Description
The City of Santa Clara is recruiting for the Parks and Recreation Director in the Parks and Recreation Department. The City seeks an accomplished professional with a strong “service-first” orientation and a proven performance record in working collaboratively with staff and community partners to deliver high-quality parks, programs and facilities. Innovative, yet pragmatic, the new Director will have an exceptional ability to engage residents and external agencies representing different interests and perspectives, and will be a strategic thinker, politically astute but not political, technically competent with a “can-do” attitude. The next Director will value the traditions that make the Santa Clara community unique while embracing a sense of innovation, inclusion and diversity. An advocate for staff development, the Director will inspire employees to seek greater efficiencies and continuously improve the department, earn the trust and respect of the staff through training and mentoring, while maintaining the highest standards of service delivery.
The ideal candidate will understand what it takes to be successful in a large, complex organization and bring a spirit of collaboration to the Executive Team. Adept at developing relationships, the next Director will demonstrate an ability to influence others through well-reasoned explanations, be an exceptional presenter, comfortable speaking before different groups - from Santa Clara residents at neighborhood gatherings to City Council meetings or advisory committees.
Candidates with a strong background in park development, public/private partnerships, aquatics and other facets of recreational programming are encouraged to apply.
As a member of the City's Unclassified Service, this is an "at-will" position and the incumbent serves at the discretion of the City Manager. An incumbent in this classification: demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills; sets a good example; and correctly applies the tenets of the City's Code of Ethics and values.
Federal law requires all employees to provide verification of their eligibility to work in this country. Please be informed that the City of Santa Clara will not sponsor, represent, or sign documents related to visa applications/transfers for H1B or any other type of visa which requires an employer application. This recruitment is being conducted by Peckhman & McKenney. In order to be considered for this position, please apply via Peckham and McKenney at Parks and Recreation Director . The filing deadline is May 19, 2024.
The City of Santa Clara is an equal opportunity employer. Applicants for all job openings will be considered without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, veteran status or any other consideration made unlawful under any federal, state or local laws. The City of Santa Clara is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at (408) 615-2080 or HumanResources@santaclaraca.gov .
City of Santa Clara Benefit Summary Overview for Bargaining Unit #9Miscellaneous Unclassified ManagementThis summary provides a brief overview of the City of Santa Clara’s benefits available to Bargaining Unit #9 employees in 2024. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager’s Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change.
Retirement: - Membership in the California Public Employees Retirement System (CalPERS)
- Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly
- New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay
Medicare and Social Security (FICA)
- Employee pays 6.20% up to $10,397.40(Social Security) and 1.45% (Medicare) of gross pay
Health Insurance: - City contribution up to $2042.82/month, based on enrollment in a CalPERS health plan
- Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
- Coverage is effective as early asthe first day of the monthafter date of hire
- If an employee enrolls in a plan with a premium that is less than $946.86/month, they will be paid the difference in cash
- Employees hired on or after 1/1/2023who opt-out of City-offered health insurance and provide annual attestation and acceptableproof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details
Dental Insurance: - Choice of two Delta Dental plans; enrollment is mandatory
- City pays lowest cost employee only plan; additional cost is paid by employee
- Coverage is effective as early asthe first day of the monthafter date of hire
Vision Insurance: - Choice of two VSP plans
- City pays lowest cost employee only plan; additional cost is paid by employee
- Coverage is effective as early asthe first day of the monthafter date of hire
Voluntary Employee Beneficiary Association (VEBA): - City contributes $50.00 a month toward employee’s VEBA account
- Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax)
Life Insurance: - City pays for $50,000 of Basic Life Insurance coverage
- Coverage is effective the first of the month after one calendar month of employment
- Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children
State Disability Insurance (SDI): - Employee pays 1.1% of gross pay (includes Paid Family Leave)
- 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information
Paid Family Leave (PFL): - Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child
- No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information
Long Term Disability (LTD) Insurance: - Benefit is 60% of basic wage up to $13,333; max $8,000/month
- City paid benefit. City pays $.207/$100 of insured earnings
- 60 calendar day waiting period
- Coverage is effective the first of the month after one calendar month of employment
Deferred Compensation: - Voluntary plan through Nationwide Retirement Solutions
- Employee may contribute up to the lesser of the IRS maximum or100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules
Flexible Spending Account (IRS Section 125 Plan): - Employee may contribute up to $3,200per year in pre-tax dollars to a health care spending account
- Employee may contribute up to $5,000 per year in pre-tax dollars to a dependent care spending account
- Employee may contribute up to $315per month in pre-tax dollars to a commuter benefit plan
Vacation: - Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service
- For 1 -4 years of service: 10 days (80 hours)/year
- For 5 -9 years of service: 15 days (120 hours)/year
- For 10 - 15 years of service: 21 days (168 hours)/year
- For 16 - 20 years of service: 22 days (176 hours)/year
- For 21+ years of service: 24 days (192 hours)/year
Maximum accrual is 480 hours Once per year, employees can elect to convert up to 80 hours of accrued vacation to cash to be paid out in up to two cash-outs the following calendar year
Sick Leave: - Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual
- Up to 48 hours/year of accumulated sick leave may be used for family illness
- Up to 32 hours/year of accumulated sick leave may be used for personal leave
Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation) Partial sick leave payoff provision on retirement depending on years of service
Management Leave: - 120 hours of management leave credited to employees each January 1st
- New employees hired between January 1st and June 30th receive 120 hours of management leave their first year
- New employees hired between July 1st and December 31st receive 60 hours of management leave their first year
Unused management leave may be carried over from one calendar year to the next; however, an employee may never have more than 240 hours (calendar years 2021 through 2024) of “banked” management leave
Holidays: - Seventeen paid eight-hour holidays per year (13 & 4 holidays between 12/25 to 1/1 of following year)
Mobile Communication Device Allowance: - $80/month in lieu of carrying a City-issued cell phone
Auto Allowance (an alternative to mileage reimbursement or use of a City vehicle): - Department Heads receive $320/month (up to $520, with City Manager approval). Assistant Department Heads and Division Managers can receive $200/month (Up to $500 with City Manager approval)
Tuition Reimbursement Program: - Up to $2,000 per fiscal year for tuition reimbursement
Employee Assistance Program: - Confidential counseling to employees and dependents. Up to maximum of five (5) consultations per family member per incident per year
- City paid benefit
Retiree Medical Reimbursement Program: - Employees who retire from the City with at least ten (10) years of service shall receive reimbursement to help cover retiree single health insurance premiums. The reimbursement maximum includes the PEMHCA minimum.
- Up to age 65, retirees are eligible for reimbursement up to$416/month in 2024(amount adjusted annually)
- After age 65, retirees are eligible for reimbursement up to $249/month in 2024(amount adjusted annually)
Alternate Work Schedule: - An employee shall be eligible to work a 9/80 alternate work schedule according to the conditions, criteria, and requirements set forth in City Manager's Directive 71. Requests to work a 9/80 schedule shall be made through or by the Department Head to the City Manager. The City Manager must approve the schedule and the City Manager or Department Head (for employees other than Department Heads) may terminate the schedule at anytime.
Closing Date/Time: 5/19/2024 4:00 PM Pacific
