Job Information
City of West Sacramento Administrative Analyst I/II/Senior in West Sacramento, California
Administrative Analyst I/II/Senior
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Administrative Analyst I/II/Senior
Salary
$70,392.00 - $118,560.00 Annually
Location
West Sacramento, CA
Job Type
Regular Full Time
Job Number
2024-00023
Department
CAPITAL PROJECTS
Opening Date
04/08/2024
Closing Date
5/6/2024 2:58 PM Pacific
Max Number of Applicants
100
Description
Benefits
Questions
An official City of West Sacramento application form must be filled out, in its entirety. It is the applicant's responsibility to explain their qualifications fully and clearly. In addition, applicants must submit a resume and complete the required supplemental questionnaire (if applicable). Incomplete information on the application, resume and/or supplemental questionnaire may be cause for disqualification. Application packages will be reviewed and screened for qualifications. Additional screening criteria will be developed based on the supplemental questionnaire (if applicable).
The Capital Projects Department is seeking to fill a vacancy within the Administrative Section. Reporting directly to the Capital Projects Director, the Administrative Analyst position provides support to the entire Department and is assigned a variety of projects and tasks. The City is seek an individual who seeks to serve the West Sacramento community by providing thoughtful customer service, creative solutions, and wants to belong to a high-producing, innovative capital projects team.
An ideal candidate will be proactive, adaptable, and thrives in a collaborative environment. If you possess these qualities and want to make a positive impact on the West Sacramento community, you are encouraged to apply for this opportunity.
An official City of West Sacramento application form must be filled out, in its entirety. It is the applicant’s responsibility to explain their qualifications fully and clearly. In addition, applicants must submit a resume and complete the required supplemental questionnaire. Incomplete information on the application, resume and/or supplemental questionnaire may be cause for disqualification. Application packages will be reviewed and screened for qualifications. Additional screening criteria will be developed based on the supplemental questionnaire.
DEFINITION: The Administrative Analyst I/II/Senior provides technical and administrative support to a Department Head and/or manager. This position may also provide support to a specific departmental program.
SUPERVISION RECEIVED AND EXERCISED: Receives direction from the Department Head and/or designee. May supervise volunteers, temporary employees and/or student interns.
CLASS CHARACTERISTICS: The Administrative Analyst I is the entry level classification in the Administrative Analyst career series. The Administrative Analyst I is distinguished from the Administrative Analyst II by the performance of professional assignments with less complexity and independence than the Administrative Analyst II. As experience increases, the Administrative Analyst I is expected to assume more difficult assignments and exercise more independence in decision making.
Upon recommendation of the Department Head and approval by the City Manager, an Administrative Analyst I may advance to an Administrative Analyst II upon demonstrating the abilities and competencies necessary to perform the full range of Administrative Analyst II duties, meeting the minimum qualifications for the position, and successfully completing an approved career progression plan developed by the Department Head in conjunction with the incumbent.
EXAMPLES OF ESSENTIAL FUNCTIONS: (Illustrative Only): 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.
Assists management staff in developing and implementing special programs and/or studies.
Makes recommendations for revisions in programs, policies, or procedures.
Receives and attempts to resolve problems or concerns from the general public or other City departments.
Maintains statistics and other department or program related records.
Administers, coordinates, and promotes the activities or special programs unique to the department assigned.
Prepares purchase orders and track department and/or program expenditures.
Assists with budget preparation and monitoring.
EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:
Administrative Analyst I
Education: Sixty (60) college semester units.
Experience: Two (2) years of full-time experience in a private or public agency in the area of general administration, program promotion, or high level clerical. An additional two (2) years of experience as described above may be substituted for each thirty (30) units of the educational requirement. A Bachelor's Degree may be substituted for the entire experience requirement.
Administrative Analyst II
Education: A Bachelor's degree from an accredited college or university with major coursework in public administration, business administration or related field.
Experience: Four (4) years of full time increasingly responsible administrative and analytical experience in a private or public agency. An additional two (2) years of experience equivalent to that of an Administrative Analyst I may be substituted for each sixty (60) units of the educational requirement.
Senior Analyst
Education: A Bachelor's degree from an accredited college or university with major coursework in public administration, business administration or related field.
Experience: Six (6) years of full time increasingly responsible administrative and analytical experience in a private or public agency. A graduate degree may be substituted for two (2) years of the required experience.
LICENSES AND CERTIFICATES: If assigned duties require driving, possession of a valid Class "3" or "C" California driver's license.
WORKING CONDITIONS: May serve as staff to a commission; may travel from site to site; travel to attend a variety of meetings; may attend off-hour meetings.
PHYSICAL DEMANDS: Mobility to work in a standard office environment, use standard office equipment, and attend off-site meetings. On an intermittent basis, sit at a desk for long periods of time; intermittently walk, stand, bend, squat, twist, and reach while performing office duties; mobility to occasionally traverse uneven terrain; periodically standing, stooping, bending, climbing and kneeling to perform inspections; on occasion, may be required to work in exposure to weather. Manual dexterity to use standard office equipment and supplies and small tools and to manipulate both single sheets of paper and large document holders (manuals, binders, etc.); vision to read handwritten and printed material and a computer screen; hearing and speech to communicate in person and by telephone; ability to lift and carry items weighing up to 25 pounds such as files, manuals, or small tools and equipment for distances up to 50 feet.
ENVIRONMENTAL ELEMENTS: Employees work in an office environment with moderate noise levels, controlled temperature conditions and no direct exposure to hazardous physical substances. Employees may occasionally work in a field environment including inclement weather conditions. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing department guidelines, policies and procedures.
An applicant who qualifies for veterans’ preference and successfully places on an eligibility list for initial entrance into employment with the city shall be advanced one rank on the final eligibility list. Where there are five (5) or less qualified applicants, no veterans’ preference shall apply and all applicants shall be placed on the certification list forwarded to the departments for hiring consideration. The exercise of veterans’ preference shall be exhausted upon appointment to a regular position from an eligibility list.
SPECIALISTS & PROFESSIONALS
Revised: 8/16/2023
Auto Allowance:None
Bereavement Leave:When a death occurs in an employee's immediate family the City will provide time off, with pay, up to a maximum of four (4) days. An additional two (2) days of leave may be taken; however, this additional time shall be charged against the employee’s leave accrual banks, or taken without pay if no leave time exists.
Bilingual Pay:A premium pay of 5% will be added for employees possessing and utilizing bilingual skills on duty. The number of individuals to receive this pay, the languages available, and the qualification requirement will be determined by the City.
Career Enhancement & Wellness:Reimbursement for various career enhancing (education, home office equipment, etc.) and wellness related expenses that qualify under the policy up to $1,000 per employee annually.
Deferred Compensation:Voluntary
Educational Incentive Program:Five percent (5%) of base rate of pay annually for a Master’s Degree or above from an accredited program related to the employee’s field of work upon verification by supervisor/Department Head and Human Resources.
Holidays:12 set and 3.5 floating.
Long-Term Disability:Voluntary – Plan offered is Standard LTD.
Medical, Dental and Vision After Retirement:Employees will fall under the medical retirement tier based on original date of hire as a regular employee.
If employee was rehired, prior years of city service from original date of hire as a regular employee, will count towards total years of city service.
For employees and retirees hired before 7/1/2019: Medical and dental premiums to be paid by the City according to the formula below:
10-14 yrs of service = $50 + 25% of premiums 15-19 yrs of service = $75 + 30% of premiums 20+ yrs of service = $100 + 50% of premiums.Benefit never to exceed 75% of total premiums or $750, whichever is less. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.
For employees hired after 6/30/2019: The City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA). In addition to the PEMHCA minimum, employees will receive the following contributions to their Retiree Health Savings account:
From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee’s RHS account
After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account.
After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account.
After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.
Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution.
Medical, Dental, Vision, Life and LTD Insurance:Medical plans are offered through the CalPERS medical program (PEHMCA) using the unequal, minimum contribution methodology. Dental plan is self-insured through Delta Dental. Vision plan is Vision Service Plan. The life insurance is a $16,000 term life insurance with $1,000 coverage for a spouse and children aged 6 months to 23 years, and $100 coverage for children aged 14 days to 6 months. Premium paid for by employee.
The employer contributed cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum.
Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $905 per month.
Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,358 per month.
Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $1,773 per month.
In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
Medical Opt Out: City will pay $865 per month upon showing proof of other group medical coverage, but employee must purchase dental, vision and life at the employee-only level. Remainder may be diverted to supplemental salary according to the procedures governing cafeteria plans as established by law.
Effective pay period inclusive of January 1, 2024:
Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,075 per month.
Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,822 per month.
Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month.
In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
Medical Opt Out: City will pay $865 per month upon showing proof of other group medical coverage, but employee must purchase dental, vision and life at the employee-only level. Remainder may be diverted to supplemental salary according to the procedures governing cafeteria plans as established by law.
Effective pay period inclusive of January 1, 2025:
Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,175 per month.
Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,922 per month.
Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,477 per month.
In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
Medical Opt Out: City will pay $865 per month upon showing proof of other group medical coverage, but employee must purchase dental, vision and life at the employee-only level. Remainder may be diverted to supplemental salary according to the procedures governing cafeteria plans as established by law.
Retirement:For employees hired on or after January 1, 2013, who are new CalPERS members, the retirement formula will be 2% @ 62 in accordance with the Public Employees’ Pension Reform Act of 2013 (PEPRA) and includes highest thirty-six months for final compensation determination and Unused Sick Leave Credit. Employees shall have a member contribution rate of fifty percent (50%) of the total normal cost rate.
For employees hired on or after February 11, 2012, the retirement program shall be the 2% @ 60 formula, highest thirty-six months for final compensation determination, 3rd level of the 1959 Survivor Benefit, Military Service Credit as Public Service, and the Unused Sick Leave Credit option. The employee pays the entire 7% employee contribution.
For employees hired before February 11, 2012, the retirement program shall be the CalPERS 2.5% @ 55 plan, includes highest thirty-six months for final compensation determination, 1959 Survivor's Benefit (3rd Level) and Unused Sick Leave Credit. The employee pays the entire 8% employee contribution.
New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 2% @ 60 plan, in accordance with PEPRA.
Salary:Equity Increases:
- FY 23/24: Effective first pay period after Council adoption:
PositionEquity Increase
Accountant I2.54%
Accountant II5.35%
Assistant Engineer3.87%
Building Inspector I3.00%
Building Inspector II5.35%
Construction Administrative Specialist0.21%
Deputy City Clerk0.21%
Deputy City Clerk, Senior2.54%
Engineering Assistant I3.00%
Engineering Assistant II5.35%
Engineering Assistant III4.64%
Finance Analyst3.36%
Financial Specialist0.21%
Fire Inspector3.00%
Fire Inspector, Senior1.22%
Plans Examiner I3.00%
Plans Examiner II5.35%
Program Technician I2.07%
Program Technician II0.21%
Project Manager II2.91%
Senior Accountant4.64%
Senior Building Inspector4.64%
Senior Plans Examiner4.64%
Technical Support Specialist I2.76%
Technical Support Specialist II0.21%
General Salary Increase:
FY 23/24: Effective first pay period after Council adoption – 3.00% GSI.
FY 24/25: Pay Period Inclusive of July 1, 2024 – 3.00% GSI.
Retroactivity of FY 23/24 GSI and Equity Adjustments: Effective the first pay period after approval by the City Council, employees will receive a one-time, non-PERSable lump sum equivalent payment of the general salary increase and equity adjustments retroactive to pay period inclusive of July 1, 2023.
One-Time Lump Sum Payments:
FY 23/24: A one-time, non-PERSable lump sum payment of 2% of annual base salary paid the first pay period after Council adoption.
FY 24/25: A one-time, non-PERSable lump sum payment of 2% of annual base salary paid in the pay period inclusive of July 1, 2024.
Salary Schedule Administration:
For Employees Hired Prior To July 1, 2019
For employees hired as a regular employee prior to July 1, 2019, the salary range consists of five (5) steps (A through E) with approximately 5% between each step.
When an employee hired prior to July 1, 2019, reaches the top step (E step) of the five step (5) salary range of their current classification, they will then be placed at the top step (I step) of the nine (9) step salary schedule.
For Employees Hired After June 30, 2019
For employees hired as a regular employee after June 30, 2019, the salary range consists of nine (9) steps (A through I) with approximately 2.5% between each step.
Upon promotion into new classification or series adjustment, all employees will move to or remain on the nine (9) step salary schedule.
Once all employees hired prior to July 1, 2019, reach the top step of their current classification range, they will move to the top step of the nine (9) step salary schedule, and the five step (5) salary schedule will be eliminated
Sick Leave:12 days per year. Unlimited accumulation and no payoff. However, an employee shall be paid one-half of the value of their accumulated sick leave upon layoff or death based upon their salary at the time of termination. At retirement, employee may choose to have up to 50% of the value of their accumulated sick leave paid out in cash or have up to 100% of unused sick leave reported to CalPERS as service credit.
Uniform Allowance:Not applicable.
Unfunded Liability:Employee contributes $10 per month to be used to reduce the unfunded liability for retiree medical.
Vacation:1-5 yrs = 10 days; 6-10 yrs = 15 days; 11-19 yrs = 20 days; 20+ yrs - 25 days. Maximum accumulation to 19 yrs of service = 296 hours per year; maximum accumulation 20+ yrs of service = 356 hours per year. Total payoff at separation.
Employees will be eligible to sell back unused accrued vacation hours annually in the second pay period of January each calendar year.
To qualify to participate in the vacation sell back program, the employee must use a minimum of 40 hours of accrued leave time (not including sick leave or paid holidays) in the preceding calendar year, and submit a request form by December prior to the sell back.
If qualified, employees can sell back up to 80 hours of accrued vacation time each calendar year.
If employee was rehired, prior years of city service from original date of hire as a regular employee, will count towards total years of city service.
Employees in this group should refer to the City Personnel Rules for further information on personnel practices, and terms and conditions of employment.
01
To be considered for the position, all candidates are required to complete and submit the required supplemental questionnaire with their application and resume. Failure to submit the completed supplemental questionnaire and application and resume will disqualify you from further consideration in the selection process used to fill these positions. The answers to the questions below will be evaluated along with the information provided in your employment application. Therefore, your answers must be consistent with your employment application information (especially in the "education" and "work experience" sections), must be unambiguous, and must contain sufficient but concise detail and organization to facilitate the screening process. A resume will not be accepted in lieu of completing the supplemental questionnaire. Lack of clarity, incomplete or inconsistent information, and/or disorganized presentation will negatively affect your evaluation. Do you understand these instructions?
Yes
No
02
Describe your experience in assisting with the development and implementation of departmental goals and objectives. (If no experience, type N/A)
03
How have you contributed to the development, implementation, and evaluation of departmental policies and procedures in your previous roles? (If no experience, type N/A)
04
Describe your experience in monitoring departmental budgets, administering procurement process, contract administration. (If no experience, type N/A)
05
Share a situation where you conducted financial analysis to support decision-making processes. (If no experience, type N/A)
06
Describe your experience in the development of grant applications or in grant management. (If no experience, type N/A)
07
Do you possess local government experience?
Yes
No
08
Describe your education level?
High School Diploma
0-30 units
30-60 units
Associate's Degree
Bachelor's Degree
Master's Degree
Non of the above
09
How many years of full-time experience in a private or public agency in the area of general administration, program promotion, or high level clerical do you possess?
0-2 years
2-4 years
4-6 years
6+ years
None of the above
10
I certify that all the statements made in this supplemental application are true, complete, and correct to the best of my knowledge and are made in good faith. I understand that any misrepresentation and/or falsification of my answers may result in my application being ineligible for this recruitment process.
Yes
No
Required Question
Agency
City of West Sacramento
Address
1110 West Capitol Ave 3rd Floor West Sacramento, California, 95691
Phone
(916) 617-4567
Website
http://www.cityofwestsacramento.org
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