Director of Public Works
: Job Details :

Salary : $144,000.00 - $204,000.00 AnnuallyLocation : Hanford, CAJob Type: Full-time permanentJob Number: 2024-096Department: Public Works - AdministrationDivision: AdministrationOpening Date: 01/07/2025Closing Date: 2/6/2025 5:00 PM PacificJOB OPPORTUNITYThe County of Kings is seeking an experienced and dynamic leader to oversee and manage the operations of the Public Works Department. This executive level at-will position is appointed by the Board of Supervisors and receives administrative direction from the County Administrative Officer. The Director of Public Works is responsible for administering all functions and activities of the Department and may serve as County Road Commissioner for the County. For more information about this position, click BENEFITSThis position includes management level I benefits which includes CalPERS retirement (see benefits selection to determine plan/tier placement); fully paid PPO health, dental, vision, and chiropractic health insurance premiums for employee and eligible dependents; Deferred Compensation Plan for every three dollars contributed by the employee, the County shall contribute one dollar to a maximum of $3,500 per year; 12 to 20 days of accrued vacation, based on years of service. The County Administrative Officer may authorize a vacation accrual rate for management employees 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; this position receives an additional 64 hours of management leave of which 48 hours can be cashed out at employee's option. Effective July 1, 2025, this amount will be increased to 80 hours and can be fully be cashed out; 11.5 scheduled paid holidays per year and an additional 3.5 days when the County participates in the holiday closure; 10 to 12 days of accrued sick leave, based on years of service with unlimited accrual; $50,000 term life insurance; onsite health center open Monday through Friday, available to employees and their eligible dependents on County Health Insurance plans. Employees will not be required to use sick or other leave to go to the Health Center during their working hours for their own medical issues. DISTINGUISHING CHARACTERISTICSThe Public Works Department is divided into six major functional areas: Road, Engineering, Parks & Grounds, Building Maintenance, Fleet, and Administration. The Public Works Director is responsible for the overall administration of the department and its divisions and ensures the construction, operation, and maintenance of public works facilities in a safe, cost effective, courteous, and professional manner. EMPLOYMENT AT WILLThe Director of Public Works, a department head, is an at-will position, which is not included in the County's classified service and is exempt from merit system status. As an at-will employee, the incumbent may be terminated with or without cause or notice at any time by the Board of Supervisors as the appointing authority.DUTY SAMPLEManagement 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.

• Assumes full management responsibility for all Public Works Department programs, services, and activities including engineering design of County roads, bridges and other public works facilities; right of way acquisitions, official land surveys, County road, bridge and building construction and maintenance; automotive and road construction equipment repair; and operation, development and maintenance of County parks, grounds and facilities.
• Develops, directs, and coordinates the implementation of goals, objectives, policies, procedures, and work standards for the Department; continuously monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; assesses and monitors the distribution of work, support systems and internal reporting relationships; identifies opportunities for improvement; directs the implementation of change.
• Manages and participates in the development and administration of the department's budget; directs the forecast of additional funds needed for staffing, equipment, and supplies; directs the monitoring of and approves expenditures; directs and implements budgetary adjustments.
• Selects, trains, motivates, and directs Department personnel; evaluates and reviews work for acceptability and conformance with department standards, including program and project priorities and performance evaluations; works with employees to correct deficiencies; implements discipline and termination procedures; responds to staff questions and concerns.
• Monitors and implements legal, regulatory, technology and societal changes and court decisions that may affect the work of the department; determines equipment acquisition, training programs and procedural changes to ensure retention of qualified staff and the provision of services to the community in an effective, efficient, and economical manner.
• Oversees the development of consultant requests for proposals for professional services and the advertising and bid processes; evaluates proposals and recommends project award; coordinates with legal counsel to determine County needs and requirements for contractual services; negotiates contracts and agreements and administers same after award.
• Oversees, coordinates and ensures the successful execution of capital improvement projects from initiation through completion; serves as the primary point of contact and oversees the completion of all capital improvement projects, ensures that final inspections and assessments are conducted and that all project documentation is completed.
• Coordinates with department staff on the maintenance, repair, and construction of County roads; engineering and design of roads and other public works infrastructure; maintenance and inventory of the County vehicle and equipment fleet; land use and acquisition; and maintenance and operations of County facilities.
• Reviews existing facilities and projects in progress.
• Confers and coordinates activities with the Board of Supervisors, Administrative Officer, and other County department officials Reviews and approves cost accounting documents and reports, plans and specifications.
• As appointed by the Board of Supervisors, may perform the duties of Road Commissioner as required by law, depending on qualifications.
• Represents the department to other County departments, elected officials, and outside agencies; explains and interprets departmental programs, policies, and activities; negotiates and resolves significant and controversial issues.
• Conducts a variety of departmental organizational and operational studies and investigations; recommends modifications to programs, policies, and procedures as appropriate.
• Participates in and makes presentations to the Board of Supervisors and a wide variety of committees, boards, and commissions; attends and participates in professional group meetings; stays abreast of new trends and innovations in the field of public works.
• Directs the maintenance of working and official departmental files; prepares, reviews, and presents staff reports, various management and information updates, and reports on special projects as assigned by the Board of Supervisors.
• Responds to public inquiries and complaints and assists with resolutions and alternative recommendations; serves as a spokesperson for the Department at a variety of community events, meetings, and other public relations activities.
• Ensures staff observe and comply with all County and mandated safety rules, regulations, and protocols.
• Performs related duties as assigned.

MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**EDUCATION AND EXPERIENCEAny 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:

• Equivalent to a bachelor's degree from an accredited four-year college or university with major coursework in engineering, public administration, business administration or a closely related field. Additional qualifying experience may be substituted for the required education on a year-for-year basis.

Experience:

• Five (5) years of supervisory or administrative experience in a major public works setting which has included program planning, development, budget preparation and analysis, and administration.

LICENSES AND CERTIFICATIONSLicenses:

• Possession of a valid California driver's license issued by the Department of Motor Vehicles at the time of appointment.

Certifications:

• Possession of registration as a Civil Engineer in the State of California is desirable.

SPECIAL REQUIREMENTS Qualify for security clearance through a background investigation and fingerprint check. Must be willing to attend meetings outside regular working hours; work irregular hours as required; travel within and outside the County.A detailed job specification 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. You must scan and attach your resume to your online application prior to submitting your application (or your application may be rejected). All application materials submitted will be evaluated and screened. Final candidates will be interviewed by the Kings County Board of Supervisors. Finalists will be expected to provide three professional references. A background investigation will be required for all final candidates. Job offers will be conditional upon passing a drug screening test as well as DOJ Live Scan fingerprinting.VETERAN'S PREFERENCE AVAILABLE UPON REQUESTYou 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: Thursday, February 6, 2025 at 5:00 p.m. First Panel Interview with Human Resources: Wednesday, February 19, 2025 Second Interview with Board of Supervisors: Monday, March 10, 2025 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, Payroll Technician I/II, Personnel Assistant I/II/III, Personnel Technician I/II, Risk Technician I/II/III, Secretary, Secretary to the C.A.O., Secretary to County Counsel, Secretary to the District Attorney, Secretary to the Sheriff, Senior Personnel Technician and Supervising Legal Secretary.VACATION1. 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 hrs) 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) .0769242. 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 VacationAccumulation Limits 96 (12 days) 192 hours 120 (15 days) 240 hours 140 (17.5 days) 280 hours 160 (20 days) 320 hoursOnce 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 are 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 can not 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.a) All management attorneys in the District Attorney's Office, Child Support, Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or pro-rated upon hire date) which will not carry over and may be cashed out in full. All other terms described above apply.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.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.HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTIONEmployees 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 CountyShare Employee Share Single $746.55 $0 Two-Party $1,359.24 $0 Family $2,045.22 $0The 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 COMPENSATIONEffective 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. RETIREMENT/PERS SERVICE CREDITThe 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 OfficialsPursuant 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 INSURANCETerm 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: $50,000Management Group II/III: $40,000LONG TERM DISABILITY INSURANCELong Term Disability (LTD) Insurance is provided to all management employees.SICK LEAVE ACCRUALa. 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 HoursHoursEarnedSick leave earned at the rate(based on hours wkd) 0 - 10,40080 (10 days).038462 10,401 - 20,800 88 (11 days).042308 20,801 +96 (12 days).046154Note: Provisions regarding sick leave do not apply to elected officials.UNUSED SICK LEAVE PAYOFF/POST RETIREMENT HEALTH INSURANCEa) Management employees hired January 1, 1999 or later, who retire in good standing from PERS at the time of their separation from Kings County employment (or in the event of death of an employee, were eligible to retire) will receive a percentage of the dollar value of accrued sick put into an account to be used toward all or part of the total premium for Kings County health insurance until the employee, and/or spouse or dependent if covered, is no longer eligible, (by age and within COBRA guidelines if applicable) for the County health insurance program, or the money runs out, whichever is first. Pursuant to existing practice the balance does not accrue interest. If a balance remains at the time the employee, and/or spouse or eligible dependent can no longer participate 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 employee, 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. The retiree health benefit percentage shall be as follows:Service HoursPercent of Compensation(based on hours) 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 separation from County service. However, the employee or eligible dependent may defer use of this benefit if otherwise covered on the County health plan at retirement. 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, and, in the case of children, only to the age permitted under the plan contract as dependent children. In all other instances, any balance in account remains property of 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) 10,401 - 41,60025% Cash OR 40% Health Benefit 41,601 and over30% Cash OR 50% Health BenefitTo qualify for the health benefit (non-cash) 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 (or in the case of death of an employee, eligible to retire) from County service. However, the employee or eligible dependent may defer use of this benefit if otherwise covered on the County health plan at retirement. Pursuant to existing practice the balance does not accrue interest. Decision to accept cash or the health benefit option must be made in writing to the Department of Finance not later than 14 days after retirement. In the event of death of an employee eligible to retire (while still employed in good standing), the qualifying eligible dependent(s) shall make a determination of either cash or the health benefit option within 30 days of the death of the employee. If employee (or in the event of death, eligible dependent) 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. If employee elects the health benefit option, the County will pay all or part of the total health insurance premium until the employee, and/or spouse or dependent if covered, is no longer eligible (by age or within COBRA guidelines if applicable) for the County health insurance program or the money runs out, whichever is first. 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; and, in the case of children, only to the age permitted under the plan contract as dependent children. If a balance remains at the time the employee, and/or spouse or eligible dependent can no longer participate 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 employee, 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. 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. In all other instances, any balance in account remains property of County.ELECTED OFFICIALS - POST RETIREMENT HEALTH INSURANCEKings 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 in to 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 INCENTIVE1. 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 PAY1. 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 STIPENDThe 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 C