hours) Retiree Health Benefit10,401 - 41,60025%40%41,601 and over30%50% Taxes will be paid by the employee on the full cash distribution, or the portion of the deposit into the account that could have been taken in cash. Additionally, the cash benefit is taxable in the year the cash is received. Any unused balance in the account remains the property of the County. 1. Retiree health benefit option: To qualify for the retiree health benefit (non-cash) benefit the employees must have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of separation from Kings County employment. A percentage of the dollar value of accrued sick leave (at time of retirement) will be put into an "account" to be used toward Kings County health insurance premiums. The employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement in good standing from County service. Employees electing to utilize the retiree health benefit option must submit their election in writing to the Department of Finance not later than 14 days after the effective date of retirement. If the employee elects the retiree health benefit option, the County will pay up to the family option per month toward the employee's health insurance premium until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan; has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. If the retiree dies prior to Medicare eligibility and there is money remaining in the account, the employee's dependent(s) may continue to use the account, if eligible as stated above. In the event of death of an eligible employee (while still employed in good standing), the qualifying eligible dependent(s) shall make a determination of either cash or the retiree health benefit option within 30 days of the death of the employee. 2. Cash benefit option: Employees who fail to elect the retiree health benefit will be cashed out, if eligible. If the employee elects the cash option, the employee will receive the benefit if the employee separates in good standing as a result of resignation, layoff, retirement or death. ELECTED OFFICIALS - POST RETIREMENT HEALTH INSURANCE Kings County elected Officials may be eligible for a Post Retirement Health Benefit upon retiring from the County. All the criteria shall apply as for management post retirement health insurance generally except that: An elected official is eligible for the post retirement health insurance benefit described below if that elected official: 1) serves at least five (5) consecutive years in office without break in service between the five years served and the date of departure from elected office; and 2) either simultaneously retires from PERS at the end of such service (or is at that time already retired from PERS). The benefit is calculated by multiplying the hourly rate at the time of eligibility, by the number of consecutive years in office, and then multiplying the result by one half of the annual sick leave benefit provided to management employees at the time of eligibility. The official may defer use of this benefit if otherwise covered on the County health plan at the time of eligibility so long as there is no break in coverage during the deferral period. Pursuant to existing practice the balance does not accrue interest. (NOTE: The change in the formula will go into effect at the start of each sitting elected's next consecutive term in office and at the time of filing candidacy papers for any new candidate who is subsequently elected.) Any previously earned benefit will be calculated and recorded by the Finance Department. If a balance remains at the time the elected, and/or his/her spouse or eligible dependent no longer participates in the County health insurance, this amount can be applied toward a Medicare Part B plan or Medicare supplement, or PERS Long Term Care plan. Participation in the County health insurance program is not required for the elected, and/or spouse or eligible dependent to direct all or part of the funds in this account to a Medicare Part B or PERS Long Term Care plan premium. In all other instances, any balance on account remains property of County. P.O.S.T. EDUCATION INCENTIVE PAY 1. Employees in the classifications of Assistant Chief DA Investigator, Undersheriff, Assistant Sheriff, Sheriff's Commander, and Chief District Attorney Investigator who possess a valid P.O.S.T. Management Certificate shall be entitled to receive compensation in the amount of $550.00 per month ($253.85 per pay period). Employees must submit certification to the appropriate department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Management Certification shall not be entitled to compensation for other P.O.S.T. certification. 2. Employees in the above indicated classifications possessing valid, current P.O.S.T. Supervisory Certification shall be entitled to receive compensation in the amount of $500.00 per month ($230.76 per pay period). Eligible employees must submit appropriate certification to the department prior to payment authorization. Employees receiving compensation for P.O.S.T. Supervisory Certification shall not be entitled to compensation for other P.O.S.T. certification. 3. Employees in the above indicated classifications possessing valid, current P.O.S.T. Advanced Certification shall be entitled to receive compensation in the amount of $450.00 per month ($207.69 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Advanced Certification shall not be entitled to compensation for other P.O.S.T. certification. 4. Employees in the above indicated classifications possessing valid, current P.O.S.T. Intermediate Certification shall be entitled to receive compensation in the amount of $400.00 per month ($184.61 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Intermediate Certification shall not be entitled to compensation for other P.O.S.T. certification. FIRE CERTIFICATION PAY 1. Employees in the classification of Assistant Fire Chief and Battalion Chief who obtain and maintain EMT-D qualification shall be entitled to additional compensation in the amount of $75.00 per month ($34.61 per pay period). 2. Employees in the above indicated classifications who obtain and maintain a Fire Officer certification shall be entitled to additional compensation in the amount of $175.00 per month ($80.76 per pay period). All Battalion Chiefs who obtain and maintain a Chief Officer certification shall be entitled to additional compensation in the amount of $237.00 monthly ($109.38 per pay period). Appropriate certification documentation must be received by the department prior to payment authorization. Employees receiving compensation for Chief Officer shall not be entitled to receive additional compensation for Fire Officer certification. FIRE STIPEND The intent for the Fire Stipend is to provide a method of compensation when the Assistant Fire Chief or Battalion Chiefs are assigned to work extra shifts outside their regular assigned working hours. Based on an estimate of anticipated vacation, training time and possible sick leave use for the three field Battalion Chiefs, it is necessary to provide additional field coverage for up to 52 shifts or partial shifts annually. The Fire Stipend applies to the Assistant Fire Chief and all assigned Battalion Chiefs in the Operations, Fire Prevention and Training Divisions. The stipend rates are as followed: Stipend Hours $500 8 to less than 16 hours $1,000 16 to less than 24 hours $1,500 24 hours or more Coverage of less than 8 hours will not be compensated. This time is compensated through Management Leave. Employees shall not receive stipend pay for any hours they receive strike team pay. While the Administrative Battalion Chief assigned to Fire Prevention/Training activity would also be eligible for the stipend if they cover for an Operation Battalion, this stipend will not apply for coverage of the Fire Prevention/ Training Battalion Chief's absences. FIRE MANAGEMENT STRIKE TEAM PAY Fire management positions (Battalion Chief and Assistant Fire Chief) will be compensated while on, or as relief to, strike team at the current rate required by the California Fire Assistance Agreement with Cal OES. Employees shall not receive stipend pay for any hours they receive strike team pay. BATTALION CHIEF HOLIDAY-IN-LIEU All Shift (56-Hour work week) Fire Battalion Chiefs shall receive Holiday-in-Lieu. Holidayin-Lieu time will be recorded and paid as 24 hours of "Holiday-in-Lieu" for each whole holiday and 12 hours for each half-day holiday. If a Shift Battalion Chief is required to work on a holiday, no other day off will be traded or exchanged for the schedule day. All Administrative (40-hour work week - Fire Prevention/ Training) Battalion Chiefs shall receive eight (8) hours Holiday Pay and will receive an additional 16 hours of Holiday-in-Lieu for each whole holiday. On ½ day holidays, Administrative Battalion Chiefs will receive four (4) hours of Holiday Pay with no additional compensation of Holiday-in-lieu. LONGEVITY PAY UNIFORM ALLOWANCEBILINGUAL PAYLEGAL SPECIALIST CERTIFICATION PAYPUBLIC HEALTH DEPARTMENT PROFESSIONAL LICENSESRECRUITMENT AND RETENTION BOUNUS HOLIDAY CLOSURE EQUAL OPPORTUNITY EMPLOYER 01 The application and supplemental questionnaire must be completed fully. The following supplemental questions are used to help determine qualifications and eligibility to continue in the recruitment process. All education and experience used to answer the supplemental questions must be included on the education and work history portion of your application. Incomplete applications or supplemental questionnaires cannot be revised after submission and may be grounds for rejection. Responses such as "see resume" or "see application" or brief general statements will be considered incomplete. Incomplete applications may be rejected. By clicking "I Accept" below, I certify that I understand and will follow the application instructions. I Accept. 02 The Deputy Director of Human Services is an At-Will position and serves at the pleasure of the Human Services Director. I have read the above statement and understand this is an At-Will position. 03 What level of education do you possess from an accredited college or university with major coursework in social science, business, public administration or a closely related field? CHECK ALL THAT APPLY. Bachelor's Degree. Master's Degree or higher. I do not have any of the above listed education. 04 Please list your education from an accredited college or university. Include the following information: 1) Name of college or university you attended; 2) Degree received; 3) Major and minor studied; 4) Number of units completed and indicate semester or quarter units. Note: The hiring department may require transcripts at the time of the department interview. If you do not possess any units from an accredited college or university, type "N/A". 05 How many years of management level experience do you possess in a fiscal, social service, eligibility, employment and training, administrative services, staff support division, special investigations program, or personnel department in a California Human Services Agency, Job Training Office, Health Department, Behavioral Health Department or other relevant California County or large public agency or department? Less than three (3) years of experience. More than three (3) but less than four (4) years of experience. More than four (4) but than five (5) years of experience. Five (5) or more years of experience. None of the above. 06 Please specify how many years of experience in a California Human Services Agency you have in the following areas: a) Fiscal b) Child Welfare Services c) Adult Protective or In-Home Supportive Services d) Eligibility e) Employment and Training f) Administrative Services. Please list the years of experience individually for each area of expertise. 07 Describe your management level experience where you were responsible for evaluating the functions and operations of a division or department. Include the changes you implemented. BE SPECIFIC. In your response, include the following:1.) the name of your employer, 2.) your job title, 3.) relevant job duties, and 4.) dates you were employed. If no applicable experience, type "N/A". 08 Describe your experience leading and implementing a large or a significant program change or a new program in a Social Services Department (eligibility, employment and training, housing, adult services, child welfare, etc.)BE SPECIFIC. Provide the following information in your response: 1) What was the programmatic change or a new program that was implemented? 2) Your role in the implementation. 3) Describe other staff, agencies, and partnership that were included in the change design and implementation. 4) Was the implementation successful? 5) What were your lessons learned from this process?If you have no experience in these areas, type "N/A." 09 Describe your fiscal management experience. Include any experience in: 1. Government budgets; 2.Monitoring allocations; 3. Time studies and claiming processes; 4. Coordinating with programs on contracts; 5. New program implementation.BE SPECIFIC. In your response, include the following:1.) the name of your employer, 2.) your job title, 3.) relevant job duties, and 4.) dates you were employed. If no applicable experience, type "N/A". 10 Describe your experience in selecting, supervising, training, evaluating, and disciplining subordinate staff. Include in your response, the number of personnel you were responsible for and complexity of your responsibilities. BE SPECIFIC. In your response, include the following:1.) the name of your employer, 2.) your job title, 3.) relevant job duties, and 4.) dates you were employed. If no applicable experience, type "N/A". 11 Do you possess a current, valid California Driver's License (CADL)? NOTE: Military Spouses, please attach copies of your supporting documentation.For more information on how to add attachments to your application, click Yes, I possess a valid CADL. No, I do not possess a valid CADL, but am ABLE to obtain one prior to appointment. No, I do not possess a CADL, but I am a military spouse with a valid driver's license issued by the state of my active-duty spouse's legal residency. I understand that I will be required to submit documents to verify, including but not limited to my dependent ID, my spouse's current out-of-state driver's license, or any other document necessary to verify the information. No, I do not possess a valid CADL, and am UNABLE to obtain one prior to employment. 12 This position requires a security clearance obtained through a background investigation, which may include a fingerprint check. I have read and understand the above statement. 13 This position requires the ability to work irregular hours as necessary. I have read the above statement and am ABLE to meet this requirement. I have read the above statement and am UNABLE to meet this requirement. 14 This position requires travel within and outside the county as necessary. I have read the above statement and am ABLE to meet this requirement. I have read the above statement and am UNABLE to meet this requirement. 15 As stated on the job flyer, a professional resume is required with your application. If a resume is not attached, your application will be considered incomplete. For information on how to add attachments, click Yes, I understand a professional resume is required with my application and I have attached it to my online application. I am unable to meet this requirement and understand my application will be considered incomplete. 16 Please provide any additional information relevant to your qualifications for this position that you believe should be considered when evaluating your application. If not applicable, type "N/A". 17 I understand that only a complete and accurate application will be considered. I have included all current and at least 15 years previous work history and education. I also understand that my application must show all the relevant education and experience that I possess, even if it extends beyond the required past 15 years. Additionally, I understand that the supplemental questions are considered part of my official application. All statements made on the application are subject to investigation and verification. False statements will be cause for disqualification, or discharge from employment. By clicking "I Accept" below, I certify that I understand and have followed the application instructions. I Accept. Required Question

Created: 2026-03-11