What are the responsibilities and job description for the Legislative Affairs Program Manager position at Orange County Fire Authority?
DESCRIPTION
Base Salary Adjustments:
2.30% effective June 28, 2024
2.50% effective June 27, 2025
2.50% effective June 26, 2026
2.30% effective June 28, 2024
2.50% effective June 27, 2025
2.50% effective June 26, 2026
This is a continuous recruitment with a first application review date of December 4, 2023. Qualified applicants who apply before December 4, 2023, will be invited to participate in the selection process listed below in the Schedule of Events section of this recruitment announcement. Applicants who apply on or after December 4, 2023, may be included in an additional selection process. The dates of an additional selection processes may be released following the first application review.
The Orange County Fire Authority (OCFA) is currently recruiting for the position of Legislative Affairs Program Manager. Reporting to the Assistant Chief of Business Services, the Legislative Affairs Program Manager provides leadership by directing and coordinating the Authority’s legislative affairs and government relations programs and activities in support of one of the largest and most progressive fire service agencies in California.
This includes monitoring federal and state legislative activities that affect the Authority; advising the Board of Directors and executive management on legislative matters and assists in developing the Authority’s legislative platform; developing messaging and narrative for presentation before state and federal legislative bodies; liaises with the Authority’s member agencies regarding legislative matters; serving as grants manager for the Authority; identifying and tracking grant opportunities; developing grants and associated performance reports; and performs related duties, as assigned.
SUPERVISION EXERCISED
Exercises no direct supervision over staff.
CLASS CHARACTERISTICS
This is a management classification responsible for planning, organizing, reviewing, and evaluating legislative activities at the federal and state level; analyzing, making recommendations on, and executing the Authority’s legislative platform; and researching, developing, and monitoring grants for the Legislative Affairs section of the Business Services Department. Incumbents are responsible for performing specialized and complex work involving significant accountability and decision-making responsibilities, which include developing and implementing policies, procedures, and strategic planning for assigned programs, program budget administration and reporting, and program evaluation.
Incumbents serve as a professional-level resource for the Assistant Chief of Business Services and Authority executive leadership. Incumbents serve as a subject matter expert for organizational, managerial, and operational analyses and studies, strategic long- and short-range program development, and advising executive leadership on strategic program initiatives. Performance of the work requires the use of considerable independence, initiative, and discretion within broad guidelines.
ESSENTIAL FUNCTIONS
EXAMPLES OF TYPICAL JOB 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.
- Plans, manages, and oversees the daily functions and activities of the legislative affairs and government relations programs, and grants development and administration.
- Participates in the development and implementation of goals, objectives, policies, and priorities for the areas of assignment; recommends and administers policies and procedures; ensures program compliance with applicable regulatory, legal, and reporting requirements.
- Participates in the development, administration, and oversight of assigned budgets; recommends funding for professional consulting services, materials and supplies in order to accomplish long- and short-range planning and strategic initiatives; ensures compliance with budgeted funding.
- Develops and standardizes procedures and methods to improve and continuously monitor the efficiency and effectiveness of assigned programs, service delivery methods, and procedures; assesses and monitors workload, administrative, and support systems; identifies opportunities and makes recommendations for improvement.
- Prepares staff agenda reports and makes presentations to Board Committees and the Board of Directors.
- Conducts research and analysis to evaluate impact and provide information and recommendations on current and proposed legislation, regulations and other local, regional, state or national issues of importance to the Authority.
- Facilitates communication between Authority departments, executive management, Board of Directors, member agencies, and legislators regarding the impact of pending legislation and regulations and coordinates development and presentation of the Authority’s position; may request the introduction of legislation and regulations to further the goals and mission of the Authority.
- Collaborates with and directs the work of consultant lobbyists; provides messaging and narrative for utilization by lobbyists serving as Authority spokespersons at the federal and state level to advance the Authority’s legislative platform.
- Researches and identifies grant opportunities for priority projects and programs; develops and submits grant applications; monitors the administration of grant funds once awarded and develops grant-required performance reporting.
- Stays abreast of new trends and innovations relative to the areas of assignment; researches emerging products, services, and enhancements and their applicability to Authority needs.
- Performs other related duties as assigned.
MINIMUM QUALIFICATIONS
Education and Experience
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: Equivalent to a bachelor’s degree in political science, public administration, or a related filed.
Experience: At least five (5) years of responsible professional-level experience analyzing and developing recommendations on complex legislative or governmental issues.
Highly Desired Qualifications
- Experience working with elected officials at the Local, State or Federal level.
- Experience pursuing legislation at the State or Federal level.
- Experience preparing a 2-year legislative platform.
- Experience managing an agency’s grant program.
Licenses and Certifications
- Possession of a valid California Class C Driver License is required at time of appointment.
This classification is subject to enrollment in the California DMV Pull Notice Program, which periodically provides Risk Management with the incumbent’s Driver License records and status.
TENTATIVE SCHEDULE OF EVENTS:
- First Application Review: Monday, December 4, 2023, at 08:00 am
- Oral Interview: Week of December 11, 2023
- Selection Interview: Week of December 18, 2023
- Hire Date: TBD
SUPPLEMENTAL INFORMATION
PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer, and to operate a motor vehicle to visit various Authority and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. Standing in and walking between work areas is frequently required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification frequently bend, stoop, kneel, and reach to perform assigned duties, as well as push and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 10 pounds.
ENVIRONMENTAL CONDITIONS
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.
SELECTION PROCEDURE
Initial Selection Review
The Human Resources Department reviews all initial application materials to identify qualified applicants. Applicants meeting minimum qualifications will be invited to the first phase of the recruitment process. The OCFA reserves the right to refer only the better qualified applicants if the number of applicants is high. If the number of applicants is high, the review process may include a secondary screening (by a panel of job knowledge experts) of the applications and/or supplemental questionnaires in which the better qualified applicants are referred to the next phase of the recruitment process. Because recruitment processes vary, applicants are advised to thoroughly review the job announcement before submitting their online application materials.
Testing
Testing for this position may include, but is not limited to the following: written exam, practical exam, panel interview, physical ability test, assessment center, oral presentation, project assignment, etc. If a revision is made to a testing component during a recruitment process, the assigned recruiter will notify by email all affected applicants.
American’s With Disabilities Act (ADA) Accommodations
In accordance with the Americans with Disabilities Act, anyone who needs an ADA accommodation for the purposes of employment testing should contact Duke Steppe, Human Resources Manager at (714) 573-6807 or via email at dukesteppe@ocfa.org no later than 72 hours prior to any portion of the examination process.
Recruitment and Selection Process and Requirements
All recruitment and selection processes and requirements will be held in accordance with the OCFA's Merit and Selection Rules, which are available for review at www.ocfa.org.
Eligible List
Placement on the Eligible List will be established based on successful completion of all recruitment process components. The Eligible List will remain in effect for a period off 1 year from the date of establishment or until all names on the list are exhausted. The Eligible List may be extended or abolished at the discretion of the Assistant Chief of Human Resources / Human Resources Director.
Withdrawing from the Recruitment Process
If an applicant chooses to withdraw from a recruitment process, he/she is required to submit an email notification to Duke Steppe, Human Resources Manager at (714) 573-6807 or via email at dukesteppe@ocfa.org requesting a withdrawal from the process. The email must include the applicant's current phone number.
Questions
All questions regarding this position should be directed to Duke Steppe, Human Resources Manager at (714) 573-6807 or via email at dukesteppe@ocfa.org.
Note
The provisions of this publication do not constitute an express or implied contract. Any provision in this publication may be modified or revoked without notice.
Equal Opportunity Employer
The Orange County Fire Authority is an Equal Employment Opportunity Employer.
Orange County Fire Authority Management Association (OCFAMA) Representation
This classification is represented by the OCFAMA. Please contact OCFAMA President for information about joining OCFAMA.
Base Salary Adjustments:
4.25% effective June 30, 2023
2.30% effective June 28, 2024
2.50% effective June 27, 2025
2.50% effective June 26, 2026
Annual Merit Review Program
Administrative Managers are eligible for performance salary increases from 2.75% to 5.5% annually based on their work performance and until they reach the top of their salary range. Please note, new managers and newly promoted managers must be assigned to their position prior to March 1 during the annual performance rating period (August 1 through July 31) to be eligible for their initial merit review. Administrative Managers who are at the maximum of their salary range at the time they receive their annual performance evaluation will receive a $500 contribution to their 401(a) deferred compensation account if they received a rating of at least “standard.”
Medical Benefit
Administrative Managers have a choice of medical plans under the CalPERS Health Benefits Program, and receive a monthly cash allotment to be applied toward health care coverage and other benefits. In addition to purchasing health care coverage, at their option, Administrative Managers may receive any or all remaining funds in cash or defer such funds to other benefits. The enrollment period for a new employee is sixty (60) days from the date of employment. The effective date of coverage will begin on the first day of the month following submission of the CalPERS Health Benefit Plan Enrollment Form.
In 2023, the monthly cash allotment is $2,229.24 month.
Please visit CalPERS for more information regarding the various plans offered under the CalPERS Health Benefits Program, as well as the current premium rates.
Dental, Orthodontia, and Vision Care
Dental, orthodontia, and vision insurance are provided, at no cost to the employee, for the employee and dependents. Coverage begins on the first of the month following date of hire or promotion.
Longevity Pay
Effective June 28, 2024, Administrative Managers will receive longevity pay as a percentage of base salary as follows:
Optional Benefit Plan (OBP)
An annual allocation of $2,065 (pro-rated for mid-year hire/promotion date) will be provided to Administrative Managers to cover health care costs and other select benefits including:
Retirement
All regular OCFA employees are members of the Orange County Employees Retirement System (OCERS) - a defined benefit retirement program. Employees are enrolled in one of the following retirement formulas based on date of hire.
Legacy General Members: Employees hired on or after December 1, 2012, who establish reciprocity with OCERS are enrolled in the 2.0% at age 55 retirement formula (Plan N). Employees pays their maximum employee contribution based on age of entry into OCERS (or reciprocal retirement system), including any increases to the maximum employee contribution as calculated by OCERS. The compensation limit for Legacy members in 2023 is $330,000.
New General Members (PEPRA): Employees hired on or after January 1, 2013, without reciprocity are enrolled in the 2.5% at age 67 retirement formula (Plan U). Employees contribute 50% of the normal retirement cost toward the employee's retirement contribution but no higher than their maximum employee contribution (based on age of entry into OCERS). The compensation limit for PEPRA members in 2023 is $175,250 (non-Social Security participants).
For more information about OCERS retirement, please visit OCERS.
Life and Accidental Death and Dismemberment (AD&D) Insurance
A life and AD&D policy is provided to Administrative Managers at no cost. Administrative Managers may purchase additional employee paid life, dependent life, and accidental death and dismemberment insurance.
Short-Term and Long-Term Disability Insurance
Short-term and long-term disability insurance coverage are provided to Administrative Managers at no cost.
Deferred Compensation:
Employees may participate in the Authority’s 457(b) Deferred Compensation plan on a voluntary basis. This plan is 100% employee funded.
Retiree Health Reimbursement Arrangement
Administrative Managers hired on/after January 1, 2007 are enrolled in a defined contribution retiree health reimbursement arrangement to which they contribute 4.0% of base salary.
Social Security
OCFA employees are not covered under the provisions of Federal Social Security (OASDI); therefore, they are not required to contribute 6.2% of salary towards Social Security.
Medicare
Employees contribute 1.45% to Medicare. Employees whose wages exceed $200,000 in a calendar year shall contribute an additional 0.9%.
Bilingual Pay
If qualified, bilingual pay is $0.30 per hour up to a maximum of forty (40) hours per FLSA workweek. Pre-designated languages include: Spanish, Vietnamese, Korean, Chinese/Mandarin/Cantonese, and American Sign Language. Other languages may qualify on a case-by-case basis.
Tuition Reimbursement
Administrative Managers are eligible for up to $2,000 per fiscal year in accordance with the program guidelines. Employees are also eligible to be reimbursed for job-related licenses and certifications (including the costs necessary to obtain and/or maintain the license or certification).
Vacation
Administrative Manager accruals begins on your first day of employment. Approximate annual accruals are:
Administrative Managers observe 13 holidays within the calendar year:
Sick leave is accumulated from year-to-year and accrues as follows:
Paid Annual Leave (PAL):
After completion of new probation, an employee will be eligible to take up to forty (40) hours of paid time off each year, in addition to their accrued time. PAL is awarded on January 1 of the subsequent year and every year thereafter. PAL cannot be cashed out and must be used within the calendar year it is earned.
Annual Physical Examination
Administrative Managers are provided a voluntary annual physical examination by an Authority-designated physician at no cost.
Flexible Spending Accounts (FSAs):
The OCFA offers regular, limited-term, and probationary employees both a Medical and Dependent Care Flexible Spending Accounts (FSAs), which allow you to contribute pre-tax dollars into an account that can be used throughout the year on qualified medical or dependent care expenses. Participants pay fewer taxes and take home more money.
Behavioral Health and Wellness
OCFA offers a variety of behavioral health and wellness services to our employees and their dependents, including access to the OCFA Peer Support Team Members, OCFA Chaplains, and the Counseling Team International (TCTI). TCTI provides behavioral health and wellness services to public safety agency employees and their eligible family members with confidential professional assistance. Support services include, but are not limited to, the following types of situations: marital and family problems, stress/burnout, anger management, separation/divorce, child/adolescent issues, depression, and critical incident/trauma. TCTI also offers life care resource assistance for child care, adoption, elderly and senior care, and financial information.
Pet Discount Program
OCFA has partnered with United Pet Care to offer a pet healthcare program. This program helps employees reduce the cost of escalating veterinary bills at an affordable rate. All pets are eligible regardless of their age or medical condition.
Benevolent Association
Employees have the option to join OCFA’s Benevolent Association which was created to "Take Care of Their Own". Included in your $8.00 per pay period cost is $10,000 Member Death Benefit, $4,000 Dependent Death Benefit, $32,500 Annual Scholarships for Members and Dependents., Hardship Grants/Loans, Annual Picnic for Members, Holiday Ball, Retiree Tribute. In addition, Discount Offers- Recreation/Amusement Parks, fitness 19 & 24-Hour Fit. gym membership. Discount Movie Tickets, Angel Baseball Games with Tailgate Party, etc.). In addition, membership allows access to very good supplemental insurances of many type, including Long Term Disability, Long Term Care, Various AFLAC (ICU, Cancer, Accident Inj., CSFA membership, Living Trusts & more.) The Family Auxiliary and KIDS Fund (provides monetary assistance only to kids of members), both operate under the Benevolent Assoc. Visit the OCFA Benevolent Association Website for more information or you can watch OCFA Benevolent Association Overview.
Revised 07/01/2023
This benefit summary is intended to provide an easy way for current and prospective employees to access fringe benefit information, including voluntary options. This summary is intended to be accurate, but it is not an official plan document, and has no legal or binding effect as an expressed or implied contract, or otherwise, and does not alter or amend any provision of the Memoranda of Understanding, Personnel and Salary Resolution, retirement contract, insurance policy contract, or any other official document of the Orange County Fire Authority, including Standard Operating Procedures and General Orders. All insurance benefits described in the summary are subject to the terms and limitations of the Orange County Fire Authority's insurance contracts with individual insurance providers.
Should you have any questions pertaining to information in this summary, please contact Human Resources Department at (714) 573-6800
This classification is represented by the OCFAMA. Please contact OCFAMA President for information about joining OCFAMA.
Base Salary Adjustments:
4.25% effective June 30, 2023
2.30% effective June 28, 2024
2.50% effective June 27, 2025
2.50% effective June 26, 2026
Annual Merit Review Program
Administrative Managers are eligible for performance salary increases from 2.75% to 5.5% annually based on their work performance and until they reach the top of their salary range. Please note, new managers and newly promoted managers must be assigned to their position prior to March 1 during the annual performance rating period (August 1 through July 31) to be eligible for their initial merit review. Administrative Managers who are at the maximum of their salary range at the time they receive their annual performance evaluation will receive a $500 contribution to their 401(a) deferred compensation account if they received a rating of at least “standard.”
Medical Benefit
Administrative Managers have a choice of medical plans under the CalPERS Health Benefits Program, and receive a monthly cash allotment to be applied toward health care coverage and other benefits. In addition to purchasing health care coverage, at their option, Administrative Managers may receive any or all remaining funds in cash or defer such funds to other benefits. The enrollment period for a new employee is sixty (60) days from the date of employment. The effective date of coverage will begin on the first day of the month following submission of the CalPERS Health Benefit Plan Enrollment Form.
In 2023, the monthly cash allotment is $2,229.24 month.
Please visit CalPERS for more information regarding the various plans offered under the CalPERS Health Benefits Program, as well as the current premium rates.
Dental, Orthodontia, and Vision Care
Dental, orthodontia, and vision insurance are provided, at no cost to the employee, for the employee and dependents. Coverage begins on the first of the month following date of hire or promotion.
Longevity Pay
Effective June 28, 2024, Administrative Managers will receive longevity pay as a percentage of base salary as follows:
- 1.50% at the beginning of the pay period that includes the commencement of their 5th year in any OCFAMA position.
- 3.0% at the beginning of the pay period that includes the commencement of their 10th year in any OCFAMA position.
Optional Benefit Plan (OBP)
An annual allocation of $2,065 (pro-rated for mid-year hire/promotion date) will be provided to Administrative Managers to cover health care costs and other select benefits including:
- Accidental death and dismemberment insurance
- Medical Flexible Spending Account
- Cash prorated each pay period or lump sum of cash at year end
Retirement
All regular OCFA employees are members of the Orange County Employees Retirement System (OCERS) - a defined benefit retirement program. Employees are enrolled in one of the following retirement formulas based on date of hire.
Legacy General Members: Employees hired on or after December 1, 2012, who establish reciprocity with OCERS are enrolled in the 2.0% at age 55 retirement formula (Plan N). Employees pays their maximum employee contribution based on age of entry into OCERS (or reciprocal retirement system), including any increases to the maximum employee contribution as calculated by OCERS. The compensation limit for Legacy members in 2023 is $330,000.
New General Members (PEPRA): Employees hired on or after January 1, 2013, without reciprocity are enrolled in the 2.5% at age 67 retirement formula (Plan U). Employees contribute 50% of the normal retirement cost toward the employee's retirement contribution but no higher than their maximum employee contribution (based on age of entry into OCERS). The compensation limit for PEPRA members in 2023 is $175,250 (non-Social Security participants).
For more information about OCERS retirement, please visit OCERS.
Life and Accidental Death and Dismemberment (AD&D) Insurance
A life and AD&D policy is provided to Administrative Managers at no cost. Administrative Managers may purchase additional employee paid life, dependent life, and accidental death and dismemberment insurance.
Short-Term and Long-Term Disability Insurance
Short-term and long-term disability insurance coverage are provided to Administrative Managers at no cost.
Deferred Compensation:
Employees may participate in the Authority’s 457(b) Deferred Compensation plan on a voluntary basis. This plan is 100% employee funded.
Retiree Health Reimbursement Arrangement
Administrative Managers hired on/after January 1, 2007 are enrolled in a defined contribution retiree health reimbursement arrangement to which they contribute 4.0% of base salary.
Social Security
OCFA employees are not covered under the provisions of Federal Social Security (OASDI); therefore, they are not required to contribute 6.2% of salary towards Social Security.
Medicare
Employees contribute 1.45% to Medicare. Employees whose wages exceed $200,000 in a calendar year shall contribute an additional 0.9%.
Bilingual Pay
If qualified, bilingual pay is $0.30 per hour up to a maximum of forty (40) hours per FLSA workweek. Pre-designated languages include: Spanish, Vietnamese, Korean, Chinese/Mandarin/Cantonese, and American Sign Language. Other languages may qualify on a case-by-case basis.
Tuition Reimbursement
Administrative Managers are eligible for up to $2,000 per fiscal year in accordance with the program guidelines. Employees are also eligible to be reimbursed for job-related licenses and certifications (including the costs necessary to obtain and/or maintain the license or certification).
Vacation
Administrative Manager accruals begins on your first day of employment. Approximate annual accruals are:
- Upon employment and up to 3 years, approximately 120 hours per year
- After 3 years, but less than 10 years, approximately 160 hours per year
- After 10 years, approximately 200 hours per year
Administrative Managers observe 13 holidays within the calendar year:
- New Year's Day
- Martin Luther King Jr.'s Birthday
- Lincoln's Birthday
- President's Day
- Memorial Day
- Independence Day
- Labor Day
- Indigenous Peoples’ Day/Columbus Day
- Veterans Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Eve
- Christmas Day
Sick leave is accumulated from year-to-year and accrues as follows:
- Upon employment and up to 3 years, approximately 72 hours per year
- After 3 years, approximately 96 hours per year
Paid Annual Leave (PAL):
After completion of new probation, an employee will be eligible to take up to forty (40) hours of paid time off each year, in addition to their accrued time. PAL is awarded on January 1 of the subsequent year and every year thereafter. PAL cannot be cashed out and must be used within the calendar year it is earned.
Annual Physical Examination
Administrative Managers are provided a voluntary annual physical examination by an Authority-designated physician at no cost.
Flexible Spending Accounts (FSAs):
The OCFA offers regular, limited-term, and probationary employees both a Medical and Dependent Care Flexible Spending Accounts (FSAs), which allow you to contribute pre-tax dollars into an account that can be used throughout the year on qualified medical or dependent care expenses. Participants pay fewer taxes and take home more money.
Behavioral Health and Wellness
OCFA offers a variety of behavioral health and wellness services to our employees and their dependents, including access to the OCFA Peer Support Team Members, OCFA Chaplains, and the Counseling Team International (TCTI). TCTI provides behavioral health and wellness services to public safety agency employees and their eligible family members with confidential professional assistance. Support services include, but are not limited to, the following types of situations: marital and family problems, stress/burnout, anger management, separation/divorce, child/adolescent issues, depression, and critical incident/trauma. TCTI also offers life care resource assistance for child care, adoption, elderly and senior care, and financial information.
Pet Discount Program
OCFA has partnered with United Pet Care to offer a pet healthcare program. This program helps employees reduce the cost of escalating veterinary bills at an affordable rate. All pets are eligible regardless of their age or medical condition.
Benevolent Association
Employees have the option to join OCFA’s Benevolent Association which was created to "Take Care of Their Own". Included in your $8.00 per pay period cost is $10,000 Member Death Benefit, $4,000 Dependent Death Benefit, $32,500 Annual Scholarships for Members and Dependents., Hardship Grants/Loans, Annual Picnic for Members, Holiday Ball, Retiree Tribute. In addition, Discount Offers- Recreation/Amusement Parks, fitness 19 & 24-Hour Fit. gym membership. Discount Movie Tickets, Angel Baseball Games with Tailgate Party, etc.). In addition, membership allows access to very good supplemental insurances of many type, including Long Term Disability, Long Term Care, Various AFLAC (ICU, Cancer, Accident Inj., CSFA membership, Living Trusts & more.) The Family Auxiliary and KIDS Fund (provides monetary assistance only to kids of members), both operate under the Benevolent Assoc. Visit the OCFA Benevolent Association Website for more information or you can watch OCFA Benevolent Association Overview.
Revised 07/01/2023
This benefit summary is intended to provide an easy way for current and prospective employees to access fringe benefit information, including voluntary options. This summary is intended to be accurate, but it is not an official plan document, and has no legal or binding effect as an expressed or implied contract, or otherwise, and does not alter or amend any provision of the Memoranda of Understanding, Personnel and Salary Resolution, retirement contract, insurance policy contract, or any other official document of the Orange County Fire Authority, including Standard Operating Procedures and General Orders. All insurance benefits described in the summary are subject to the terms and limitations of the Orange County Fire Authority's insurance contracts with individual insurance providers.
Should you have any questions pertaining to information in this summary, please contact Human Resources Department at (714) 573-6800
Salary : $2,229
