Human Resources Technician I/II

JOB OPPORTUNITY

The Kings County Department of Human Resources is currently seeking qualified individuals for the position of:

HUMAN RESOURCES TECHNICIAN I/II

Level I: $26.79 - $32.69 Hourly - $55,723 - $67,995 Annually Level II: $29.60 - $36.13 Hourly - $61,568 - $75,150 Annually

Kings County Human Resources is seeking a highly motivated individual to join our team as a Human Resources Technician I/II. In this fast-paced, detail-driven role, the Human Resources Technician supports a wide variety of recruitment, onboarding, personnel, payroll, and administrative processes that are essential to County operations. This position is ideal for someone who has excellent attention-to-detail skills, is flexible, works well under pressure and meets deadlines, organized, and eager to provide exceptional service to both County staff and the public. If this is you, we encourage you to apply!

MANAGEMENT III BENEFIT PACKAGE INCLUDES:

• CalPERS Retirement (see benefits section to determine plan/tier placement).
• Excellent PPO insurance including medical, dental, vision and chiropractic insurance coverage for the employee and their eligible dependents paid 100% by the County.
• Onsite health center for employees and eligible dependents on County health insurance.
• $40,000 term life/accident insurance.
• Paid vacation and sick leave (see benefits tab for more details).
• An additional 50 hours of management leave each fiscal year (or pro-rated upon hire date) of which will not carry over and may be cashed out in full.
• Access to the County's Employee Assistance Program.
• Access to Kings County's Assist-to-Own Down Payment Assistance Program.
• Deferred Compensation match up to $3,500 per year for every three dollars contributed.
• Longevity pay beginning at 10 years of service.
• Holiday Closure please refer to our Salary Resolution under Section V.
• For complete benefit details, please see Section V of the Salary Resolution.
• You can also click here to watch a brief video highlighting the exceptional benefits available to Kings County employees.
• To learn more about what makes Kings County a great place to live and work, click here to watch a short overview 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.

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• Coordinates and implements recruitment and selection processes for County departments; confers with departments to ascertain departmental needs and track personnel requisitions; prepares, coordinates, and administers the selection and onboarding procedures, including, but not limited to job announcement flyers and advertisement preparation; screens resumes and applications; identifies qualified applicants.
• Organizes and administers oral and written examinations and results, including content development and compiling test scores, preparing eligibility lists and candidate information, coordinating and/or conducting interviews, assisting departments in extending job offers, and coordinating follow-up pre-employment procedures; monitors the hiring process and/or testing processes to assure adherence to applicable human resources policies.
• Processes pre-employment screening including background checks, fingerprinting, medical testing, and drug testing.
• Confers and corresponds with written test source agencies; reviews and orders written tests for administration.
• Arranges for oral rating panel members; instructs the panel and monitor oral board proceedings as appropriate.
• Coordinates candidate notification processes during all steps of the recruitment, examination, and onboarding process.
• Confers with Human Resources Analysts and members of various County departments regarding job content, desired selection processes, potential recruitment sources, raters, and subject matter experts.
• Develops and revises human resources documents, procedures, and forms in network support systems; provides technical support, trains, and assists end users in using new processes; diagnoses and resolves issues; ensures consistent and timely communication on resolution efforts; collaborates with other department or County information technology staff, and/or third-party vendors to resolve complex problems.
• Processes and maintains employee personnel files and records; coordinates employment status and salary administration changes with payroll.
• Receives, reviews, verifies, and processes time recording and performance evaluations documents to prepare payroll for all County employees; audits such documents for completeness, accuracy, and compliance with rules and regulations; prepares and balances payroll reports and records.
• Processes, calculates, and maintains records of a variety of payroll actions, including new-hire set up, promotions, overtime hours, cost-of-living adjustments, increases, retroactive pay, benefits withholdings, wage garnishments, offer and step increase advancements, separations and transfers, and final paychecks and pay-offs based on appropriate provisions; maintains employee records for voluntary and non-voluntary deductions.
• Processes action forms for a variety of benefit services including P.O.S.T. incentives, education reimbursements, vacation donations, and bilingual pay.
• Provides technical and clerical support for labor relations processes, including researching information and statistics to support the labor relations negotiation team;advises managers, supervisors, and employees on related issues, including laws, rules, and regulations, and compliance with Memorandum of Understanding (MOU) provisions.
• Processes unemployment claims and supports preparation for unemployment hearings.
• Verifies and reviews forms and reports for completeness and conformance with established regulations and procedures; applies departmental and program policies and procedures in determining completeness of applications, records, and files.
• Collects, maintains, and compiles information and data, using spreadsheets and other software; prepares a variety of specialized reports and information on a scheduled and as requested basis.
• Provides information and general assistance to County staff and the public regarding personnel rules, policies, and procedures.
• Maintains a variety of databases, files, and records related to the County's human resources and payroll system including salary resolution and position control documents; reconciles transactions and data as directed; records changes and resolves differences, maintains the accuracy of the records and files.
• Performs a variety of clerical and administrative support duties including providing customer service in person and over the phone.
• Coordinates employee awards; coordinates employee trainings such as new employee orientation and brown bag training opportunities.
• Coordinates communicable disease exposure notifications.
• Provides backup support to Human Resources Assistants.
• Provides training to less experienced staff and volunteers as assigned.
• Performs other related duties as assigned.

MINIMUM QUALIFICATIONS **Minimum 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. 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).

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.

Any combination of education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

EDUCATION AND EXPERIENCE

Education:

Equivalent to completion of the twelfth (12th) grade.

Experience:

Human Resources Technician I: Three (3) years of increasingly responsible clerical or technical administrative support experience, preferably performing paraprofessional human resources support work. (Substitution: Equivalent to an associate degree from an accredited college or university with major coursework in business, office procedures, or a closely related field may be substituted for up to one (1) year of experience.)

Human Resources Technician II: Two (2) years of increasingly responsible experience at a level equivalent to a Human Resources Technician I with Kings County.

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. Ability to work irregular hours, including evenings, weekends and holidays, and travel within and outside the County.

For a complete description of duties and qualifications, please view the detailed job specification below. Human Resources Technician I Human Resources Technician II

SELECTION PROCESS: **EQUAL OPPORTUNITY EMPLOYER**

All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the selection process may include the following: (1) Screening committee (pass/fail) and/or (2) Written examination (pass/fail) and/or (3) Oral examination (100%) This may include a written practical component (100%) 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

Veteran's Preference Application You must submit a certified DD-214 and a new request form for each application submission prior to the closing date.

TENTATIVE RECRUITMENT PROCESS

Final Date to Apply: October 19, 2026 Subject Matter Expert Review: The week of October 19, 2026Human Resources Interview: November 5, 2026 Department Interview: Week of November 9, 2026Benefits Please click here to view the current Salary Resolution.

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).046154 10,401 - 20,800120 (15 days).057693 20,801 - 31,200140 (17.5 days).067308 31,201 +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 Limits 96 (12 days)192 hours 120 (15 days)240 hours 140 (17.5 days)280 hours 160 (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/Vision Plan LevelCounty Share Single$746.55 Two-Party$1,359.24 Family$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).038462 10,401 - 20,80088 (11 days).042308 20,801 +96 (12 days).046154

Note: Provisions regarding sick leave do not apply to elected officials.

UNUSED SICK LEAVE PAYOFF/POST RETIREMENT HEALTH INSURANCE

This 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 Benefit 10,401 - 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 Benefit 10,401 - 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.

Please click here to view the current Salary Resolution for information on the following:

LONGEVITY PAY

UNIFORM ALLOWANCE

BILINGUAL PAY

LEGAL SPECIALIST CERTIFICATION PAY

PUBLIC HEALTH DEPARTMENT PROFESSIONAL LICENSES

RECRUITMENT AND RETENTION BOUNUS

HOLIDAY CLOSURE

EQUAL OPPORTUNITY EMPLOYER